STFC’s Post

Are you ready to build self-confidence and trust in your role? Join us for this 1-day workshop in which you'll learn how to: -Define “self-confidence” and access your own level of self-confidence. -List 6 rules to build your own self confidence. -List traits of a self-confident leader and explain why self-confidence is a key leadership trait. -List qualities of trustworthy people. -List 10 rules for building trust. -Explain the connection between trust and leadership. Intended audience: New and experienced managers and leaders who want to develop or improve their skills related to building self-confidence and trust. Also suitable for experienced individuals but are in need of new practical ideas for building self-confidence and trust in the modern manufacturing environment. Workshop length: 4 hours Location: Economic Development Corporation of Elkhart County, 300 NIBCO Parkway, Suite 201, Elkhart, IN Register by Tuesday, April 30, 2024 at https://loom.ly/W_DKeq4

Integrity is the foundation of strong leadership and a successful career.

I wanted to share some thoughts and goals I have set for myself for the new year. My primary objective is to become a valuable resource for as many of my team members as possible. As a supervisor, it is essential to understand that our role goes beyond just creating and enforcing structure. While it is true that part of our responsibilities includes holding team members accountable, implementing structures, and enforcing policies and rules, we must not overlook the importance of being interpersonal, resourceful, and flexible. Being a supervisor isn’t just about maintaining order and ensuring tasks are completed efficiently. It is about being there for our team members, providing them with the support and guidance they need to succeed. By focusing on becoming a resource, I believe we can foster a more positive and productive work environment. I am committed to embracing this approach and hope those in leadership “turn the page” on the expectations of supervisors. We are leadership not just the “policy police”.

We value Intentional Service and Sales Excellence while balancing partnerships, communication and culture.

I am ECSTATIC to announce my new position as the England Football Team's manager following Gareth Southgate's departure 💪 ⚽ Okay that might be a little stretch of the truth... and by stretch of the truth I mean a complete lie. (Those who know me will know that I am useless at playing sports and can rarely walk in a straight line without tripping over 😅). BUT, following Southgate's resignation, I HAVE learnt a few lessons on teamwork and leadership. 😎 Here are a few key takeaways from Southgate's journey: 🤔 Managing expectations: Southgate faced immense pressure and high expectations. Effective leaders must navigate these pressures and communicate realistic goals to their teams and stakeholders. 📢 Learning from criticism: Throughout his tenure, Southgate dealt with both praise and criticism. Constructive feedback is invaluable, and effective leaders use it to make informed decisions, even if it means facing tough realities. 🔁 Adapting to change: The dynamic nature of football, much like business, requires constant adaptation. Southgate's career reminds us that staying flexible and willing to evolve with changing circumstances is crucial for long-term success. 🤦♀️ Handling setbacks with grace: Despite his efforts, football was not coming home. Effective leaders demonstrate resilience and grace under pressure, learning from setbacks to build stronger strategies moving forward. #Leadership #Management #TeamDynamics #GarethSouthgate #LeadershipChallenges #BusinessStrategy #Resilience #Adaptability #CareerGrowth

This is something I have been pondering about saying for a while. When I think of the title 'Director' (as in Company Director, not Spielberg!), I think about the ultimate level of accountability and responsibility. I grew up thinking this was a position of integrity, reserved for those that have demonstrated the necessary qualities to hold the position. However, it's become abundantly clear that this position is far too regularly abused. This seems to be particularly true of self-appointed Directors. It’s disheartening to see a role with so much potential for impact and influence diminished in value by those who don’t honour its significance. I wonder if it would be practical to introduce different levels of directorship - With each being achieved after hitting certain statutory criteria. Perhaps even a reference system before you can self-appoint at Companies House.

When a leader like Winston Churchill can be replaced even after winning world war 2 for Britain, then why do you think you are irreplaceable. If you consider yourself an engineering leader, or you are a founder then it is must read for you. Churchill was considered a great war time leader, who led allies in winning WW2. Winning the war was important when it was ongoing, but after it was over people needed jobs, employment, and most importantly not going back to another war. So, in 1945 they booted out Churchill form PM's job. Similarly, you will notice at your workplace also, leaders are good at a specific type of job. Once that is over or completed, they are not the most suited one, unless they change themselves. For example: Some leaders are good at Zero to One type of execution. They make an idea a reality. But once that is done, they are not good at scaling it from One to N. They don't like what it takes to do it, things like - optimisation, processes, standardisation etc etc. One the other hand, some like doing One to N type of work, but they will not be effective when you give them a new idea. If you are an engineering leader, here is what you can do. 𝟭) 𝗥𝗲𝗳𝗹𝗲𝗰𝘁 𝗼𝗻 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳 Ask yourself truly what kind of leader you are. Do you get bored when something is over? What is the source of your energy? Then take decision based on it. (you will be most effective at work - when you do, what you do, the best) 𝟮) 𝗥𝗲𝗳𝗹𝗲𝗰𝘁 𝗼𝗻 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺 Observe the leaders reporting to you. Learn what they like doing the best. Don't know already? Talk to them. Everybody doesn't like calm sea. Everybody doesn't like the fire. (help them out in doing what they do the best. even if it comes at the cost of they not working with you anymore) What kind of leader you are?

🙌 It's so exciting for us to witness all of the growth at LYT! 🤝 Having Glen Klimek join LYT as their Director of Emergency Vehicle Preemption Sales is yet another growth milestone. ❓So, what's Emergency Vehicle Preemption (EVP)??? 🚑 EVP is a solution that saves lives by allowing first responders to arrive sooner. In matters of life-death matters, fires, or other situations, seconds matter. Seconds save lives. 🚔 When an emergency vehicle is responding to a situation, LYT's EVP solution clears a path for emergency vehicles by providing them with more green lights. 🚒 Now, this is not the old school system where emergency responders have to push a button to sequence a traffic light. This happens automatically with no driver intervention. And, it doesn't change lights one by one, it clears an entire route so that upstream traffic is moved out of the way. ☁️ Best of all, LYT's EVP solution requires no new infrastructure. It's software that runs safely and securely in the cloud and interfaces with existing traffic infrastructure. 🚨 This is game-changing, this is life changing, this is LYT! BUILD🛠️>GROW📈>FUND💰>EXIT🦄 venture@portolavalleypartners.com #venturecapital #innovation #future #technology #startups

More solid additions to the PE team! #cleanrooms #cleanroomtechnology #controlledenvironments #sterilefacilities #cleanroomdesign

In Whittier, CA Rose Hills’ (part of Service Corporation International ) Youtube training channel has been wiped of its training content. Could it be that the training content was lackluster or that the content creator himself was? Given he is no longer at Rose Hills, it seems both could be the case. It is crucial to have educated people in leadership positions when million dollar budgets are at stake and families expect excellent service. There is no excuse to have people who are not trained on best practices as it relates to compliance, human resources, and sales strategies in charge of hiring and firing decisions. #accountabilitymatters #carteblanchedoesnotwork