Tag Archive: talent

IT/ Tech

May 13th, 2020

Does Technology Have a Seat at the Table?

Do you consider your technology leader an integral member of your executive team? If not, why not? Prior to the coronavirus pandemic, technology was starting to take over the world. With the acceleration of e-commerce, the expanded use of ERP systems, artificial intelligence applications to create predictable demand and automate repetitive tasks (and of course Amazon Alexa), the internet of things to connect objects and applications such as those used in autonomous trucks, blockchain to trace the chain of custody from farm to table across the globe and robotics to automate manufacturing and warehousing processes, IT was critical.

Now that the pandemic has hit, technology is playing an even more pivotal role. The world has gone remote. Users are gaining comfort with technology at a record pace. Additionally, because there are many complications in navigating coronavirus with employees (rules, regulations, social distancing protocols, and many more), executives are starting to see a greater advantage in proceeding more quickly with their technology roadmaps. By taking advantage of the opportunities to grow the business and improve the customer experience, employers can reallocate employees from repetitive tasks (which also can require close proximity to one another) to ones that will add value to the business.

Read our eBook, Future-Proofing Manufacturing & Supply Chain Post COVID-19 to dig into these concepts further as well as to debate whether to move forward with ERP upgrades or hold off to preserve cash and to be reminded of the critical importance of cyber security and protecting against cyber criminals. Also, one of our favorite topics is addressed, the MacGyver approach to moving forward with your systems infrastructure while navigating the slow ramp up following the pandemic. It is NEVER all or nothing. Invest smartly. Utilize already-existing talent and tools. You’ll speed on by your competition.

Join our Navigating Through Volatility webinar series to learn about how ESRI is using cutting edge technology and location intelligence to drive supply chain resilience and recovery. It certainly will stretch your mind when it comes to using IT/ technology to drive business value, and more importantly, value to the community. Perhaps it will inspire you to think about technology differently.

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The Talent / Skills Gap & My Request to You

September 22nd, 2019

Several years ago, we performed research on the Skills Gap in conjunction with APICS Inland Empire. We found that 87% of manufacturers, distributors and significant service operations were experiencing a skills gap at that time. Fast-forward six years, and the business environment seems quite similar yet vastly different when it comes to key talent.

Finding, attracting and retaining talent remains a top priority for executives. However, there is a lot of noise about people or robots and how automation and artificial intelligence will change the landscape forever. Executives also continue to expect more as customers expect more. Technology continues to advance and adoption rates are starting to increase especially as employers seek ways to provide an exceptional customer experience while still making money. And, as we found six years ago, communication skills seem to be ever important.

My Request for You:
We’ve updated and modernized the Skills Gap survey to ask a few questions specifically related to technology. We are confident it will provide a value-add to our clients, colleagues, partners and newsletter subscribers to get ahead of what’s important as it relates to the talent and skills gap. Thus, please take 5 minutes or less to fill out our Skills Gap survey.

 

 



Do You Treat Your People as Critical Assets to Your Success?

June 24th, 2019

As several CEOs lament continually and as Steve Erickson, president of Corona Clipper, Inc. and UK Business Unit Group, said in our 2019 predictions document, talent is a hot topic in today’s tight labor market. Perhaps it is time to put a bit more thought into our talent.

As a consultant who works with organizations from a few million in annual revenue to multi-billion dollar conglomerates, it is quite clear that talent is an issue across-the-board. It doesn’t matter the industry, the size, or the ownership (private equity, publicly traded or closely-held). Talent is an issue that is top of mind of every executive interested in growth and innovation. The trick is whether you just think about talent or are willing to invest in talent. Which are you?

Certainly, those who invest are far more likely to retain top talent and develop new talent. In zero unemployment markets, there is something to be said about creating your own talent. If you aren’t focused on this topic, it is quite likely the competition will steal your talent away.

There are many ways to invest in talent:

  1. Provide mentor opportunities – If your organization looks for ways to support the growth of employees with mentors, you are bound to be more successful than the norm. In our experience, the best companies realize that people need to learn through practical application and mentoring provides this opportunity.
  2. Invest in leaders to encourage continuous coaching – aAyearly review is quite useless. Who can remember what happened that long ago and understand how to improve or build on a strength? Instead, I found that 90 day one-on-one performance conversations with a limited number of objectives do the trick. Continuous feedback and investment of time can go a long way. But let’s not expect leaders to know how to conduct these sessions if we haven’t invested in them. Remember, it trickles down hill.
  3. Provide training opportunities – Search for training topics that will supplement what your employees should understand. For example, any employee in operations and supply chain should take APICS courses to understand the fundamentals of supply chain and operations management and related principles. If nothing else, it will provide the body of knowledge and associated language.
  4. Provide experiences – In larger companies, there might be job rotations or overseas assignments.  No matter the size, there are cross-training opportunities as well as enabling visits and collaborations with customers, suppliers, systems and technology providers, consultants/experts and other partners.
  5. Allow the freedom for experimentation – To encourage new ideas and innovation, it is important to design programs that educate employees as well as provide a framework to try out new ideas. In our consulting travels, we find that employees who are allowed to test new ideas in a safe zone feel invested in.
  6. Address poor performers – Instead of ignoring your poor performers because it is an unpleasant task or you are worried about repercussions, proactively address them. Work with them to turn them around or move them out of the organization, and you’ll unleash your top talent.

Why not merely increase your engagement by investing in your already-existing talent? According to all the surveys, engagement is at horrific levels in the vast majority of organizations yet engagement is key to driving performance. It doesn’t take a rocket scientist to figure out investing in your people is not only common sense but it can do more good for your bottom line than almost anything else. The key is to not treat investment as throwing money at an issue but instead seeing it as a priority. Let us know what ideas you have to engage your most critical assets.

 

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Profit Through People

 



The Talent Shortage – What to Do…

August 3rd, 2018

In every conference and almost every conversation with a CEO or GM, the talent shortage arises.  

It is on our minds! At the E-Commerce and Logistics summit, it was a consistent theme from our panel “Freight, Frictions and the Future” and it arose with each keynote speaker (President of Package Operations for UPS, Director of Worldwide Public Relations for Amazon, and an SVP at Colliers International).  

 

 

Several of the issues that arose in context of the summit include:

  • Lack of drivers (and lack of understanding what drivers have to go through!)
  • Lack of high-tech skills
  • Lack of understanding the value of the jobs provided by logistics.
  • Shortage of resources across-the-board

If you want to thrive in this environment, strongly consider:

  1. Your leaders – people work for people; not companies.
  2. What your employees think of you – everyone in their circle or on social media will know.  Is your company attractive?
  3. Your brand – it is what will attract people to you.
  4. How you stand above the crowd – would you want to work for you?

Attracting good talent is a competition. Are you ready?



Are You Retaining Top Talent?

July 19th, 2018

 

Several clients have been short on top talent. With virtually zero unemployment, the traditional job search programs yield virtually 0% talent.  Even with an executive recruiter, you may be prone to lose your candidate at the last minute when his/her current job figures out they need to do a better job of retaining them and they take action.

 

To give you a few sagas from recent client examples:

  • I was helping a client determine what he needed (skills, aptitudes, behaviors). I agreed to review resumes to see if potential fit exists and to interview candidates.  Although he received lots of resumes, less than 1% were even worth a phone interview. My guess is less than 1% of those would be worth hiring. Talk about a SLOW road to filling an immediate gap.  
  • Within the last month, two clients used a recruiter (thank goodness as we didn’t have to take the slow boat to China).  They found a great candidate and lost the candidate at the last minute to an offer from the current employer who figured out they didn’t want to lose their employee.  Frustrating!

Instead of either of these scenarios, why not retain your key performers?  Start with the following:

  1. #1 People work for people; not companies.  Who are your leaders? Are you developing them?  In the last six months, this too has arisen. That’s an exciting part of consulting – you get to see it all!  In this case, it wasn’t good. Good people left a new ‘leader’. Think about the productivity of the ones staying to finish that ‘last year before retirement’.  How awful!
  2. Provide training opportunities.  People want to develop skills and advance their career which can be a win-win in terms of gaining skills to help you achieve profitable growth.  Check out APICS-IE’s classes for starters.
  3. Mentoring. The only way to improve behavior is through trial and error and modeling behavior.  

What are you doing to retain your top talent?