Inc. Magazine’s Post

In today’s corporate world, a CEO who values and engages with employees at all levels creates a stronger, more positive workplace culture. The way a leader treats their team impacts not only individual morale but also the collective success of the company. When a CEO takes the time to connect personally, it sends a powerful message: Every employee matters! Kudos to Marvin Ellison #employeeengagement #humancapital #humanresources #humanresourcemanagement #employeesmatter #hrmatters #riskmanagement #recognition #leadership #employeerecognition #values #diversity #belonging #equity #dei #inclusion #diversityequityinclusion

At 23 I replaced the VP of operations at a ~$11M company. It changed my view on leadership forever. When I started my career... My understanding of leadership succession was this ↓ People get promoted on tenure. Not track record. But after being with my company for only 6 months... - As part of a leadership training program - With only 1/2 a year of relevant experience - Fresh out of college My boss asked me to step in after firing my predecessor. Someone with decades of experience in the industry, an expert on the fundamental requirements of operations. Suddenly, I had ~45 direct reports and I was doing 75% of the work a former VP had been doing. And responsibility grew from there: Year 1: Took over all fulfillment and mailing operations - every job or order that left the shop was my responsibility. Year 2: Onboarded my first major account ~$6 million ARR Year 3: Took over the warehouse operations, and then went into sales for a year. When I left the company, it was the first time I realized something... Age ≠ Impact. This was 18 years ago. Today we live in an age where information and "expertise" are accessible to anyone to learn from. Those ready to use it will speed past others stuck in their ways. Age... it's just a number. Results prove your worth. Confidence shows your worth. Self-belief enables your worth. Experience is only a powerful tool when you direct it for the right purpose. When you can put your ego aside, and step into your power, you can leverage your experience to create unimaginable results! Otherwise, it's just stockpiled knowledge gathering dust. Disagree? ✌️🧡🌮

Concept of 👉 "Dry promotions" is gaining traction. Have you heard this ? For those unfamiliar, a dry promotion refers to taking on additional responsibilities and roles without an immediate change in title or salary. While it might seem like a challenge, this trend offers unique opportunities for professional growth and leadership development. On the other side , one has to watch out for Burnout Risk, Potential exploitation, Increased workload

“HR is still a misunderstood function in terms of the value and power it can bring to a firm’s CEO and leadership,” - Paige Ross, global head of human resources at Blackstone. Paige's comments really resonate with me especially this .." It’s incumbent upon HR leaders to have the courage to show what we can do, the ability to learn what we don't know and to always think like a businessperson. The best HR leaders are businesspeople first, with an expertise in HR.” Learn more: https://lnkd.in/eSDFg_a9

In my latest Nation's Restaurant News article, we’re diving into a game-changing strategy for reducing turnover: creating an internal growth path for your team. A special thank you to Janice Mackler, Hospitality Strategic Sales Advisor at DSA Signage, for sharing an insightful question about why an internal growth path is the answer to turnover. Employees today aren’t just looking for jobs, they’re seeking growth, purpose, and the opportunity to make an impact. It’s not just about keeping people around, it’s about investing in their future and showing them there’s more to your organization than just a paycheck. Employees today are looking for opportunities to grow, learn, and advance within the companies they dedicate their time and energy to. So, how can restaurant leaders build a workplace where team members don’t just want to stay but are excited to thrive? It starts with recognizing talent, providing consistent training, and offering clear pathways for advancement. Imagine the impact on company culture and guest experience when employees feel truly valued and have room to grow. Read the FULL article @ https://buff.ly/4fQZfnp #Leadership #TeamGrowth #EmployeeExperience #AskJill

It’s no great secret 🤫 the consumer market has presented a pretty mixed picture over the last few months, with lower consumer confidence and companies downsizing and restructuring accordingly with hiring freezes in place. Nevertheless, have we turned a corner? This week has been a fantastic one for the consumer team at Flint Hyde and we are excited to start working on several new positions with a real variety of businesses: 🏔 Two new European leadership positions with our longest standing outdoor client. 📈 Three leadership positions in the UK with an exciting high growth start-up. ✈ Two new international commercial assignments with a premium brand we have been wanting to partner with for five years. ☀ An exciting multi-role recruitment project coming this summer with an international retailer. We are hopeful this is the start of an upturn in the market with some great opportunities for the rest of March and beyond.🌈🙌 #consumer #consumerconfidence #executivesearch #leadership #roles

How can you structure your trust and safety organization to align with your business goals? What might leadership of this function look like? Find out: https://lnkd.in/eqBVGs5A

"Who are these people you're working with? I'm never going to make that." A current client shared this with me last week in response to an email I sent my list about a $300K increase I helped someone negotiate last year. I had a moment of dread. Am I alienating my entire audience of Directors and VPs who are doing well in their careers but not yet at that level of income? Am I being crass to focus so much on money? Am I being too "pie in the sky"? And then? I had a moment of exhilaration. This client's response is EXACTLY WHY I'm doing the 7 Figure Comp masterclass next week. Because she *could* get there. Every career move she makes is an opportunity to get her closer to seeing and believing what's really possible for her as a leader in the tech industry. Getting a chance to show her what's possible—and how to do it—is incredibly exciting. When you lead high impact teams, and you create tangible business results, you can command more. When you position yourself as a true expert in your field, you command more. When you build genuine connections with leadership teams in the process, you command more. I want to show my client—and everyone at the leadership level—that there's MORE out there for you...you just have to know where to look and how to ask for it. We're breaking it down on August 22nd.

Are restaurants just ‘tough jobs’ that no one wants anymore? That’s a question I heard at a leadership roundtable last week. Here’s the truth: People do want these jobs—they just want them to evolve. 🤯 What can we do? *Build career paths within your company to show employees there’s a future beyond the next shift. *Create a work environment that values balance—flexible schedules go a long way. (trust me, as a headhunter we hear this EVERY DAY but sometimes the candidates are too nervous to tell the hiring team because they don't want to look "lazy") *Give your employees a voice. Listen and implement their good ideas - and give them credit for them if your leadership notices. Hospitality isn’t broken; it’s transforming. When we adapt, we grow. :)