The Maschhoffs 2nd Annual Targeted Development Program is a one-year program for a select group of individuals. The purpose is to increase awareness of self-development opportunities, build individualized plans to drive development, shape network of professional mentors, improve leadership competencies, and increase perspective outside Swine Industry. The individuals participated in a session quarterly consisting of both interactive classroom and fieldtrip components. They are surrounded by a support network comprised of various facilitators, mentors, peer groups, and participants’ leaders. By actively investing in the growth and advancement of talented individuals, we aim to create a supportive environment that recognizes and rewards their contributions. This program not only demonstrates our commitment to their personal and professional development but also underscores our dedication to our employees’ long-term success within the company. Paul and his wife have been married for 22 years and have two boys. He spends most of his free time coaching his kids' sports or watching them play. They are often found on a baseball field or in a gym. Paul co-owns an indoor sports training facility in which has been an enjoyable side project, and they proudly showcase it whenever they can. Paul has been with the Maschhoff’s for nearly 12 years. He was hired in 2012 to lead the Animal Housing Purchasing group, which has since evolved into the Procurement and Origination team. This team now serves as a one-stop shop for all the company’s buying needs, including feed ingredients, barn supplies, veterinary needs, energy risk management, passenger fleet vehicles, and more. Paul takes immense pride in his role in constructing successful teams, ensuring they thrive professionally and achieve personal milestones. Fostering an environment where team members not only excel but also derive genuine satisfaction from their work is a top priority for him, and the results speak for themselves. As he highlights, the Purchasing team boasting an average tenure of over 8 years is a testament to their collective accomplishment. Upon joining The Maschhoffs 12 years ago, Paul swiftly embraced the unique culture characterized by a balance of freedom and accountability in decision-making—a departure from his previous corporate experience. This trust and empowerment from leadership continue to invigorate him. His advice for newcomers echoes the ethos of empowerment: seize the freedom to act decisively, learn from mistakes, and actively seek guidance when needed, fostering a culture of collaboration and growth. Paul is convinced that The Maschhoffs embodies its Culture of Caring, evident in strengthened relationships, expanded community engagement, and increased recognition both internally and externally. He acknowledges that sustaining such a culture demands concerted effort from all levels of the organization, and he takes pride in contributing to its realization.
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The Maschhoffs 2nd Annual Targeted Development Program is a one-year program for a select group of individuals. The purpose is to increase awareness of self-development opportunities, build individualized plans to drive development, shape network of professional mentors, improve leadership competencies, and increase perspective outside Swine Industry. The individuals participated in a session quarterly consisting of both interactive classroom and fieldtrip components. They are surrounded by a support network comprised of various facilitators, mentors, peer groups, and participants’ leaders. By actively investing in the growth and advancement of talented individuals, we aim to create a supportive environment that recognizes and rewards their contributions. This program not only demonstrates our commitment to their personal and professional development but also underscores our dedication to our employees’ long-term success within the company. Meet Joel, who, alongside his wife Elizabeth, celebrates 35 years of marriage and raises four grown sons, two of whom are married. Their eldest, along with his spouse, recently relocated to Kansas City, MO, after moving from Dubai just last month, bringing along their two sons, aged 5 and 2. Their second son and his wife reside in Topeka, KS, both working as surgical nurses, having forged a friendship while working together in a UAE hospital. Joel stands out as the sole employee who has worked across three continents – Asia, Europe, and North America. Joel's journey with The Maschhoffs began in February 2022 when he joined as the Associate Director of Production in Great Plains. Pioneering the People Development program within Great Plains fills Joel with pride. He introduced GROW (Getting Ready for Opportunities at Work) for Animal Caregivers showing leadership potential, LEAD (Leaders in Excellence, Accountability & Development) tailored for current Team Leads, and ACHIEVE (Amplifying Competence in Harnessing Innovation, Empowerment, Values & Excellence) for Farm Managers. For Joel, personal and professional growth intertwine through proactive participation in training and leadership programs, adapting to various leadership styles to empower his team. "I derive immense satisfaction from witnessing our team evolve into better leaders. True leadership lies in fostering more leaders," reflects Joel. His advice to new hires is to remain open to change, embracing innovative paradigms, and learning from them, recognizing the diversity of systems and approaches. Drawing from Jeff Stevens' insights in "The Heart of Business," Joel emphasizes the danger of prioritizing profit over a higher purpose within an organization. He advocates for leading with a greater mission, exemplified by The Maschhoffs' commitment to "Feeding Families and Building Communities," fostering a sense of collective purpose beyond individual gains.
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Let's get ready to MENTOR! If you're worried about setting your new grad up for success, here are three things you should do before they arrive. 1. Prepare your team. Working with a new graduate is a completely different experience than working with an experienced veterinarian. Set reasonable expectations for your team and encourage them to support your new grad's progress. They can be mentors too! 2. If you haven't already worked with your new grad to create a mentoring agreement and plan, it's not too late. You can create a template before they arrive but give them the opportunity to have a say in the final plan. 3. One on one support is a crucial component of strong mentorship. Be sure you're being proactive about protecting time in the schedule for these meetings. Still working on preparing for your new grad's arrival and don't know where to start? The Veterinary Mentorship Manual is your blueprint for planning and executing a strong in-clinic mentorship experience. Available at https://sowl.co/s/bdrNCH.
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Great Leaderships lessons from your pets #petlife #pethealth #petparents #petleadership #pettech #petsofuniverse #petlove 1. Set the Right Tone for the Day 2. Get Your pack behind you 3. Lead with Love 4. Stay Curious 5. Keep Wagging your Tail 6. Invest in Training & development 7. Communicate your needs 8. Lavish praise on your team https://lnkd.in/gG2mVrSU
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Adding value to veterinary recruitment in the UK | Co-owner of Vetted Recruitment Limited. Always hiring!
Mentorship Transforms Veterinary Practices 🐾 In the heart of every thriving veterinary practice lies a core of shared knowledge and support. Mentorship - it's the lifeblood of professional growth, guiding new vets to surmount the steep learning curve with confidence. 💡 Embracing the role of mentorship is more than an investment in individual growth; it's a catalyst for recruitment success. A practice boasting a robust mentoring culture doesn't just fill vacancies. It attracts passionate talent, eager to join a community dedicated to nurturing professional journeys. Here's why mentorship is instrumental: 🌱 Growth: Initial years in vet practices are foundational. Seasoned mentors provide guidance, turning challenges into growth spurts, leaving no vet behind. 📈 Excellence: Experienced guidance helps less seasoned vets refine their skills, resulting in higher standards of animal care and client satisfaction. 🔄 Retention: A supportive environment fosters loyalty. Mentors reduce turnover by instilling a sense of belonging and purpose. But how can mentorship shape recruitment? ✨ Attract Top Talent: Mention 'mentorship' in your recruitment ads, and you'll pique the interest of those who value professional development. 🔎 Selectivity: Practices with mentorship programs can afford to be choosy, attracting candidates who are a perfect cultural and skill fit. 🤝 Engagement: By involving existing staff in mentor roles, you boost morale and foster an ecosystem where everyone is a stakeholder in the collective success. One of the top reasons our job seekers give us for moving on from their current role? 'Lack of mentorship'. It really does matter. #Mentorship #VeterinaryPractice #RecruitmentExcellence
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Mentorship Transforms Veterinary Practices 🐾 In the heart of every thriving veterinary practice lies a core of shared knowledge and support. Mentorship - it's the lifeblood of professional growth, guiding new vets to surmount the steep learning curve with confidence. 💡 Embracing the role of mentorship is more than an investment in individual growth; it's a catalyst for recruitment success. A practice boasting a robust mentoring culture doesn't just fill vacancies. It attracts passionate talent, eager to join a community dedicated to nurturing professional journeys. Here's why mentorship is instrumental: 🌱 Growth: Initial years in vet practices are foundational. Seasoned mentors provide guidance, turning challenges into growth spurts, leaving no vet behind. 📈 Excellence: Experienced guidance helps less seasoned vets refine their skills, resulting in higher standards of animal care and client satisfaction. 🔄 Retention: A supportive environment fosters loyalty. Mentors reduce turnover by instilling a sense of belonging and purpose. But how can mentorship shape recruitment? ✨ Attract Top Talent: Mention 'mentorship' in your recruitment ads, and you'll pique the interest of those who value professional development. 🔎 Selectivity: Practices with mentorship programs can afford to be choosy, attracting candidates who are a perfect cultural and skill fit. 🤝 Engagement: By involving existing staff in mentor roles, you boost morale and foster an ecosystem where everyone is a stakeholder in the collective success. One of the top reasons our job seekers give us for moving on from their current role? 'Lack of mentorship'. It really does matter. #Mentorship #VeterinaryPractice #RecruitmentExcellence
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Have you ever worked with a client who changed your life? This is something I wish coaches and consultants would talk about more often. I believe that we usually get as much out of our partnerships as the clients do, and should share how lucky we are to do the work we do. One of those "life changing" clients for me is *Kerri Nelson of Veterinary Emergency Group (VEG). In 2022, my dog had an unfortunate incident at a pet groomer, and I had to take her to VEG, where I was supported by Kerri and her team. The care was so exceptional that I left the clinic in happy tears, and later sent Kerri a thank you email. Kerri wrote back immediately, thanking me for the positive feedback and said: "I see that you're a coach. Can we work together?" 🎤 Since then, I've had the honor of coaching Kerri's friends, relatives, and colleagues. When my dog (Lucy) passed away last year, Kerri was my rock. Needless to say, this woman has empowered and blessed me in ways I could never have imagined. Relationships matter. And I'm so proud of the way Kerri and I have invested in our partnership. This month, I finally got to recognize Kerri as a "Leader to Learn From" in the The Thirlby Company LLC newsletter. It was the coolest interview and I'm so happy to honor the incredible leader, veterinarian, and human that Kerri is: https://lnkd.in/ginwttub How can you show more appreciation to the people you LOVE working with? *Client story and photo used with permission. #leadership #leaderstolearnfrom #lifecoaching #leadershipcoaching #consulting #personalgrowth #relationshipsmatter
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*WIN AN EXCLUSIVE MENTORING SESSION* They say that pets look like their owners - let’s put that theory to the test! 🐹🐶🐱 Match our teams' pets to their owners in the comments below for the chance to win a mentoring Power Hour with Sarah Day, our Chief Executive. It’s National Pet Month in April and those of you that have been lucky enough to be in our offices when Jimmy or Bella are there will know how much our team loves their pets! Our furry (and scaley) friends are so much more than pets - they teach us patience, commitment, communication and compassion. These are qualities we carry into other aspects of our lives; coincidentally patience, communication and commitment are also cornerstones of great leadership. We are lucky that our CEO Sarah has many areas of genius, and we are excited to share her wisdom and expertise with our lucky winner as we launch our brand-new Power Hours! Here are some examples of where Sarah can help – and if she can’t, she’ll enlist the help of one of our accomplished team who can(!): - Developing your strategy and growing your audience - Building a powerful network of impactful connections - Engaging people with lived experience in a meaningful way - Telling your story in a compelling manner to reach more people To enter, simply leave your answers in the comments below and we’ll announce the winner on Tuesday 7th May. All correct entrants will be placed into a random draw. Good luck!!! DEADLINE & PRIZE CONDITIONS: Entries closes at Monday 6 May and the winner will be announced here on LinkedIn. Please note: Our prize gift is part of a purely independent giveaway and has no affiliation to any public platform or application on which the prize details may be viewed.
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After seeing many practices struggle with planning for and retaining new graduate veterinarians, and seeing many new graduates struggle to adjust to being a doctor and advocate for the mentorship they needed, I designed a guidebook to help! If your practice is thinking of hiring a new graduate, or you know of a practice owner or manager who is, this guide is for them! Hiring a new graduate veterinarian is a great way to grow your practice. In turn, you assume a high level of responsibility in providing robust mentorship for them as they enter the profession. But what does the term “mentorship” mean? This guide is designed to take you, your practice, and the new graduate you have hired or are thinking of hiring through a step-by-step mentorship process that will build trusting relationships and improve confidence, productivity, and retention along the way. Included in this 45-page guide is my 9-step process to help you create a mentorship framework that is flexible and effective. Also included are three worksheets designed to help open communication and set expectations early, as well as organize opportunities for growth and improved skill competencies. https://lnkd.in/gsHW3X-g
Hiring a New Graduate Veterinarian: Building a Mentorship Program that Works
meganhodge.gumroad.com
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👥Training software to improve profitability through efficiency👥Protect your business against litigation with proof of training👥Boost staff retention & reduce time to full productivity👥
Back to basics! I love LinkedIn for a book recommendation and this one didn’t disappoint. I’ve mentioned before my resolution at 40 to direct my reading with a strict rotation of fiction with non-fiction which I have found really rewarding. What I like about ‘Vets in Business’ by Joseph Hill and Terry Hill is that it is back to basics on the business side. There are lots of books/webinars and leadership forums which rightly delve into leadership skills, values, appreciation, inclusion – loads of useful and valuable stuff. But what I see very little of, is the foundations of running a business. This book fills that gap. Talking about veterinary practices as businesses and looking at them in terms of day-to day management and longer term strategies. I like the inclusion of both veterinary and non-veterinary examples in the text, as a grounding device. Vet practices are special we know, but they are also businesses which need to sell their skills and services to their clients. As you can see from the image I have lots of take aways from this book. Colour coded if you are interested; Orange - vet practice management, useful resource for our client conversations; Blue – interesting references to look up; Pink – business concepts which I believe will benefit Training-Progress as an organisation, Does anyone have any other book recommendations for me? #BookRecommendations #LinkedInBookClub #VeterinaryBusiness #PracticeManagement
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