Madison Air’s Post

Congratulations to the Weld County Workforce Development Board! Being designated by the Colorado Workforce Development Council as a High Performing Workforce Development Board is no small feat. This board is actively engaged in a variety of initiatives related to #workforce and is a true working board. The community leaders representing businesses on the board are invaluable to shaping the future of workforce in Northern Colorado. In collaboration with Larimer County Economic & Workforce Development (LCEWD), county lines are blurred to better serve businesses and job seekers alike. Brining the two local boards together to align and coordinate services and initiatives has led to great success thus far and the future promises increased innovative strategies. NoCo Works is one recent example of the great work the two boards are leading. How are your local #workforcedevelopmentboards achieving high performing status? Colorado Department of Labor and Employment and the Colorado Workforce Development Council are committed in their efforts to have high performing boards across Colorado! #highperformance #teamweld #nocodedevelopment #workforcedevelopment #workforcedevelopmentiseconomicdevelopment #regionaldevelopment #collaboration #nocoredi

Growing up with the “old school” mentality in the Air Force I always rolled my eyes at uniform changes that I felt were driven by “morale”. Morale friday shirts, unit baseball caps and now duty identifier badges to just name a few. I was molded by the old timers that said morale shouldnt be based on what you wear or from a patch on your uniform. But since I commissioned my perspective has undergone a complete 180-degree transformation. Unit and or duty identifier badges give folks an identity and pride in their job and unit. Working in Financial Management, morale is always a key concern in retaining my best and brightest airman. It’s no secret that FM is not the most popular career field on social media. By showcasing these patches during their day-to-day duties, they also experience a profound sense of camaraderie and esprit de corps. With recruiting challenges we’re facing today, it is increasingly crucial for leaders to identify opportunities to enhance morale and a patch or morale shirt is an easy enhancement So I finally joined the club today to show my own pride. 😎

When I left University I made it to the final four candidates to be part of the Red Arrows’ PR duo. The only civilians on the team. I didn’t get the job, but I did get to spend a whole day at RAF Scampton, watching them train and sitting in on their de-briefing, having breakfast with the pilots and being shown around the airfield. As I pulled away in my clapped-out Nissan Micra, I was fizzing with enthusiasm and a desperate desire to be part of it all - and it’s a story I still tell, 20 years on. The smartest companies recognise the power of making candidates fall in love with the business before they’ve even been offered a job. If they get offered the job at all - it still matters. Everyone who goes through the process will be telling others about you, sometimes for years to come, and what they say depends entirely on the experience you gave them. Take advantage of that and make it memorable. Granted, we don’t all have nine super-fast jets available to woo potential employees with, but the principles are the the same. Paying attention to your recruitment experience is a touchpoint that most companies overlook, yet it helps to attract the best talent and engage new employees from the get-go. What do you do to help support and engage candidates through your recruitment process? #recruitment #employeeexperience #brandstrategy Photo by Daniel Cooke on Unsplash

What if on Day One with no experience at all you knew exactly what you needed to do to get to the top position? How empowering would that be? I was in Seattle recently and saw this poster outside the Washington State Ferry Building advertising career paths for different positions. This is for a Chief Engineer—a position I held as a young Lieutenant in the Navy.  A person can start as a wiper with no experience and after hitting a few intermediary milestones, 1800 days of sea time, and a Coast Guard exam late--that person can be the Chief Engineer! Complaints about worker attitudes, motivation, and ability to self-start are issues I hear commonly. Yet, how do we really motivate employees? ❓Do we really expect employees’ current position to be the role they will want to fill for the next 20 years? ❓Do we not recognize that our employees might have aspirations beyond entry or mid-level work? ❓How do we help them get there? How clear is that path? Is it laid out, clear as day in black and white? If not: Why not? ❓Why do we let talent and experience walk out the door? ❓How strong would your organization be if your top leadership was grown from within and people were actually working hard to get to the top? #careerpath #sandiegobusiness #ceoleadership #workermotivation #vistage

Isn’t this the reason purpose driven business owners are on this journey? How are you hoping to leave the world a little better than you found it? Comment below.

In this episode of Beers and Careers, we had a substantial conversation with Charles Manning—a Business Owner, Firefighter, and Community Leader. Charles breaks down heavy topics and extracts the true value of the relationships we have with the people around us. Put your headphones on and give it a listen. 🎧 https://bit.ly/3p3LhJW #BeersAndCareers #staffingagency #employment #employer #recruiter #recruiting #recruitment

Delta Air Lines has done much to incorporate DEI into its culture in recent years, including a skills-first approach to hiring, development and advancement, says professor Linda Hill of Harvard Business School.  At Delta, “all along, from the very first moment, it was always about the why, the what, and the how.” Hll says. “Why are we doing this? What are we going to do, and how are we going to do it? And let’s do it in a way that it’s measurable, people can be accountable, and it will be sustainable.” https://lnkd.in/ebvbF5GZ 

Not every company gets to experience the pride and insight that comes with being a multi-generational company. Families from our owners and team members have all worked with us through multiple generations, carrying the torch to ensure everyone who depends on us will have better products with every passing year. We are not here for the short term. We know that it is imperative to continue to reinvest back in the company to continue to improve our physical plant, systems and efficiencies. It’s how we can continue to deliver our customers a superior product for generations to come. That’s why we prioritize successful, long-term relationships with our team members, customers, and community. We are constantly evolving, so you can too. #alsey #refractories #culture

"At Lessiter Media, our leadership team is talking with our mid-managers to prep the next-generation to 'step up and lean in.' Many are yet to be battle-tested, and we’ll need to let go of our protective instincts to let them gain it." Read more in Mike Lessiter's NEW blog!

The paper ceiling holds back more than 70 million workers in the U.S. who are STARs - Skilled Through Alternative Routes, rather than through a bachelor’s degree. They’re the 50% of the workforce that has developed valuable skills through military service, community college, training programs, partial college completion, or, most commonly, on-the-job experience. It’s time to tear the paper ceiling and see the world beyond it. Where "qualified" means qualities, not just degrees. A world where untapped potential gets to flourish. STARs are all around us. It’s time to let them shine.