JLT Mobile Computers

DAP Technologies

Vice President Sales | Worldwide

Broadwing

Practice Director

ValCom Technology

Director, Remote Operations

Customers do not want rugged devices. 

They want reliability. They want certainty. They want trust that their technology will not fail them at critical moments. 

I’ve worked closely with our customers from across industries, hearing their pain points and challenges first-hand. 

And while our rugged devices are well known in the industry for our quality and reliability, I’ve learned that what our customers truly value goes beyond hardware –  trust, certainty, risk avoidance, productivity, and customer satisfaction. 

It is through this feedback that we’ve learned the implications of purchasing decisions regarding rugged solutions and that they go far beyond the hardware itself.

That is why we, at JLT, committed early on to a different approach than most rugged hardware suppliers. 

We believe in the power of human interaction and the benefits that come from understanding our customers’ needs and what they are trying to accomplish. We refer to it as our High-Touch Customer Approach which is a consultative approach focused on listening to your needs.

The value we create through this approach has become even more apparent and important in these uncertain times when many companies are having to refocus their business or work in new ways.

Our approach is a balance between the best rugged hardware, relentless focus on every single customer, attention to detail, the dedication and expertise of our team, and the pride we get in meeting your business objectives and solving your business problems.

It comes down to this. We believe in creating a foundation for your business to thrive and a partnership that continues to grow.

I am here for you. 

If you’re in a mission-critical industry where hardware HAS TO WORK regardless of the dust storms, freezing cold, and the chaos of REAL field operations, let’s talk.

Give me a call and let’s discuss how we bring value to your operations.

Contact: jltmobile.com/contact

Or explore our solutions on the website: jltmobile.com

When I first stepped into an executive role, I thought leadership meant fixing everything myself.
 
If there was a problem, I stayed late.
 
If there was a gap, I filled it.
 
If someone missed a deadline, I picked up the slack.
 
After all, "We have to lead by example."
 
I misunderstood this.
 
For three months, I thought I was proving my value. In reality, I was burning out and bottlenecking the business.
 
The wake-up call came when a manager pulled me aside and said: “You think you’re helping, but you’re actually holding us back.”
 
That hit me hard. But they were right.
 
Executives don’t scale by doing more. They scale by delegating more.
 
Every task I clung to was a task I denied someone else the chance to own.
 
Every late night I worked was another reminder to the team that I didn’t trust them enough to handle it.
 
It took time, but I learned to let go. To trust. To empower. And the more I stepped back, the more others stepped up.
 
The business didn’t crumble when I stopped fixing everything myself. It grew.
 
Great leaders don’t carry the weight of the business alone. They build teams strong enough to carry it together.
 
P.S.
Hope it makes you more productive and efficient.
You can share this with your peers by Reposting it. ♻️

Eric Miller

Building rugged tech that WORKS to bring reliability and certainty to operations, even in harsh environments | CEO at JLT Mobile Computers Inc. | Helping field teams tackle complex operations

Conflict avoidance is expensive. Not naming names, but...
by the time he spoke up, it was too late. 
 
What caused it?
 
Not a lack of skill.
Not a lack of resources.
Not even a lack of commitment.
 
The cause was silence.
 
No one wanted to confront the issue head-on.
 
The warning signs were there, but the discomfort of conflict felt greater than the cost of waiting. Except waiting always comes with a bill.
 
Conflict avoidance is expensive.
 
As managers, you often trick yourselves into thinking that silence preserves harmony.
 
That if we don’t address the tension, it will dissolve on its own. But silence doesn’t preserve trust.
 
It erodes it.
 
Every conflict avoided today becomes a bigger problem tomorrow.
 
Small misunderstandings harden into resentment.
Little inefficiencies grow into costly mistakes.
And the longer you wait, the fewer options you have.
 
Strong leadership isn’t about dodging discomfort. It’s about stepping into it early... before it turns into chaos.
 
A 10-minute tough conversation today can save months of wasted time, money, and morale tomorrow.

P.S. 
Repost ♻️ so it reaches the people who need to hear this.

courage in leadership and being bigger than the fear of rejection not avoiding conflict but solving it, together. 

I’ve seen million-dollar rollouts die because executives thought
 
"Adoption would take care of itself."
 
Spoiler: It never does.
 
Your company have the best tech, the best strategy, and a huge budget...
 
And the rollout can still be unsuccessful.
 
Not because of what you built, but because your employees were slow to adopt it.
 
People resist change. They don't easily let go of something that was familiar.
 
If you don't effectively show people how the new tool makes their work easier...
they will keep using the old one.
 
The time and budget you pour into the rollout will bleed away faster than you think...
leaving you questioning whether it was the right decision at all.
 
The best leaders treat adoption as its own separate project...with a clear strategy, and training that actually shows the team why the rollout is necessary.
 
If you’re leading change, remember:
Change doesn’t just happen when you push harder.
It happens when your team believes in your vision.
 
P.S. Repost ♻️ so this post reaches the people who need to hear this

I hear it all the time... “Gen Z is lazy.”
 
But then I sit with young talent, and I hear a completely different story.
 
They’re not asking, “What’s my salary?”
 
They’re asking, “When do I get to do real work?”
 
And too often, managers misread this hunger as entitlement.
 
They assume that a 23-year-old who asks for responsibility is impatient or arrogant.
 
But the truth is... they’re not asking for perks. They’re asking for purpose.
 
This generation has grown up with endless information, constant feedback loops, and instant examples of what’s possible.
 
They don’t want to wait ten years to be allowed to make an impact. They want to start now.
 
And here’s the danger: when managers dismiss this drive as laziness or entitlement, they don’t just insult their people. They push them out the door.
 
Because if you won’t trust them with meaningful work, someone else will.
 
The companies that will win the talent war aren’t the ones with the flashiest perks. They’re the ones that recognize potential early, give responsibility generously, and bet on their people instead of doubting them.

“Don't rush decisions, wait until you're 100% sure.”
 
That's was the most expensive advice I got early-on in my career.
 
It sounded practical, and wise at first.
 
And I took it to heart, paying attention to every small thing until I was convinced it was perfect.
 
Until... I realized perfection had a hidden price tag.
 
While I was buried in spreadsheets and second guessing everything, the opportunity had already slipped through my hands.
 
Competitors moved faster. Customers lost interest. Teams lost energy.
 
And here's the worst part: Slow decisions don’t just slow growth.
 
They erode trust.
 
People stop bringing you ideas when they know they’ll sit in limbo for weeks.
 
I learned the hard way that you don't have to be 100% right.

The best leaders don't overthink.
 
They just take the best decision possible at that time, and fix it if something goes wrong.
 
P.S. Hope this helped.
If it did, repost ♻️ to help more perfectionists.

Managers often think more urgency means more speed.
 
It usually means the opposite.
 
On one team I worked with, every request was labeled “ASAP", and every project was “top priority.”
 
The team tried to juggle it all at first... working overtime, and skipping breaks just to meet the deadlines.
 
Initially, we were getting results...
But 1-2 months in, progress slowed to a crawl.
 
The team was not able to judge which task mattered most, and as a result...
Decisions dragged on. Stress spiked. Deadlines slipped.
 
Managers often believe that pushing their employees harder creates momentum.
 
But if you want your team to work productively, you need to know which tasks to prioritize
and give your team the space and time to execute it properly
 
So if your team feels stuck in a cycle of urgency, ask yourself:
👉 Which tasks truly drive outcomes?
👉 What can wait without consequence?
👉 How can we balance urgency with focus?
 
P.S. Repost ♻️ so this post reaches the people who need to hear this
 
P.P.S.
Image Credit Justin Welsh

Managers and leaders! If you've ever rolled out
 
something new, and had to face resistance from employees, you need to hear this.
 
A few years ago, I oversaw the rollout of a new system.
 
On paper, it was perfect.
 
The new tech reduced downtime, increased efficiency, and had near-zero connectivity issues.
 
To me, the new system looked like the solution to all the problems we had been dealing with since forever.
 
And yet... the rollout didn't get the expected success.
 
Not because there were some hidden issues in the technology
 
But because we didn't think much about involving our employees to get their buy in.
 
And that was a big mistake we made.
 
By the time the system went live, the people who had to use it daily felt like strangers to it.
 
It wasn't their tech, but another thing imposed on them from the top-down.
 
I learned something very important through that experience.
 
When it comes to tech adoption... employees must feel the ownership.
 
Because if they're not familiar with something before it goes out, they won't accept it fully (even if they don't say it).
 
No matter how brilliant it might be.
 
But if they're part of the new system... they will champion it, and do their best in making it succeed.
 
P.S. Hope this helped.
Repost ♻️ so this post reaches the people who need to hear this.

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