Coleman Health Services’ Post

Each of these interim deputy administrators- none of whom were mandated by the charter revision- gets a 6 month severance payment, or $209,000 each, if they work 6-12 months in their temporary positions. No one in the public or private sector gets such lush benefits. My concern lies in the fiscal irresponsibility inherent in awarding lavish severance packages, amounting to a staggering $1.3 million, to temporary employees whose impact on city services is destined to be short-lived. Severance should be reserved for extraordinary situations, not handed out routinely. Six months severance after possibly 6 months of work is way out of bounds for both private and public sectors. Providing lush severance packages on the taxpayers' dime is a slap in the face to the hardworking people of Portland. It sends the wrong message: that public servants can expect cushy safety nets even when their tenure is temporary.   That money could be better spent addressing urgent needs like public safety and transportation, which are currently struggling to identify adequate funding.

Leadership: Its got nothing to do with title! In the bustling world of Southeast Connections, LLC, it's our people who truly set us apart. This week, my travels took me to Nashville, TN, where I had the distinct pleasure of engaging with Eric Lang, our Warehouse Supervisor. Eric's background is not confined to SEC or natural gas; his experience spans across various domains, providing him a unique perspective on service, training, performance metrics, and employee development. His commitment to organization, inventory management, and ensuring our foremen have the necessary tools is nothing short of exemplary. But what truly caught my attention was Eric's background and experience. An Army veteran, Eric's service to our nation has shaped his leadership skills and fueled his desire to serve others. His managerial roles at UPS and FedEx have endowed him with unique insights into motivating employees, promoting responsible driving, and conceptualizing performance-based compensation programs. Though not directly responsible for creating or implementing these programs, Eric's willingness to share his innovative ideas with me, someone who can influence these areas, was both enlightening and inspiring. Eric's conversation was not just illuminating; it was a complete challenge to conventional thinking. His willingness to share his experience and ideas gave me a fresh perspective on managing risk and leadership accountability. Eric's approach aligns with our belief that safety is not a mere word but a direct byproduct of strong leadership. I left our meeting inspired and eager to return. Eric's influence is such that you cannot help but raise your game. He makes not only me but those around him better. Thank you, Eric, for your service, your insights, and your commitment to excellence. Your leadership is a testament to what makes Southeast Connections stand out. #seconnections #artera #ourpeoplemakethedifference

The best leaders have both a clear vision and an eye for the operating detail that will “Make or Break” that vision. Lack of vision will result in a business that spins its wheels. And yet even the best vision will go nowhere in the face of poor execution. The big struggle for most leaders is how to do both. How do you actively lead your organization to insure superb execution of your vision without being consumed by the details and the urgent "alligators" you face daily? Watch full interview here: https://buff.ly/3T5nkwH Join my email mailing list, let’s stay in touch! https://buff.ly/49jTGek Learn more about my work with Orange County CEOs: https://buff.ly/3SI1j7f

It was a real pleasure to collaborate with Tilbury Douglas board and senior leadership team today. Using our Action Sustainability #ModernSlavery and #LabourExploitation maturity and gap analysis tool, we discussed and debated modern slavery #DueDiligence progress to date and opportunities for development. Everything from #leadership and commitment, to #duediligence through the #procurement process (including the role of contract management), #grievance, and #remediation. Fantastic to have senior leaders from different parts of the business come together for a face to face workshop, engaging in honest and open discussions. And to top it off, a scene-setting piece upfront from CEO, Paul Gandy on why this is a priority for the business. This speaks volumes. Great work Jamie Swanston and Roxann Dawson MSc, DipQ, CQP FCQI on driving this forward and we’re looking forward to supporting Tilbury Douglas with the next steps. #BS25700 #FindItFixIt #SustainableSupplyChains #SupplyChainResilience

Cohesion. With so many disparate businesses operating under the broad MCG Group umbrella – each with their own needs, demands and identities – it’s vital we have someone on the ground who knows what good looks like and can offer a subjectively objective opinion for each sector and how to grow through effective sales leadership. That’s why we have a Chief Revenue Officer in the form of Simply Education’s MD, Hollie Murtagh. With Hollie’s energy, insight and open-minded curiosity we can bring together each arm of the company under a common culture of passion and consideration, while letting each part of the business get on with what it does best. 

We were touring space with a law firm yesterday and was very impressed with the Managing Partner's leadership. For context, this would be an opportunity for the firm to take more space on it's current floor. The MP, who doesn't work in the NYC office, did two things that really stood out: 1. He brought the whole office across the hall to see this space and make sure everyone was excited about the expansion. They all genuinely seemed to be, but if not I'm sure everyone appreciated being included in the process. Initial space tours are usually limited to fewer people, and mostly senior management positions, so this gesture stood out. 2. While in this vacant, larger space he said to the team "look around. See all this empty space. Think about how many people we can hire and the potential leadership opportunities it can present to everyone here". Well done MM - Giving employees confidence and a clear path to potential career growth is motivating and builds trust. What leadership acts stood out to you this week?

Ever wonder how joining SIM Jax can advance your career? 🤔 Here's what we offer to help you achieve your professional aspirations: 🔹 High-caliber networking opportunities to connect with elite peers and mentors 🔹 Guidance from influential IT execs already walking in your shoes 🔹 Avenues for leadership development and skill-building 🔹 Chances to increase your positive local community impact You tap into not only the SIM Jax community but also Society for Information Management national network. You'll gain a platform to get involved at scale. If you're interested in joining the SIM Jacksonville crew: 1️⃣ Complete a membership application 2️⃣ Have your background reviewed 3️⃣ We'll discuss next steps The 2024 membership year runs January 1st - December 31st, so now is a perfect time to invest in yourself and your career growth through SIM Jax. Surround yourself with IT leaders driven to create widespread positive change. Let's connect! Questions? Reach out to Joshua D. Whitley and Wylie N. Hartwell for membership details or click the link below in our comment section 👇

Seven of St. Louis’ newest CEOs, including leaders of St. Louis City SC, McBride Homes and First Bank, describe the hardest thing about starting a new job https://lnkd.in/gZyF-jsZ Taking over the top spot at your company, or moving to lead a new company, isn’t easy. Here’s what new top executives of several St. Louis organizations, including First Bank, McBride Homes and St. Louis [...]

Sometimes, the work you do to bring people into a leadership positions can actually help change the entire culture of an organisation. In a management audit a few years back, we played a key role in initiating a cultural transformation within a massive production company boasting 15,000 employees. Traditionally, they adhered to narrow selection criteria, favoring individuals with identical cultural, educational, political, and regional backgrounds. However, at MU we believe that the only basis for an employment decision should be a factful match between an individual’s competencies — what they bring to work — and the requirements of the role, context and organisation results needed. Working with inclusive recruitment creates diverse teams, and diversity is required to have a high-performing workplace. Read more about the in-depth leadership audit we performed and the outcome here: https://lnkd.in/eYQRGdeg