Greven Executive Search’s Post

We're hiring an Engineering Lead.! #EngineeringHead #DesignEngineering #EngineeringLeadership #EngineeringManagement #DesignLeadership #EngineeringExcellence #EngineeringJobs #EngineeringCareer #Leadership #EngineeringDesign #Innovation #EngineeringSolutions #TechLeadership #EngineeringDirector #EngineeringRole #EngineeringTalent #EngineeringStrategy

The power of observation. As an employee taking up a leadership position in a technical field such as engineering or maintenance, it is important to spend a few weeks observing the different personalities that make up your team and the available systems and processes in place. This will help you identify the strengths and weaknesses of the team and better understand the existing structure. https://lnkd.in/gd_zqDpx

Would you keep going back to an electrician who keeps electrocuting you? ⚡ We must treat Leadership like a technical skill. A core technical part of the job that someone does when they lead people and teams. For the technical part of any job we: ➡️ Actively help people to develop these skills. ➡️ Expect them when we hire for a role. ➡️ Reward or promote based on it. But...when people take on Leadership roles we don't expect, develop or promote on this basis. Well...not enough. Leadership is seen as CRITICAL for the success of businesses and CEOs care about bench strength. But...we don't develop or prioritise Leadership skills - or the behaviours and mindsets that support these. TAKE a SKILLS approach to Leadership roles and you'll see massive differences in your business. Which roles would you not tolerate not having the skills they MUST have to be successful or at least not electrocuting you!?

Supervisory Skills 1.Describe your previous supervisory duties as succinctly as possible. ... 2. Supervisory Accomplishments. Mention three to four supervisory duties you hold in your current position. ... 3. Results and Outcomes. Explain how your supervisory role impacted the organization. 3. Leadership skills: strong leadership abilities are essential for site supervisors, as you need to manage and motivate your team, ensuring they work.. 4. Candidates should be adept at multitasking, have strong communication skills, and be capable of making informed decisions under pressure...

Opportunity

This week, I’ve met some exceptional people…. People who don’t just tick boxes on a job description but bring genuine value, leadership, and expertise to the table within manufacturing and engineering. Here’s a quick snapshot: 👔 Managing Director (Midlands-based) A commercially savvy, operationally strong leader who genuinely cares about developing people and championing training. ⚙️ Operations Director (Metals/Automotive – Midlands-based) Hands-on, strategic, and ready to make a real impact in a new challenge. 📈 Sales Director (Birmingham-based) The perfect mix of marketing and sales expertise. A true leader who inspires their team and drives commercial results with integrity. 💼 Finance Director (Birmingham-based) Started out in auditing and has grown into a strategic thinker who understands how numbers can shape the bigger picture. These are people who are more than their CVs – they’ve shared their stories, their passion, and their vision for what they want to achieve next. They are true #visionaryleaders And here’s the best part: With me, there’s no upfront cost for executive search. I charge only on delivery – once contracts are signed. No risk, no catch, just a chance to find someone who could truly transform your business. If any of these leaders sound like the missing piece for your team, drop me a message. Let’s talk.

MOTIVATION MONDAY! "The greatest gift of leadership is a boss who wants you to be successful." 💡 Jon Taffer As leaders, it's crucial to inspire, uplift, and genuinely root for the success of employees. I appreciate this quote because it captures one of the most important elements of leadership. Encouraging Growth: Providing opportunities for professional development, offering constructive feedback, and recognizing achievements can help employees grow and succeed. Fostering Trust: Building a culture of trust where employees feel safe to take risks and make mistakes without fear of harsh repercussions encourages innovation and learning. Empowering Employees: Giving employees autonomy and the resources they need to excel in their roles can boost their confidence and performance. Leading by Example: Demonstrating commitment, integrity, and a strong work ethic sets a standard for employees to follow and shows that you are invested in the team's success. Providing Support: Being available to support employees through challenges, whether professional or personal, can build a strong, supportive relationship and enhance their overall well-being and productivity. By focusing on these aspects, leaders can create an environment where employees feel valued and motivated to succeed, benefiting both the individuals and the organization as a whole. MCA, as we set goals to execute successful quality projects on time and in budget! FOR ALL YOUR ELECTRICAL TURNKEY SOLUTIONS CONTACT +27 011 397 2141 [email protected] [email protected]

You've made the hire, and now the individual you spent months recruiting is ready to get started! You are about to do a lot of guessing. Every high-performing team needs a detailed training plan, from the first 90 days to assuming a key leadership position. Without such a plan, there's no accountability for the new hire or the team responsible for their training. Need a new HVAC hire to be diagnosing, selling, and repairing in 12 months? Show them how and guide your trainers where they are needed. I categorize this process into three phases: Recruit, Onboard, Develop. Within each phase is a subphase that requires a plan—a process to drive predictable results.

Engineering Management mindset focuses on nurturing talent and leadership while building strong capabilities and capacities to ensure long-term sustainable success.

Lack of collaboration between technical teams, engineering teams and management, leads to the wheel spinning effect. You don't progress, yet u still have your foot on the gas. this will lead to high employee turnovers, poor quality, lack of communications, tenured information gets lost, etc. If a team member adds to a specific dynamic, it is on leadership to help guide the individual in the right direction. Showing lack of concern or interest in helpful ideas, can be and will always be, the downfall of mass production. COLLABERATE!!! It's not hard. There are people without degrees with 25+ experience that can flip a switch and iron out missing details based on previous encounters with mass production. Also, leaders, have some humility. Have some accountability. If u lack both, your team members will write u off as a competent leader. Thus, the turnover rates. I've come to call that, "Revolving Door Employment." (A massive RF company stole this idea from me and implemented it in its recruiting process) Lack of leadership humility breeds the arrogance that can turn a workplace toxic.