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How to Lean Into Your Leadership Legacy

Marketing Strategies are broken because they lean into your pain points and tell you how they can fix you.

How many people out there are saying you are great and how can I help you to be greater?

Not many I bet you!

Marketing guru’s create a narrative that you’re broken and when people adopt that, it’s a tool to get you to buy services you don’t need.

What would it look like to lean into your leadership greatness to leave a legacy?

How many people are out there to help you on this journey to greatness?

Sure, there are publicists and media relations people that say you can promote yourself to get into the spotlight, but that’s not for everyone.

I propose you can do all of this yourself to leave a lasting impact and here’s how:

Get your thought leadership out to a broader audience!

You have what it already takes to be a thought leader and impact more people you can image. Consider taking your purpose, your talking points and leadership insights to more speaking events. Consider a podcast or even writing a book. It builds your credibility and your reach can be so much greater. You already have leadership figured out. Why waste it by not sharing it with others.

Mentorship is a gift!

If you prefer more intimate conversations to inspire people, consider mentorship or even better yet, start a program where you work. It doesn’t take much to set it up and with a simple structure, you can impact people on a deeper level. By the way, if you’ve had a mentor in the past, make sure you reach back out to them to let them know their impact. Giving the gift of mentorship one person at a time can leave a lasting impact for this and future generations of leaders.

Build a powerful network!

Connection is what humanity is about and we survive as a civilization because of our connection with other humans. By investing time in building not just vanity metrics, but deep connections, we build a set of advocates for what we stand for. They have your back when you need support, but they can also amplify your brand and personal to others who have not met you yet. Take advantage of building a powerful network as part of leaving your legacy. The worse time to build a network is when you’re out of work and need it. Build it during good times and they’ll have your back when the time is right.

In about 2 minutes, I’ve suggested ways to lean into your leadership legacy because you’re already great. I hope you can use some of these tips as you think about your future and the impact you want to make. If this was helpful, let me know. If you know of another great leader who might benefit from this, please share this article with them.

If I can be in service to you and you want to add me to your network, let’s talk and see how we can make you even greater!

If you want to learn more, I recently was on a Linkedin Live on 16 April where you can hear the full conversation on this topic. It will also be a future Podcast & YouTube episode for you to share with others.

Until we meet, I wish you well and much success!

-Deb

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How to Manage the Mental Mayhem of Delayed Responses

The recruiter is not calling you back.

The job opportunity is put on hold.

The manager is out of office.

The client is not responding to your proposal.

The list goes on and on for which there is a growing trend of Mental Mayhem plaguing professionals today trying to navigate their next opportunity. We don’t prepare professionals for these challenges and instead they fester over what “is not” happening vs. what “is” happening.

I call this Mental Mayhem because as professionals we are results driven with heroic skills to “get things done”. When it’s out of our control, nothing we do can force something to happen. And there lies the Mental Mayhem when nothing we do seems to work.

I’m going through the same challenge right now for which my coach inspired an A HA moment in me that may help you as well.

When we think about what we cannot effect, think about everything you did up until this point to reach a point where the world is saying “No”. You took control of your situation, researched the opportunity, composed an email or set up a call and engaged in healthy dialog or interaction that appeared to be going in the right direction. When you hit a wall and nothing has happen, I propose to you that actually something did happen and it’s up to you to decide what to do next.

Given the world is saying “No”, you have a choice. You can continue to bang on that door and waste energy or quickly pivot, leverage what you learned and pursue another direction. Gone are the days that you should feel victim to circumstances, but quickly take these events and move on… quickly.

Had you not done all that work to get to this point you may not have tested your value, updated your resume or made 2-3 connections in the meantime. You have moved the needle and like my coach said; celebrate the wins that got you to this point in time. It’s not the actual result, but it’s about the journey.

As we speak, I’ve had no-shows to meetings, I’ve re-opened doors that I thought I should shut and, I’ve shut doors that looked promising, but my gut said they were not. Each day we have a choice to move forward or sideways, but never feel stuck or retract.

That is my thought for you to Manage Mental Mayhem. If there is a delayed response to something you are pursuing, pursue those things in your control. It’s a healthy state of being and will serve you well while navigating the obstacles of delayed responses.

What Mental Mayhem have you had to Manage? I’d love to know. When you share, you inspire others.

Be well-Deb

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How Consuming Too Much Content Kills Creativity

Inspired by my recent podcast interview with Michael P. Bourque who guest hosted for me, he posed the question about how do I disconnect from my work. I shared with him moments in time where I had to stop consuming so much information such as the Media, Books and Podcasts in order to enable my own thoughts to flow out and be the Creative I once was. Stay with me as I share a story of being lost and discovered my true self…

I left my corporate job November 2018 and entered into the holiday season with my family for which we enjoyed time together and also theater. While waiting for our show to start, we went to a museum across the street where I then stood in front of a wall with bright lights and had this picture taken of me. My body was in the shadows; looking dark and a bit sad. The other side of my image was lit up by bright lights; a common theme I experienced many times over during my transition period. Bright lights showed up everywhere for me and each time I would tear up because of the beauty and inspiration for creativity. Then it came to me, the name of my business would be Illumination Partners, LLC.

I was still lost, but new I wanted to take my craft from corporate to small and medium size businesses as a consultant. I pounded the pavement like any new entrepreneur seeking that silver bullet to land clients. I consumed books, podcasts and all types of resources to learn what the guru’s advise in order to realize exponential success. I was overwhelmed by the information and went into a flurry of activity of “doing” and was not thinking for myself. Thankfully through some strategic networking, I landed three gigs in my first 6 months and through I had this consulting gig nailed.

I soon ran out of work because I learned the hard way you need to be constantly doing business development in order to keep a pipeline. I was left with minimal savings and had to dig into other was of financing my business. It was a rough time, but instead of consuming more “how to” resources, I immersed myself in creating content. It was therapeutic for me to create and it gave me great joy letting my ideas flow out of me.

I started to create my own content on #linkedin in both video and written format. I found my voice and soon I had followers. I started to reach out for speaking events for which I created my 7P framework for leaders and presented at the ASQ world conference. While it was not a Ted Talk, I was finding I had something to say on a greater stage. I thought long and hard what was it I was creating. After many hours of thinking and doodling, The CEO’s Compass was born and my book released in August of 2021.

I am now in a similar place with a “Big Dream” and I’m working very hard to figure out how to achieve it. I’m not reading books or podcasts, but leveraging my vast network to figure out how I’m going to get there; letting my ideas flow out and hoping one of them will take shape to achieve “Big Dream”. This is only possible if I stop consuming too much information. I’m smart, resourceful and able to figure things out. I’ve done it before and will do it again.

So I turn to you and ask how much information do you consume? Do you pride yourself in combining a workout and listening to your favorite podcast. Are you inspired by the sense of accomplishment and consuming the content? Possibly, you’ll get entertainment value or a few actionable tips. Are you regurgitating other peoples ideas instead of your own? When was the last time you simply existed in silence and your own thoughts? Did some new idea… a crazy idea come through that you quickly dismissed?

You’re doing yourself a disservice when you don’t allow your own ideas to flow out. You need to be in service to your mind and soul and let the ideas come out. Only then can you assess them and potentially take action. Having never experienced your creativity, you may never realize your full potential.

I share my story with you because so many of you exist to complete tasks with a few short term goals you achieve. Think bigger! Consume less content and allow your own ideas become a reality. Succumbing to the barrage of content consumption will kill creativity and you will simply exist and never leave a legacy. The choice is yours….

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How Career Transitions Become The Best Time of Your Life

Recently, I’ve me with three people in my network who are at a cross roads in their career. The themes are very similar for which I think there is great value in sharing them with you. While for most, it feels like the end of a chapter, I’d like to propose that this is perhaps the best time of your life. Don’t let these moments get away from you by throwing yourself into the game again to find your next gig. You may miss the bigger opportunity.

When I left my corporate job, I took the time to reflect on what I was good at and where I could provide value. Had I not done that, I would have been another Director of Quality in a large corporation. Instead, I have had the opportunity to interview hundreds of people on The Drop In CEO™ Podcast , written a book, The CEO’s Compass, created a business and brand, The Drop In CEO, a Newsletter and now a YouTube Channel to share my insights with C-Suite Leaders of Today and Tomorrow. I’m far from conceited and bragging about my accomplishments. I’m trying to share with you that given time and space, the future for you can be vastly different than what was in your past! And by the way, I’m having so much fun!

Crossroads and Clarity for Dan…

… and yes, I’ve changed the names to protect their privacy!

Dan is a highly accomplished C-Suite leader, but the future of the company and leadership styles is no longer aligned with his values. He goes to work because of the people he cares about and of course providing financial security for his family. Dan has so much energy and value to provide, but as you listen to their voice, there is so much dissatisfaction. They reached out to me and they’ve asked me to keep my eyes open for an opportunity & introductions. Sound familiar?

The problem with the situation is they’re seeking the same type of role. As I listen to them, I know they are ready for a CEO role and while he believes it as well, he is not ready to take that leap unless presented to him. I get it, it’s a matter of time, place and opportunity. However, they do have clarity that they want to work for a small or medium size company so they can have a great impact. Through self reflection, he knows what he wants and what he doesn’t want. While I know he’s eager for his next role he does have clarity (mostly) in what the future might look like.

Robert broke away from a culture not aligned with his values, but now what…

Robert is an old colleague of mine for which I’m grateful for our professional relationship and benefits I’ve realized from it. Now he’s at a crossroads for which he has great clarity in what he wants. He too wants to work for a small or medium size business where he can make an impact using his many years of C-suite leadership expertise. However, he’s taking his time.

He left without his next opportunity lined up. For someone who I thought was not a risk taker, he had the courage to walk away with full support from his family. He’s also taking the time to rekindle his network and consider all opportunities in pursuit of where he wants to work next both industries and geographical location. I admire him for taking a risk, but it was calculated. Some never take the leap into the abyss. However, what makes him different is the confidence that with time and networking, the right opportunity will come his way. How many people simply stay and remain miserable? For Robert, when we spoke, he sounded liberated and at peace. How often do you achieve Peace of Mind amid a career transition? Robert is one of a few that is willing to navigate uncertainty with calm.

Sarah has been making the best of a bad situation, but is ready to move on…

I’m grateful to guide Sarah during a very challenging time at work. It’s really, really bad, but amid the chaos, she’s realized the opportunity to learn, grow and expand her leadership impact. She has the awareness that while some leaders are leaders in title only, she has gained confidence to be the leader that others are not. During the chaos, she’s developed skills needed for the next step; a career accelerator that not many have had the opportunity.

However, there comes a day that she will need to move on. While it is noble to be the leader to change the culture and be what others need her to be. Sometimes you have to say it is enough. It is time to recognize her value and assess where to use it for greater impact. So often, people hope to stay under the radar during while in an organization in chaos. It’s safe to be there, but they’re losing valuable minutes and hours of their life in service to an organization that cannot realize their value. Is this you? Do you know someone who is stuck? Could you take a moment to realize your value and make the decision to be courageous and move to a place that gives you joy. Sarah is about to take that leap and so can you, if you have faith in yourself.

For Dan, Robert and Sarah, they are all at a crossroads for which I’m grateful they reached out to me. The insights from their stories that I want you to realize are:

  • See the value in who you are meant to be, not what you’ve done in the past.
  • Have the courage to walk away and take the time to gain clarity in what the future looks like.
  • If you have to endure a challenging career, leverage the best to your benefit to set you up for the next role.

I’m not advising you to jump off a cliff without a plan. I’m sharing insights that you can gracefully exit a bad situation and use the time for self discovery, self improvement and realize what gifts you have to give to others. You have one life to live to make a lasting impact. If you need a guide that can help you, just like I’ve supported Dan, Robert and Sarah, reach out to me. I’d love to be your compass to get you back on track!

-Deb

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Gone curling…life lessons for leaders

After a 3-0 record this weekend at the Black Swamp Curling Club in Bowling Green Ohio, we had arrived at the A Event Finals; now to fight the battle for 1st place! Did we win? I’ll leave that for the end of the article. The process of getting to this winners event and the outcome we achieved are the lessons leaders need to glean from my story.

But a little about the photo; when you arrive at the A, B, C event finals, you are piped in by a bag piper and at the end we make a toast to a good game, good sportsmanship and to the piper as a tradition in the sport of curling. I cried as we were walking onto the ice with my teammates Erin, Janet and Sue because I couldn’t believe we made it and I was thrilled at simply the opportunity. We had build a team, built trust and had amazing communication. We had only started curling together as full team a month ago, but we knew if we focused on the process, and what was most important, the results would come.

In our first two games, I was very nervous because both had beat me in the past and they were our toughest competition in the short term. They were close games where in the second game, we were tied after 8 ends and it came down to skips rocks (who can get our stone closest to the button / center). My stone with the help of the team sweeping and calling the angle helped my stone to get to 7 inches from the center. My opponent was a bit wider and with that we won the game. This was a testament to having confidence in myself to not blowing it under pressure and having the confidence in my capability. Moreso, it was trusting my team to take it to the place it needed to arrive.

After celebrating a bit to much after two wins and with the clocks moving ahead 1 hour this Saturday, our bodies made it on the ice one more time at 8:30 am Sunday. I was feeling a little ill, but I knew I had to be present for the team and fortunately, it was an easy game that got us into the finals. We kept our professional form despite our delight inside we were soon going to be in the A event finals and shared some good conversation with the opposing team while we rested up. The lesson here is even if you’re “crushing” the competition, keep your head focused on the process and sportsmanship. People will remember you for who you were as a person and not the result of the event that just transpired. Some leaders get so caught up in the win, they forget they’re interacting with humans.

Fast forward to our A-Event finals, the dynamic of the game changed. I had beaten and lost in the past to my opponent so it could go either way. The ice conditions changed and my teammates shots were not getting to where they needed to be; making it a tough match. One time, I had to make an incredible shot and my vice-skip was asking me to make a more conservative shot. I saw the harder shot and I was confident I could make it because I felt it was possible despite the odds. It’s amazing when you set your mind to something, because I made an amazing hit that enabled us to win the end. This was a moment of extreme confidence and desire to take the harder shot. In the past I would have blown it, but when I trusted myself and my team, anything is possible.

In the final end of the game, it was close and there was a chance to win it, but my last shot was just a bit off on an incredibly hard shot. We came away as the A event runner up; 2nd place out of 16 teams. While some may have been dismayed with the result, as a leader, I was more focused on the outcome and peace of mind. I now potentially have a team that wants to stick together and go to other events and get the same or even better results. The leadership lesson here is focus on the outcome and the results will come. I have a team that I enjoy their company. We communicate and trust each other and when that happens, we are A Event Runners up; a winning outcome!

For more information on curling, just message me!

If you liked this story, let me know and comment.

Good curling-Deb

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Leadership Trends that Will Destabilize Organizations

Food Recalls, FAA Investigations, Layoff Fails, Lack of Transparency and others Corporate Debacles can usually be avoided with better risk management and a positive organization culture. Yet bad press in the news is growing and I am clearly seeing what is going wrong in the C-Suite.

As the Drop In CEO, I’ve dropped in to enough situations to see common trends Organizations will Crumble from the Top and Bottom; leaving them in Crisis. My superpower is to assess the landscape, listen to the people and find clarity into what is the true problem. Once I fix the problem in partnership with the C-Suite Leader, we elevate the people for a lasting impact and sustain the new level of performance. In most cases, I’m called in too late when there is crisis and some damage has been done. I plead with those reading this to heed these top 5 issues to prevent a crisis and perhaps bring me in when you feel things getting chaotic and you’re losing sleep.

Have the Courage to Ask for Help: Leaders wait too long hoping the problem will go away or with brut force it will get resolved. They feel shame in asking for help when true leadership realizes adding capacity and capability to their situation will help them navigate faster away from a crisis.

Trust, but Verify: As organizations grow and we’re disconnected from the tactical execution of the strategy, leaders get lazy and trust their people are giving you the right information. Honestly, we do need to expect that as we build out the talent. But every once in a while, you need to challenge the data you are receiving and verify it is the truth. Discovery will help you to feel confident in things are working or the transparency you need to identify risks and close gaps.

Losing Connectivity with People as the Organization Grows: Leaders need to find ways to assure their messages are cascaded down and understood by the teams. Additionally, the issues, gaps, perceptions etc. need to flow up and have access to senior leaders for valuable feedback and taking action before you’re in a crisis. Find creative ways to assure people feel included, they belong and are part of a culture that values individuals vs. simply results.

Close gaps in performance, not results: When you close gaps in people’s capacity, capability or confidence, you unleash their potential. When leaders focus on the results and people are not performing at their peak based on leading indicators of barriers, you’ll never sustain any short-lived results you might get. Focus on the people and they will get you the results.

Leaders no longer need to be lonely: Leaders often say it is lonely at the top. The fact is, they have a choice to have a partner or a #2 that can be that trusted confident to speak to and help navigate out of a crisis or avoid it. So often, they seek the advice of their C-Suite team or board of advisors as they should. However, they’re not impartial and a little too close to the situation. Consider a “Drop In CEO” as another guide in your journey to lead organizations. You can take action to stop the loneliness and expand your capacity by enlisting that valuable resource. Failure to do so can make it lonelier when you can’t see the challenges in front of you.

If this is you or an organization you care about that is experiencing some type of pain, let’s talk.

I’m here for you to avoid a crisis.

DM me on Linkedin or let’s make it easier and book a call here.

I just want to see you succeed!-Deb

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Self Doubt: A Leadership tool to tune into your value

These past few weeks, while walking Gabbi, I chose not to listen to any music or podcast so I could tune into my thoughts and find answers. I have done great work while being in my own business, but sustainability evades me and wondering if I should continue or change. I know I should continue my work whether dropping into businesses to solve technical issues or helping business leaders unleash their potential. However, how to convert those that value what I do to those who enlist my services still evades me. During this contemplative time, I have experienced much doubt, but also realized I provide tremendous value.

While trying to figure out what to change and how to change, signals from the universe came my way that gave me a glimmer of hope and guidance.

I’d like to share a few of them with you in hopes it will inspire you:

  • Three people responded to my weekly newsletter “The Afterburn: Leadership Lessons to Avoid a Crisis” and how it impacted them. My writing and thought leadership resonates with my audience.
  • Three people I interviewed on The Drop In CEO podcast and two Networking calls all told me I have this great voice that is very calming and created a great experience. My voice is a vehicle for connecting with people and making them feel at ease.
  • Three people subscribed to The Drop In CEO YouTube channel where I share my podcast episodes, shorts and bonus material for CEO Crisis Prevention and Behind the Scenes. My views are increasing, showing me that connecting on this new platform is reaching a broader audience.

What all three of these observations show me is that through Written, Audio & Visual content, I am able to provide insights and inspiration to my community. It shows me I should continue this work because it is valued. The quest is in pursuit of how to leverage this insight and who will be my guides along the way.

So what does this mean for you?

If you’re feeling unsettled and experiencing self-doubt, this is a leadership skill worth leveraging. When you go through this period and allow yourself to hear and see the signals, you gain clarity in a path forward. So how do you put this to practice?

  • Stop and take the time you need to talk to yourself and listen to what others are saying.
  • Continue with what you are known for.
  • Start to act on those talents you’ve not fully leveraged.

I promise you with this framework you will gain clarity and get back on track.

If you want to subscribe to my Newsletter, The Afterburn, DM me on LI and I’ll add you to my mailing list or Contact Page

For more insights, please listen to my podcast airing on 3/1/24 and view the video on YouTube so you see how I really feel about this topic!.

If you are a CEO who would love a partner to help you with a business challenge, be your #2 or help develop the team of tomorrow, let us partner in 2024.

Be well-Deb

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Positivity and Inspiration Marketing; the next big thing!

Which sells better; marketing scare tactics or positivity and inspiration?🤔

Given the toxic nature of society and everyone needs to be cured by a pill or 60 day program, I’m almost immune to these marketing / influence tactics.

Yes, people are more likely to buy if they think they have a problem and someone can solve it for them.

But that’s what everyone is doing and hence, is it really effective anymore?

An advocate and colleague shared how my articles are positive and they really enjoyed it. I so appreciate their thoughts!

Might we go against the status quo and put positivity and an opportunity mindset into the ecosystem?

What a novel idea, yet I’m spammed by marketers day in and day out about their services and how they can help me.

Why not try to inspire me and lift me to realize my fullest potential and maybe your service can guide me along the way?

Such a novel idea, but so many people follow what the gurus say.

Stand out and be different and project opportunity and positivity!

You Might actually be the next big marketing guru!

I’m trying to reach the people I can serve through insights and inspiration!

What will you do differently to have a greater impact today?

Be well and Happy Thursday!

-Deb

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Avalanche Leadership: How to avoid sending your team into a crisis

So many leaders never learn their lesson. They see snow and they send their team out to shovel. They see a blizzard and they give their team more shovels. They see an avalanche and realize they don’t have a crisis plan and see the team get swallowed up by the catastrophe. Once the people dig out, he gives them a shovel to clean up the mess. The lucky ones escape to warmer climates where it doesn’t snow.

Short sighted leadership ultimately causes the crisis because they have not put on their ski goggles to see what the real issue is.

Recently I dropped into a client who had a crisis and we’re solving the issue to get them back on track. They’ve even hired a top talent who will help them evolve their quality systems so they don’t have the same issue again. When they shared they hired this talent, I said I guess I’ll be handing over the reigns shortly. To this, they said “No”, and wanted me to stay for at least 2 more months. They saw the value in setting up a strong foundation and setting the next leader up for success. I’m grateful that they find value in my work and avoid a crisis again.

They could have been short sighted and cut my services and fees right away. However, these leaders knew that in order to avoid another crisis, they needed to assure a smooth transition; giving the new leader all the tools they needed to avoid the avalanche.

Given I’ve seen the pattern over and over and over again that leaders only fix symptoms or wait too long to ask for help, here are my best tips to avoid causing the leadership avalanche:

  • Step back and look at the landscape; if you see the same issues happening over and over again, what are the conditions that exist that enable the same issues to happen? That’s your job to ask those questions and be able to face harsh reality. Sometimes you or your predecessor set up the conditions to exist.
  • Assess if you have the capability or capacity to address the conditions that exist for repeat issues. This takes courage to accept the reality, it might not exist within your environment. Be the leader that asks for help sooner before it’s too late. Be the leader your team needs you to be.
  • If a crisis is looming, the cost of the clean up is far more extensive than the short sighted cost containment of doing nothing. What legacy do you want to leave? If you’re struggling with making the best decision, find someone to talk through the challenge.

For me, I’m excited that recently a few people in and outside my community have found me and reached out to use my services or start with a conversation.

These people see the rough conditions and want to avoid a crisis for which we’ve started to have conversations where I try to impart some immediate value.

If you are seeing the avalanche coming, are you giving your people more shovels or are you going to be the leader who helps them to avoid the avalanche all together? Failure to do anything, you become the Avalanche Leader and leave your legacy that people remember. I don’t want that for you. Let’s talk. If someone you know would benefit from this article, please share it so we can help others.

For more insights, please listen to my podcast airing on 2/23/24 and view the video so you see how I really feel about this topic!.

If you are a CEO who would love a partner to help you with a business challenge, be your #2 or help develop the team of tomorrow, let us partner in 2024.

Be well-Deb

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Leadership Lessons to Prevent a Crisis

Dear Leaders,
 In today’s edition, we’ll be delving into the pressing issue of handling a hiring crisis faced by business leaders. As companies across industries continue to grapple with talent shortages, CEOs and HR professionals are seeking innovative strategies to attract, retain, and develop skilled employees.

Join me as we explore solutions to one of the most pressing concerns facing organizations today.

Be Well,
Deb
The Spark
Ample, a company specializing in EV battery-swapping technology, is facing a crisis of skilled labor shortage at its manufacturing facilities in the Bay Area. As it aims to double its manufacturing workforce, it struggles to find workers trained to handle high-voltage machinery and complex robotics.
The Burn
The skilled labor shortage in manufacturing is a common problem for several reasons. Firstly, advancements in technology have led to an increase in the complexity of machinery and processes, requiring workers with specialized skills and training to operate them effectively. Also, traditional educational pathways may not always align with the specific needs of modern manufacturing, leading to a gap between the skills taught in educational institutions and those demanded by employers.
The Clean Up
To address this issue, Ample is collaborating with local community colleges to establish apprenticeship programs, allowing individuals to gain necessary skills without a traditional college degree. Despite the challenges, the company remains confident that these initiatives will help meet its growth targets and support the expansion of renewable energy goals in the United States.

 CEOs can address the skilled labor shortage in their companies through several strategic approaches:

Investment in Training and Development: Implement comprehensive training programs to upskill existing employees and prepare them for more advanced roles within the company. This can include on-the-job training, workshops, seminars, and tuition reimbursement for further education.

Partnerships with Educational Institutions: Forge partnerships with local community colleges, vocational schools, and technical institutes to develop tailored training programs that align with the specific needs of the company. This can involve sponsoring apprenticeship programs, internships, or co-op opportunities to attract and retain talent.

Promotion of STEM Education: Engage in initiatives to promote science, technology, engineering, and mathematics (STEM) education at the K-12 level to cultivate interest in manufacturing and technical careers from an early age. This can involve supporting STEM-related extracurricular activities, mentorship programs, and educational outreach efforts.

Flexible Hiring Practices: Consider implementing more flexible hiring practices, such as hiring based on aptitude and potential rather than strict educational requirements. This can open up opportunities for individuals with non-traditional backgrounds or career paths to enter the manufacturing workforce.

Embrace Automation and Technology: Embrace automation and technology to augment the workforce and increase productivity. This can involve investing in robotics, artificial intelligence, and other advanced manufacturing technologies to streamline processes and alleviate the burden on human workers.

By implementing these strategies, CEOs can proactively address the skilled labor shortage in their companies and position themselves for long-term success in the manufacturing industry.
Fire Prevention Tools
Here are a few tools I’ve used when facing hiring issues within manufacturing organizations:

Learn from this Crisis and Repeat: The leadership responded properly realizing they own their destiny and investing in building talent as a long term strategy is the right thing to do. However, have they really learned anything? Where else in their organization might their be risks? Regulatory issues? Supply Chain Issues? Socio-economic changes? Where else could they set up a long term strategy to avoid having to react to a crisis? As a business owner myself, I realize my ability to provide services rests heavily on a robust network that I’ve grown from 800-8000 on Linkedin. As my business grows, I can respond to the changing needs of my clients

Resources should be valued as much as Intellectual Property: When a company creates a patten or a new technology, businesses are quick to protect it for longevity of the company. People are our greatest assets, yet we commoditize most of them and focus on a critical few. Why don’t they consider every resource as a valued asset and seek to protect them and be in service. When we take care of our people and capture their knowledge for future employees, we sustain the ups and downs of any labor shortage.
Change the mindset towards resources and make it a strategic imperative to preserve these assets

Focus on the culture and resources will flock to your company: Even more proactive than the strategy set forth to grow talent and pull them into an organization, what about being the employer of choice for which people are knocking on your door to get in. It’s tough trying to push through a labor desert, but if we could create “pull” like in lean methodology, obtaining and retaining talent would not be an issue. Take a look at smaller businesses; first and second generation owners who may bring in talent at lower price points, but people stay. Why is that? I’ve been in many of these organizations and the culture is nothing like anything I’ve seen in the larger companies. If we can get back to what makes a great culture, labor shortages just don’t exist.

Think about it!If you have thoughts on this, I’d love to hear from you and let’s continue the conversation!

For more insights, I propose to take a moment to get a copy of  The CEO’s Compass, where I very specifically speak to crisis management and how to use the Compass to get back on track. If you’re currently facing a crisis, let’s talk!
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