Cintas’ Post

“What's in a name? That which we call a rose by any other name would smell just as sweet.” I dont want Evri in place of Hermes, I want Evri, DPD, Yodel, Parcelforce, UPS, DHL………to collectively become a new partnership. And I want transparency, collaboration, coproduction, equality & parity between all partners to create a truly new partnership. This is going to require high trust from all partners, time for some more Brene Brown 👇🏻 The acronym BRAVING breaks down trust into 7 elements: BOUNDARIES: Setting boundaries is making clear what's okay and what's not okay, and why. RELIABILITY: You do what you say you'll do. ACCOUNTABILITY: You own your mistakes, apologize, and make amends. VAULT: You don't share information or experiences that are not yours to share. INTEGRITY: Choosing courage over comfort; choosing what's right over what's fun, fast, or easy; and practicing your values, not just professing them. NONJUDGMENT: I can ask for what I need, and you can ask for what you need. We can talk about how we feel without judgment. GENEROSITY: Extending the most generous interpretation to the intentions, words, and actions of others. The BRAVING Inventory can be used as a tool that leads from a place of curiosity, learning, and ultimately trust-building.

Today I was reading the March 4th Crain's Chicago Business article written by John Pietz ( great article) about the the major airlines and the DEI wars they are fighting and in the back of my mind, there was a moment of pause. It's undeniable that the push for Diversity, Equity, and Inclusion (DEI) in the airline industry often raises concerns about reverse discrimination. However, let's dissect the facts. Historically, positions of power in many industries, including aviation, have been predominantly held by non-minority individuals. These individuals have enjoyed the luxury of networks, privileges, and opportunities that inherently favor their demographic. DEI initiatives aim to level the playing field by creating opportunities for underrepresented groups, not by taking away from the majority, but by expanding the pool of talent to include diverse perspectives and experiences. Critics often fail to acknowledge the systemic advantages non-minority individuals have enjoyed for generations. When organizations face scrutiny over their DEI efforts, it's not because they embrace diversity, but because diversity challenges the status quo, which their critics don't want. It exposes the deeply ingrained biases and inequalities that have long been overlooked. Rather than seeing DEI as reverse discrimination, it's crucial to recognize it as a necessary step towards creating a fair and equitable playing field for all, where talent and merit, not just privilege, determine success. We can go one step further, as to reiterate a comment made by Southwest Airlines " For 52 years, we have put people first and we will not waiver from this path." To all airlines collectively being pulled into this war, in particually United Airlines, American Airlines I challenge you to stand firm, continue your processes and make your companies a haven for growth, engagement, and diversity by putting PEOPLE FIRST!

Join my colleague Shelley Willingham, CDE® for an executive briefing to explore today's hyper-charged corporate landscape in which embracing DEI (Diversity, Equity, and Inclusion) is becoming more and more challenging. The briefing will tackle the growing DEI backlash head-on, equipping you with the knowledge and tools to navigate this complex terrain. Registration link in comments below. The Diversity Movement. You’ll discover: ▶ The root causes of DEI backlash ▶ Effective counter-narratives ▶ The key to building bridges, not walls ▶ Ways to empower yourself and your allies

Our friends at TheAGENCY have ten rules they operate by and they are ten very good rules we like to operate by: Rule #1: No Assholes We choose character and culture over suits and ties.   Rule #2: Have Fun We have a unique prospective on the world that drives our business, fuels innovation and fosters creativity.   Rule #3: Stay Hungry We began as disruptors, and disruptors we shall remain   Rule #4: All for One and One for All When you work with one of us, you work with all of us.   Rule #5: We’re Here to Serve Anticipating needs and going the extra mile is just our standard.   Rule #6: Make Some Noise We’ve elected to stand apart, be ourselves, have our voices heard.   Rule #7: Tell it like it is We make the headlines black, white and red all over. And leave them wanting more.   Rule #8: More of the Same is Never an Option Because following the crowd will take you no further than the crowd.   Rule #9: Dare to Dream We seek out like minded rebels, who embrace our core standards of integrity, collaboration and creativity.   Rule #10: Rules Were Meant to be Broken Except for Rule #1: No Assholes. We’re firm on that one.

Presidents' Day celebrates our nation's leaders and their values. Today we honor their contributions, reflect on their examples, and embody their spirit of service. #FHC #CustomerService #ContactServices #CallCenter #CustomerCare #ContactCenter #Collections #PresidentsDay2024 #Honor #Reflect #Embody

The Truth Behind Corporate America: People vs Bottom Line Discover the clash between individuality and profits in corporate America. Explore the impact of Mitt Romney's famous statement and how it affects working with larger organizations. #CorporateAmerica #PeopleVsProfits #CorporateCulture #BottomLineMatters #WorkplaceConflicts

In the fast-paced world of professional achievement, it's easy to get caught up in the daily grind and lose sight of what truly drives us. At Smith Brothers, we work together from a place of shared expectations, values, standards, attitudes, and behaviors to deliver for our clients, be a great place to work, and consistently grow. We are proud of our Helping Others culture which helps us attract the best people, offer top services to our clients, and continually invest for the long term. #SmithBrothersInsurance #BeSure #HelpingOthers #RiskManagement

There are so many definitions for and uses of the concept of "diversity" in business. Sometimes, we react negatively to how others attempt to impose their definitions on us as Christian CEOs and Business Owners. It is easy to be defensive and reject the overall notion of diversity. However, it is possible to reclaim God's view of diversity and apply it to our businesses. We will talk about that in our C12 North Texas business forums this month. We will challenge each other to understand the competing definitions. More importantly, we will discuss practical, proactive steps to value people with different backgrounds, talents, and perspectives in our businesses. We don't shy away from tough topics in C12. If you want a place to discuss them and how they apply to you, join us. We love guests. Click on https://lnkd.in/gfYtR5iv for more information, or contact me directly. #c12forums #c12northtexas #diversity

This afternoon, as I reflect on the incredible journey of American industry, I'm reminded of the power of family, community, and the spirit of entrepreneurship. It's these values that drive the distribution sector forward, fueling innovation and nurturing the roots of our local economies. In season one of We Supply America, I had the privilege of tallking with Jason Packer, CEO of Hill & Markes, a company that stands as a testament to the resilience and vibrancy of regional distribution. Jason's story, deeply entwined with the history of Amsterdam, New York, is a beacon of entrepreneurial courage and community commitment. Our conversation was more than just a dialogue; it was a celebration of the human spirit that powers the distribution sector. Jason shared the inspiring tale of his great-grandmother's bold pivot from glove manufacturing to creating a thriving candy business. This story isn't just about business transformation; it's about the courage to embrace change and the vision to see beyond the horizon. At Hill & Markes, Jason and his team have demonstrated remarkable resilience through the years, including through the challenges of Covid-19. Their dedication to protecting their employees' livelihoods and their unwavering commitment to their community are shining examples of what it means to be a force for good in the world of distribution. But our talk wasn't just about overcoming adversity. It was also about the future—about creating a more inclusive and equitable industry. Together, we delved into the importance of setting tangible goals for diversity and inclusion, recognizing that these efforts require time, intention, and a strategic approach. As we look to the future, it's clear that the distribution sector is on the cusp of a paradigm shift. The conversation with Jason underscored the critical role of human capital in this transformation. Unlike the impersonal 'business as usual' approach of other entities, family-owned businesses like Hill & Markes treat their workforce with dignity, fostering a sense of belonging and community. I invite you to watch the full conversation between Jason and me. It's a story of hope, resilience, and the limitless potential of the distribution sector to drive positive change. Together, we can redefine what it means to be a leader in this industry and continue to support the communities that depend on us. Click here to watch our conversation: https://lnkd.in/etGEqNu2 As we move forward, let's carry the lessons of Hill & Markes with us. Let's strive to be leaders who drive economic growth and nurture the human spirit. Because, at the end of the day, it's the people behind the products that truly make a difference. Enjoy your weekend, and here's to being a Force For Good in everything we do. And THANK YOU, Jason Packer, for your passion to Do Good in business! And this couldn’t be possible without the three year partnership from Infor and Infor Distribution !

AUGUST IS NATIONAL BLACK BUSINESS MONTH: VALUE BEYOND PAPER This National Black Business Month, remember that your true value lies in your work, not just your credentials. Let your business speak for itself. #BusinessValue #BlackEntrepreneurs #WorkEthic