Crestcom International

Are You a Senior Leader Facing Management Team Challenges?

Imagine having a leadership team that consistently drives results, inspires employees, and executes your strategic vision with precision.

Leadership Challenges You Might Be Facing:

❌ Managers with technical skills but weak leadership abilities
❌ High turnover impacting productivity and morale
❌ Inconsistent execution of strategic initiatives  
❌ Training investments creating little lasting change

How I Transform Your Leadership Team:

✅ Identify Critical Skill Gaps: I pinpoint exactly which leadership competencies your teams need to strengthen for maximum business impact.

✅ Create Sustainable Change: I implement Crestcom's proven 12-month development process with built-in accountability - not just another one-off training.

✅ Measure Real Results: Our Learning Portal tracks how leadership improvements directly impact your bottom line.

✅ Build Leadership Consistency: Develop all managers with the same methodology, creating a common leadership language across your organization.

What you gain:
▪️ Leaders equipped to handle change, drive innovation, and build high-performing teams
▪️ Measurable ROI from your development investment
▪️ Reduced turnover as employees feel properly led
▪️ A strong leadership pipeline supporting growth

Let's transform your management team into true leaders who drive sustainable results. Connect with me to elevate leadership throughout your organization.

Chief Strategy Officer - Crestcom, The Woodlands

Global Recruiters of Chattanooga (GRN)

Are you a Senior Leader facing Employee Retention Challenges? 

Imagine consistently filling your critical supply chain roles with top professionals who can immediately impact your operations.

Here’s how we transform your recruitment process:

➡️ Identify the Best Fits for Your Unique Needs:
❌ No more sifting through unqualified candidates.
✔️ We pinpoint professionals who match the technical and cultural specifics of your roles.

➡️ Accelerate Your Hiring Cycle:
❌ End lengthy processes that delay your projects.
✔️ With our streamlined approach, experience faster placements of high-quality candidates.

➡️ Optimize Your Recruitment Strategy:
❌ Stop struggling with recruitment challenges that hinder your growth.
✔️ Leverage our two decades of expertise to craft a recruitment plan that scales with your business.

What you gain by working with us:

▪️ Access to a curated network of professionals in manufacturing supply chains.
▪️ Custom recruitment solutions that focus on rapid and precise talent placement.
▪️ Personalized service that understands and meets your industry-specific demands.

Let’s elevate your recruitment approach and fill your team with industry-leading professionals. Connect with me to redefine how you recruit for your supply chain needs

Executive Search Strategist

Employ Mint Inc.

• Holding Company of diverse assets related to Staffing and Recruiting services.

Chief Executive Officer

International LEAP Network

• An exclusive network of leaders and high-achievers creating a lasting impact on a global scale.

Executive Member

MFG Chemical, LLC

• Managed Commodity and Contract spend with 150+ suppliers, RFP processes yielding a 24% cost reduction amid inflation and a challenging economic climate.
• Categories managed: Alcohols, Amines, Acids, Solvents, Monomers, Initiators, Specialty Chemicals, and Customer Supplied Materials.

Sourcing, Procurement & Planning Manager

TechnipFMC

• Managed $150M+ supply chain, reducing costs by 8% and improving on-time delivery to 98%.
• Successfully delivered 7.5M pounds or 25 miles of Subsea Umbilicals from Houston to Angola on time and in full.  Vessel cost savings of 30% ($300K). Global cross-functional team execution.
• Categories Managed: Stainless Steel Tube, Electrical Cable, Fiber Optic Cable, Plastics, PE Fillers, Hardware, Flexible Pipe, End Fittings, Forging, Machining, Cladding, Welding, 3PL, and Customer Supplied Materials.

Senior Procurement Manager

INVISTA

• Managed $100M+ supply chain, collaborated via functionally centralized Sourcing and Procurement teams to achieve 10% ($8M) cost reduction.
• Categories Managed: CapEx, OpEx, On and Off-Site Services, Professional Services, Logistics, Material Handling Equipment, Bulk & Cylinder Gas, and Maintenance Operating Supplies (MRO).

Manager Site Procurement

Total Polish Solutions

• Identified cutting-edge technology as an industry trailblazer, installing polished concrete flooring globally for TPS. Cut COGS 14% through aggressive price negotiations, maintained EMR of 0.84, held A/R turn at 28 days and A/P at 35 days. Empowered the team to traverse challenging economic times. Successfully divested.

Pfizer

• Executive on Loan: mentored over 50 MBEs in strategic planning, risk mitigation and business continuity planning.
• Increased supply chain diversity through creative sourcing approaches increasing spend by 150%.

Manager - Supplier Diversity Worldwide Procurement

Toyota North America

• Oversaw $8.5B annual spend through strategic procurement planning processes for 5 N.A. plants.
• First in the automotive industry to implement make vs. buy decision to outsource tire and wheel assembly to an MBE ($200M).
• Categories Managed: Steel, Bar, Plastics, Chemicals, Stampings, Exterior Plastics, Injection Molding, Airbags, Bulk & Cylinder Gas, Service & MRO Contracts, and Service Parts Packaging.

Manager - Supplier Diversity & Strategic Planning

Helping Leaders in Manufacturing Recruit Supply Chain Excellence

Transforming Your Leadership Potential into Organizational Power

Are you a C-suite executive watching promising talent struggle to deliver their full impact? Do you see untapped potential in your management ranks that could be transforming your organization's performance?

I unlock your organization's hidden capacity by transforming managers into high-impact leaders.

As a Leadership Development Practitioner and Executive Search Strategist with over 30 years of operational leadership experience, I stand at the intersection of human potential and organizational success. 

My approach delivers concrete, measurable results that directly impact your bottom line:

•	Structured leadership development that creates lasting behavior change, not just theoretical knowledge
•	High-caliber talent acquisition that identifies professionals who drive strategic objectives, not just fill positions
•	Performance-driven methodologies that connect directly to organizational success metrics

Unlike consultants with purely HR backgrounds, my operational leadership experience across multiple industries (chemicals, pharmaceuticals, automotive, oil & gas) combined with formal project management discipline (PMP, ACP certifications) allows me to address your human capital challenges with practical, results-oriented solutions.

What this means for you:

•	Reduced executive time spent managing underperforming teams
•	Accelerated execution of strategic initiatives
•	Enhanced operational effectiveness through improved leadership capabilities
•	Measurable ROI on your leadership development investment

"I don't create brilliance—I simply clear the path so that the inner light of human potential can shine through."

When you're ready to transform your management team into a true competitive advantage, let's connect to discuss how we can unleash your organization's full potential.

I used to think I was broken.

Three decades in manufacturing taught me I was just in the wrong place.
Here's what changed everything: realizing that the companies investing $500K in predictive maintenance for equipment while using gut instinct to develop $200K managers had it backwards.

The breakthrough came when I started seeing retention as an engineering problem.
Not a hope. Not luck. An engineering problem with measurable inputs and predictable outputs.

What I discovered across chemical, pharmaceutical, and industrial operations:

The 96% retention rate we consistently achieve isn't magic. It's methodology.

→ Level 3 Assessment – Moving beyond appearance and credentials to understand what candidates actually WILL do under pressure
→ Behavioral Benchmarking – Profiling roles themselves, not just people, to understand what drives success in specific environments
→ Cultural Architecture – Building teams where individual contributors aren't just heard, they're actively sought out for process improvements
→ Systematic Development – Treating leadership growth like any critical business process: structured, measured, accountable

The companies that get this right understand something fundamental:
Technical problems are solved by engineers. People problems require authentic leaders.

But here's what most miss:
This isn't just about protecting employers from bad hires. It's about protecting professionals from career-damaging cultural misfits.

Because nothing destroys confidence faster than being excellent in the wrong environment.

The manufacturing leaders achieving sustainable competitive advantage:
They've learned that people don't leave companies. They leave behavioral mismatches.

They apply the same analytical rigor to workforce planning that they do to capacity planning.

They treat retention as a strategic outcome, not a tactical hope.

Manufacturing doesn't just build products.

It builds problem-solving capabilities, technical expertise, and leadership skills that create lifelong career value.

When you align the right behavioral profile with the right role in the right environment:
Performance isn't just good. It's sustainable. It compounds. It creates the kind of institutional knowledge that becomes competitive advantage.

That's not just good hiring. That's good engineering.

What's been your experience with cultural fit - from either the hiring or career side?

Lisa A Thomas, PMP, ACP

Helping Manufacturing Organizations Elevate Leadership & Teams | Host of The 96% Perfect Podcast

Stop Accepting Jobs That Look Good on Paper!

The fastest way to derail your career AND become a retention statistic is to take a role based on salary, title, or company brand - and ignore the day-to-day reality you'll be walking into.

In my 30+ years working with executives, I've seen top professionals jump at "dream jobs" only to leave within months. Not because they couldn't do the work, but because the environment didn't align with their values, leadership style, or long-term goals.

This contributes to the 25-30% failure rate most organizations accept as "normal."

A great offer isn't just a number on a contract It's: 
→ A clear growth path that challenges you 
→ Leadership that brings out your best 
→ Work that energizes rather than drains you 
→ Cultural alignment with your core values

When you're in the interview process, don't just answer their questions - ask the systematic questions that reveal what matters most:

"How do you measure success in this role beyond metrics?"
"What does leadership development look like here?"
"How do top performers describe the culture?"

The best career decisions happen when you choose alignment over appearance.

Quality over quantity in your career moves.

P.S. What's the most important factor you evaluate when considering a new role? Share your top priority below.

Today's workforce learned differently. We need to hire differently Too.

The shift is seismic, but most manufacturing companies are missing it entirely.

We're moving from "hire for experience" to "hire for behavioral fit and adaptability."

The challenge: Today's workforce doesn't respond to command-and-control leadership, yet many companies still post "10+ years experience required" for roles that need fresh thinking.

What's different about today's talent:

They learned through different systems and developed different core skill sets than previous generations.

Communication patterns have evolved – they're accustomed to virtual collaboration, different feedback styles, and varied social dynamics.

The companies thriving with modern talent:

- They identify candidates who'll excel in collaborative, adaptive environments rather than focusing solely on years of experience.
- They assess how someone actually works under pressure, adapts to change, and contributes to team dynamics – not just what they've done before.

The practical shift:
From: "Can you do this job based on your resume?"
To: "Will you thrive in our specific environment and grow with our evolving needs?"

Forward-thinking manufacturers are discovering:

- The right behavioral profile often matters more than the perfect technical background.
- Skills can be developed. Natural working preferences and adaptability patterns are much harder to change.

The result:
Companies making this shift are finding talent that competitors overlook while building more resilient, adaptable teams.

Modern hiring isn't about lowering standards – it's about measuring what actually predicts success.

How has your approach to evaluating candidates evolved over the past few years?

#ModernWorkforce #TalentAcquisition #ManufacturingRecruitment #AdaptiveHiring #BehavioralFit

The moment that changes everything in hiring...

I was recently working with a senior leadership team, and we did something that stopped everyone in their tracks.

Each leader took the "flip side" of our behavioral assessment - essentially identifying what they were REALLY looking for in candidates beyond the job description.

The results? Every single leader had different behavioral archetypes they valued. Different priorities. Different definitions of "culture fit."

I looked around the room and said: "So we'll find someone who can only satisfy one of you. How does that work?"

Here's what most organizations miss:
While we obsess over Level 1 (presentation) and Level 2 (skills), we completely wing Level 3 - the "will do" factors that actually predict success.

→ Attitudes aligned with mission
→ Self-motivation patterns
→ Stability during challenges
→ Sound judgment in ambiguity
→ Learning aptitude for growth

The breakthrough happens when leadership teams align FIRST.
When you sit down and answer those assessment questions yourself, it forces you to articulate what you're unconsciously looking for. Those gut feelings become data points. Those "I'll know it when I see it" moments become measurable criteria.

The result?

Instead of hoping for cultural fit, you engineer it. Instead of reactive hiring to fill seats, you build teams strategically.

This is why our three-level assessment methodology consistently delivers 96% first-year retention while industry standard hovers around 70-75%.

Your turn: When your leadership team hires, are you all looking for the same behavioral traits? Or are you hoping the right person somehow satisfies everyone's different (unspoken) expectations?

The question that stops leaders in their tracks ⏸️

"If behavioral mismatches drive 80% of hiring failures, why do we still hire primarily based on resumes?"

James O'Brien nailed it in this clip from our latest podcast episode 👆

The uncomfortable truth: We're choosing what's EASY over what's EFFECTIVE.

Resumes feel safe. They're concrete. Measurable. But they only tell you what someone CAN do – not what they WILL do when the pressure's on.

Here's what I've learned after 30 years across manufacturing environments:
🔹 A perfect resume doesn't predict how someone handles conflict
🔹 Stellar certifications don't show you their decision-making under stress
🔹 Years of experience don't guarantee they'll fit your culture

But here's the game-changer: Modern behavioral assessments are just as objective and scientifically validated as technical skills – AND they're far more predictive of long-term success.

Yes, it takes more discipline than checking boxes. Yes, it requires a framework that goes deeper than surface-level qualifications.

But the ROI? Companies using our three-level assessment methodology achieve 96% retention rates instead of the industry standard 70%.

The math is simple: Would you rather do the hard work upfront or pay the cost of constant turnover?

What's keeping you from looking beyond the resume? 👇

Sometimes the most profound insights come from seasoned experts who've seen it all...

I had the privilege of speaking with Keith Howes, an HR leader with 38 years of experience, and he shared something that completely reframes how we think about hiring in manufacturing.

About 25 years ago, Keith Howes coined what he calls "The Character Competency Initiative" - and his insight is game-changing:

"Competencies can be trained. Character traits are foundational."

Here's what this means for manufacturing leaders:

You can teach someone new processes, upskill their technical capabilities, or expand their knowledge base. But if someone lacks integrity, shows no initiative, or brings a negative attitude into your organization, all those trainable competencies become worthless.

The three character pillars that matter most:
→ Integrity - Forms the bedrock of trust within teams
→ Initiative - Drives innovation and continuous improvement
→ Positive attitude - Multiplies the effectiveness of every skill

Why this matters in manufacturing:

In environments where teamwork, safety, and precision aren't optional, one person with poor character traits can compromise entire systems. The most successful manufacturing operations hire for character first, then develop competencies.

As Keith Howes put it: "If an individual does not have integrity, initiative, or has a negative attitude, it's going to be extremely detrimental to the organization, and all those character traits are just going to crumble."

This connects perfectly with our Level 3 assessment methodology - those deeper "will do" factors that predict long-term success. It's not enough to assess what someone CAN do; we must evaluate what they WILL do when nobody's watching.

Your turn: How are you systematically assessing character traits in your hiring process? Are you building teams on the solid foundation of integrity, initiative, and positive attitude?

The 96% Perfect Podcast is here!

After 30+ years in manufacturing leadership, I’ve learned one thing: operational excellence is impossible without people excellence.

That’s what The 96% Perfect Podcast is all about. Each episode will bring practical insights for manufacturing executives who want to move beyond “good enough” and build teams that last.

On the podcast, we’ll explore:
 🔹 How top leaders achieve retention rates far above the industry average
 🔹 Why people metrics deserve the same rigor as quality metrics
 🔹 How to go beyond skills to assess what candidates will actually do
 🔹 What authentic leadership looks like in practice

👉 Follow along for insights that will help you build stronger teams, better cultures, and more resilient organizations.

How forward-thinking manufacturers achieve 90%+ retention while competitors struggle with industry averages.

They've cracked the behavioral alignment code.

While average companies focus primarily on compensation packages, high-retention leaders use systematic job analysis to create behavioral blueprints for each role.

Not just job descriptions – personality profiles that predict success.

The systematic methodology:

→ Benchmark the role itself – What behavioral traits actually drive success in this specific position, under your management style, within your operational pressures?
→ Profile for cultural alignment – Match natural working preferences to role requirements and team dynamics
→ Assess all three levels – Beyond appearance and credentials to attitudes, motivation, and stability patterns

What I've learned across manufacturing environments:
People don't leave companies. They leave behavioral mismatches.

The companies achieving 96% retention:
They've moved beyond "culture fit" as a vague concept to measurable behavioral alignment.

They understand that the best hires aren't always the most experienced – they're candidates whose behavioral profiles match what the role and team actually demand.

The retention formula:
Right person + Right role + Right environment = Sustained excellence

The comprehensive approach:
These organizations combine systematic assessment with structured development, creating environments where people can be authentically excellent.

They stay because they can contribute their natural strengths while growing within the organizational framework.

The competitive advantage:
While others struggle with constant turnover and training costs, these companies build institutional knowledge and team chemistry that compounds over time.

Retention becomes a strategic outcome, not a hope.

What systematic approaches have you seen work best for long-term retention?

#RetentionStrategy #BehavioralAlignment #ManufacturingTalent #SystematicHiring #CulturalFit

Culture fit isn't just about protecting employers – it protects you too.

Later in my career, I found myself in a role where I consistently delivered strong results but felt constantly out of sync with the environment.

I was performing well, meeting targets, and contributing value. But the organizational dynamics and my natural working style weren't aligned.

Here's what I learned:
You're not broken if you don't fit everywhere. You're human.

The right cultural environment allows you to be authentically excellent – not just productive, but genuinely thriving.

Culture fit assessments serve a dual purpose: → They help organizations build cohesive teams → They help professionals find environments where they can flourish

The cost of forcing a fit:
- Decreased job satisfaction and engagement
- Increased stress and potential burnout
- Stunted professional growth
- Damage to self-confidence over time

Better approach:
Seek roles where your natural working style, values, and communication preferences align with the organizational culture.

The goal isn't to find a "perfect" company – it's to find the right match for your professional DNA.

When you're in the right cultural environment:
- Your contributions feel valued and understood
- Collaboration flows more naturally
- Professional growth accelerates
- Work becomes energizing rather than draining

Culture fit works both ways. It's about mutual alignment, not one-sided adaptation.

The best career moves happen when capability meets cultural compatibility.

The moment leaders realize skills aren't enough

When CEOs first see our Bad Hire Calculator results, they're skeptical. The numbers seem impossible."Really? Behavior matters more than technical skills?"

Then they start remembering...

✓ The brilliant hire who couldn't lead a team
✓ The expert who resisted every change
✓ The superstar who destroyed team morale

That's the moment they realize: behavior is the silent driver of success or what I've learned after 30 years in manufacturing: technical skills get people hired, but Level 3 attributes, attitudes, motivation, cultural alignment, determine if they stay and succeed.

Most hiring processes never assess these critical factors. They hope it works out after the hire is made.

The result? 

Industry-standard 70% retention rates that leaders accept as "normal."But what if normal isn't acceptable?When you treat retention as a business metric (not an HR statistic), you get different results. Our three-level assessment methodology consistently achieves 96% first-year retention.

The question: If you wouldn't accept 70% achievement in quality or safety metrics, why accept it in retention?

What's been your experience with technically brilliant hires who struggled with culture fit?

🔗 Try our Bad Hire Calculator to see the true cost of poor hiring decisions 
https://zurl.co/Mg3aK

Here we go — Episode 2 of The 96% Perfect Podcast is live 🎙️

On this episode was joined by Keith Howes, and leadership development expert who’s spent nearly four decades transforming teams across healthcare, public sector, education, and nonprofit. Keith helped Western Health Advantage become an award-winning “best place to work,” and he’s coached leaders in both union and non-union environments.
the big idea

Hire for character, validate competency. Skills can be trained; integrity, initiative, and attitude are the multiplier.

5 takeaways you can use today

1. The 3× “I” filter:
Integrity → Initiative → (Positive) Attitude. If any are missing, don’t hire.
2. Stop “body-filling.” Begin with the end in mind: will I (or others) want to follow this person in 12 months?
3. Make retention a P&L metric. Turnover isn’t a % — it’s a number. (Keith won unanimous city-council approval with one slide: total turnover cost by role. Try that.)
4. Character-first interviews beat technical screens in safety-critical work. Shortcuts in safety start as shortcuts in character.
5. Frontline supervisors make or break you. Invest disproportionately in selecting and developing them.

The Playbook (steal this)
Stage 1 – “Appear To” (fit check): LinkedIn/resume alignment with role outcomes.
Stage 2 – “Can Do” (competency): Work samples, practical tests.
Stage 3 – “Will Do” (behavior): Structured, character-based questions:

“What does integrity mean to you? Share a work example.”
“Describe a time you showed initiative without being asked.”
“Tell me about a tough conversation you led. What changed afterward?”

Quantify retention risk: Model direct + indirect turnover costs; decide like owners, not observers.

Codify culture: Put Integrity, Initiative, Communication, and Customer Service into job descriptions, interviews, onboarding, and performance reviews. Make them non-negotiable.

Why this matters.

Wrong hires stall production, erode safety, and trap teams in perpetual “forming.” Right hires accelerate training participation, improve safety metrics, and lift leadership bench strength — Keith’s first-day Home Depot story proves it (5 of 9 entry hires progressed into leadership).

🎧 Listen to Episode 2 with Keith Howes (link in comments).

#leadership #manufacturing #HR #recruiting #safety #retention #operations #culture #podcast

The Leadership Pattern That Changes Everything

After 30 years across manufacturing environments - from chemicals to automotive to pharmaceuticals - I discovered something fascinating:

The teams that consistently excel aren't necessarily led by the most technically skilled managers.

They're led by people who authentically connect their team's contributions to meaningful outcomes.

Here's what I observed:

Technical competence gets you in the game. Leadership presence keeps you winning.

The breakthrough happens when leaders understand this truth:
People dynamics remain remarkably consistent, even when technical requirements vary dramatically.

→ Technical talent leaves when they can't see the impact of their work 
→ High performers stay when their contributions feel meaningful
→ Retention becomes natural when people connect to purpose

I've seen brilliant engineers become terrible managers because they focused on processes instead of people.

And I've watched average technical performers build extraordinary teams because they mastered human dynamics.

The companies achieving 96% retention rates?

They develop leaders who balance technical credibility with authentic human connection.

Bottom line: Operational excellence requires people excellence.

P.S. In your experience, what separates good managers from great leaders? Share your insights below.

After 30 years across manufacturing environments, I've learned something most people misunderstand about our industry.

The companies that achieve 96% retention don't succeed despite having demanding operational requirements.

They succeed because they understand that manufacturing excellence and people excellence are inseparable.

The manufacturing environments I've thrived in shared common characteristics:

→ Individual contributors were genuinely valued – Their ideas for improvement were actively sought out, not just tolerated
→ Systematic development was standard – Leadership wasn't left to chance; it was built through structured programs with measurable outcomes
→ Cultural alignment was intentional – Teams were assembled based on complementary strengths, not just technical qualifications
→ Performance transparency created trust – Everyone understood how their work connected to larger goals and business results

What I've observed across chemical, pharmaceutical, and industrial operations:
The best manufacturing leaders recognize that people touching the process daily have insights that management simply cannot see from conference rooms.

They build environments where operational knowledge flows upward and strategic vision flows downward.

To manufacturing professionals evaluating opportunities:
Look for organizations that invest in understanding your behavioral strengths, provide structured development pathways, and treat cultural fit as seriously as technical competence.

These environments exist. They're the ones consistently outperforming industry benchmarks in both productivity and retention.

To manufacturing leaders:
Your industry offers something unique – the opportunity to create tangible value while developing people who take genuine pride in quality, precision, and continuous improvement.

The organizations achieving sustainable competitive advantage understand that operational excellence is impossible without authentic leadership at every level.

Manufacturing builds more than products.
It builds problem-solving capabilities, technical expertise, and leadership skills that transfer across industries and create lifelong career value.

The future belongs to manufacturers who treat people development with the same analytical rigor they apply to process optimization.

Because in manufacturing, people and processes aren't separate systems – they're integrated components of operational excellence.

What manufacturing environments have brought out your best performance? What made the difference?

#ManufacturingExcellence #OperationalExcellence #PeopleDevelopment #ManufacturingCareers #Leadership #ContinuousImprovement #RetentionStrategy

🎙️ EPISODE 1 IS LIVE! Welcome to The 96% Perfect Podcast!

I'm beyond excited to share this milestone with you. After years of helping manufacturing leaders transform their retention challenges, it's time to bring these conversations to a broader audience.

In our debut episode, I sat down with James O'Brien  from i-intro® to tackle the elephant in the room: Why do 80% of failed manufacturing hires leave for behavioral reasons, not technical skills?

Here's what we uncovered:
✅ Skills get people in the door, but behavior keeps them there
✅ The hidden cost of accepting "normal" 70% retention rates
✅ Why our three-level assessment methodology changes everything
✅ How to move from gut-driven to data-driven hiring decisions

The truth? Most leaders are still recruiting like it's 1999. Meanwhile, the cost of getting it wrong can easily reach six or seven figures for senior roles.

But here's the good news: 96% retention rates aren't just possible – they're predictable when you have the right process.

🎧 Ready to challenge how you think about retention? 

Give Episode 1 a listen and drop "RETENTION" in the comments if you want our free retention analysis for your organization.

Let's transform retention from hope to strategy, one conversation at a time.

What's your biggest retention challenge right now? 👇

Link to the episode is in the comments.

 #ManufacturingLeadership #RetentionStrategy #EmployMintInc #BehavioralAssessment #Leadership #Manufacturing #Retention

What changes when manufacturing CEOs treat workforce planning with the same rigor as capacity planning?

Everything.

The strategic shift:
From reactive hiring to proactive pipeline development using behavioral benchmarking.

Instead of waiting for roles to open and starting searches from a deficit position, forward-thinking leaders think systematically about organizational growth and capability needs.

The operational parallel:
You plan production capacity months or years ahead.
You forecast equipment needs and maintenance schedules.
You analyze bottlenecks before they impact operations.

Applied to people:
Strategic recruiting means building relationships with both active and passive candidates, understanding what expertise gaps will emerge as you grow, and having candidate pipelines ready before you need them.

The methodology that works:
→ Proactive identification – Map future organizational needs to required behavioral profiles and capabilities
→ Systematic development – Treat leadership development like capital expenditure: strategic, measured, and tied to business outcomes
→ Predictive analytics – Use assessment data to forecast retention risks and development opportunities

The competitive advantage:
While competitors scramble to fill urgent vacancies, strategic companies have qualified candidates already in their pipeline.

They can pursue passive candidates – the professionals who aren't actively job searching but represent the highest quality hires.

The time investment pays dividends:
Building relationships before you need them creates options when opportunities arise.

Quality professionals often require months of relationship development, not weeks of urgent recruiting.

The sustainable approach:
People become a strategic asset, not a tactical necessity.

When workforce strategy mirrors operational planning, retention becomes engineered rather than hoped for.

How far in advance does your organization plan for workforce needs?

#StrategicPlanning #WorkforceStrategy #ManufacturingLeadership #ProactiveHiring #BusinessDevelopment

"How do CHROs balance character-based hiring with the need to fill positions quickly?"

This question came up during the latest episode of The 96% Perfect Podcast, and the answer surprised many of our listeners.

The myth: Character assessment takes too much time.

The reality: It takes the SAME amount of time when you build it into your existing process strategically.

Here's the game-changer: Schedule backwards and plan ahead.
Instead of rushing to fill positions reactively, start weaving character-based objectives into your recruiting process. 

This sends a powerful message to candidates about your organizational expectations before they even apply.

Why this matters: When you view the entire talent lifecycle, from acquisition to development to retention, everything changes.

Hire the right people with strong character alignment, and watch what happens: → Development programs become more effective 
→ Performance management becomes simpler
→ Retention rates skyrocket 
→ Everything else gets better

The bottom line: Most CHROs accept 70-75% retention rates as "normal." But if you wouldn't accept 70% achievement in quality, safety, or revenue metrics, 

why accept it in retention?

Character-based hiring isn't about slowing down, it's about getting it right the first time.

What's your experience with balancing speed and character assessment in hiring? I'd love to hear your perspective in the comments.

P.S. Want to hear the full conversation? Check out the latest episode of the 96% Perfect podcast where we dive deeper into retention-focused recruiting strategies.

#Leadership #CharacterBasedHiring #CHRO #TalentAcquisition #RetentionStrategy #HumanResources #96Perfect #PodcastInsights

Excited to share that Lee Lambert, CEO, PMP, PMI Fellow, and founder of the PMP certification, will keynote our Professional Development Day on October 3rd. His topic "AI & Human Factors: The Truth" couldn't be more timely. Live online. Register now!

Our keynote speaker for the Chattanooga PMI Professional Development Days is Lee R. Lambert, Founder of the PMP. Join us on October 3 for a full day of learning and earn 6 PDUs!

RSVP now: https://lnkd.in/e4KpNKEx

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