Management Consultant, Executive Recruiter, Author, Public Speaker;
My blog, "Fighting Alligators" is geared to the over 50 job-seeker; people interested in starting their own business; and freelancers looking to become more successful.
I have 22 years of experience with Fortune 500 Brands in Strategic Planning and General Management. For the past 22 years, I have been President of New Century Dynamics, Inc., an Executive Search Business I started and own. My company is in the business of providing Consulting and Executive Search Support to our client base. In 2014, I helped create ITB Partners, an Association of freelance management consultants.
In partnership with SHRM ATL, FlexHR offers a one-day HR Boot Camp and interactive panel discussion. Our HR expert consultant panelists will provide expert advice focusing on present and forthcoming HR demands, strategies, and best practices designed to help you become more knowledgeable and stay ahead of current HR trends.
Space is limited, so be sure to reserve your spot today.
After our Bootcamp, attendees will obtain QR codes to receive the 4 SHRM PDC/HRCI CEU credits. You will also receive a QR code that takes you to the content discussed throughout the day provided by Flex HR.
Jim Weber, President of New Century Dynamics Executive Search, has landed a new assignment to find a COO for an Ohio-based full-service restaurant company. Your interest and referrals are appreciated.
COO Job Description
The Chief Operating Officer (COO) is responsible for the successful operations of the Company’s retail outlets. This leader is accountable for developing systems, processes, and procedures to ensure the financial success of the brands. The Chief Operating Officer will own all operational aspects of the business to support the brands, including providing input/direction on brand strategy, driving location-level performance, directing/managing the food & beverage program, maintaining facilities, overseeing the build-out of new locations, and championing continuous improvement. This leader will model and support the values of the Company’s Culture and foster innovative thinking to manage, develop, and grow the enterprise. The ideal candidate will be instrumental in developing a high-performance culture built on respect, trust, accountability, and integrity.
RESPONSIBILITIES
OPERATIONS
Champion operational excellence and adherence to brand standards.
Empower and Lead Operations Managers to consistently deliver a cohesive brand experience to guests.
Develop systems, processes, and procedures to support the staff’s ability to deliver consistently high operational excellence.
Identify operational gaps and continuously improve related systems and controls.
Provide input on strategy and brand marketing direction in partnership with other leadership team members.
Manage brand performance metrics via improved reporting, information flow, management, and business process improvement.
Manage the creation and rollout of the brand dashboard at all levels of the organization.
Develop and maintain an innovative, best-in-class food & beverage program that provides guests with the best product experiences.
Oversee and drive the development of new locations for rapidly growing brands; support brand expansion, including new market pre-launch activities.
VISION, STRATEGY AND LEADERSHIP
Contribute to the building and achievement of the company’s strategic plan, advancing the company’s brand position, revenue, and growth.
Drive the development and preparation of short-term and long-range plans and budgets based on company goals and objectives.
Foster an environment where improvements to products, processes, and services are welcomed and encouraged.
TEAM DEVELOPMENT
Promote a culture of high performance and continuous improvement that values learning and a commitment to quality.
Attract, develop, appraise, and retain a high-performance team; provide coaching and feedback for continuous improvement to foster a high-performance, energized work environment that reflects the organization’s culture.
Establish a system to ensure team members receive timely and appropriate training and development.
QUALIFICATIONS
Operations: Ten years’ experience managing multi-unit, multi-brand operations; hospitality and food & beverage required. Preferably cross-category experience (i.e., entertainment, fast casual, fine dining).
Proven ability to influence the marketing strategy and direction of start-up brands.
Experience scaling the business operations of an early-stage, comparable organization; experience as a proven business operator.
Experience managing rapid organizational changes and managing the impact of change.
Track record of delivering operating results while increasing sales and profitability.
An energetic, positive, relationship-oriented individual with a demonstrated track record of serving as a trusted partner to internal and external constituents.
Demonstrated ability in problem analysis and resolution at both strategic and operational levels.
Exemplary team-building skills and demonstrated ability to motivate and encourage teams.
Ability to collaborate with cross-functional teams to attain business goals/objectives.
Minimal travel, when necessary.
Personal Attributes:
Adaptable – You are flexible, resourceful, and can wear many hats. You are always looking for ways to improve and can look at a business with a critical eye. You are timely, proactive, and always follow through.
Accountable – You are a team player who will not pass the buck. Unafraid of having crucial conversations, you are empathetic but firm and are strong with conflict resolution.
Proactive – You are not afraid of new challenges. You identify issues quickly and drive through obstacles with ease to deliver high-quality results.
Analytical – You can effectively process financial information and express the business’s needs to your teams. You have an entrepreneurial mentality and are exceptionally organized in all your tasks.
A Communicator – You are a successful communicator and liaison between the field and the home office. You understand the hospitality industry and embrace our non-traditional business hours.
Salary Range: $150,000 to $200,000
Benefits:
Med/Dental/Vision/Life.
Paid Time Off.
401(k) with match after eligibility requirements are met to enter the plan.
Our Core Values are:
Host the party – keep your guests happy.
Be honest, open, and respectful when speaking AND listening.
The team’s best interests come first. Think We, not Me.
Bring positive energy, work hard, and, most importantly, have fun.
Hold yourself accountable to the COMPANY way.
This document is presented to you in confidence. All communication, whether written, oral, or electronic, should be addressed to:
I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.
Your feedback helps me continue to publish articles that you want to read. Your input is very important to me, so please leave a comment.
Kitchen Connections Announces the Completion of Two Major Projects
These two projects included two full kitchens, a Wine Bar, a Laundry Room, and a Large Craft room/Office.
The homeowners contracted Kitchen Connections to rebuild the indicated rooms after water damage had ruined those spaces. The insurance claims were due to plumbing fixtures or fittings to appliances that failed. Additionally, Kitchen Connections consulted with the clients to help them with their insurance claims.
Both projects included the purchase and installation of high-end, custom-manufactured cabinets supplied by an established Atlanta-based Cabinet Company.
Kitchen Connections also landed a new commercial project to replace the existing cabinets of a Marietta, GA Hair Salon.
For more information about Kitchen Connections, LLC and what we can do for you, visit http://kitchenconnections.biz
JIll Weber, Owner and President of Kitchen Connections, LLC
Jim Weber – President New Century Dynamics Executive Search
New Century Dynamics Executive Search is pleased to announce that Jim Weber has landed an Exclusive Search to find a VP of Marketing for a Midwestern-based Casual Dining Brand. This is an established, but growing franchising company looking for a seasoned Restaurant Marketing Professional to lead the Marketing Function. This position reports to the CEO.
Position Summary:
The VP/Director of Marketing will direct and oversee the Marketing department. The role reports to the CEO and serves as the Brand Leader for The Brand. This role has oversight responsibility to design, implement and monitor effective marketing strategies that align with our business goals. The Successful Candidate plays a significant role in shaping the company’s strategic marketing planning and ensures strategies contribute to the company’s long-term success.
Essential Functions:
Leads overarching brand strategy and initiative calendar of consumer-desired programs to support strategic goals and increase brand awareness.
Defines brand positioning in the marketplace, brand objectives for short- and long-term growth, and strategies and tactics to achieve growth.
Has a clear vision for the business; maintains a strategic perspective for concept development and enhancement. Generates and encourages breakthrough ideas to promote the development of the organization and its team members.
Uncompromising commitment to the guest experience; consistently seeks to improve guest satisfaction and understand core customer needs. Conducts consumer research and utilizes feedback to increase guest experience and identify challenges and opportunities for growth.
Skilled at the development and implementation of alternative strategies when faced with challenging environments; capable of completing key assignments and devising effective alternatives when roadblocks appear.
Ensures effective and efficient marketing, branding, and communications strategies across all channels.
Drive marketing ROI and performance through a result-driven approach, continually testing and evaluating new modern marketing opportunities and reporting results of programs.
Maximize marketing results across a variety of channels and vehicles. Utilize data/analytics to understand customer behavior, determine customer personas, and develop a comprehensive set of marketing programs.
Generate a clear view of our competitive landscape and positioning strategies. Identify opportunities to reach new market segments and expand market share.
Owns brand framework and visual identity.
Leads menu innovation strategy and menu engineering.
Conducts consumer research and understanding of core customer needs. Identifies challenges and opportunities for growth.
Prepares regular reports and presentations on marketing metrics for the CEO.
Oversees marketing team including team development. Sets current and long-term goals for the marketing team.
Designs and reviews the Marketing department’s budget.
Prioritizes marketing projects and allocates resources accordingly.
Forecasts hiring needs for the Marketing department
Participates in the quarterly and annual planning of the company’s objectives
Oversees Marketing expenses/allocations and regularly updates monthly projected sales.
Qualifications and Experience:
Proven work experience as a VP of Marketing, Marketing Director, or another senior role.
Demonstrable experience designing and implementing successful marketing campaigns.
Experience with Google Ads, Facebook, Instagram YouTube, and other social platforms.
Experience with SEO marketing and optimizing content for landing pages.
Experience with content management software and digital marketing tools and techniques.
Strong leadership skills.
Please contact Jim Weber with your interests or referrals.
All communication, whether written, oral, or electronic should be addressed to:
Jim Weber – President New Century Dynamics Executive Search
Kitchen Connections, LLC is pleased to announce the completion of a Master Bath Makeover. Having built their home 25 years ago, the client decided that it was time to make a change. They were looking for a more contemporary ‘feel,’ that would take advantage of ample space and natural lighting.
Ladies Vanity Before
All original Corian Countertops were replaced with Quartz as shown here on the lady’s vanity Wallpaper was removed and replaced with neutral paint. The dark Green floor tile was replaced with a light tile, simulating marble. All Simulated Brass fixtures were replaced with contemporary, silver-nickel-finished hardware. As the cabinets were still in good condition there was no need for replacements.
Ladies Vanity After
Elegant lighting fixtures replaced dated designs over each vanity and in the center of the Bathroom. Simulated Brass handles and pulls were replaced with silver-nickel hardware.
New Shower and Tub
The Shower was enlarged and a wall separating the Jacuzzi and the shower was eliminated. Old tile was removed and replaced with a patterned motif on the walls and a geometric design on the floor. A bench was added with the same Quartz top as that used on the counters and for the new tub surround. The entire shower area is now enclosed in glass. The Jacuzzi was replaced with a smaller tub.
Jacuzzi before, during demo.New Tub and Subway tile surround.
The Jacuzzi was replaced with a smaller tub and updated hardware. The wallpaper was replaced with subway tile to continue the lighter, brighter theme.
Walk-in Closet
The new marble-like tile was carried into the walk-in closet, replacing the wall-to-wall carpet.
His new vanity.
Contact Kitchen Connections to learn how we can improve the functionality and ambiance of your kitchen and bathrooms while increasing the value of your home.
JIll Weber
Jill D. Weber is a Licensed Contractor and the owner of Kitchen Connections LLC., an award-winning design company specializing in home remodeling, design, kitchen, and bath cabinetry. She has more than 20 years of experience and stays engaged by managing each project from start to finish. Your total satisfaction is her primary goal.
ITB partner, Frontline HR Solutions, offers an exciting new lineup of Manager/Supervisor Development, Coaching, and Training Programs. Mike Perkins, President, announced, “With the addition of two outstanding leadership development experts, we can offer an expanded menu of customized leader development and coaching programs for businesses that understand the value of investing in their first and second-level leaders.” Leading the enhanced development programs for Frontline HR Solutions are Rodney Atkins, former Director of Talent Management for Progress Rail, a Caterpillar Company, and Dr. Colby Jubenville, Professor and Director of the Center for Student Coaching and Success at Middle Tennessee State University. Atkins has over 30 years of manufacturing and professional services experience with Fortune 500 Companies. Jubenville is a popular public speaker and success coach, and author of Zebras and Cheetahs: How to Look Different and Stay Agile to Survive the Business Jungle (Wiley) and Me: How To Sell Who You Are, What You Do & Why You Matter to the World.
Studies show that frontline leaders are the number one factor in employee turnover, productivity, and engagement. Businesses and non-profit agencies that have traditionally promoted employees to supervisor and management positions without providing leadership training and coaching have discovered that investing in the development of these leaders pays huge dividends, especially in the retention and success of the employees they manage.
“Frontline’s leadership development programs are specially-tailored for our client’s specific needs, schedules and budgets,” said Perkins. Frontline offers over a dozen training and development options ranging from fundamental programs like The Basics Every Leader Should Know, Do and Avoid; Discrimination and Harassment Prevention; Conflict Resolution; and Effectively Holding Employees Accountable to higher-level 360 evaluations, executive coaching, employee focus groups, and personal strength and communication assessments for individual and teams.
This project included the installation of new Cabinets, Counter Tops, Tile Backsplash, lighting, and floors. Walls were moved or removed to create an open, more functional floor plan and better use of space.
Before After
Before After
Before After
Contact Kitchen Connections to learn how we can improve the functionality and ambiance of your kitchen and bathrooms while increasing the value of your home.
Jill D. Weber is a Licensed Contractor and the owner of Kitchen Connections LLC., an award-winning design company specializing in home remodeling, design, kitchen, and bath cabinetry. She has more than 20 years of experience and stays engaged by managing each project from start to finish. Your total satisfaction is her primary goal.
On September 26, I posted an article titled don’t become a hostage! I spoke of two examples of managers being held hostage by troublesome employees. I stated that one of the managers had an Epiphany that led to terminating the employee in question. A new manager resolved the other situation last week.
Sometimes it takes a fresh pair of eyes to evaluate the situation correctly.
As you may recall, the lingering situation was in a big box retail store where an Assistant Manager created continual unrest. Since my original post, a few exciting changes have occurred. The first and most important was the resignation of the General Manager. He left to take a job in a different industry sector. A more experienced general manager replaced him. These changes happened shortly after the publication of my article, almost exactly a month ago. After a month of studying the situation in his new assignment, the new General Manager transferred the troublesome subordinate to another store. She is now working under the General Manager who originally trained her.
So why did the new general manager act on the situation, whereas the former GM ignored it?
Experience beyond this company
External networks of competent employees
He refused to be a hostage
The former GM was still learning the job while dealing with a dysfunctional team. He was not fully competent and lacked confidence. I suspect that his boss, the District Manager, was culpable as his direction for this GM was lacking.
On the other hand, the newly appointed General Manager is an accomplished GM. He has significant prior General Management experience with another big box retail brand. Competent and confident in his leadership abilities, he took a different approach to the situation.
A toxic employee can do significant damage to a work environment. Team cohesion, morale, and eventually productivity and profitability will be affected. Wise managers know to deal with the situation immediately. They do not let them faster, to metastasize into an even bigger problem. The situation question went on for far too long. As I stated earlier, I lay the blame on the Regional Manager. He had long known of the situation. His strategy included a meeting where he told the team to “work out” their differences. It is no surprise that the team could not resolve their issues by themselves. A more experienced, decisive leader replaced the former GM. It was only then that the problem was correctly identified and resolved. I hold the regional manager responsible for the problems created by his inability to resolve the issue.
When this type of disciplinary issue arises, decisive intervention is required. The resolution should include progressive discipline supported by the appropriate level of documentation. The next-level manager must become involved when a manager is not fully competent. In this case, the fear of going through the holiday season shorthanded clouded management thinking. They became hostages. There is no justification for suffering under these circumstances, as there is always a solution.
Conclusion:
In conclusion, managers cannot avoid the need to discipline disruptive employees on a timely basis. Concerns about terminating a toxic employee because it may leave a hole in the management ranks are invalid. On the contrary, failure to address toxic behavior guarantees that the team will become shorthanded. The irony is that the best employees will leave first. They have options. The team that remains will be less competent, less functional, and less productive. This is a concern that second and third-level managers must be tuned into. The good news in my example case is that a new manager understood the need to act decisively. He found a way to eliminate the toxic employee. He did not allow himself to become a hostage to someone’s poor behavior.
I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.
Your feedback helps me continue to publish articles that you want to read. Your input is very important to me, so please leave a comment.
This past weekend I completed a two-day introduction to woodworking class at the local Woodcraft Retail Store. I must say, things have changed a lot since I took ‘Shop’ in High School. Most of what I learned this weekend was how to use a variety of machines I have never used. That part of the class was most useful as I am interested in buying one or more of those tools. That experience by itself was worth the cost of the class. The product of the class was a Shaker Style cabinet made of Poplar. It is the solution for a space in need.
I was one of five attendees, three women, and two men. I was the oldest as my classmates were in their late thirties or early forties. The two instructors were my age and older. I found the demographic composition most interesting. The maximum class size is six due to logistical constraints. Almost half of the room is occupied by tools and equipment, one limiting factor. The other is the queuing time to use the equipment. As our project required a specific sequence, a significant amount of time was spent waiting for your turn to use the required machine.
This class was an early birthday present from my wife, which I was pleased to receive for several reasons. I have projects around the house that challenge my carpentry skills. We are creating a 750-square-foot guest suite in the basement which requires framing skills and I am painting our Master Bathroom. The latter would not be much of a challenge except for the significant drywall repairs required. It seems that when we built our house, the builder did not properly prepare those walls before applying wallpaper. Those projects have stimulated my interest in learning more about carpentry and cabinet making.
The other benefit of taking this and future classes are related to supporting our Residential Construction Business. My wife started this business at about the same time that I left the Corporate World to become an Executive Recruiter. I am her CFO and principal consultant. Her business is doing so well that she needs me to become more involved in day-to-day operations. Sharpening my construction-related skills will help satisfy that need. It is a win-win proposition.
I have long believed in the value of life-long learning. Keeping one’s mind engaged is as important, if not more so, than the effort to maintain a healthy body. I find that if I keep my mind focused on achieving an important goal, my body will follow. My friend Faith is someone who has embraced life-long learning. A few years younger than me, she is an Account Executive with a major Health Insurance Company. She sharpens her edge by studying for additional college degrees on a part-time basis. Her employer has a tuition reimbursement program for coursework relevant to her job function. It is a win-win! She gets paid to improve her job skills and continues to exercise her mind in the process. She credits this strategy for keeping her at “the top of her game.”
The concept of life-long learning has been around for decades. I remember listening to my boss telling me how he encouraged his teenage daughters to learn new things just to hone their ability to learn. This included areas that were of little interest to them, like the mechanics of an automobile. That was over thirty years ago.
Our world is changing at a rapid pace. We are living longer. Job functions are changing or disappearing while new job functions are being created. It has often been said that today’s workers will likely have three or more careers during their lifetime. That requires the ability to change and adapt, to learn.
I find it interesting that at my age, I have little difficulty learning. It could be that much of what I am learning is additive to things I already know and understand. It could be the vast amount of training tools available that makes the process easier. YouTube, for example, is a treasure trove of resources. I admit, I may not be able to stay focused for as long as I was once, but frequent breaks and a cup of coffee help me stay on track. Motivation may be a contributing factor to my interest in continual learning. Probably because learning construction-related skills directly benefit our livelihood and our home. That is serious motivation.
Life is a learning experience. There is no growth without learning, including lessons learned from new experiences. Life is also about adapting to change. One cannot adapt if one is not open to learning. The ability to learn is a skill required for a successful life. We have often heard that one’s mind is like a muscle. It must be exercised to stay taught. My recommendation is to commit to becoming a life-long learner and enjoy a better life.
I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.
Your feedback helps me continue to publish articles that you want to read. Your input is very important to me, so please leave a comment.
This project was a complete Kitchen Makeover that included new cabinets, surfaces, lighting, appliances, fixtures, trim, and paint. It is now a highly-functional, contemporary kitchen.
Contact Kitchen Connections to learn how we can improve the functionality and ambiance of your kitchen and bathrooms while increasing the value of your home.
Jill D. Weber is a Licensed Contractor and the owner of Kitchen Connections LLC., an award-winning design company specializing in home remodeling, design, kitchen, and bath cabinetry. She has more than 20 years of experience and stays engaged by managing each project, from start to finish. Your total satisfaction is her primary goal.
On September 26, I posted an article titled don’t become a hostage! I spoke of two examples of managers being held hostage by troublesome employees. I stated that one of the managers had an Epiphany that led to terminating the employee in question. A new manager resolved the other situation last week.
This past weekend I completed a two-day introduction to woodworking class at the local Woodcraft Retail Store. I must say, things have changed a lot since I took ‘Shop’ in High School. Most of what I learned this weekend was how to use a variety of machines I have never used. That part of the class was most useful as I am interested in buying one or more of those tools. That experience by itself was worth the cost of the class. The product of the class was a Shaker Style cabinet made of Poplar. It is the solution for a space in need.
Life is a learning experience. There is no growth without learning, including lessons learned from new experiences. Life is also about adapting to change. One cannot adapt if one is not open to learning. The ability to learn is a skill required for a successful life. We have often heard that one’s mind is like a muscle. It must be exercised to stay taught. My recommendation is to commit to becoming a life-long learner and enjoy a better life.
