Sauce’s Post

In the Last couple of weeks, I have been part of the recruiting processes of several companies, I would like to share with you an insight. Onboarding sets the intention for the whole relationship until the end of it, so it is crucial to understand it from the beginning, and I think it really does not matter the role, may it be executive, manager, team member. In the recruiting process, ask the followings Questions (or some variation of them): 1- Do you have map of my activities of the first 3 months, once I start? 2 - Do you think a new comer in the company is in a vulnerable position? Why/Why Not? 3 - How to make a New comer feel welcomed? and how about appreciated? 4- What is the biggest gift that a new comer can bring when joining the Company? 5 What you think it would be a token of appreciation in the eyes of a new comer ? Let me know your thought please :) #peoplefirst #leadershipexample

There are a few things in the past 10 years of my time at Koch Industries that have been constant -- Change, Fulfillment, Growth, Opportunity (in no particular order). While some aspects of these constants have been challenging (change is often times hard, growth is often times a little painful), the LARGE majority of those constants have brought an immense amount of value to me personally and professionally. Every single tough thing has brought new opportunity, new growth and therefore new levels of fulfillment. A few things must be present to have this mindset and experience: 1. A personal focus on growth and contributing... not focusing on self, but on how you can contribute to others -- at Koch Industries we call that Contribution Motivation. 2. Being constantly curious 3. Knowing who you are and who you are not (humble confidence) 4. A workplace culture that supports growth of INDIVIDUALS - everyone is different and should be treated that way through every part of the employment lifecycle 5. Leadership Capability and Accountability 6. Ability to see the positive through the junk (perspective is powerful!) I am grateful for many leaders, coworkers, employees and friends past and present that have all helped me learn and experience these things. I aspire to be a leader that represents and drives these experiences for my team members. We have several great opportunities to join Koch and a culture that I believe is truly unique and supports individual growth. I would encourage you to check them out, learn more about our values and join our talent community today: https://lnkd.in/giEy5UgR #leadership #opportunity #lifeatkoch #tenyears #changeisgrowth

When the stars are aligned It's often said that the heart of any business lies in its people. This holds true also at NoHo Partners, where ordinary people do extraordinary things every day to make our customers happy. Over the past decade, witnessing this unwavering passion firsthand has been truly transformational. Yesterday, I have informed our board of directors that I will not join the next phase of our journey. Though heavy-hearted, I firmly believe it's the right choice for both the company and myself. The timing feels right, as the company's is just now updating its roadmap on its way to become the leadring restaurant company in the Northern Europe. I believe, this is the right time to bring fresh leadership and new perspectives to propel us forward, and our exceptional team deserves nothing less. Leaving behind the vibrant world of NoHo and my incredible colleagues is bittersweet. However, the passion for personal growth and learning drives me onward. I'm thrilled and humbled by the opportunity to embark on a new adventure after my enriching experiences at Mars and NoHo. Beginning in September, I'll take on the role of CEO at Orkla Foods Europe, a renowned Nordic food company with over a century of history and ambitious goals for the future. It's an opportunity of a lifetime—one I simply couldn't resist. Today isn't about farewells or expressions of gratitude. Instead, my focus remains on dedicating all my energy in the coming months to ensure NoHo's continued success and a seamless transition for my successor. When the stars align and the timing feels right, that moment is approaching.

If Carlsberg did teams… Today is my last day as leader of this absolutely awesome bunch of human beings. I’ve been blessed this past year or so to have witnessed true talent, to have experienced pure passion and pride, and to have been left truly humbled by those around me. As a team we’ve ridden huge waves of change, embraced new ways of working and always emerged stronger, better and more united than ever. The last few weeks have been the toughest we have worked through. But faced with adversity and the knowledge our time together would soon be up, what did they do? They showed up and they stepped up, for each other, for the business, for me. The way these journalists have navigated this process surrounded by their own fears and uncertainty is nothing short of amazing, and every single one of them will go on to do great things. There’s a saying, when life gives you lemons, make lemonade - these guys made champagne. It fills me with hope, not despair, for the future of our industry. As has the reaction of those around us, both inside and outside of Reach plc.   Many colleagues, past and present, have been by our side throughout this process and I know this has been a difficult time for them too. Some have been left not entirely sure what to say. But the fact they have made the effort to say something, the fact their support has been unwavering, the fact they feel the pain as much as we do says more about our company than any headline redundancy figure ever will. For it’s these people who are the future of the firm and for that reason it still shines bright. I’ve said this in a roundabout way a few times but as my team exits stage left, I’ll say it again for anyone who needs to hear it today: “Redundancy is not a reflection of your worth, but a result of circumstantial factors.” - Author Unknown. Never stop believing.

An expert panel at Food Manufacture’s Business Leaders' Forum sat down to tackle one of the most confounding questions facing the industry – ‘How do we entice Gen Z into manufacturing?’ Key takeaways include: highlighting the creative nature of CPG manufacturing, listening to the career goals of workers instead of assuming they all want to focus on tech, and showing them the variety of opportunities to grow. How are you drawing in Gen Z talent to your business? #drivewheel #drivewheelpeergroups #humanresources #talent #genz #peergroups

In the Last couple of weeks, I have been part of the recruiting processes of several companies, I would like to share with you an insight. Onboarding sets the intention for the whole relationship until the end of it, so it is crucial to understand it from the beginning, and I think it really does not matter the role, may it be executive, manager, team member. In the recruiting process, ask the followings Questions (or some variation of them): 1- Do you have map of my activities of the first 3 months, once I start? If not, how do I measure my progress or how do I know I am doing a good job? 2 - Do you think a new comer in the company is in a vulnerable position? Why/Why Not? 3 - How to make a New comer feel welcomed? and how about appreciated? 4- What is the biggest gift that a new comer can bring when joining the Company? 5 What you think it would be a token of appreciation in the eyes of a new comer ? (excluding money) Let me know your thought please :) #peoplefirst #leadershipexample

Reflecting on exciting 2-Month Journey at Pizza Hut FI 🌟 Learning: In just two months, I've discovered that change is not just inevitable but essential for progress. 💡 Positivity: Despite challenges, I've witnessed how team drive positive transformations within organization. 🌟 Challenges: Every obstacle has been an opportunity to stretch, strengthen, and adapt, making us more resilient than ever before. Let’s only make it happend! 💬 Confidence: I'm confident that our team is not only ready but eager to tackle the challenges the industry throws our way. ✨ Growth: Through embracing change, we've unlocked new possibilities and cultivated a culture of continuous improvement. 🍕 Mission: Our mission remains steadfast: to delight customers with delicious pizzas and exceptional service, no matter the circumstances. 👥 Appreciation: I'm grateful for the incredible team we have today and look forward to welcoming new talents in the future. Together, we'll continue to innovate and drive Pizza Hut FI to new heights! Feel free to share your ideas or any other thoughts! Let's continue to collaborate, innovate, and shape the future of Pizza Hut FI together. #PizzaHutFI #Change #GrowthMindset #Teamwork #Innovation #Gratitude #FutureLeaders #JoinUs #PizzaLovers #PositiveVibes

Yesterday's Superbowl came down to a few key plays, but it had me thinking about how in Restaurants the difference in outcome comes down to many small decisions made consistently and repeatedly not dissimilar to a football team. It's hard to commit to small continuous improvement and consistency (harder is getting people excited about that). The key thing for your teams is to track these KPI's/OKR's so that they know how they are progressing on these goals (it's really hard to do a great job if you don't know what that looks like and/or if you don't know how you are currently doing against the goal). The most successful restaurants get their teams to buy into those goals (usually by explaining the why and then empowering/incentivizing the team). Being resilient when you have a few bounces go against you (which they will from time to time), is critical for success.