Frank McGrath’s Post

#IndyCar Leadership Committee; follow up questions from the front row. 1) Severity of infraction P2P scandal vs. Fast Friday Boost scandal? P2P: 1 Team / 2 Car vs. FFBS: 1 Mfg. / 17 Cars. 2)Total Time P2P: 5.4sec per 97.753sec lap 30, 3.6sec per 100.332sec lap 72 [car 2] 1.9sec per 97.753sec lap 30 [car 3] FFBS: To many Cars to list in this space, but 47% of "on-track" running was in violation of REG 3.3 Boost Control. 3) IC Eng. Comp. REGULATION ... Must be enforced '!-{) 4) Who knew, small group inside #IndyCar vs. ALL Mfg's personnel. 5) Professional ethics is the code which I strive to achieve ... The Fry Master has been playing the Deception game so long, it's like second nature now. 6) & 7) As I said, "just shite & giggles" FYI; the "AND" statement is no joke, #RP call if you need the full accounting. Oh; yes, your right ... my question, same as before, Why now & not then?

I saw this commercial last night and it still bothers me. I've seen too many businesses that created the wrong culture by celebrating the wrong accomplishments. As a former combat leader, I understand the desire to build strong teams that are willing to sacrifice to support one another; that are so proud of what we're building that they're willing to sacrifice for our work. But as a civilian leader, I don't want to build a culture that glorifies all-nighters or missed haircuts or time away from families. I want to celebrate building platforms that are so stable they run for years with no unscheduled down-time that require all-nighters in the first place. I want to celebrate forming teams that are so efficient that an iterative product release doesn't break a sweat. I enjoy building teams that make difficult tasks look easy on a regular basis. I don't know the details behind building this frame, but on the surface, it doesn't sound like something to be celebrated.

GM is prioritizing its employees' enjoyment of the game by delaying the Flint shift, making sure that as many employees as possible can watch the Lions Win on Sunday! #iworkforgm Read more about how GM is supporting the Lions and its employees: https://lnkd.in/eafVDqzu

🚗 Lessons In Leadership: Taught by a Student Driver 🚗 Giving up control of the wheel to my fifteen-year-old was scary. We were both excited and nervous the first time she sat in the driver's seat of my car. She had taken driver's ed, knew the rules of the road, and was ready to take that first drive. If I'm honest, I was terrified. My hands gripped the sides of my seat, and my jaw clenched as we headed out on the road. I gave some corrections: no rolling stops, don't follow too closely, watch your speed. She listened and followed directions. After a few months, she became an excellent driver, even giving her old mom a few tips from time to time. Isn't this a lot like our first role leading a team? The urge to control is there. What if they make a mistake? What if they are not ready? What if, what if, what if... Eventually, you have to hand over the keys and hop in the passenger seat. You will be there to make corrections, add suggestions, and answer questions. But just like my daughter, your team will develop their own style and even offer you a few tips along the way. Try not to grip that seat too hard and enjoy the ride. 🚙💨 #Leadership #TeamDevelopment #TrustTheProcess #Mentorship #PersonalGrowth #GritGrowthGumption

### Definition of "In the Driver's Seat": Being "in the driver's seat" means being in control of a situation or having the power to make decisions and influence outcomes. ### Example Sentences: 1. After years of hard work, Sarah finally found herself in the driver's seat of her own company. 2. With the promotion, James felt he was now in the driver's seat of his career. 3. As team captain, Emily was in the driver's seat during the championship game. 4. The CEO's bold decisions put our company back in the driver's seat in the industry. 5. Learning to manage finances early puts young adults in the driver's seat of their financial future. 6. The quarterback's injury put the backup player in the driver's seat for the remainder of the season. 7. In negotiations, it's crucial to be in the driver's seat to secure the best terms. 8. With new technology, consumers are increasingly in the driver's seat when it comes to product customization. 9. The successful completion of the project put our team in the driver's seat for future opportunities. 10. Taking charge of his health put John back in the driver's seat of his life. ### Hashtags: #InTheDriversSeat #Leadership #DecisionMaking #Control #Empowerment #CareerSuccess #TakingCharge #LeadingByExample #Management #Power These hashtags can help highlight various contexts and implications of being "in the driver's seat" across different situations.

Lessons From Anywhere Series Part XVII: Employee Relationship Lessons from 'Ford v Ferrari' The film 'Ford v Ferrari,' centered on the true story of the American automotive company's quest to defeat Ferrari at the 24 Hours of Le Mans in 1966, is not just a thrilling portrayal of motorsport history but also a rich narrative filled with lessons on employee relationships, teamwork, and leadership. Here are key insights businesses can draw from the movie: Passion as a Driving Force: The film showcases the passion of Carroll Shelby and Ken Miles for racing and excellence. This teaches businesses the importance of recognizing and nurturing the passions of their employees. When team members are engaged in work that ignites their passion, they are more motivated, productive, and likely to produce exceptional results. The Value of Trust in Teams: The partnership between Shelby and Miles is built on mutual respect and trust, despite external pressures. For businesses, this highlights the necessity of trust between employees and leadership. Trust fosters a collaborative environment where creativity and innovation can flourish, leading to breakthrough achievements. The Importance of Clear Communication: 'Ford v Ferrari' illustrates the detrimental effects of miscommunication and lack of transparency, particularly in the relationship between Ford's corporate office and the racing team. Effective communication is paramount in ensuring all team members are aligned with the company’s vision, goals, and strategies. Empowerment and Autonomy: Shelby and Miles demonstrate the importance of having the autonomy to make decisions that affect the outcome of their project. In the business context, empowering employees and giving them autonomy can lead to increased innovation, engagement, and a sense of ownership over their work. Navigating Corporate Politics: The film delves into the complexities of navigating corporate politics and the impact it can have on projects and team morale. It teaches leaders the importance of advocating for their teams and shielding them from detrimental corporate dynamics to maintain focus and motivation. Adaptability and Innovation: The development of the Ford GT40 for Le Mans shows the necessity of adaptability and innovation in overcoming challenges. Businesses must cultivate an environment where employees are encouraged to innovate and adapt to changing circumstances, driving the company forward. 'Ford v Ferrari' provides compelling lessons on the dynamics of employee relationships, the importance of leadership, and the power of teamwork and passion. These lessons are invaluable for businesses aiming to build strong teams capable of achieving remarkable goals. #EmployeeRelationships #Teamwork #Leadership #FordVFerrari

The increased demand for equipment and know-how needed to repair an ever-increasingly complex vehicle parc is undeniable. The two single-location shop owners FenderBender interviewed for this article face many of the same issues as do the more than 300 respondents to the 2023 FenderBender Industry Survey, although they have approached the problem with some common methods and some notable differences. #FenderBender #autobody #collisionrepair https://bit.ly/49RWOih #Collisionrepair #fenderbender #autobody

Cruise removes NINE Managers following internal investigation! 🔎 🚨 “Today, following an initial analysis of the October 2 incident and Cruise’s response to it, nine individuals departed Cruise. These include key leaders from Legal, Government Affairs, and Commercial Operations, as well as Safety and Systems. As a company, we are committed to full transparency and are focused on rebuilding trust and operating with the highest standards when it comes to safety, integrity, and accountability and believe that new leadership is necessary to achieve these goals.” Initial questions lean towards why these nine? What decisions did they 'consciously' make before, during or after October 2nd and how far will these steps go in the public and its current employees minds that this will improve or change their approach to AV safety? I'm sure this won't be the last development, but does show this was not an isolated edge case incident. Likely to now affect the entire industry and it's approach to safe autonomy.

Without any warning or conversation, I was kicked off the team. Getting blindsided especially when you care, always stings. Did I understand why? Not in the slightest. Am I glad it happened? Yes. Since then, I promised myself that I would do everything that I could to avoid this from happening to any team that I am apart of. Here are 4 simple guiding principles that have helped me do this: ➡ Seek to understand: There is almost always a layer you didn't know about ➡ Attitude. Effort. Behavior: These are my "big 3" controllables ➡ Avoid surprises: Involve your team and lead with transparency ➡ Documentation: It's about a healthy meritocracy that is equitable for all involved. 🤔 For the curious ones, I was kicked off of the track team 👟 for showing up very late to practice. We had a state championship caliber 4x4 team and didn't get to compete because of this. If my coach had followed any of the above guidance, she would have learned that I was helping a classmate complete a very remote service project and we unfortunately got his Ford Ranger stuck on a sandbar (we were filling sandbags for flooding) and had to wait for someone to tow us out. Live & Learn. #leadership #teamwork #growth

As someone who has spent the majority of their career working crisis, I can tell you from experience that timing makes all the difference both internally and externally with regards to reception and recovery. Reflecing on recent developments at Cruise, the timing of a CEO's resignation announcement holds strategic significance. Some thoughts on timing and trust: -Early announcements may signal accountability, setting the tone for change. -Mid-crisis decisions can provide stability or exacerbate uncertainty. -Delaying until after resolution may showcase successful leadership transition. From a communications perspective, transparency, clear messaging, and aligning the resignation with broader strategic plans are crucial for maintaining stakeholder trust throughout these phases. #leadership #crisismanagement #ceo #brand #trust #credibility #corporatecommunications #driverlesscars #automotiveindustry #autonomousvehicles