Our teammates in Miami are hiring! A strong operational foundation is integral to a school's ability to create the conditions for students to thrive academically. We are looking for operational leaders with a proven record of success to join our team! Spread the word and apply!https://lnkd.in/eNW9Vev8
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When hiring a General Manager or Senior Ops Leader, I don’t care about: - Where they went to school; - How many advanced degrees they earned; - Whether their resume shows “big name” pedigree; or - Previous industry experience. Here’s what I really care about: - Are you willing to take ownership of all outcomes? - Can you implement processes and structures to support our strategy? - Do you have strong critical thinking coupled with good judgement? - Can you cultivate a high trust environment? - Are you capable of driving necessary changes? I’m interested to hear what you look for when hiring key leaders. Do formal education and "big name" pedigree matter?
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Hiring a senior leader for your company should only happen if: 1. You (the founder) have hit a wall and can’t grow without the experience of someone else 2. You know exactly what needs to be done next, but it can only get done by delegating Otherwise, the hire is too early.
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Operations people in Middle Tennessee - are you looking for someone to share ideas with, ask questions, learn new ideas from? I know that as a Director of Operations, connecting with other Operations people in my area would be great. What we do is different from CEO's, CFO's, and other C-Suite people. It would be great to get together once a quarter, have a topic to discuss, and trade ideas. Who is interested? Drop a comment if you are thinking about trying it out. I'm thinking we could meet for the first time around the end of March for an hour at lunch. Who's in? #professionaldevelopment #networking #operations
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NEW WEEK, NEW ROLE?! See below some of our more current opportunities 👀 To discuss details around these, similar hiring plans within your business, or what other roles might flick your switch at the Senior Leadership level, please get in touch with James Ward
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Last week, I discussed accountability for founders and CEOs. This week, I wanted to discuss something I have experienced many times over in several organizations I have been a part of. What's more important than hiring new staff? Removing those that are not working. How often have you encountered an individual you work with who is failing to perform their job duties? 🤦♀️ It's a drag to work with someone like this, but what makes it worse is when nothing is done about it. Especially when you raised it with a manager and nothing is still done. The individual failing to do their job is clearly not fit for the role. Meaning, it's the person who hired them that is accountable and responsible. They are accountable for the hire and also responsible for removing that person so they can go and find a job that works for them. Do you agree? Let me know in the comments below 👇
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Award winning Executive Sales Leader | Business Transformation Expert | Empowering Sales Teams to Deliver Sustainable Growth | Designing Customer Solutions | Building Diverse Cultures
Super opportunity with expanding markets
Global senior leader focused on building high-performing, inclusive teams through helping people surface their true development potential
Great news within the current tech labour market!!! - We're looking for yet another Global Director focused on small t-shirt clients within our growing Central European markets. French, German or Dutch-speaking ideally. However, I still have a UK Director role open also. If you or someone in your network excels in leadership, fast-paced metrics-driven driven and coaching-fueled high-performing teams. Drop me a line..... https://lnkd.in/eatuuf-j
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"𝐘𝐨𝐮'𝐫𝐞 𝐨𝐧𝐥𝐲 𝐚𝐬 𝐠𝐨𝐨𝐝 𝐚𝐬 𝐭𝐡𝐞 𝐩𝐞𝐨𝐩𝐥𝐞 𝐲𝐨𝐮 𝐡𝐢𝐫𝐞." - Ray Kroc, McDonald's visionary From my experience, 𝐭𝐡𝐞 𝐢𝐦𝐩𝐚𝐜𝐭 𝐨𝐟 𝐡𝐢𝐫𝐢𝐧𝐠 𝐭𝐡𝐞 𝐫𝐢𝐠𝐡𝐭 𝐭𝐚𝐥𝐞𝐧𝐭 𝐢𝐬 𝐮𝐧𝐝𝐞𝐧𝐢𝐚𝐛𝐥𝐞 within any business. Talented, driven individuals can transform an entire team dynamic, elevating productivity, confidence, and overall growth. This also has a big impact on the business leaders/management, I've seen their leaders become more assured, teams more energized, synergy grows and targets achieved, all thanks to strategic hiring. 𝑇ℎ𝑒 𝑟𝑖𝑔ℎ𝑡 ℎ𝑖𝑟𝑒𝑠 𝑑𝑜𝑛'𝑡 𝑗𝑢𝑠𝑡 𝑓𝑖𝑙𝑙 𝑟𝑜𝑙𝑒𝑠 - 𝑡ℎ𝑒𝑦 𝑐𝑎𝑛 𝑝𝑜𝑡𝑒𝑛𝑡𝑖𝑎𝑙𝑙𝑦 𝑒𝑙𝑒𝑣𝑎𝑡𝑒 𝑡ℎ𝑒 𝑏𝑢𝑠𝑖𝑛𝑒𝑠𝑠 𝑎𝑠 𝑎 𝑤ℎ𝑜𝑙𝑒. We're in 2024.5 - Yes, the market is tough, across multiple industries - everyone I speak to is feeling the squeeze, and it's extremely competitive out there. 𝑆𝑢𝑟𝑟𝑜𝑢𝑛𝑑 𝑦𝑜𝑢𝑟𝑠𝑒𝑙𝑓 𝑤𝑖𝑡ℎ 𝑝𝑒𝑜𝑝𝑙𝑒 𝑤ℎ𝑜 𝑝𝑜𝑠𝑠𝑒𝑠𝑠 𝑑𝑟𝑖𝑣𝑒, 𝑎 𝑝𝑜𝑠𝑖𝑡𝑖𝑣𝑒 𝑚𝑖𝑛𝑑𝑠𝑒𝑡, 𝑎𝑛𝑑 𝑡ℎ𝑒 𝑘𝑛𝑜𝑤-ℎ𝑜𝑤. 𝐑𝐞𝐛𝐨𝐮𝐧𝐝/𝐇𝐮𝐬𝐭𝐥𝐢𝐧𝐠/𝐒𝐭𝐚𝐫𝐭𝐢𝐧𝐠 - which ever stage your team is in, build that group around you. It may very well define who you’ll become as a leader, you're building your legacy. Build it right and do it quickly, the future isn't waiting. 𝐿𝑜𝑜𝑘 𝑡𝑜 𝑇ℎ𝑒 𝑈𝑝𝑠𝑖𝑑𝑒, Jason Kwong #hiring #hongkong #teambuilding #theupside #synergy #goals
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Avoid employment at Arizona Athletic Grounds in Mesa, AZ. The leadership at Arizona Athletic Grounds has a serious communication issue and refuses to take responsibility for it. They have departments who are not on the same page when it comes to roles and responsibilities. They hire people without making sure they understand their roles and responsibilities. They hire people and have them report to people who don't know what the new hire is supposed to be doing. They also talk to new hires as if an issue that occurred before their start date is their fault. They have people throwing teammates under the bus instead of taking responsibility for a lack of communication, and then takes credit for the good feedback that they were not involved in. Their leadership hires someone without communicating what is expected and how they want things done. Their leadership sets new hires up for failure. Every job requires some level of training, direction, or guidance. Their leadership is a failure.
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Founder & CEO at Lemonlight. Inc’s Top Female Founders ‘24 | Forbes Councils Thought Leader | Authentic Leadership | Lessons on Entrepreneurship and Company Culture
When hiring for leadership roles at Lemonlight, I learned that not all leadership positions are the same. It's crucial to understand whether you need a manager or an executive before starting the hiring process. When to hire a Manager: When you're looking for evolution. Managers excel at optimizing workflows and guiding teams for incremental improvements to existing processes. When to hire an Executive: When you seek revolution. Executives bring vision, experience, and drive major change, ideal for overhauling or innovating. Key Differences: Managers focus on day-to-day operations and benefit from guidance, while Executives concentrate on big-picture strategies and transformative initiatives. Hiring the right type of leader is vital for aligning with company goals and setting your team up for success. Determine if your team needs evolution or revolution to make informed hiring decisions and avoid missteps. Happy to share my recent article on this topic in Entrepreneur Magazine. Check it out in the comments below.
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I Help Under-Appreciated Directors Get VP Level Interviews within 90 days | Founder & CEO of Career Propulsion | Wharton MBA | Need help? Send me a DM 👇
Here's how my client went from director to Technical Chief of Staff for a major US retailer: She started out as a Technical Program Manager. It was a director-level job. Not the fanciest title, but solid. Since that point, she has been building trust with people in her company. She positioned herself as her VP's proxy. By focusing on relationship-building, she moved past everyone else who was hired at the same time as her, at the same level. She soon got a promotion to Technical Chief of Staff. Now, she's essentially an acting VP. She's on the way up! Advancing in your career is ALWAYS about building trust. Yes, you have to deliver results, yes, you must be credible. But the biggest factor in advancement is building solid relationships! #leadership #careerdevelopment #personaldevelopment #hiring #jobs
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