Southeastern Freight Lines’ Post

How can we grow in our roles and stay engaged when promotions are not an option? 💡 I was super excited to represent the Oyster® #PeopleBuilders in our recent webinar partnering with Culture Amp and Bravely with the wonderful Gia DeMichele, PhD, Mark Turner and Debra Turner Bailey chatting about all possible non-promotion based growth strategies 📈 Some of the ideas we dove into included: 🎨 Diversifying the available development opportunities (e.g., job rotations, cross-functional projects) 🌱 Promoting a culture of continuous learning (e.g., regular training programs and options to obtain further certificates / learning in topics that interest you) 👯 Implementing mentorship and coaching programs (e.g., from formal mentoring to peer coaches & external coaching platforms) Curious to hear what else we discussed? 👉 Watch the webinar here! https://lnkd.in/dJFStJ5k

Although I recently started in this program, it has already allowed me to gain exposure to various areas of the company. It is setting a strong foundation for my career growth and is giving me a wonderful opportunity to delve into the cybersecurity industry while exploring potential career paths.

Come read about the hands-on learning experience from one of our wonderful interns, Edna! What is one skill you want to practice in order to advance your career? #interntestimonial #onlineearning #careerdevelopment #internexperience #skillsdevelopment #collaboration #communication #leadership #networking #professionalgrowth

Chapter 7: R is for recognition I’m sharing my thoughts on #employeeexperience and how #internalcommunications professionals can create a better experience for those on the #frontline. If you haven’t read my other posts about working on the frontline at Wrigley Field, stop, pause and read them before you read the next chapter. You can find them by dropping the titles into the search box in the upper left corner on LinkedIn’s home page. Chapter 1: We’ve only just begun Chapter 2: Stories from the front line Chapter 3: B is for brand Chapter 4: Diversity hits it out of the park Chapter 5: Fun, fun and more fun Chapter 6: D stands for dedication Let’s talk about #recognition. It’s one of my favorite topics. I reimagined and spearheaded a #recognitionprogram in a former role. It was the best part of my job! What’s recognition? It’s an opportunity to shine a light on #associates who go above and beyond to help meet an org’s #strategicpriorities and is an important part of keeping associates engaged. Who doesn’t want to be acknowledged for a job well done. The Chicago Cubs program is amazing. I leaned in when the facilitator gave an overview of the program during new hire orientation in March. It’s a simple, easy and fun program to implement. Associates love it! It aligns with our core values, as it should: Respect: We respect our guests and each other. Approach: We display positive body language and are friendly.   Listen: We listen to our guests and each other. Learn: We learn from our guests and each other. Yes: We do everything we can to say “yes” to our guests. Associates receive a RALLY card from supervisors when they see an associate demonstrate a core value with a guest. A RALLY card is a scratch-off card. It is redeemed for Cubs-branded merchandise. There are different levels of prizes based on what the scratch-off card reveals. There’s also an Associate of the Month program. An associate from every department is chosen. They’re honored during our monthly team meeting and featured in the monthly associate newsletter. They also attend a special luncheon. An Associate of the Year is also chosen at the end of the season. Associates vote on the winner.  The winner is announced at the final associate meeting of the season. Associates who are recognized are engaged and happy. It’s our job as #internalcommuncations professionals to #collaborate with #humanresources to develop a recognition program that’s part of the employee experience. A good recognition program will drive retention and increase revenue.   Are you recognizing your employees? If so, how? If not, it’s time to start. #awardandrecognition #engagement

Early on in my career at JCPenney, a leader gave me the best and most simple advice: “learn the business”. At that time, that meant diving in deep with leaders to better understand their function, goals and talent acquisition needs to help drive those strategies and ultimately their impact on JCP’s turnaround. As time evolved and I became an SME in the areas of the business that I supported, I still longed for that understanding, for growth as a leader and key contributor to the organization. This led me to follow along (quietly) with the senior leadership teams reading series. Now this series was not one that was publicly announced but in quarterly offsites, led by Marc Rosen insights from their readings were discussed and learnings communicated in the following days. These learnings and insights really sparked my curiosity and led me down a path that followed along with their reading series. This led to learnings from books like “The Heart of Business” and “Team of Teams” that I implemented into my daily tasks and oftentimes, shared with my team. As time grew on and I secretly followed along with this newfound tradition amongst the SLT, I would pick up on clues or murmurings of the next reading. This led to my purchase of “The First 90 Days” by Michael Watkins. At the time I was so eager to start the next reading of what I thought was, the next book in the SLT series when in fact, it was an onboarding book. One I believe was purchased for some of our new hires. To this day, I still don’t know but regardless of the reason, I believe it was meant to be. Over the next few weeks, I found myself being recruited by The Container Store and after I accepted the offer, diving deep into my next reading, as I prepare for my new journey. This experience, while not known by many, reinforced my commitment to proactive learning and reminded me of its impact on my career. While I’ll miss my secretive participation, the knowledge gained will stay with me! #careergrowth #learningneverstops #jcpenney #thecontainerstore

🌟 Reflecting on an Incredible Journey 🌟 As I close my day, after the last training day of this year on "OJTI Behaviours, Attitude, and Culture", I can't help but feel a bittersweet mix of emotions... I am extremely grateful about the exchange of insights and perspectives with the On-the-Job instructors for ATCOs training. They enabled us to share a common understanding about how we show up in our job and reflect about the behaviours and attitudes to shape the coaching culture of the future. At the same time I can't help but feel some sadness knowing that I will continue this journey without Ellen. I'll greatly miss this exciting collaboration. Although I'm also filled with gratitude for the time we've spent together and the lessons we've learned along the way. Our journey together has been remarkable. Over the course of the last 14 years of our career, we've grown together, fueled each other's big dreams, and leveraged our strengths to uplift one another. From brainstorming sessions to late-night strategy discussions, every moment has been a testament to our shared #dedication and #passion. Together, we've had the opportunity of designing human performance courses that have created meaningful change. We've facilitated inspiring conversations among experts, fostering an environment where ideas flourish and change thrives in the area of learning and development. Ellen BECKERS, your unwavering dedication, creativity, and leadership have been inspiring. Working alongside you has been an absolute pleasure, and I can't thank you enough for the countless memories we've shared and the impact we've made together. Thank you for choosing me for this wonderful journey, I will keep carrying your light! xxx #Partnership #Collaboration #Gratitude #HumanPerformance #Teamwork

Get to know our Managing Director, Paul Scullion: What is the most rewarding part of your role? Collaboration between our teams and our client teams to deliver some amazing spaces. What strategies do you use to maintain a healthy work-life balance? I try to get exercise most days, it is difficult, and I often find I don't get it quite right but continue to try and make time for things outside of work with friends and family. What keeps you motivated at work? I guess it's that competitive nature and trying to make Portview the best that it can be. What do you believe are the most important qualities and skills to be a successful leader? To be respectful, humble and most of all be yourself. Leading by example is key, coupled with knowing your subject matter. When you were a child, what did you want to be when you grew up? I wanted to emulate my father and uncles and be a joiner. I had started my apprenticeship, however, I did slightly better in my grades than expected. I was told in no uncertain terms by my father to continue with school, and here we are! Share an interesting fact that most people don't know about you! When I was around 18, some friends and I won a busking competition at a festival and then started a band to earn some funds to see us through university, which worked well for 4 or 5 years.

A full year at Pilot has come and gone in the blink of an eye. I have had the chance to spend time in operations as both a trainee and a leader in more than 6 Pilots this year, including some of the busiest in the nation. There have been good times, and lord knows there have been some unbelievably difficult ones as well. To remind myself that there is light at the end of the tunnel, I have kept a personal reflection journal of the most valuable lessons I've learned in leadership not just at Pilot... but over many years in business operations. My top three choices reflect this past year to a "T". 1) Maximum personal accountability is paramount to team success, and allows you to take the blame when things go wrong, and share the fruits of your wins with your team when it all goes right. 2) Attention to micro detail is paramount to the macro operation (What can we do to be 1% better today?) 3) My career is in business operations, but my job is in human operations, and everything we do starts and ends with people, on every level. Cheers!

"Having someone who understands the heart and soul of the place is valuable." - Ursula Burns, Evertree's Chairwoman This insightful article explores how successful leaders like Ursula and Nike's new CEO, Elliott Hill, worked their way up from internships to top positions. It's a testament to the power of understanding a company from the ground up. We're honored to see Ursula's leadership journey and wisdom highlighted in such a prestigious publication. Her story is an inspiration to the leaders in our organization and beyond! Read the full article to learn more about the paths of successful leaders and the value of starting from the bottom: https://lnkd.in/ededpqpY #Leadership #InterntoCEO #CareerDevelopment #WallStreetJournal

If you don't know what victory is, you can neither achieve nor celebrate it. I am constantly amazed by people saying "we should celebrate our wins!" ... Like you have any idea what your wins are. In every unit in this module, Mark and I ended up talking about what a victory was. Including one whole unit about it. Why? Because we never take the time to really understand our goals. Almost every team I've met is more successful than they realize. Weirdly, this means they celebrate the wrong things (like a project being out of their faces) and not the right things like higher quality, better onboarding, or completing work they are actually proud of. https://lnkd.in/gS59C2Aq