Days are long gone now

 

I agree with scraping the top layer off the BOD.
However, these two, Allan Goldston and Troy Alstead also need to removed.
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H Partners said Zeitz should be removed immediately and voted off the company’s board of directors, along with board members Thomas Linebarger and Sara Levinson, according to a filing.

“The current board, which is tightly controlled by a small number of entrenched board members, cannot be trusted to oversee crucial decisions, including CEO succession,” H Partners said.

H Partners, which owns 11.3 million shares, or about 9%, of Harley-Davidson’s stock, said the company should name an interim CEO until an external candidate can be chosen.

Harley-Davidson’s current management team said it is committed to “acting in the interests of all of Harley-Davidson’s shareholders by continuing to strengthen the company’s foundation for the future and selecting the right CEO to lead Harley-Davidson into its next chapter.”

 

Why do these corporations always hire from outside the company.
It seems businesses are more successful when you promote loyal employees from within.
The only reason I see to bring in outside help is if you want to dismantle a business.

 

The MOCO needs bike people in charge not money people.

 

Sorry for going off track but...
Your bike is beautiful. I always loose track of my thoughts in a thread that your bike is in.
Do you have a larger pic? LOL
Thanks

 

The BOD determine the CEO. You look at all the BOD members and they are are all cut from the same cloth as the CEO.
That is why the entire lot of them need to go.
IMHO that is.

 

Bring back *****.

 

Have you ever heard of the Peter Principle? In a nutshell it says that competent people will be promoted up to their level of incompetence.

If you're a good worker, you'll get a promotion, which means you'll be doing a different job. Building widgets on an assembly line is an entirely different job and requires an entirely different skillset than managing people who build widgets on an assembly line. If you make the adjustment and are a good manager, you'll get promoted to store manager. Which is an entirely wildly different set of skills, managing the flow of every department rather than managing just the workers you used to work shoulder to shoulder with. But if you pull it off and do a great job, they'll promote you to General Manager. And by that time you're supposed to do profit and loss statements, accounting, forward projections, regulatory compliance, health and welfare benefits, hiring and firing, and on and on. What, exactly, does being a good builder of widgets qualify someone to be general manager?

At some point you're not going to be great at the new job, it's a step too far. So you're screwed, you're stuck in a job you can't do well, and you'll never get promoted again. And the company's screwed, because they lost a great widget builder, a very good manager, and a good store manager, and now they're stuck with a mediocre or incompetent general manager.

You're miserable. They're miserable. The whole "promotion" system is doomed to fail, because good people are promoted up to their level of incompetence.

That's why you don't promote from within. When you're a $3 billion multinational heavy equipment manufacturer and you need a CEO, you should look for the best CEO of a multibillion dollar multinational heavy equipment manager you can find, and if you find a successful one who also happens to love motorcycles, that's who you hire.

If you're a multibillion dollar multinational motorcycle maker, what you DON'T DO is hire a CEO climate zealot who wants to ban all fossil fuels and eradicate all gasoline engine vehicles and who pisses away all your money on electric motorcycles that nobody wants and closes hundreds of dealerships, who has a stated goal of selling fewer motorcycles!

 

im with a company that i've been with for 20 years

we need a couple of folks for a specific role....leaders

of those that they'll lead, there are none with the experience and skill set that we need...they are good in their roles, but not leadership material.....sure one of them would love to lead.....but it would be cruel to set them up for failure in a place they do not belong

sometimes you have to look outside your org for new talent....by and large, I agree with 'promote from within' but any truth taken to an extreme becomes perversion

Look up Peter's Principal....it's another perspective

I don't think HD needs a sensible leader from inside the industry....they just need sensible leaders....regardless of where they came from

 

PE is brutal. Typically know zilch about the companies products and what consumers want. Cut costs through layoffs, salary reductions, change suppliers, cut quality. Sell off departments and divisions. Then one day when there is nothing left to trim - poof.