Company Culture en Scheurer Goes ‘Over the Edge’ For Charity <span>Scheurer Goes ‘Over the Edge’ For Charity</span> <span><span lang="" about="/user/71" typeof="schema:Person" property="schema:name" datatype="">Jennifer Faldon</span></span> <span>Wed, 11/14/2018 - 08:32</span> <div class="field field--name-body field--type-text-with-summary field--label-hidden field--item"><p><span><span><span>Overcoming anxiety about the unknown, Mallory Scheurer spent an October morning rappelling down the tallest building in Fort Smith, Arkansas — while raising more than $3,000 to help cancer patients. </span></span></span></p> <p><span><span><span>Scheurer, senior manager – Process Development &amp; Compliance for ABF Freight, had never rappelled before taking part in Over the Edge, a fundraising event benefiting the <a href="">Donald W. Reynolds Cancer Support House</a> in Fort Smith.</span></span></span></p> <p><span><span><span>Participants rappelled 130 feet down the Arvest Bank Tower in Fort Smith.</span></span></span></p> <p><span><span><span>“I’m not afraid of heights, but this was my first time ever rappelling and I had no clue what to expect,” Scheurer said. “It was a little nerve-wracking and I was so concentrated on what I was doing while I was coming down. But I am so glad I did it.”</span></span></span></p> <p><span><span><span>Leading up to the event, Scheurer set a $3,000 fundraising goal. She posted links and updates on Facebook and emailed friends asking if they could contribute. </span></span></span></p> <p><span><span><span>“The fundraising was a big thing for me because when I set a goal for myself, I like to meet and exceed it,” Scheurer said. “I think what the Reynolds Cancer Support House does for cancer patients and their families around here is very, very helpful. I wanted to do what I could to help.”</span></span></span></p> <p><span><span><span>She raised $3,070.</span></span></span></p> <p><span><span><span>“I am very proud of the work Mallory put into this ever-so-important event to support the Reynolds Cancer Support House,” said Mark McMinn, senior vice president – Operations &amp; Safety for ABF Freight. “Not only did she meet the challenge, she exceeded the challenge. Mallory has a great heart and cares deeply about people.”</span></span></span></p> <p><span><span><span>The Over the Edge event was part of the Survivors’ Challenge Weekend. This year marked the 27<sup>th</sup> annual Survivors’ Challenge 10K and 5K and the third annual Over the Edge event.</span></span></span></p> <p><span><span><span>“We ran, walked and rappelled for cancer survivors in our community,” states the Reynolds Cancer Support House website.</span></span></span></p> <p><span><span><span>The Reynolds Cancer Support House provides free goods and non-medical support programs and services to cancer patients and caregivers. It is the largest free-standing cancer support facility in the country.</span></span></span></p></div> <div class="field field--name-field-tags field--type-entity-reference field--label-hidden field--items"> <div class="field--item"><a href="/insights/tags/company-culture" hreflang="en">Company Culture</a></div> </div> <div class="field field--name-field-thumbnail field--type-image field--label-hidden field--item"> <img src="/sites/default/files/abt/clear_pixel.gif" width="325" height="217" alt="ABF Freight employee Mallory Scheurer rappells down a Fort Smith building" class="lazyload img-responsive" data-src="" typeof="foaf:Image" /> </div> Wed, 14 Nov 2018 14:32:40 +0000 Jennifer Faldon 6826 at Developing a Growth Mindset <span>Developing a Growth Mindset</span> <span><span lang="" about="/user/1271" typeof="schema:Person" property="schema:name" datatype="">Lori Brooks</span></span> <span>Wed, 10/10/2018 - 08:00</span> <div class="field field--name-body field--type-text-with-summary field--label-hidden field--item"><h2>Natural <s>Born</s> Grown Leader</h2> <p>You hear a lot today about having a fixed mindset versus having a growth mindset. I was fortunate enough early in my career to have worked for a company with a leader (or rather, leaders) who lived out the growth mindset. They believed that instead of leadership being a trait you were either born with or not, it was a skill that could be grown. As a result, they invested heavily in training and developing more leaders. By writing this, I am not trying to establish myself as a leadership expert. But rather, to share a few things I’ve learned over the years from personal experience and from the investments my employers have made in me.</p> <h3>Never stop learning</h3> <p>This applies to every area of your life. Have a voracious appetite for learning! Learning how to be a better you. Learning how to be a better leader, employee, wife, mom, husband, dad, brother, friend and the list goes on. </p> <p>In your industry of choice, be a student of the business. Ask questions to learn. Set up informational interviews with people leaders across the business — not for the purpose of getting a job on their team, but rather to learn from them. You’d be surprised at what you can learn just by sitting with people who have years of knowledge and asking about their area of the business, what challenges they’re facing, what big projects they’re working on, etc.</p> <p>Read industry articles and blogs.  If you understand the challenges, opportunities and key levers of your business, you will be a better steward of your time and efforts.  It will also help you to develop skills and champion initiatives that will be the most impactful.</p> <h3>Admit when you’re wrong — especially to yourself</h3> <p>Ouch. This one is hard.  But the only way to learn from your mistakes is to recognize when you’ve made one. Spend time thinking about why it happened and how you could do things differently if faced with a similar situation again. Rather than beating yourself up for making a mistake, give yourself a break and make a conscious effort to acknowledge that you can experience significant growth by learning from your mistakes.</p> <p>The same goes for your team. Create a safe environment where they can tell you when they’ve made a mistake without fear of losing their job or causing you to blow up.  If they’re given the chance to learn from their mistakes, it’s likely they won’t make them again.</p> <h3>Listen to your customers</h3> <p>This means both internal and external customers. You need to know what matters to the people you’re serving. This could be your team, your peers, your boss — or it could be the customers who keep you in business.</p> <p>And when I say listen, I mean <em><strong>really</strong></em> listen. Not just to the words they’re saying – but listen for what they mean. What’s the root cause? Don’t just think about the one example they’re giving you, but also what caused it to happen in the first place. What could be done to ease dissatisfaction? If you really listen to feedback and are open to what you’re hearing, not only will your customers end up more satisfied, but likely you will, too.</p> <h3>Serve your team and invest in them</h3> <p>All of these lessons are important, but on the topic of leadership, I think this is the most important. We spend a lot of time with the people at work. And as employers or leaders, we often ask a lot of our team:  sometimes long hours, sometimes to work on a mundane task or sometimes to work with personalities that are challenging. You can probably think of many more things that either you’ve been challenged with or someone on your team has faced.</p> <p>But you know what’s a great way to motivate your team? Let them know you really care about them and their future. <u><strong>And this cannot (and should not) be faked.</strong></u> People can see right through it and you’ll do more harm than good.</p> <p>Get to know your team. Spend time understanding what’s important to them, what their career goals are and what makes them feel valued and motivated. Then, you’ll be much better equipped to be their champion. This could mean developing them for the next level in their career or helping them learn a new skill that improves performance in their current role. Each person — and therefore each need — is different.   </p> <h3>Learning and growing never ends</h3> <p>I’m so grateful for the many amazing leaders I’ve worked with and for throughout my career. My hope is that I’m always able to learn what to do and what <em>not</em> to do from their actions as well as the things I’ve experienced on my own.  I’m certain that I will continue to make mistakes, but by intentionally learning from them, I will be a better “me” every day. How about you?</p> <p> </p> <p><em>Lori is Vice President, Customer Experience at ArcBest. She leads a team dedicated to meeting and exceeding customer expectations through consistent growth and innovation.</em></p> </div> <div class="field field--name-field-tags field--type-entity-reference field--label-hidden field--items"> <div class="field--item"><a href="/insights/tags/company-culture" hreflang="en">Company Culture</a></div> <div class="field--item"><a href="/blog/tag/leadership" hreflang="en">Leadership</a></div> </div> Wed, 10 Oct 2018 13:00:00 +0000 Lori Brooks 6756 at Why Companies Should Encourage Lifelong Learning <span>Why Companies Should Encourage Lifelong Learning </span> <span><span lang="" about="/user/501" typeof="schema:Person" property="schema:name" datatype="">Jason Turner</span></span> <span>Wed, 06/13/2018 - 08:03</span> <div class="field field--name-body field--type-text-with-summary field--label-hidden field--item"><h2>Using lifelong learning to advance careers</h2> <p>Staying on top of current trends is instrumental for success in many industries. Medical professionals take courses throughout their careers to ensure superior patient care, and educators are required to take part in specialized training for the classroom. But how do you develop employees in fields that don’t necessitate continued education?</p> <p>Creating a company culture that encourages growth and empowers employees to become lifelong learners is not just nice to have, it’s essential to survival in our rapidly changing world. I am fortunate to work in an organization that has “Growth” as one of our core values. We believe that as we grow our employees, we will in turn grow our business.</p> <h2>What is a lifelong learner?</h2> <p>Lifelong learners consistently seek out ways to expand their knowledge and abilities. People with this type of learning personality typically pursue their interests through a combination of self-directed and formal education. With information so readily available, there is no excuse for not engaging with helpful content.</p> <p>Benefits include:</p> <ul><li><strong>Job satisfaction.</strong> According to a <a href="">report</a> from the Society for Human Resource Management (SHRM), career development is an important part of employee engagement. In the 2016 survey, nearly 80 percent of respondents rated aspects like job-specific training, company-paid general training and opportunities to use their skills at work as either “very important” or “somewhat important” to their satisfaction. </li> <li><strong>Collaboration.</strong> Because employees aren’t solely relying on formal training methods, they can freely learn from other people within the organization. Combining different experiences and backgrounds creates a collaborative environment that may spark new ideas.</li> <li><strong>Initiative.</strong> When people have the opportunity to learn on their own, they can feel more confident in their ability to take on new challenges. This training approach provides freedom to make decisions and helps develop critical-thinking skills.<br />  </li> </ul><p>In order to see these benefits within our organizations, we have to provide ways to incorporate continuous learning in daily activities.</p> <h2>Finding time to learn at work</h2> <p>At-work learning can take place in a few different ways, and will depend on the professional development strategy a company utilizes. Some organizations use a rule to divide time, say where 90 percent of a week is spent on job-related tasks and 10 percent is spent on training. Others simply let employees find the best way to balance their time. No matter how structured the process is, establishing training as an essential job element will help develop the lifelong learner mentality.</p> <p>You can promote lifelong learning in the workplace by:</p> <ul><li><strong>Creating formal goals.</strong> One of the easiest ways to monitor development is to create goals for each employee. These can relate specifically to their roles, but also should include objectives for gaining new skills.</li> <li><strong>Encouraging mentor relationships.</strong> Professional relationships can benefit everyone involved. Mentors can teach newer employees about the company and share lessons they’ve learned throughout their careers, but the mentees may bring a fresh perspective that increases excitement about a job or project.    </li> <li><strong>Offering different types of training.</strong> Because people consume information in different ways, providing multiple training resources is important for development. Books on job-related topics, in-house classes, online courses, podcasts and conferences are just some of the methods to consider.</li> <li><strong>Providing opportunities for constructive feedback.</strong> Without an open conversation about development, team members may not be aware of their status. Regular communication about progress and potential setbacks will help keep everyone on track and demonstrate your commitment to the employee’s growth.<br />  </li> </ul><p>I’m proud to be part of a company that embraces the idea of lifelong learning and provides resources to continuously develop our team. Through these training initiatives and our dedicated employees, we’re equipped to accomplish our strategy and goals and provide trusted solutions to our customers’ toughest logistics challenges.</p> </div> <div class="field field--name-field-tags field--type-entity-reference field--label-hidden field--items"> <div class="field--item"><a href="/insights/tags/company-culture" hreflang="en">Company Culture</a></div> </div> <div class="field field--name-field-thumbnail field--type-image field--label-hidden field--item"> <img src="/sites/default/files/abt/clear_pixel.gif" width="325" height="217" alt="Employees learning in a classroom" class="lazyload img-responsive" data-src="" typeof="foaf:Image" /> </div> Wed, 13 Jun 2018 13:03:00 +0000 Jason Turner 6586 at