Follow us on Twitter!
Blog Header Logo
DG&A's Transportation Consulting Blog
Subscribe to this list via RSS Blog posts tagged in hiring process

b2ap3_thumbnail_dreamstime_xl_13826614.jpg

Over the past few years, I have noticed a disturbing trend as I meet with both our shipper and carrier associates. They have changed their leadership team again. The VP of Transportation or Logistics (in manufacturing and retail organizations) or the President or other senior officer (in transportation organizations) has now been replaced multiple times. In fact, in some companies, they change executives like some people do spring cleaning in their homes. “It is out with old and in with the new.”

What is interesting for me is that in some cases, as an outside consultant, I have had the opportunity to work directly with the business leader and the company. I have been able to observe their performance and that of their superiors and subordinates. I have the following observations to share with you.

In some situations, the terminated business leader was doomed to fail. The expectations for the individual may not have been realistic. He or she may not have received the full support of the business owner or senior executive or the collaboration between them wasn't there. The departed person was charged with implementing the failed or poorly conceived vision of the business leader. The terminated executive “took the fall” for the unsuccessful business plan or weak leadership of his or her boss.

In other cases, the individual did not perform at the required level. He or she may have not had the required skills, did not fit with the company culture and/or did not work well with his or her peers. In some cases, there was an overreliance on specific subordinates who were not performing their jobs at an acceptable level. This overreliance and/or a poor hiring process cost the individual his or her job.

...
Hits: 257
0
Continue reading 0 Comments

Passion

Posted by on in Career Advice

b2ap3_thumbnail_dreamstime_xl_59460025.jpg

Last week, I was watching the U.S. Democratic Party Town Hall on television that took place in South Carolina. A member of the audience stood up and asked Senator Bernie Sanders of Vermont to talk about what he considers one of the most important traits of a leader. He replied that having a passion for what you do is a driving force for him. He then went on to amplify his response. That question and answer was quite revealing and has stayed with me ever since.

Two days later I received an e mail from Scott Monty who publishes a blog entitled The Full Monty (http://www.scottmonty.com/ ). Scott is an expert in Social Media. The title of his weekly blog was Passion. The fact that these two seemingly random events happened in the same week inspired me to write this blog.

As I reflect back on my over 45 years in the working world, the issue of passion has been a driving force for me. There have been times when I worked for some fine companies and great leaders. I got up in the morning and couldn’t wait to get to work. I was proud to represent my company and I was very driven to see the company succeed.

I am very happy to be running my own company at this stage of my career. I am very motivated to help our shipper clients save money on freight, to help our carrier clients improve their profitability and to help organize and host one of the best freight transportation conferences in Canada. I have a deep passion for all of these segments of the business.

...
Hits: 2302
0
Continue reading 0 Comments

How to Improve the Hiring Process

Posted by on in General

Last weekend I was struck by an interview on leadership lessons in The New York Times.  It appeared in the “Corner Office” column of the Sunday Business section.  The interview was conducted with Tracy Matura, general manager of the Smart car division of Mercedes-Benz USA.  During the interview, Tracy was asked a question about what she asks prospective candidates whom she is seeking to hire.  Here is what she said.

“Tell me who your favorite boss was and why, and tell me who your least-favorite boss was and why.” Tracy commented that this gives you a sense of what leadership style works best for this individual.  “I would also then ask them about a time they took a risk and failed.  I have never hired people who have told me they’ve never failed.  You don’t learn if you don’t fail.” 

The interviewer then challenged her on the issue of whether anyone ever admits that they have never failed.  Tracy responded by saying that people might say, “You know, I don’t think I’ve ever really had a complete failure.  Really.  I don’t even ask the question in terms of just business.  Everybody has had some failure in their life.”

This led the interviewer to try to understand the underlying rationale for the question.  This was her response.  “Here’s what I want:  My leadership style is to be transparent and authentic, so if you’re going to tell me you’ve never failed, then it makes me wonder if you always hide your failures.  I don’t like that - - surprises are bad for everybody.  I can’t fix or try to fix something I don’t know about.  Some people have that fear factor if they admit to failure, as if they say to themselves, “If I say I failed, she’s going  to think I’m a loser and not hire me.  Quite the opposite.”

While Ms. Matura’s comments reflect what she is looking for in a prospective employee, the person being interviewed has an obligation to try to determine the management style of the prospective boss.  In order to make this assessment, the interviewee needs to ask a similar set of questions.  “Tell me about the employees you hire with whom you have had the most successful relationship and why, and tell me about the employees you hired that were the least successful and why.  How would you describe your leadership style?  Please share with me some of your teams’ successes and failures.  How do you describe your goal-setting process, how do you measure results, how do you communicate those results and what is the performance review process?  Also, please describe the work environment that you try to create.”

...
Hits: 21803
0
Continue reading 0 Comments

Most Recent Posts

Search


Tag Cloud

Transloading shipper-carrier contracts NS Sales Management buying trucking companies automation Amazon economic forecasts for 2012 US Auto Sales Transportation service Toronto NCC Doug Davis Truckload freight transportation Reshoring Wal-Mart small business LinkedIn Entrepreneur economy FMS Crude Oil by Rail Comey network optimization Climate Change e-commerce Otto Business skills Software Advice CSA scores Twitter Canada Freight contracts David Tuttle Freight Capacity drones 3PL freight agreements US Economy Freight Matching TransForce Infrastructure supply chain management Stephen Harper Trade Vision Dedicated Contract Carriage TMS pipelines Freight Carriers Association of Canada Ferromex driver shortages FCA Omni Channel financial management marketing autonomous vehicles CN NMFC selling trucking companies Inbound Transportation Search engine optimization Horizontal Supply Chain Collaboration ShipMax EBOR Carriers freight bid transportation news Broker shipping Canada's global strategy Freight Shuttle System Adrian Gonzalez Load broker hiring process Education Distribution MPG Transplace energy efficiency home delibery consumer centric Microsoft Business Transformation Strategy customer engagement Freight Recession Sales freight rate increases Canada U.S. trade freight costs freight transportation in 2011 driver cheap oil Freight Management CN Rail Canadian freight market Global experience 2013 Economic Forecast Facebook Masters in Logistics Dedicated Trucking shipper-carrier roundtable intermodal Werner Rail Training New Hires broker security Regina Global Transportation Hub Outsourcing Sales New York Times $75000 bond Job satisfaction 3PLTL 2014 freight volumes professional drivers University of Tennessee Doug Nix Management Freight Rates rail safety APL peak season carrier conference freight cost savings LTL Bobby Harris CP Rail President Obama Whole Foods broker bonds Load Boards capacity shortage dynamic pricing Driver Shortage Derek Singleton Canada-U.S. trade agreement YRC freight transportation conference JB Hunt shipping wine Transport Capital Partners (TCP) Right Shoring Grocery US Housing Market LCV's Donald Trump Cleveland Cavaliers MBA RFP robotics Retail Trump routing guide USA Truck Crisis management Social Media Emergent Strategy Accessorial Charges FCPC 2014 economic forecast Business Strategy freight audit Transportation transportation audit fuel surcharge Celadon dimensional pricing 360ideaspace Success Transcom Fleet Leasing mentoring Shipper Associates Blogging capacity shortages 2015 Economic Forecast Map-21 Rate per Mile Training home delivery Conway Deferred Packaging UP Warehousing 2014 freight forecast US Election Colilers International Loblaw IANA truck drivers Packaging the future of transportation Retail transportation Trucking US Manufacturing freight payment bulk shipping Railway Association of Canada business start-up Freight Failure ProMiles BNSF Yield Improvement driverless KCS natural disasters Swift trade Muhammad Ali Keystone Pipeline freight broker coaching Canadian truckers Hudsons Bay Company Life Lessons CSX Surety bond trucking company acquisitions Finance and Transportation tanker cars CSA truck driver FuelQuest Driving for Profit Dan Goodwill CITA Shipper Pulse Survey employee termination online shopping Rotman School of Business Fire Phone Canadian Transportation & Logistics BlueGrace Logistics Politics Sales Training last mile delivery Leadership Success failure entrepreneur freight RFP FMCSA Social Media in Transportation TMP Worldwide Tracy Matura shipper-carrier collaboration freight forwarders Spanx solutions provider NAFTA Career Advice Schneider Logistics Scott Monty Harper Davos speech Canadian economy 2012 Transportation Business Strategies. Jugaad Consulting transportation newspaper future of freight industry Transportation Buying Trends Survey risk management freight payment freight audit derailments CRM

Blog Archives