CHIEFEXECcoach Founder Delivers 2 Leadership Workshops to Pacific Northwest Refrigerated Warehouse Leaders


CHIEFEXECcoach Founder Delivers 2 Leadership Workshops to Pacific Northwest Refrigerated Warehouse Leaders

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Last week, CHIEFEXECcoach’s Founder & CEO Dr. Jeremy Lurey facilitated two separate workshops at the International Association of Refrigerated Warehouses 2017 Spring Chapter meeting in Leavenworth, Washington. Attendees included family business owners and several key managers from the larger companies across the region. The first program called “Best Practices for Designing Your Always, Ongoing Performance Management Process” reminded everyone that performance management is not a once-a-year task to complete for HR. The second workshop called “Succession Planning & Developing Your NextGen Leaders” then gave these leaders some specific tools and techniques they can use to inspire discretionary performance from their teams. As the new Talent Management service partner for the entire association, Dr. Lurey will be continuing to facilitate educational sessions like this at other industry events throughout the year.

Five Ways to Empower Your Employees &
Be a Better Leader

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An important aspect of being a leader is the ability to identify your team members’ unique talents and then help them to shine. By bringing out the best in each of your employees, you will end up with a high-performing team that is loyal to you and motivated to deliver great results. Here are five tips for empowering your employees and finding that “special sauce”.

  1. Identify Personality Strengths & Differences

Your team likely consists of a diverse group of personalities who each bring something different to the table. One great way to identify your staff members’ unique strengths and talents (as well as their potential stumbling blocks) is to use personality assessments like DiSC or Myers Briggs. These tools can help your team members increase their self-awareness and gain keen insights into their natural abilities not to mention promote interesting conversations and appreciation for one another.

Review the assessment results yourself and identify ways to use this new understanding to align your team more effectively. For example, perhaps that quiet, introverted member of the marketing team doesn’t speak much during meetings, but if given a chance she could write truly compelling copy or do a great job

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Dr. Jeremy Lurey & Plus Delta Consulting Named Talent Management Service Partner for Global Cold Chain

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CHIEFEXECCOACH Founder and CEO Dr. Jeremy Lurey and the firm’s parent company Plus Delta Consulting were recently named the official Talent Management service partner for the Global Cold Chain Alliance. For the past 5 years, Dr. Lurey has actively supported the Association and its Members, leading countless strategic planning, succession planning, and executive coaching efforts for companies across the US. Surely one of if not the greatest challenge for companies across the industry is the recruitment and retention of their employees. Being named the industry’s service partner will allow Dr. Lurey and our team to influence an even greater number of people across the industry as they will now share their leadership insights by speaking at more regional, national, and international events and writing for the Association’s publications. According to Dr. Lurey, “It is an honor that we don’t take lightly! We have always been proud of our project work with the Association and its Members, and we are very excited to be recognized now for our commitment to the success of the industry.” The new service partnership was just announced to the Association’s members at this year’s IARW-WFLO Convention in Dana Point, California.

Leadership Expert Dr. Jeremy Lurey & Plus Delta Consulting Cited in LA BIZ Journal

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chiefexeccoach Founder and CEO Dr. Jeremy Lurey and the firm’s parent company Plus Delta Consulting were recently cited in the L.A. BIZ journal for leading a leadership development initiative for Burbank-based Deluxe Entertainment. While you may not know Deluxe by name, you surely have experienced the incredible work this global leader in digital services and technology has delivered for the past 101 years now. This pioneer in media and entertainment is the most trusted partner for the top content owners, creators, and brands, but the Company does not have a standard leadership development platform for its nearly 900 people tasked with supervising others. That’s where Dr. Lurey comes in! In addition to bench-marking leading practices from across the industry, Dr. Lurey recently visited with the Deluxe team in London to assess what foundational programs already exist internally. He is also partnering with Deluxe’s corporate learning team to conduct a global needs assessment and develop a management training plan that will include both in-person and on-demand learning solutions. Read the full L.A. BIZ article here for more information about the initiative.

Growing Your Business with Peer-to-Peer Advisory Groups

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Picture this. You have just come back from a training event that your company sent you to. You are pumped up. You are ready to take on your career with both guns blazing. But within a matter of weeks, you’ve come down from your post-conference high. The reality of your day-to-day routines has set in. It’s not that you don’t want to take control of your career and set yourself apart as a force to be reckoned with. You just don’t have the accountability partner you need to stay on track. This is why you need a peer-to-peer advisory group!

Chief executives often find themselves in lonely positions. It’s hard to grow and develop your skills when you’re the one at the top. You can’t discuss many of your greatest challenges and concerns with your employees, and you probably don’t want to speak with your Board members either. Fortunately, for senior executives and business owners who really want to learn and succeed, there is a better solution. Peer-to-peer advisory groups are a fantastic way to learn from other business leaders at your level who have experienced similar business opportunities and challenges and successfully addressed them. That’s the key to scaling your business and taking it to the next level – discussing your executive-level challenges and learning from the successes of others to grow your company and produce better business results.

Who should join a peer-to-peer advisory group?
Peer-to-peer advisory groups can be effective for leaders at all levels as long as the group is comprised of leaders at the same level and with similar kinds of opportunities. Business unit Presidents, CEO’s, business owners, and other high-level executives might benefit the most from these groups though since they really don’t have anyone else to turn to within their organizations.

Everyone needs to bounce their ideas off other people. Peer-to-peer advisory groups provide a great forum to solve your problems and talk through your greatest opportunities, especially when it’s inappropriate to do so with your subordinates. Whether it’s a group of other executives from within your industry or a group of diverse leaders from across different fields, peer-to-peer advisory groups simply provide a better solution to drive your professional development and growth as a leader.

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Eight Points on What It Takes To Be CEO Straight from a Successful CEO

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One of my key lessons learned about being a CEO and small business owner comes from Chris Gardner, author of the book and subject of the Will Smith movie “Pursuit of Happyness”. In a reception of Inc award winners a few years ago, he shared that running a business ultimately requires you to be willing to cover payroll out of your back pocket. I’ve done that more times than I can count over the years, so at least by that criteria I suppose I have what it takes to be CEO of my business.

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Ten Pitfalls to Avoid with Your Family Business Succession Planning

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Succession planning in any business can be challenging. Finding a qualified candidate to replace yourself; being ready, willing, and able to let go; and ultimately orchestrating the many handoffs with your customers and staff takes not just personal commitment but also significant perseverance.

It is an emotionally-trying journey that can break down in any number of ways. Now add to that the complex dynamics and often competing priorities of a family business! Succession planning in family businesses is riddled with countless traps and clear points of failure to watch for. See below for a list of ten common pitfalls to avoid when you are planning for the succession of your family business leaders. Whatever you do, don’t let these happen to you.

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Breakdowns in Innovation: The 2 I’s vs. the 5 D’s

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Many business owners and leaders envision an opportunity and go right after it. It’s that seemingly perfect 2 I’s cycle which moves straight from Idea to Implementation. Do not pass Go. Do not collect $200. Better yet, do not perform any due diligence, and by all means whatever you do, do not chart the course for reaching your final destination!

Unfortunately, not all ideas prove to be such great ideas when leaders move forward with their implementation efforts. More than that, many leaders get so tunnel-vision focused on the end result they’ve envisioned that they often miss many of the warning signs that may present themselves along the way.

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Focusing on the How in Succession Management, Not the Who!

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I support a lot of individual business leaders and owners who are quickly turning their attention to their “third acts” in life. In every one of these situations – whether it’s the third-generation business leader maintaining the family’s traditions for the next generation to follow or simply the professional manager who has enabled the organization’s continued growth and success for 20+ years – they all have accomplished some amazing things to be proud of. Yet in every one of these situations, these individuals are not interested in closing the doors on their companies or taking them to their graves simply because they are moving on. Instead, they each have one more heroic act in them before they walk away.

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How Many Leadership Coaches does it take to Change a Light Bulb?

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None of course! A good leadership coach would never actually change the light bulb for his/her client. That could be the role for your management consultant or other trusted business advisors. A good leadership coach would instead offer new insights and ideas to that client based on past experiences and current thinking to enable him or her to change the light bulb independent of the coach.

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