Mike Sheehan -CRM AVP

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Anonymous said:
I wonder how many RM's would have left regardless of who was AVP? It's a lousy job at BSCI right now in terms of job satisfaction, but CRM RM's are so overpaid ($300-400K). This is why most stay in their jobs. Mike's RM's left for a better deal (QOL + $'s).
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You're a little high on comp. More like 250-300k. Any SJM/BSC/MDT CRDM RM will tell you the QOL for an RM is the just about the same for each company. QOL under a poor leader can be a disaster as it has played out in the PA area.
 






Anonymous said:
You're a little high on comp. More like 250-300k. Any SJM/BSC/MDT CRDM RM will tell you the QOL for an RM is the just about the same for each company. QOL under a poor leader can be a disaster as it has played out in the PA area.
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Add the annual stock grants and the comp is significantly higher (assuming the stock will have value once vested).

I agree MS is a poor leader and that people probably don't want to work for him. The managers that have left are highly talented and were recruited by the competition and paid very well. If all things were even between the CRM companies I would assume they all left because of MS's poor leadership; however, the stress due to the mismanagement of the company is the number one reason RM's and reps are leaving. It is impossible for an RM to lead his team when he has lost faith. Working for MS just makes the decision to leave much easier.
 






Anonymous said:
Add the annual stock grants and the comp is significantly higher (assuming the stock will have value once vested).

I agree MS is a poor leader and that people probably don't want to work for him. The managers that have left are highly talented and were recruited by the competition and paid very well. If all things were even between the CRM companies I would assume they all left because of MS's poor leadership; however, the stress due to the mismanagement of the company is the number one reason RM's and reps are leaving. It is impossible for an RM to lead his team when he has lost faith. Working for MS just makes the decision to leave much easier.
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Well said. Agree with most of what you're saying.
 












Anonymous said:
Sheehan interview with MDT in Denver this morning. Unfortunately, it did not go well.
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Is that surprising? He's smart to look elsewhere...otherwise, he may soon be looking from the outside without a job. Who did he interview with? Position? Why did he not do well?
The tough thing for someone at the AVP level interviewing with a competitor is word gets around quick. It's a small small industry. Everyone's got your number... good, bad or indifferent.
 


















Anonymous said:
...begging Ludka for a job
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RL's a great guy but I don't think he can "save" MS. Will be hard for MS to sell himself when he has such a poor track record (poor RM retention, never promoted any RM, doesn't support his team, poor judgement, not a motivational leader, zero coaching skills...etc). Even if they're ignorant enough to take him, there's no way MDT will put him in an AVP type of position...maybe a product manager at best.

This is the big leagues.... when you have a consistent losing record (ie poor leadership), the coach has to make a pitching change to start winning again. May sound harsh but that's reality. You reap what you sow.
 




































Anonymous said:
Read post #3 above for all who have left.
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From Post #3:

Here's a snapshot of the folks he's lost (most of whom he hired)...
1. Tim D --- now the VP of sales of Sorin (lasted about 2 years under MS)
2. Scott C. --- now with CSI (lasted about 6 months under MS)
3. Chris B --- now an RM with BIO (lasted about 2 years under MS)
4. Mike Sriv ---- now a sales mgr with a startup (lasted about 2 years under MS)
5. Bill S. --- now a RM with SJM in MN
6. Kevin Z --- now in another division with BSC (lasted about 3 years under MS)
7. Andy A. --- now an RM with SJM

I don't think any of these folks left because of MS. They left for:

1. Better opportunity/more $'s
2. Better location for their family.
3. Peace of mind as they couldn't take the beating associated with working for BSCI any
longer.

Talk with Chris about the work environment at Bio. Talk with Andy and Bill about STJ. Talk with Kevin about working in the other division. Once educated you will understand.

Mike may have his faults as a leader, but he clearly has an eye for great talent. It's clear to me that this bright group of individuals left BSCI for greener pastures. That's the kind of behavior one expects from talented folks.
 






Anonymous said:
From Post #3:

Here's a snapshot of the folks he's lost (most of whom he hired)...
1. Tim D --- now the VP of sales of Sorin (lasted about 2 years under MS)
2. Scott C. --- now with CSI (lasted about 6 months under MS)
3. Chris B --- now an RM with BIO (lasted about 2 years under MS)
4. Mike Sriv ---- now a sales mgr with a startup (lasted about 2 years under MS)
5. Bill S. --- now a RM with SJM in MN
6. Kevin Z --- now in another division with BSC (lasted about 3 years under MS)
7. Andy A. --- now an RM with SJM

I don't think any of these folks left because of MS. They left for:

1. Better opportunity/more $'s
2. Better location for their family.
3. Peace of mind as they couldn't take the beating associated with working for BSCI any
longer.

Talk with Chris about the work environment at Bio. Talk with Andy and Bill about STJ. Talk with Kevin about working in the other division. Once educated you will understand.

Mike may have his faults as a leader, but he clearly has an eye for great talent. It's clear to me that this bright group of individuals left BSCI for greener pastures. That's the kind of behavior one expects from talented folks.
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Nice self-assessment, Mike....
 






Anonymous said:
From Post #3:

Here's a snapshot of the folks he's lost (most of whom he hired)...
1. Tim D --- now the VP of sales of Sorin (lasted about 2 years under MS)
2. Scott C. --- now with CSI (lasted about 6 months under MS)
3. Chris B --- now an RM with BIO (lasted about 2 years under MS)
4. Mike Sriv ---- now a sales mgr with a startup (lasted about 2 years under MS)
5. Bill S. --- now a RM with SJM in MN
6. Kevin Z --- now in another division with BSC (lasted about 3 years under MS)
7. Andy A. --- now an RM with SJM

I don't think any of these folks left because of MS. They left for:

1. Better opportunity/more $'s
2. Better location for their family.
3. Peace of mind as they couldn't take the beating associated with working for BSCI any
longer.

Talk with Chris about the work environment at Bio. Talk with Andy and Bill about STJ. Talk with Kevin about working in the other division. Once educated you will understand.

Mike may have his faults as a leader, but he clearly has an eye for great talent. It's clear to me that this bright group of individuals left BSCI for greener pastures. That's the kind of behavior one expects from talented folks.
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Per post above: ...Yeah, talk to Chris, Andy, Bill, Kevin or whoever...they will tell you the reason they left was because of their manager. There are a lot of talented RMs in the organization. Why have they not left BSC? Losing 7+ RMs in 4 years is not normal turnover due to "BSC" issues/challenges. Weak argument. Agree that he has a good eye for talent but smart talented people will eventually run from weak leadership. In this case, there was a mass exodus. Good leaders find ways to keep good talent....it's called building loyalty.
 






Anonymous said:
Per post above: ...Yeah, talk to Chris, Andy, Bill, Kevin or whoever...they will tell you the reason they left was because of their manager. There are a lot of talented RMs in the organization. Why have they not left BSC? Losing 7+ RMs in 4 years is not normal turnover due to "BSC" issues/challenges. Weak argument. Agree that he has a good eye for talent but smart talented people will eventually run from weak leadership. In this case, there was a mass exodus. Good leaders find ways to keep good talent....it's called building loyalty.
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Well, I very much liked working for my RM but had to leave last year because it was the best thing for my family. I felt badly about leaving the person who gave me a tremendous opportunity in the CRM industry but could not find any reason beyond my manager to stay. Now RM's all over the country are leaving BSCI at an increasing rate. The issues for me and I think many others who have left are well above the AVP level.
 






Anonymous said:
Well, I very much liked working for my RM but had to leave last year because it was the best thing for my family. I felt badly about leaving the person who gave me a tremendous opportunity in the CRM industry but could not find any reason beyond my manager to stay. Now RM's all over the country are leaving BSCI at an increasing rate. The issues for me and I think many others who have left are well above the AVP level.
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ok former sales rep, name all the RMs who have left the company. There are about 85 RMs. Normal annual turnover in any sales organization is about 10%. If you can name more than 8, than your point is valid. If not, it's just your inaccurate perception.
 






Anonymous said:
ok former sales rep, name all the RMs who have left the company. There are about 85 RMs. Normal annual turnover in any sales organization is about 10%. If you can name more than 8, than your point is valid. If not, it's just your inaccurate perception.
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Per above:
1. Tim D
2. Scott C.
3. Chris B
4. Mike Sriv
5. Bill S.
6. Kevin Z
7. Andy A.
Additional:
8. Butch P
9. Terry P
10. Wayne B
11. Ron F
12. Pam B
13. Kevin P
14. Mike D
15. Wayne M
16. Todd G
Next Wave:
17+ I am sure I have missed a few but based on the interviewing going on at HRS (me included) there will be more in the next 6 months. Keep drinking our company Kool-Aid.
 






Anonymous said:
Per above:
1. Tim D
2. Scott C.
3. Chris B
4. Mike Sriv
5. Bill S.
6. Kevin Z
7. Andy A.
Additional:
8. Butch P
9. Terry P
10. Wayne B
11. Ron F
12. Pam B
13. Kevin P
14. Mike D
15. Wayne M
16. Todd G
Next Wave:
17+ I am sure I have missed a few but based on the interviewing going on at HRS (me included) there will be more in the next 6 months. Keep drinking our company Kool-Aid.
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Interesting how many worked for MS per above... how can the senior leadership keep someone who has terrible retention of good managers compared to the rest of the country.
 






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