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3 episodes with dhl express
3 episodes with dhl express
3 episodes with dhl express
3 episodes with dhl express
2 episodes with dhl express
2 episodes with dhl express
2 episodes with dhl express
2 episodes with dhl express
2 episodes with dhl express
Our guest on this week's episode is Keith Peterson, director of operations at The National Motor Freight Traffic Association. For many years, less-than-truckload motor freight has been classified by a complex and rather outdated system. That is about to change – starting in July the industry will begin listing freight commodities in a system that is more condensed and modernized. But, what will this new freight classification system mean for both carriers and shippers? Our guest explains.Many companies have been stockpiling extra inventory ahead of the implementation of new tariffs, but a new report this week shows that there can be possible downsides to that strategy. We share what they are and who is affected.Despite the economic uncertainty, a new report from DHL Express shows that small and mid-sized companies seem to be beating the odds. DHL Express surveyed more than 400 customers—all small or mid-sized businesses in the United States—and found that despite the prevailing economic turmoil, most are confident in their business outlook.Supply Chain Xchange also offers a podcast series called Supply Chain in the Fast Lane. It is co-produced with the Council of Supply Chain Management Professionals. All episodes are available to stream now. Go to your favorite podcast platform to subscribe and to listen to past and future episodes. The podcast is also available at www.thescxchange.com.Articles and resources mentioned in this episode:National Motor Freight Traffic Association U.S. firms stockpile goods ahead of tariffsReport: small businesses buck the oddsVisit Supply Chain XchangeListen to CSCMP and Supply Chain Xchange's Supply Chain in the Fast Lane podcastSend feedback about this podcast to podcast@agilebme.comPodcast is sponsored by: KardexOther linksAbout DC VELOCITYSubscribe to DC VELOCITYSign up for our FREE newslettersAdvertise with DC VELOCITY
On episode 835 of WHAT THE TRUCK?!? Dooner is talking to DHL Express about shipping endangered bongo antelopes to Kenya. The bongos were transported in custom-built crates, alongside 6 tonnes of pellet feed and 3 specialist animal care staff including a veterinarian and 2 bongo specialists from the US. DHL's Jimmy Eades tell us all about this unique shipment. Are you savvy enough to spot freight fraud? Truckstop's Taryn Daker shares their latest freight fraud data and shares tips on prevention. Backhaul is a dirty word in some circles. Pedro Prado and LogShare aim to change that with their platform that matches your empty trailer with loads headed your way. Plus, CVSA roadcheck week; did you get your Real ID; trucking cats and dogs. Catch new shows live at noon EDT Mondays, Wednesdays and Fridays on FreightWaves LinkedIn, Facebook, X or YouTube, or on demand by looking up WHAT THE TRUCK?!? on your favorite podcast player and at 5 p.m. Eastern on SiriusXM's Road Dog Trucking Channel 146. Watch on YouTube Check out the WTT merch store Visit our sponsor Subscribe to the WTT newsletter Apple Podcasts Spotify More FreightWaves Podcasts Learn more about your ad choices. Visit megaphone.fm/adchoices
On episode 835 of WHAT THE TRUCK?!? Dooner is talking to DHL Express about shipping endangered bongo antelopes to Kenya. The bongos were transported in custom-built crates, alongside 6 tonnes of pellet feed and 3 specialist animal care staff including a veterinarian and 2 bongo specialists from the US. DHL's Jimmy Eades tell us all about this unique shipment. Are you savvy enough to spot freight fraud? Truckstop's Taryn Daker shares their latest freight fraud data and shares tips on prevention. Backhaul is a dirty word in some circles. Pedro Prado and LogShare aim to change that with their platform that matches your empty trailer with loads headed your way. Plus, CVSA roadcheck week; did you get your Real ID; trucking cats and dogs. Catch new shows live at noon EDT Mondays, Wednesdays and Fridays on FreightWaves LinkedIn, Facebook, X or YouTube, or on demand by looking up WHAT THE TRUCK?!? on your favorite podcast player and at 5 p.m. Eastern on SiriusXM's Road Dog Trucking Channel 146. Watch on YouTube Check out the WTT merch store Visit our sponsor Subscribe to the WTT newsletter Apple Podcasts Spotify More FreightWaves Podcasts Learn more about your ad choices. Visit megaphone.fm/adchoices
On Episode 547 of The Core Report, financial journalist Govindraj Ethiraj talks to Mohit Makhija, Senior Director at Crisil Ratings. We also feature an excerpt from our recent interview with RS Subramanian, Senior Vice President (South Asia) at DHL Express.SHOW NOTES(00:00) The Take: The Trump Tariff Breakdown(05:38) Markets Rebound As They Brace For Tariffs(11:31) Car companies hike prices as demand continues to be tepid(13:24) India is seeing a bond buying frenzy ahead of a rate cut(14:22) Why India's Cables & WIres sector is seeing massive growth and investmentsListeners! We await your feedback....The Core and The Core Report is ad supported and FREE for all readers and listeners. Write in to shiva@thecore.in for sponsorships and brand studio requirementsFor more of our coverage check out thecore.inJoin and Interact anonymously on our whatsapp channelSubscribe to our NewsletterFollow us on:Twitter | Instagram | Facebook | Linkedin | Youtube
In this episode of The Core Report Weekend Edition, Financial Journalist Govindraj Ethiraj speaks with R.S. Subramanian, Senior Vice President South Asia at DHL Express, to explore how global logistics is evolving amid economic uncertainty, supply chain complexity, and geopolitical shifts.From India's emergence as a global manufacturing hub to DHL's on-ground response during the Nepal earthquake, this episode dives deep into how DHL builds resilient, crisis-proof logistics networks and ensures supply chain continuity in the face of disruption.Discover how DHL is enabling faster trade routes, embracing digitalisation, and leading sustainable logistics practices across sectors like electronics, automotive, e-commerce, and life sciences. Learn why global trade isn't shrinking—but becoming more intricate—and how India is positioned to benefit.SHOW NOTES(00:00) Introduction(01:00) How is DHL coping with the current trade war situation(03:55) Understanding DHL's presence in India(07:06) Migration of Supply Chains(09:40) Sophistication of supply chains(11:32) Complexities of Electronics Supply chains(14:45) Trade Growth + DHL(17:08) International trade(20:16) Manufacturing(21:47) Multi-contingency options(24:20) Delivery infrastructure, partner network(29:19) TDS(31:11) Customs is very efficient, capacity is the issue(35:19) Supply Chain resilience(36:35) GT20(41:00) DHL's Sustainability efforts(46:14) DHL has been a market creator in India(47:36) DHL Express Network + customer Service(48:14) DHL + Customs(49:33) DHL Go Help (Disaster Relief Logistics)Listeners! We await your feedback....The Core and The Core Report is ad supported and FREE for all readers and listeners. Write in to shiva@thecore.in for sponsorships and brand studio requirementsFor more of our coverage check out thecore.inJoin and Interact anonymously on our whatsapp channelSubscribe to our NewsletterFollow us on:Twitter | Instagram | Facebook | Linkedin | Youtube
Show Notes: Stephan Meier, a professor at Columbia Business School, is the author of the book "Employee Advantage." He teaches the business strategy core class, which is required for all MBA students. Stephan also teaches an elective on the future of work, focusing on how treating employees and labor interacts with technology and business strategy. Stephan conducts international trips to African countries, such as Ghana, South Africa, and Kenya, to provide students with international experiences and perspectives on businesses, strategy, and different environments. His focus is on putting workers first to help businesses thrive. The conversation turns to Stephan's book and the concept of the workplace and business strategy. He mentions how the pandemic brought the workplace under the spotlight and technology use ramped up, while at the same time, Stephan was teaching a class on the Future of Work. The conversation turns to the concept of putting workers first as a key element of business success, and how the business language reveals the mode of managing the employee base. This outlook has led to a large divide between employee and employer. According to Gallup surveys, about 65% of Americans are not engaged at work, and this number is even higher worldwide. Stephan also talks about customer centricity and how employee experience is crucial for both innovation and customer satisfaction. The Employee First Approach Stephan cites Jeff Bezos, and Amazon as examples of organizations that prioritize employee satisfaction. Amazon's CEO Jeff Bezos believes that learning from dissatisfied employees can lead to continuous improvement and better business outcomes. This mindset is also seen in other industries, such as Costco in the US, which provides clear career paths, communicates clearly, and promotes internally. DHL Express, for two years in a row, was named the best employer in the world on the best workplaces in the world list for two consecutive years. They put employees first because they realized that turnover is terrible and happy employees are more engaged and leads to satisfied customers. They changed aspects of communication, listening, training, and career path within the organization, leading to financial success. How the Employee/Customer Centric Approach Wins Stephan discusses the importance of treating employees well and putting them first at the margin when making trade-offs. He talks about Starbucks, where the company's customer-centric approach has led to a loss of a customer-centric environment. He talks about how this could be improved. Stephan also emphasizes that both customers and employees are critical stakeholders that create value within the organization. Companies that prioritize their employees are more likely to be successful. This is because they have a strong focus on competence, which is encouraged by offering the right tasks that push employees optimally. This is crucial for motivation and retention, as people often leave organizations when they don't learn anything new. How Successful Companies Prioritize Employees Stephan states that companies strive to differentiate through a customer-centric approach, but he goes on to explain that the employee-centric and the customer-centric approach are often interchangeable. He offers examples of companies that prioritize their employees including Costco, DHL Express, and MasterCard. Microsoft uses an AI-powered tool called Unlocked, which allows employees to choose projects they want to participate in and matches them with opportunities within the company. This approach not only improves the internal market but also creates a better experience for employees. Companies like KKR, which invest heavily in portfolio companies, implement ownership programs, which give employees stock options as a start. To differentiate between companies that prioritize their employees, companies should consider metrics such as engagement level and turnover rates. By focusing on these early indicators, companies can better understand their commitment to their employees and work towards creating a healthy workplace culture that leads to productive and engaged workers. How to Build an Employee-centric Workplace Stephan suggests that companies should start by focusing on what they do with customers and how they do it with employees. They can use ideation workshops to understand customer needs and differentiate themselves from competitors. For example, Eli Lilly applied customer journeys to employees, focusing on their experiences and moments that matter. This approach helped them get more people promoted and had a significant impact on their business. Stephan recommends designing workshops to help employees think about ideas and motivations, as well as redesigning processes and procedures within the organization. By doing so, companies can better understand their employees' needs and preferences, leading to a more engaged, productive, and innovative workforce. Timestamps: 04:09: Development of The Employee Advantage 04:29: Counterintuitive Claims and Examples of Employee-Centric Companies 12:29: Balancing Employee and Customer Centricity 15:01: Practical Examples of Employee-Centric Companies 19:44: Criteria for Identifying Employee-Centric Companies 23:23: Industry-Specific Considerations 27:30: Consulting Approach for Implementing Employee-Centric Strategies Links: Website: https://www.stephanmeier.com/ Stephan's Book: The Employee Advantage Unleashed is produced by Umbrex, which has a mission of connecting independent management consultants with one another, creating opportunities for members to meet, build relationships, and share lessons learned. Learn more at www.umbrex.com.
Will Bain discusses the latest efforts to pull Lebanon out of its deepening economic crisis, as the IMF outlines the tough challenges ahead. Also on the programme, the CEO of DHL Express—one of the world's biggest delivery firms—shares his view on doing business in an era of trade tariffs. And what happens when you let the computer do the driving? The BBC's Theo Leggett has been finding out.
John Pearson, CEO Global de DHL Express by Diario La república
Alexion, AstraZeneca Rare Disease, and DHL Express has announced a landmark partnership in a bid to reduce greenhouse gas emissions (GHG) from the air freight of highly specialised medicines manufactured in Ireland. Alexion is the first company in Ireland to sign up to a 100% switch from traditional aviation fuel to sustainable aviation fuel (SAF). This alternative fuel will reduce GHG emissions by over 80% on average compared to traditional aviation fuel. The greener fuel will be switched on all European air freight shipments across 19 European countries. Provided through the DHL GoGreen Plus service, SAF is used as a substitute to conventional fuel and can readily be used as a drop-in replacement in aircraft without the need for modifications to aircraft engines. Produced from waste and residue-based feedstock, such as used cooking oil, SAF has improved sustainability compared to traditional fossil jet fuel which is primarily derived from crude oil. Reducing the GHG emissions associated with the transport of medicinal products is an important part of AstraZeneca's wider sustainability strategy. This includes a focus on partnerships across the healthcare sector including supply chain decarbonisation. From 2030, the aim is to halve the entire value chain footprint (absolute Scope 3 GHG emissions), from a 2019 base year, on the way to becoming science-based net zero by 2045. Sylvia Kiely, Vice President, Global Supply Chain and Product Strategy Lead, Alexion, AstraZeneca Rare Disease said: "Moving our air freight to Sustainable Aviation Fuel is an important milestone in reaching our Scope 3 targets, with the ambition of being science-based net zero by 2045. Through our partnership with DHL Express we've signed up immediately to a 100% change in fuel, rather than scaling up over time, which demonstrates how seriously we take environmental stewardship." Brian Murray, Commercial & Same Day Director, DHL Express Ireland said: "We are thrilled to partner with Alexion. Our GoGreen Plus service using emission-reduced Sustainable Aviation Fuel demonstrates the tangible impact of collaborative efforts to decarbonise the logistics industry and support our customers in achieving their sustainability goals. This initiative aligns perfectly with DHL's sustainability strategy and our goal to achieve net-zero emissions by 2050." Countries receiving the medicines under the GoGreen Plus service include Austria, Belgium, Denmark, Estonia, Finland, France, Georgia, Germany, Guernsey, Iceland, Ireland, Italy, Luxemburg, Netherlands, Norway, Portugal, Spain, Sweden and United Kingdom. See more stories here.
In this compelling episode of BRAVE COMMERCE, hosts Rachel Tipograph and Sarah Hofstetter sit down with Greg Hewitt, CEO of DHL Express in the U.S., to discuss the future of logistics and commerce. Drawing on his 30 years of experience at DHL, Greg offers forward-looking insights into how global shipping is evolving to meet the demands of an increasingly digital and connected world.While reflecting on the industry's transformation—from manual processes to AI-driven supply chain optimization—Greg focuses on the next big shifts shaping logistics, including automation, sustainability, and customer-centric innovations. The conversation highlights emerging trends in consumer behavior and explores what lies ahead for eCommerce in 2025.Sustainability takes center stage as Greg outlines DHL's ambitious goals for carbon neutrality, investments in sustainable aviation fuels, and innovative programs like Go Green Plus. His perspective underscores how bold, strategic decisions can drive growth and ensure resilience in a competitive landscape.Key Takeaways: The Evolution of Logistics: Explore pivotal moments over three decades, including the rise of eCommerce, automation, and AI's potential to reshape customer service and supply chain management. Sustainability in Action: Learn about DHL's $7 billion investment in sustainable aviation fuel and initiatives like Go Green Plus, enabling customers to offset carbon emissions. Leveraging Logistics for Growth: Understand how shifts in global shipping, supply chain optimization, and customer-centric delivery innovations can create opportunities in a competitive eCommerce environment. Hosted on Acast. See acast.com/privacy for more information.
Hosted on Acast. See acast.com/privacy for more information.
Sustainability continues to be a goal for the supply chain industry to benefit both businesses and the world they inhabit. One effort to help achieve that goal is sustainable aviation fuel. But what is it exactly and how can companies leverage it to reduce emissions across their supply chain? Leendert Van Delft of DHL Express joins us to share his insights into the sustainable aviation fuel movement. For more information: https://www.dhl.com/us-en/home/innovation-in-logistics/logistics-trend-radar/sustainable-fuels.html DO YOU WANT TO RESPOND TO THIS EPISODE? Call our Dialog Line: 888-878-3247 DOWNLOAD THE NEW INBOUND LOGISTICS APP featuring the updated and expanded Logistics Planner! Available on iTunes and the Google Play Store: bit.ly/ILMagApp bit.ly/ILMagAppGoogle Are you a #logistics Thought Leader that would like to be featured on the Inbound Logistics Podcast? Connect with me on X: @ILMagPodcast Email me: podcast@inboundlogistics.com Connect with Inbound Logistics Magazine on LinkedIn: https://www.linkedin.com/company/inbound-logistics Follow us on Twitter: www.twitter.com/ILMagazine Like us on Facebook: www.facebook.com/InboundLogistics Catch our latest videos on YouTube: www.youtube.com/inboundlogistics Visit us at www.inboundlogistics.com
Ihr habt plötzlich eine WhatsApp-Nachricht von DHL Express bekommen und fragt euch, ob das eine neue Betrugsmasche ist. Könnt ihr der Sache trauen und auf die Links in den Nachrichten tippen? In verschiedenen Foren wird die Nummer 017688800103 als Fake eingeschätzt. Was soll man tun?
DHL Express met le paquet à Lyon ⤵Écoutez Philippe Pretat sur Transpod l'Interview en commentaire de ce post.⤵ « Lyon Saint-Exupéry sera le plus beau site jamais construit en Europe par DHL Express, il bénéfice de toutes les avancées technologiques », indique Philippe Prétat, Pdg de DHL Express, le 7 novembre 2024, au sujet de la future plate-forme qui sera livrée en juillet 2025. Situé sur la zone fret de Lyon Saint-Exupéry, DHL va multiplier par 5 sa capacité de traitement de 3 500 à 17 500 unités à l'heure.Quand l'activité en France de l'expressiste allemand progresse de 15% en 2024 avec 46 M de colis, Rhône-Alpes surperforme à 22%. Ça valait bien un investissement de 121 M€ !Vous connaissez Alice ? Des avions électriques testés aux États-Unis ! Il détaille également les livraisons par drone, la montée en puissance du commerce en ligne… sans oublier la stratégie zéro carbone en 2050.Un podcast écrit, réalisé et monté par Nathalie Bureau du Colombier. Voix générique Eddy Creuzet Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.
I podden Sveriges säkerhetschefer möter vi landets säkerhetschefer för att belysa yrkesrollen nu och framöver. Den här gången träffar vi Erik Klockars, säkerhets- och säkerhetsskyddschef på DHL Express, med världen som arbetsfält. Våga utmana på ett respektfullt sätt Var rädd om de du har omkring dig – välmående skapar effektivitet Var klok vid rekryteringen Det är tre tips från Erik Klockars, som är säkerhets- och säkerhetsskyddschef på DHL Express Sverige sedan maj 2023. Med en bakgrund från Nationella insatsstyrkan och Swedavia är det grupper och teamutveckling som är hans absoluta drivkraft. DHL Express ingår i den globala koncernen DHL och är en division som arbetar med expressleveranser via flyg. DHL Express Sverige hanterar åtta miljoner paket per år och har cirka 1000 medarbetare fördelade på fem terminaler. Erik själv utgår från kontoret på Arlanda. Erik Klockars säger sig ha en spretig palett av arbetsuppgifter men är framför allt säkerhetsansvarig för all verksamhet mot tillsynsmyndigheten Transportstyrelsen. Den största risken är att luftfartsskyddet inte upprätthålls och de största utmaningarna för honom är att etablera en robust och motiverande säkerhetskultur och att hålla en hög nivå på säkerhetsprövningarna. Han har en bakgrund som polis i Uppsala och arbetade också på Nationella insatsstyrkan i åtta år. Han har dessutom startat och är delägare i Raw Motion, en tränings- och friskvårdsanläggning som syftar till att skapa rörelseglädje för alla. Erik drivs av utveckling och att se behov, analysera dem, lägga in aktiviteter och genomförande och sedan se arbetet få effekt för säkerheten, verksamheten och affären. Han tror att säkerhetschefsrollen går alltmer mot en ledande roll, att man ska ha ett genuint säkerhetsintresse men framför allt kunna leda, samverka och motivera - och gärna hitta ”säkerhetsambassadörer” i verksamheten. Sveriges säkerhetschefer produceras av Företagsuniversitetet och sprids i samverkan med Aktuell Säkerhet, Secnet och Qnet
Wichtige Dokumente per Post verschicken? Am besten per Einschreiben? Dazu gibt's ein neues Gerichtsurteil! Wie das Urteil ausgefallen ist, plus: Die 5 sichersten Wege, wie Sie Dokumente rechtssicher verschicken - DAS verrät RA Lederer heute. Sei dein eigener Anwalt mit PepperPapers.de
Leaders of Transformation – ein Business Gladiators Podcast
Wieso geht es für Ralf bei DHL Express in erster Linie um die Menschen? Wie gelingt es ihm, DHL Express zur Loved Brand machen? Und welche Rolle spielt dabei der richtige Führungsstil?
Leaders of Transformation – ein Business Gladiators Podcast
Wie will Ralf authentisch sein? Wie bringt er sein Team dazu, an einem Strang zu ziehen? Und wie gelingt es damit, echten Nutzen zu stiften?
Interviews with pioneers in business and social impact - Business Fights Poverty Spotlight
Social Impact Pioneer Elizabeth Wells talks about women entrepreneurs and digital inclusion. Elizabeth is currently the Head of Entrepreneurship at the Cherie Blair Foundation for Women. The Foundation is on a mission to eliminate barriers to entrepreneurship for women, helping to enable global economic gender justice. Elizabeth's work within the organisation is focused on unlocking the power of digital for women's entrepreneurship. With 10 years of experience working on women's economic empowerment, economic development, and governance programmes, Elizabeth shares why digital exclusion is particularly pronounced for women – from access to mobile handsets, digital connectivity, low digital literacy and the high associated costs. Elizabeth reveals the potential of integrating digital tools in business operations for women. Whether it's mobile money and online transaction systems, that helps to provide financial autonomy; through to book-keeping and client management that enhances business efficiency. Elizabeth is passionate about working in partnership with private and public sector organisations and has delivered this in some 12 different countries. Her experience includes working with partners like Qualcomm, DHL Express, FCDO and USAID. Together we talk about some of the partnering opportunities that can better serve female entrepreneurs. Elizabeth says – “There is a lot of excitement around AI. Digital inclusion is critical to business success and, if women are digitally excluded - whether it's because of poor connectivity or infrastructure, high cost of data or lack of mobile phone ownership or access – women will never achieve their potential in business.” Please find here the links to the reports: • GSMA Mobile Gender Gap Report 2023: https://www.gsma.com/mobilefordevelopment/programme/connected-women/the-mobile-gender-gap-report-2023/ • Cherie Blair Foundation for Women Research Reports: https://cherieblairfoundation.org/what-we-do/research/2023-audit/ • Bridging the Divide: Women, Tech and Business Success: https://cherieblairfoundation.org/what-we-do/research/covid19-research/ • Cherie Blair Foundation website: https://cherieblairfoundation.org/ • Cherie Blair Programmes: https://cherieblairfoundation.org/what-we-do/programmes/ • Cherie Blair HerVenture: https://cherieblairfoundation.org/what-we-do/programmes/herventure/ • Cherie Blair Mentoring: https://cherieblairfoundation.org/what-we-do/programmes/mentoring/
In this episode of The Core Report: Weekend Edition, financial journalist Govind Ethiraj interviews John Pearson, Global CEO of DHL Express. Pearson, a leader in the logistics industry, discusses how DHL is navigating frequent interruptions in global trade and the increasing demand for deliveries.Key takeaways:Disruptions in global trade: Pearson sheds light on how the logistics industry is handling the challenges of a disrupted global trade landscape.Rise of automation: Pearson anticipates that robotics and automation will play a bigger role, but emphasizes that human expertise will remain crucial in higher-value roles.India's logistics future: Pearson expresses optimism about India's potential to become a major player in the logistics space.About John Pearson John Pearson is currently the Global CEO for DHL Express. He was appointed to the Board of Management of Deutsche Post AG on January 1, 2019.For more of our coverage check out thecore.in--Support the Core Report--Join and Interact anonymously on our whatsapp channelSubscribe to our NewsletterFollow us on:Twitter | Instagram | Facebook | Linkedin | Youtube
Nouvel épisode de notre série d'émissions "Les Camions Livrent..." pendant les Jeux Olympiques ! Rien n'arrive par magie, les conductrices et conducteurs routiers seront très sollicités car les besoins vont être importants face à une hausse de la fréquentation du pays. Et les conditions de circulation vont être parfois difficiles. Comment tout cela s'organise ? Nous en parlerons ensemble avec des invités, dont la FNTR, le Groupe Mauffrey, DHL Express et l'UMIH Paris.
Heute werfen wir einen Blick hinter die Kulissen der Logistik eines deutschen E-Commerce-Unternehmens, das weltweit führend ist im Bereich Super-High-End-Luxusmarken im Fashion und Lifestyle Segment. Mytheresa heisst das Unternehmen aus München, das entsprechend betuchte Kunden in aller Welt mit Luxusartikeln versorgt. Die Logistik spielt bei Mytheresa eine fundamentale Rolle, denn die anspruchsvolle Kundschaft aus Los Angeles, New York, Dubai oder Shanghai, die zum Teil sechsstellige Beträge jährlich für Mode von Mytheresa ausgibt, erwartet ein einzigartiges Kundenerlebnis. Wie genau die Logistik funktioniert, die dieses Kundenerlebnis möglich macht, das erfahrt ist in diesem Gespräch, das unser Host Boris Felgendreher mit Sebastian Dietzmann, dem COO von Mytheresa und Jutta Merk, Vice President Commercial bei DHL Express Germany. Unter anderem geht es um folgende Themen: - Die spannende Entstehungsgeschichte von Mytheresa, von einer kleinen Münchener Boutique zur international führenden Shopping-Plattform für Luxusmode - Das Geschäftsmodell von Mytheresa heute: Kundenversprechen, Sortiment, Marken, etc - Die Kundschaft von Mytheresa: Demographie, Kaufverhatlen, die Erwartungen an die Shopping Experience und den Service - Die Entwicklung der Logistik und des Fulfillments von Mytheresa im Laufe der Jahre - Die langjährige Partnerschaft mit DHL Express - Wie der Warenflow bei Mytheresa funktioniert: Inbound von den Brands in das Mytheresa-Lager, Kundenbestellung, Fulfillment im Lager Leipzig, Outbound Flow (Luftfracht), Verzollung, Last Mile zum Kunden - Das neue Logistikzentrum in Leipzig als zentrale Drehscheibe - Wie die unglaublich kurzen und zuverlässigen Lieferzeiten von Mytheresa realisiert werden - Der Stellenwert von Nachhaltigkeit für die Kunden und was unternommen wird um den CO2-Footprint des Modells zu senken - Die neuesten Geschäftszahlen und wie sich Mytheresa im aktuell schwierigen Marktumfeld behauptet - Wie die Logistik auch in Zukunft das Wachstum des Unternehmens unterstützen soll - und vieles mehr Hilfreiche Links: Mytheresa: https://www.mytheresa.com/de/de DHL Express: https://www.dhl.de/de/geschaeftskunden/express.html Sebastian Dietzmann auf LinkedIn: https://www.linkedin.com/in/sebastian-dietzmann-b0834224/ Jutta Merk auf LinkedIn: https://www.linkedin.com/in/jutta-merk-9060a481/ Boris Felgendrejer auf LinkedIn: https://www.linkedin.com/in/borisfelgendreher/ BVL: https://www.bvl.de/ BVL Supply Chain CX: https://www.bvl.de/cx
Gustavo Rodriguez is all the episode title says. His family moved to La Puente California from Guatemala when he was just five years of age. As he tells me, his family wanted a better life especially for children. Gus says he had a normal childhood and eventually enrolled at the University of California at Riverside. He graduated with a business degree in 2019 and immediately went to work. Today he serves as a team leader and feels he is well suited for the job. While he is young and has lots of experience years ahead of him, our conversation shows that he has knowledge that does go beyond his years. He credits this to the fact that he spent and still spends much time observing people and activities around him. He believes this comes in large part from his parents influence. Gus and I talk a great deal about his leadership style and how he successfully serves as a team leader. He rightly points out that one of the most important aspects of what he does is to, as he puts it, “shut up and listen” to his team. He takes a personal and supporting interest in everyone on his team. He has been a leader of a team containing people younger than him up to people who he says could be his grandparents. Listening is one of the things that helps him relate to everyone. I think Gus Rodriguez has good advice and observations for us all. I hope you agree as you listen to our conversation. About the Guest: Gus grew up in La Puente CA after his family moved here from Guatemala. Gus enjoys spending time with his dog Shadow whenever he is not at the gym or enjoying a drink with friends. Gus graduated from UCR in 2019 where he was also the president for LBSA ( Latino Business Student Association) for 2 years. His 4 year career so far has been spent in the roles of Operation supervisor, Sort manager, Inventory control manager and 2 Operation manager roles. Throughout his career and life, Gus continues to apply the principles of taking care of his people and trying to make their lives better. In all his roles Gus has developed his team as he understands that it is not about him but rather it is all about the team. Gus contributes his success and his own development in each of his roles to the team that trusts him to lead them and get them where they need to be as well. A big difference in Gus as a leader than most leaders today is that he finds ways to ensure that his team doesn't feel like a number to him but rather a group of individuals making an impact bigger than themselves. The trust that he creates with his team starts with ensuring they are open about their mental health to him. Gus knows what it's like to not be ok mentally but still have to work and carry on with his life. Gus is an advocate for mental health as he knows everyone goes through battles they may not speak of. Throughout college and his career he puts himself out there to let others also find their voice and feel more comfortable with not being ok. His goal is to continue to provide that comfortable environment for those around him so that they can also feel supported and be ready to take on whatever else life has for them. Ways to connect with Gus: Grodr025@gmail.com https://www.linkedin.com/in/gustavo-e-rodriguez-96ab5010a/ About the Host: Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog. Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards. https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/ accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/ https://www.facebook.com/accessibe/ Thanks for listening! Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below! Subscribe to the podcast If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can also subscribe in your favorite podcast app. Leave us an Apple Podcasts review Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts. Transcription Notes: Michael Hingson ** 00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us. Michael Hingson ** 01:20 Welcome to unstoppable mindset. Thanks for being here and listening to us. Today we get to interview and chat with well I shouldn't say interview because I really feel these are conversations but we get to talk with Gustavo or Gus Rodriguez. And Gus has a has a really interesting this I think story to tell. He is not too far out of college. And I especially like the fact that he lives about 45 minutes to an hour south of me down the hill, as we say here in California and Riverside. And we'll we'll get into more of his story and all that sort of stuff later. But Gus, welcome to unstoppable mindset. We're really glad you're here. Gus Rodriguez ** 02:05 Thank you so much for having me. Michael Hingson ** 02:09 So here we are. November 1 is when we're recording this. Did you go out trick or treating last night Gus? Gus Rodriguez ** 02:15 Actually not just stay Oh, Ma. That's not some candy. And then Scotch just enjoyed a drink. Yeah, Michael Hingson ** 02:21 I stayed home too. I, we, there's a person who works with me, Josie and her family came over and trick or treated in our area, but one of the kids doesn't really like to go out. So he and I stayed and watched movies and a popcorn and candy and stuff like that. So we had a good time. Well, yeah, so anyway, I'm really glad you're here. So I know I'm looking at your bio. It said that you grew up in La Fuente. After coming here from Guatemala, when did you move here? How old were you when you moved from Guatemala? Oh, I Gus Rodriguez ** 02:58 want to say I was about five years old when I say you have Michael Hingson ** 03:01 a little bit of a memory of Guatemala. Yeah, Gus Rodriguez ** 03:04 a little vague, but I gotta get him out. Michael Hingson ** 03:06 So what what brought you to the US what brought the family here as opposed to staying down there? Gus Rodriguez ** 03:13 Oh, just like many other parents, they just wanted a better education or thing for their kids. So you know, started off going to school. Last let elementary and middle school and then just kind of went from there. Michael Hingson ** 03:25 Have you been back at all to visit Guatemala since moving up here? Gus Rodriguez ** 03:30 No, not yet. I plan to one day. Take a little vacation over there. But for now, since you're in California. Michael Hingson ** 03:37 Yeah. Well, you have some pretty good weather. You probably have warmer weather than we do up here in Victorville. Gus Rodriguez ** 03:44 Right now it's about like the low 80s. I prefer it during the summer. So one thing I don't like about Riverside is the heat. Michael Hingson ** 03:52 Well, we get that in the summer, too. We right now at 64 outside so yeah, definitely a little colder here. And then then down the hill, as they say, but we are on the high desert as it's called. So we are we're a little bit colder. Well, so tell me about growing up what it was like and that sort of stuff. Gus Rodriguez ** 04:16 I mean, growing up just like many other other kids in there, your loved one thing you know, you're very heavy Latino culture. My parents did a good job of even though they didn't end up together, raising me my sister. So growing up was just kind of seen mature conversations early on and just kind of seeing where I fit in the world so to speak. I always tell people that. I believe I'm a I'm an old soul, my young body just because I've seen a lot of mature conversations and how to do a lot of mature things at early age. Usually because of finances or just seeing some similar things that my friends went through as well. Michael Hingson ** 05:00 So it's a little bit tough from a financial standpoint. A lot of you're growing up. Uh huh. Yeah, just kind of what kind of conversations or what kind of things did you have to deal with? Gus Rodriguez ** 05:13 Oh, go first back to my family and my parents at one point, you know, there are definitely issues such as like eviction possibilities and things like that. So kind of seeing that and, like, come upon it. But finally, on my first job, truly valuing the most simple dollar, the value of money, so to speak, understanding the work, it is so nice to get that. And that's kind of helped shaped a lot of even back in high school, my mindset of, you know, I don't want to go to college, where am I going to get this money from? So I definitely didn't sure I had good grades. I was involved heavily with extracurriculars, sports, anything I could do, organization on campus, that way I could stand out more, and then possibly get more scholarships, so I could go to college. And you know, thankfully, that's exactly how it worked out. Would you go to college? Oh, newly about three minutes more liberal now, at UC Riverside, UC Michael Hingson ** 06:11 Riverside, my wife did her undergraduate work at UC Riverside a long time ago. So I'm sorry, I fell Highlander. Yeah. Yep. She was very involved back in the well, early 1970s and late 1960s in accessibility, and helped bring a lot of wheelchair access to the University of California at Riverside and had some, some challenges. And during the International Year of the disabled, she was involved from a local chapter standpoint. So she, she's very familiar with Riverside, I went to UC Irvine. So I was a little bit further down the road from you. Gus Rodriguez ** 06:55 I guess. That's that. Michael Hingson ** 06:59 Yeah. So when you went to UCR, what did you major in? Or what did you decide to major in? Gus Rodriguez ** 07:06 Oh, so I was like, most people my age, I'm like, I don't know what I want to do exactly yet. But let's play it safe. I was like, I'm gonna go into business. I started his administration, just because businesses everywhere. So did that. And then the concentration was general management, just because I didn't want to limit myself to just marketing to just supply chain or finance, I wanted to be able to dip my feet to everything, so to speak. Michael Hingson ** 07:35 So you just didn't want to be a specialist such pretty Gus Rodriguez ** 07:38 much I like to be in a spot where I have options. Michael Hingson ** 07:43 So how did that work out? Gus Rodriguez ** 07:46 So far, so good, believe it or not, throughout the few jobs, I worked in college, and also, again, the classes I took, I began to realize more of what I wanted to do, so to speak, where, when a when environment I want to be in and a lot of that came from when it comes to customer service, you know, I my patient is good even it's like my direct team, but my patients only go so far. So I remember doing like for example, I've been working in supply chain or logistics after college, and all my teams really don't want to have to deal with for the most part. And when I say that, it's like I only got to worry about developing them, coaching them up making sure they're happy. I don't want to worry about anybody else. So those those jobs really my career and like I said those classes helped me realize that this is exactly more my cup of tea so to speak. Michael Hingson ** 08:38 So you when did you graduate? I think what 2019 Was it? Yes, sir. Uh huh. So what did you do when you graduated? Thank Gus Rodriguez ** 08:49 God I had a job lined up to be an operation supervisor for DHL supply chain pretty much like a week off after I graduated and then just straight into work. Michael Hingson ** 08:59 So DHL the big shipping organization Gus Rodriguez ** 09:04 Yes, it's one DHL supply chain is a third party they deal with a lot of customers. products so to speak. So a lot of people confuse DHL. DHL Express that's different Michael Hingson ** 09:17 organization. Okay. Yeah, Gus Rodriguez ** 09:19 they're not related. They're related to just different branches, Michael Hingson ** 09:23 different Yeah, different branches, but it's all the same sort of large company. So what does it mean DHL supply chain and what you do and what you did. Gus Rodriguez ** 09:32 So DHL, though, it was, I believe is an acronym for the founding brothers. I can't remember the names. I'm being honest. But I know it was. That's where the DHL came from. And then what I did as an operation supervisor was basically you have a team of between 20 Plus team members, getting them to help us get the work done, whether it's receiving, picking, putting away product or loading the product. in an efficient and safe manner. So we worked in a warehouse and we do that the customer Campbell's. So we had to deal with a lot of what Campbell Soup, any smaller companies that they bought like, V eight, Prego sauce and many more. Michael Hingson ** 10:17 So as a as a supervisor in the process, so what did you do? And is it? Is it still what you do? What did what did you do? And do you do? Gus Rodriguez ** 10:28 So my job is to make sure, well, the way I explained my job, because I didn't want to just follow like the standard stuff that I was who I should do, I like to go above and beyond. So my job was first and foremost, at the team was safe, whatever they did, because we worked with heavy, you know, 5000 pieces of equipment, making sure that they're happy. And if not happy, at least content, because as much as I want to make sure everyone's happy. I know, you can't make everybody happy. But they won't get along, they respect each other. I used to look at our performance metrics, whether it was individually by team member or as a team as a whole, and find ways to coach up team members, take away barriers, make sure they need the proper training, they got it, be able to explain the business, you know, top to bottom, so that we were possibly losing money. And at the same time, taking the feedback of team members like Hey, I think this process is better, and doing the deep dive to continuously improve processes. Michael Hingson ** 11:26 So clearly, teamwork is a very important concept to you. Gus Rodriguez ** 11:29 Yes, yeah, without teamwork, a lot of my success from Hobby Lobby here. Michael Hingson ** 11:35 So what do you do specifically to create a team or build the team and keep the team kind of not only focused from a business standpoint, but also motivated to continue to do their work? Well, first Gus Rodriguez ** 11:51 and foremost, at least with me, it starts with getting to know all my team members. Again, the operations manager was my first role right out of college. Since then I've done Inventory Control Manager, Operations Manager, multiple settings, store manager, area manager. And all those rules are fairly similar in the sense of again, making sure there's camaraderie. Big thing for me is as I get to know, team members, it's not just like a checkmark, like, okay, you know, I talk to you, that's it. It's like getting to know, little little things about themselves, whatever they feel comfortable sharing, what drives them, what motivates them, what they don't want to do long term short term, in the most simple thing of how to like to be recognized. And as team members prefer, like a public setting, private setting, just so that way, they're comfortable. And then as I follow up with many possible coaching conversations, or recognizing for achievements, you know, having those little plugins where I want every conversation to feel like they think their number, I want them to feel like they're valued their actual people. The other day, I know, they probably have 1000 plus things going on in life, things could be going wrong, and they still find a way to get together and come up with him. So Michael Hingson ** 13:02 how do you get people to really value opening up and then coalescing, because teamwork is really hard? You know, one of the things that we talked about, at various times, and I talked about on the podcast is the whole concept of trust. And in our world today, we find so many people not overly open to trust, and they're not trusting, but the biggest thing is they're not open to trust. How do you deal with that and get people to to change? Because obviously, if you're going to have a good team, the members have to trust? 13:44 Oh, well, a lot of it comes from development conversations where even when I had a team of 150 plus team members, again, I took the time to know every single one. And with those conversations, moreover, again, like it could be a simple follow up, it's like very next morning, instead of you know, saying, hey, you know, can you help me do this? They'll say good morning. I was last night. I know, you said you went to do so and so. And then from there. Other follow up conversation that goes back to again, the development, they're doing all the hard work realistically, in the sense of all the heavy lifting. The least I could do is like, Okay, this guy wants to be a lead supervisor, he was an inventory. I find ways to help develop them, set them up. So that way, they see that I do care, because though at the end of the day, you're part of my team. I care about you, I care for you to an extent so that we understand that I'm here to help you. It's not just oh, you know, there's always more people. There's always going to be report to me or if you're part of my team, I want you to know that I haven't back and then that goes back down to, again, kind of how you mentioned. Sometimes people are less willing to be trust, trusted or don't want to share as much and I picked up on body language over the years. That's a big thing for me. You know, someone could tell me one thing but their body says another I'm just being straight up with them as respectful as I can, of course saying, hey, like, I know you're saying this, but I can tell like you're not comfortable. Tell me what, you can pull out this conversation later. Or at least try this out. What can we hear and if you really don't like it's not for you, we can stop, but at least try it out. And then just overtime to begin to see like, I'm actually there to help or like, interesting to me. The here's the positive outcome that came out of it. So that way, it's not just me saying things to tickle the ears. It's also like, you know, I'm following up, I'm being consistent. If you need something, hey, can you look into this for me? Sure. Because I have so many people asking that I write things down from them. And the other day, I looked at my sticky notes, am I right? Did I do this? Do that? Let me get back to so and so. So that way, they see that they're doing all this? All these things? For me? The least I could do is have this follow up and just be as consistent as I can. Yeah. How did you Michael Hingson ** 15:51 learn all that? I mean, I would say you've not been in the workforce very long. And that's okay. But the bottom line is that you clearly have learned a lot as you have been in the workforce. And probably I would think some of that has come from earlier kinds of things as well. How did you how did you pick up all those concepts and start to put them to use? Oh, that's Gus Rodriguez ** 16:15 a mixture of things. So even going back to, there was a summer I spent with my dad when I was much younger, and he was a supervisor. And I would just pick up on things that you that, you know, he would tell me like, you know, here's what made me successful, or even if he didn't say, I could visually see things again, like the follow ups, checking in with his people, even though it's like, Hey, can you get this done? You know, while on the way he will say hey, by the way, you know how the kids know things like that, that starts to pick up. And even when I used to be a picker, working as a, as a temporary team member in a warehouse when I was in college, talking to fellow team members, you know, what they liked or disliked about their supervisors managers even experienced it firsthand where I had a supervisor that didn't even say good morning, they like, remember my name is point say, Hey, can you do this? And lo things about where I would pick them up? Like, you know what, if I'm ever in that position, that's something I definitely want to do. Or in the most simple thing of when I was back in college, you know, BSA business organization, and I was the president, little things again, where I would assign my fellow board members tasks, but I would follow up, because I want them to feel supported, I wouldn't give someone a task, if I didn't feel confident that I could do it myself or find the resource to get it done. So little things like that over time, and then obviously been in the workforce situations are very similar, but that little details, that little detail that makes a different kind of key mental notes. So that way, it happens again, it's like a trigger and okay, and react to that, so to speak. Michael Hingson ** 17:51 So when you've got a team member who's maybe not necessarily contributing, like they should, or maybe that you think should be contributing, and they're not, what do you do about that? Oh, Gus Rodriguez ** 18:01 well, first and foremost, it starts with simple conversation of what's going on. But at the same time I, I bounced that conversation with, how can I help you, because I like to give the benefit of the doubt, nine times out of 10, where I believe people don't wake up and say, I'm gonna start today work, or I'm not gonna do anything in the benefit of a doubt, like they come in, Hey, I see that you're not being as productive. What barriers are you facing? What can I do to help? Is everything okay? And no, things like that. We're just gonna have that simple conversation. And sometimes they brush it off at first, like, oh, you know, fine, everything's good. Now, I'll pick it up. Later, I'll tell you what, follow up later, just to make sure that you do look at the follow up happens, they're either about the same performance or just a slightly better, again, just that follow up where I've had team members open up in the past that, hey, I got this actually going on in my life, you know, divorce issues, the kids, etc. And just taking the time to get on time, listen, because, as I mentioned before, so much goes on in everyone's lives that people often forget that, you know, other people are going through things too. And I think that's also what contributes to my success early on is recognizing that at the end of day, yes, there's a job to do. But I'm working with people. I'm leaving people hanging, understand that I need to have empathy and sympathy at the same time. So even if I don't have kids at the moment, but if someone tells me that they should have kids, or, again, the list goes on, if I haven't experienced that listing, then I'm saying, Hey, I haven't gone through that. I appreciate you open up and tell me about that. But I think these suits my hope, or I'll tell you what, I'm gonna follow up later. I want to make sure that I'm doing everything in my hands or my power to make sure you're heard that you're valued. And then again, those things usually help pick it up. Or sometimes they're not as receptive and they still you know, they're very closed off with those. I'm gonna start from my open door policy. But I still fall to the part of my job where I go to retraining work instructions, etc, making sure that do an observation so that way they know even if they don't want to open up or they don't want to see what's going on, I'm still there to follow through the process to ensure that at least everything by the standard is being done correctly. Michael Hingson ** 20:18 Yeah. Well, and that's, that's kind of important. It's a matter of understanding all the way around. And as the leader, and I think there is a big difference between being a leader and being a boss. So that's why I put it that way. But as the leader, you are the person who is needing to coalesce the team? Well, how would you define the difference between say, a leader and a boss, a Gus Rodriguez ** 20:45 boss takes credit points, the fingers just tells people what to do and gets mad when results are out there. A leader takes the time to develop this people, listen to his people, lead by example, get his hands dirty, making sure that everyone understands and respects and as well as just overall making sure that when the results are not their leaders, reflecting on what he could have done better to not just be with one person specifically MSW. Okay, what could I have done to help that scenario? Michael Hingson ** 21:15 Yeah, one of the things that I've always felt when I've been tasked with leading teams is I say to my colleagues on the team, I'm not here to boss you around your knee, the assumption is, you know what you're doing. On the other hand, my job is to add value to what you do. So we need to figure out with each individual, how do I add value to you. And I think that's really important. Because if you're able to, to enhance and add value, you're gonna make everyone obviously more successful, which makes you successful as well. But it's about adding value. And I think that's really pretty important to really be able to make that happen. So, you, you, you learn to somewhat connect fairly early on in life, didn't you were doing that by being a good observer. And I think that's probably the best way to describe it, you observe, and all the things that you did, and you chose to put it into practice, didn't you? Which is always a really helpful thing. So what's the really hard part for you in terms of connecting with others? Gus Rodriguez ** 22:33 I think the hard part is, again, as a leader, as a person, I believe people should know, their leadership style, and not just leadership style, but even just what they're like, you know, when I just like, What do I like in terms of my crowd of people. So I, for example, I tell people all the time, I'm an omni vert extrovert introvert, I love my longtime I, you know, my small crowd of friends that I like to spend time with, I really honestly like to spend time with people that I enjoy with, you know, I don't have time for wasting, wasting time, so to speak. So understanding that, and then, when I come across a brand new team member or situation where it's the most to me, like the total opposite of me, well, this person is the opposite of me, and drains my social battery very quickly. And the hard part is, you know, maybe it's a long day for everyone, maybe mentally, I'm just right there, like my borderline. So just trying to bring together you know, to have the interaction so that way, even when those long and tough days, I get being consistent as possible with having a simple interaction. What do you think about it might not be that simple. But again, my interactions taking place. And then, at the end of the day, all my team members can say, even if they don't like my leadership style, or they're like me, specifically, they respected because again, consistency was there. And they see that I was feeling terribly across the board, I tried to help every across the board. And the other thing, too, is not just with necessarily that personality, so to speak. But certain key factors, of course, like when I first started, it was a little harder to connect with the older crowd, so to speak, because I was fresh out of college. Some of my team members could have been my parents could have been my grandparents. And it comes down to finding that in that respect, without demanding it. So I think that's the issue that a lot of younger leaders or new leaders face is they demand respect, but they have shown little too early. So again, taking the time to find common common things to talk about. And even though there's nothing finding ways to still see what they like, and go on from there. Because I guarantee at least there's one thing that can always be discussed that you have that little small connection with that other team member and then you can you get to build that rapport with them. So eventually, they respect you, but it wasn't enforced. It was also very transparent across the board. Michael Hingson ** 24:59 Yeah, bye bosses demand respect rather than commanding respect by what they do, which is I think, again, that's another maybe way to distinguish between the two do you have? You talked about two things I'm gonna ask you about both of those. You talked about it with some people, it's easy to train your social battery. And I can appreciate that. How do you deal with that? What do you do? Gus Rodriguez ** 25:20 Oh, man, work setting, private setting, they're all very different. But we're talking about the work setting it when it comes down to before and after, as I call it, I had just talked with a fella, one of my friends the other day, too, when you're a leader of people, or even in my other roles, leader of leaders, you need time to walk away from the business not talking about like a whole day necessarily, but you know, like 510 15 minutes, whatever it may be to yourself, recharge, do something you enjoy, listen to a song, maybe lunch, maybe get a quick snack, just closed a laptop, step away, and being able to find that little piece in the middle of the day. So being able to do that before and after, especially most when you know, you go into one more that's going to drain you really quickly, being able to recharge because it's not fair, or the way I see it. It's not fair to both parties. It's not fair to myself, that I'm not taking care of myself. But it's also not fair to my other team members, my other people that report to me if I'm not in the best, or in one of the best conditions to take care of them, if that makes sense. Michael Hingson ** 26:26 Yeah, well, and I think that does make a lot of sense. It's all about the fact that you have to be on your game. And no matter what others might say, it's your own internal pressure that requires you to be on your game as much as anything. So the very fact that you address that issue and recognize that issue is pretty important to be able to go into situations that can be very draining, you do prepare, and it's all about preparation, which makes a lot of sense. Yeah, and the other question that comes to mind is you mentioned that you've had situations where you as a young person, almost out of college, and were, were tasked with leading teams that had people who were significantly older, as you said, it could be your parents or your grandparents. Do you have a story of how you turned one of those around and made it work? Gus Rodriguez ** 27:26 Oh, yes, I do, actually. So even going into like previous things we're discussing, a lot of it comes from, which I'm sure we're discussing today is the mental health, mental health portion. So one way that I was able to turn around was, again, very connectivity, and interacting with all my team members on a one on one basis, getting to know them. But this specific respect, I won't say the name, but I don't Michael Hingson ** 27:46 know what I remember, I don't need that domain names. Gus Rodriguez ** 27:51 Having conversation with him. And everyone was always telling me like prior to like, you know, he's always been a hot, he's always been kind of to himself. And I'm just like, to take that time to see why he's like that. So as I was conversations, besides the simple introduction, you know, Hello, my name is Simon. So I'd be your new supervisor, etc, etc. Just finding down and just being as blunt but as respectful as I, because I like it's like a bad way to get out of the way. And just straight up, say, Hey, man, I noticed that you literally, you're in unpleasant mode. And the reason why I'm following up is to make sure that you're okay. If you're comfortable sharing what's going on with you can be a big mental health advocate, it can be the most simple thing that maybe is recent, or some has been around for a while. Here, you're talking about it, you're not inclined to but just know you have the option in case someone has ever offered that to you. And you don't want talk to me, I can provide resources, I can point you in HR, that they can spread resources that maybe they connect to you as well, that will make you feel more comfortable. And it was like a little pause. And he he said some of the you're the first one to actually ask me anything around that realm. And who knows how long. So what what in my office at the time, and you know, told me, everything was going on with him. We spent I guess, almost 3540 minutes. And the whole time, I was actively listening, making mental notes. And to make sure that he was heard. And we were done. I thanked him and said I appreciate that you were comfortable and open up to explain everything going on with you and why you were in an unpleasant mood or why he was been that way. And he ticked him off spec me for you to actually listen. And I would always have my follow ups with him as well. Okay, you know, just one follow up. I was going with this. Some days are good. Some days not so good. But I'm teaching other people my my better workers. If I needed something, the most simple thing I could be like, Hey, can you get this done? When you're done? I'll follow up with us. We'll make sure that everything back home is still doing okay. You said yes sir. Whatever you need You know, as attention will take care of it. And Tuesday No, I don't talk to him anymore because I'm no longer at that facility. But I hope he's doing well. Tom about Michael Hingson ** 30:08 communications, isn't it? Nine Gus Rodriguez ** 30:11 times out said, yeah, yeah, Michael Hingson ** 30:13 people just don't work at communicating. And and it's scary in our world in general today, we, we have gotten to a point where it is so very hard to have any kind of conversations with people, people just don't want to converse. And I realized that there are subjects that can be sensitive, you know, like politics is a perfect example, that we have gotten to the point where no one can have discussions about it. My opinion is right, yours is wrong. And that's all there is to it. And we, we don't, we don't communicate, we have lost the art of conversation. Gus Rodriguez ** 30:49 I agree. How do we fix that? Oh, man, I can't speak for everybody like, but for me, like me and my friends. Because I have some friends that have different, like, for example, political views, religious views. I don't like to put down anybody and say, like, You're wrong, I'm right. To me, it's just like, look, it's your opinion, it's valid, because it's yours. As long as it's not bring anybody down, by all means, you know, listen to it. I might, I won't debate unnecessarily, as long as you don't come from mine either. Or, like if you actually listen and understand why I have my point of view, and I will do my best to do for yours as well. Michael Hingson ** 31:29 And that's really the issue, it shouldn't be debated should be discussed if you're going to do it. And that's that's the big problem that people think you have to debate and my ways the right way and your way isn't the right way. And we don't get anywhere when we do that. The reality is that when we really sit down and listen, and have meaningful discussions, we may or may not change someone else's opinion. But at least we hopefully communicate to the point where they at least have some respect for someone else's opinion other than their own. Which is, of course, the big problem. All too often, that just doesn't really go that way. Gus Rodriguez ** 32:17 So, unfortunately, yeah. Michael Hingson ** 32:19 So you, you clearly look out for others, who are what helped you really get into that mindset. And I think that's a good way of expressing it. That it is a mindset that you look out for others and you help others. Gus Rodriguez ** 32:31 Oh, first of all, most of my parents, like, I'll start with my dad, again, going back to spending that summer with him. Just you know, he took care of his people, they need something he was basically like, Okay, I'll get there as soon as I can. And he would. And then I would just again, observing how, how easily they followed him, because he was their boss. But because of those little things that I could tell his team, I was actually happy to be working for him. Another one is my mother. Growing up with a lot of things we went through, I could tell that some days, my mom would just appreciate somebody besides like a myself heard her out, things that she was going through. And that made me again, put myself in the shoes of, you know, my rabbits team and report to me, if their mothers fathers, whatever the case may be, again, they're going through real life situations. And again, just hearing our providing an ear and possible solutions would go such a long way. But then there was also this went back to when I was a banker as a temp. Finishing my last year of college before I became a supervisor, I started off again, brand new, didn't know anybody. No one really talked to me besides people that worked near me. Supervisor named a good morning just like get to work. But there was this one guy and to get under respect, I won't say his name. But he older gentleman, he was the only one that actually went out of his way to Good Morning. How are you doing? I see you're new here. Give me any help, please let me know. I'll be over here. And it wasn't just that one time again. He continued to follow up. He didn't have to do this. But the fact that you did, it made me feel really good that knowing that you know, somebody noticed, I'm not just getting like another number, just another nobody. And even the days that I missed because you know at classes or things wildlife. The next thing I did show up to work, he's a MC yesterday. Again, the fact that somebody notices, those are the things that really stuck with me and it made me realize like he's not even like the supervisor or the boss, but that's something that would want from my supervisor, boss. So those are things I started to pick up on and he's no longer with us at rest in peace. But the fact that he took the time is what I'm trying to say and that's something that whether it was supervisor me is a one of my many manager roles with game that it's my team members. It's the supervisor reportedly just taking the time to pull him to the side and say, Hey, work aside all all this BS that we can deal with to the side, what's going on? Anything? How's your mental health? And those are the things that just this little simple check in was, that went a long way not just myself, but went a long way for other people that came along for the ride. Michael Hingson ** 35:25 So you did a lot of work in Business and Business Administration so on, do you think that college helped really prepare you for the kinds of things you're doing now, when you're talking about teamwork and all those sorts of things? And not the theory behind what you do? But real preparation and building teams? And, and the kinds of things that we've been talking about for gosh, now over a half hour? did? Did college help really prepare you for that? Or did that really come from other kinds of environmental issues? Gus Rodriguez ** 35:58 It's a mixture, you know, I'm a big fan of the education system if Oh, yeah, absolutely. Yeah. But at the same time, I think it comes down to obviously, whatever your your major your field is, like, for example, you've been in business is not just going to classes, because that's the textbook only teach you so much, right? The textbook might be outdated with math might be there, you're doing finance, that's pretty much gonna always be the same, right. But like, in my case, when I'm dealing with when I'm dealing, but I'm working with people, my people were really helped bring that together was join organizations in college where you have to work together, where you become like an officer, like, for example, again, Latino Business Student Association, there'll be a say, I started as a general member, my freshman year, and throughout the years made my way to be the president, being in that role was so crucial for my leadership development early on, because, again, I was able to apply, as you mentioned, observe and apply previous experiences that I already had, and seeing them how they play out with my peers, so to speak. So people move closer to my age, and then being able to get into the workforce and apply it but then adjust or tweak little portions because now it's no longer people. My age now, it's very different. It's more diverse. It's very different work that has to get done, so to speak. But still, again, the education system that your job when it came down to, since I was general management, I had my head and everything had given me insight to it. But then also getting involved with organizations on campus was the cherry on top, so to speak. Michael Hingson ** 37:38 If you could change something in the whole education system, and when what you learned or what you did learn, what would you change? From a college standpoint, a curriculum standpoint, Gus Rodriguez ** 37:50 oh, probably more like towards the first two years just because like, it wasn't really towards the last two years that I got to focus more on what I wanted to do. So like the first two years was kind of like when I had like, extra electives that I really like, Okay, I've got these classes that I enjoy taking, okay, now I got these other two, you know, what I want to take with like what's left? That's not already like taken up by the the higher up, juniors and seniors so to speak. So being able to just have a little more control in the sense of, this is truly what I want to do. Let me expand my horizons in this area, compared to now it's like, oh, well, I guess I'll take oceanography because I have this free elective that any credits, but it's like everything else I want to do is is taken up? Michael Hingson ** 38:31 Well, how would you change the whole curriculum to make it more practical? Or would you Gus Rodriguez ** 38:41 not the whole critical village has changed in the part, were truly just taking the classes that were going to benefit you the most, because again, you know, full respect to you to UCR, who respect to the professor, everything, oceanography, I went to that's like one example. I only took that because, again, I had an elective, I need the credits to graduate and also, everything else is taken up. But we're kind of forced to take that class. So now, if I could just change that and actually take a class that would have been more beneficial. Again, maybe like people organization skills, or you know, as it became a manager, and now looking back, like a lot more of the debit and credit, the finance portions, things like that, that would actually benefit more in the long term. Michael Hingson ** 39:25 Do you plan on going back to school and doing any more studies going for more advanced degree? Gus Rodriguez ** 39:31 Oh, the NBA is always in the back of my mind, but uh, it's expensive. So with all the companies I've worked for, they all do provide tuition reimbursement to an extent, but it's also trying to find the time right now. As mentioned earlier, on being on time, you know, it's not just the trade off of the money but also the trade off of on my days off, do I really want to be spending more time even though it's an investment in me that we want Spend time taken away from you enjoying the little thing is relaxing. So it's always like a back and forth where maybe maybe who knows? I'll go, I'll go back. But if not, you know, I'm not gonna I like to say my experience for itself speaks so far for getting to those higher positions that I can go for. Michael Hingson ** 40:17 Do you do much reading about different subjects relating to what you do management theory team building and any of that sort of stuff? Do you? Do you still study that in some way? Yeah, I Gus Rodriguez ** 40:31 read a couple books here and there. A lot of my previous jobs, and even though I'm one of them, I provide books on leadership, like, actually, I'm on this on my phone, but it's been balanced by a book right now, the question behind the question. So basically, you know, what, to really ask yourself, to eliminate victim thinking, complaining and procrastination. So little things like that, that I follow up with just so that way. It's not just for myself, but then how can I get that concept and possibly use it on a team member that might need it one day, one of my leads, one of my supervisors, etc. Michael Hingson ** 41:05 You've talked about mental health in various ways, and during our time, and and when we talked before, what prompts your great interest in the whole idea of mental health? Oh, Gus Rodriguez ** 41:17 I mean, like many other, I won't even say meters, this point, people. I've had my fair share of struggles with mental health, stepping back from college, and not necessarily from the stress college, but just life in general, you know, so, you know, things like that, that, you know, there was times when I wasn't in the best headspace didn't want to be closed off, just getting just a lot, a lot of like, 1000s of things going through my head. And just being able to, thankfully, now I'm in a much better, better headspace. But getting the help that I needed. And that goes into kind of what we've been talking about, as I get to know, my, my people, so to speak, letting them know that yes, you know, we got a job to do, we got things to take care of, it's a business, but I want to make sure I'm also taking care of you. If you're in a good mental health space right now. Great, fantastic. And I'm here to discuss it, you know, I know, maybe my had been a little different compared to the mental health issue they're going through, but at least I know what it's like to, to not be okay. And just remember, that's fine, too. But it's a matter of speaking, okay, in the hope, and ensuring that they always have an outlet for it. So Michael Hingson ** 42:31 a lot of your mental health discussions are really arranged around stress. Gus Rodriguez ** 42:39 I mean, stress of the things, it's, it's funny, it's like the things that I can't handle. And then once I do, it's a great, that's gone. But it's also like the things that are out of my control to where, like many people I'm sure, like, you know, involves us, we try to kind of like, forget about it, because like, look, it's out of my hands, how much I can do, it is what it is, but at the same time, it's always lingering there, you know. So being able to, again, you know, make sure I'm still okay, taking the time, I need to make sure I can take care of others as well. But being able to find ways to limit that, that stress that lingers in the back of somebody's mind. Michael Hingson ** 43:13 So what would you advise to someone who's maybe going through some sort of stress or mental health issue? And and that's a such a general question, because there's so many different kinds of mental health issues. But what what kind of advice would you give to someone or maybe someone who's listening who may be having a hard time with something? Gus Rodriguez ** 43:36 Easier said than done, but definitely figuring out two things. First one, maybe what, what triggers the most most of it, or what's the main thing that you're thinking of, and again, divide it to kind of what I said, which control you can control, and the other just gain an outlet. Again, if it's my team at some time, if you're comfortable, romantic at the time, you want to speak to me about it, I can have that conversation you about it, or the most simple thing is I can just shut up and listen, sometimes it's what's the one month just for someone to know what's going on, to let them know that, you know, the world might not come crashing down right away, but at least someone heard him out. And then the other thing is ultimately, when you gain that lesson mentioned, or to gain help is once you figured out what it is, again, whether it's a friend or family member, even just therapy, ensuring that someone is there for you. Because a lot of times I feel we have that mindset of it is what it is which you know, I'm guilty of it too. And we just kind of like let things ride out, things build up and eventually it comes out very nasty, or it continues to get built up and then you know, you're in a much worse state than you would have ever been able to just talk to somebody about it. Michael Hingson ** 44:48 You know, you said something that really is so important. It more often than not makes perfect sense to as you put it shut up and listen. We spent so much time Talking, and not listening and observing. And I love the fact that you are very much an observer. And you're willing to listen, because a lot of times, really not a lot, you can say, it really is going to be best if somebody can just talk something through. I've talked to a lot of people who are coaches and talk to some people who are therapists. And of course, what, what, what most people would say is that it's all about self discovery, or it very well can be that you have to figure out what is really bothering you. And good listeners can ask questions. But we really have to figure out most things for ourselves. And all we can do is be guided down the right path. Yep. Gus Rodriguez ** 45:48 I'm big believer that, again, I don't have all the answers. Even if I tell you, like, you know, let me get the right resources. But sometimes the most simple thing with working with others is just being an active listener, or just like being an active listener, but being able to understand that the situation that someone's providing, or speaking to you about is something that you've never gone through, or you know, God will never go through. But the fact that you can be sympathetic and empathetic, relate as much as possible, at the same time, be as quiet as possible, so that when they just have their moment to be as vulnerable as they can with you. It's such a such a huge thing that not many people I feel, see the value and until they've gone through it, or they see someone else go through it. Michael Hingson ** 46:38 Have you ever had any examples where what you do as a team leader, and and an observer hasn't worked, and that something just didn't work out in terms of dealing with someone. Gus Rodriguez ** 46:54 One of my roles, I would probably say there was like a, because what I observe is not just people's actions by body language, or what they do. But it's also like, Gus Rodriguez ** 47:06 when they say certain things, I think about certain cues that the body does, again, kind of makes your body language too. But there was one time called a teammate with my office. It's okay to let out whatever was going on. They were just, for a moment just quiet, trying to try and get the words because sometimes, and I've gone through this where it's it's hard to put into words, right? And it's a little hard for me to listen or help if they themselves can explain it. So in that situation, that sounds like look, I understand. So I'm not forcing you, I'm not expecting you to be able to put in words, either. It's like that sometimes. And get just a moment of silence where, at least for myself, I don't judge, I don't question it. To me, it's like, you know, maybe this moment of silence, still them just trying to get everything together in there. And then ultimately, I cannot directly right away. But what I was able to do, I was like, Look, I kind of put you on the spot by asking that. So I apologize, that's only, but at the same time, I also don't want you to beat yourself up for not being able to explain how you feel because that's valid. Sometimes you can't, sometimes it's it's a mixture of so many things that we just don't do it justice, right. So I was able to at least partner them with HR and they get to go to therapy. And unfortunately, at least with me, they they stop working after like a month after just because they need to take care of themselves and do what they had to do. But at least for me, it was it was a winning loss. It was a it was one because I would love to keep them on to let them know that you're there. And I would have been nice or to feel that I could have done more. But it's also a loss because again, I didn't I can only do so much. And that goes back to being sympathetic, empathetic. Knowing where your where your life is. Also, don't worry, like, as much as I would love to, here's where I can't. So I haven't heard from them ever again. I hope they're doing well. That's what they do look back on and I'm just like, little guilty, but at the same time, it's like, again, it's only so much I could do you know, because I wish it was it would be more but sometimes it's just out of out of my expertise, so to speak. Michael Hingson ** 49:15 Well, you know, and you can't teach people things and they really have to teach themselves all you can do is guide the way and there's only so much you can do. Yeah. So do you spend much time like at the end of the day or at the beginning of the day doing any kind of self analysis or introspection? What worked yesterday or earlier today? What didn't work? Even something that worked what could I do to improve it or what could I do to have addressed the situation differently? You know, may come pretty natural to you but do you do you do much self analysis? Gus Rodriguez ** 49:53 Oh every day. I love my positions are the ones I worked in. ask the President now just because I know I tell people I know when I won, and I know when I lost, so to speak that day. And when I say that, it's like I can kind of like you mentioned, go back and say, Hey, this didn't work. What could I have done? What? At what point in the day should I have done this or being able to kind of, it's like a, like a, like a football game or basketball? Look at the highlights. Okay, this was good. This is good. Okay, who's where this went wrong? What could I have done there? So being able to replay that in my head, but also what I took the what's on his head in that short term memory, we're like, Okay, once you know, I figured it out. It's done. Days, done, stop linger on it. Because I can change anything we look at tomorrow. Remember what I'm gonna do, or what's gonna be done different. But in terms of the failure, so to speak, now, it's like, forget it, it's a new day, all you can do is get better, right? So, you know, the day I do that, in comparison to a previous state, what I went wrong, what went good. And even the days where everything, let's say, you know, market already went perfectly smooth, can ask more. I still think back and look back. Right? I did this for the team with the this facility, the operation looks good. What could I have done for myself, though? Because at the end of the day, I think that's the balance to where it's not just a servant leader, and I just take care of my team and the business, but it's also making sure that if I'm wanting to repeat that same performance, possibly, am I still in a position to take care of myself to take care of others and go from there? As Michael Hingson ** 51:30 part of your leadership style? Do you regard yourself more of a servant than anything else? Many Gus Rodriguez ** 51:38 times, yes. Because, as mentioned before, you know, a lot of the positions I've worked in, whether it's supervisor or manager, the people that report to me, bless their souls, you know, they they do all the heavy lifting, I'm just blessed to be in a position where they trust my thinking, they trust my direction, the big picture that I want to go towards, and they follow Me, and they see that I want to step and get my hands dirty, too. But ultimately, I'm there to put them in positions to also succeed. Because, you know, a lot of my success, probably 90% of my success, even though I can look back and say no, well, I did this way. So why did this to set people up? Yes. But if no one is there to help steer the ship with me or help help move the ship. It's just me by myself, and I'm gonna get you nowhere. Michael Hingson ** 52:26 Yeah. Yeah, it's still all about the team. And should be about the team. Yeah. So if you could, is there anything that you would change about your journey, your personal journey and your journey as a leader as well? Gus Rodriguez ** 52:47 Oh, looking back. Michael Hingson ** 52:50 Yeah, retrospective, a little here. Yeah. Gus Rodriguez ** 52:55 personal journey, probably, my, it's always weird to say this, because, you know, I'm only 26. I, my career's only been about like, four to five years already, but I'm probably like, in my much younger port, or my mature started my career is looking back in, again, as a man advocate for mental health. Now, being a bigger advocate back then for myself to feel would have spoken up sooner or didn't try and brush it off. So you know, I got this just, it's whenever it is, what it is the other day, but I would have done that sooner, I would have probably avoided a lot more mental health damage or stress to myself. And I would have put myself in position for even earlier success, or just earlier moments of peace, so to speak. But in terms of professional, I would probably keep everything the same, you know, I've learned a lot. failures, pains, losses, it's it's all part of growing, then one thing I probably will change is going back to, again that you know, blessed so that when I was an attempt picker, they looked after me and he checked on me. I wish I had more conversation with them. Because I feel like those are the kind of people that we need in this world. And I feel like as much as he was checking up on me, I could have done better to also you check up on him and make sure he was good. Yeah. Well, Michael Hingson ** 54:19 you'll have I'm sure other opportunities with people to do that very same thing. And you know, more than you did before. Yeah. One of the biggest things that I talk about a lot on the podcast, and you've alluded to it, and I think it's extremely important is we really need to not worry about the things that we don't have control over because as you've pointed out, really stresses us out. And we really should focus on the things we can control because the rest will have to take care of itself and it will take care of itself. But we're not going to be able to do anything to address it directly. And Gus Rodriguez ** 54:55 you know, that's something that even now I still it's an ongoing battle because there's you know, because it's always gonna be a thing. There's always things that come up where it's out of my hands. But it's like, oh, you know, you tend to just think so much about it. And I tell people that's like one of the main killers or joys, just worrying about things that are out of control, which can easier said than done. But taking the time to just find those little things in life. Get your mind off of that, so that we can just enjoy yourself. Yeah, there Michael Hingson ** 55:24 are too many forces that try to make us think about all the things that we don't have control over. And it's a tough discipline to just focus on the things over which we really have control, and to not stress and bother so much about everything else. But it's a it's a tough lesson to learn, but one that hopefully more of us will catch on to as we go forward, what's the biggest thing you would take away from everything that you've done or has happened to you so far? Oh, Gus Rodriguez ** 55:54 let me know. Thanks. Thankfully, I can say I'm applying it. But the biggest thing I could take away, not just for myself, but as I spoken to multiple student orgs and classes without going back being a guest speaker. And even just in telling my leads, and my supervisors that I'm trying to develop, the biggest thing I can always take away is, is a mixture of two things is one, take care of people, and they'll take care of you. I believe that all aspects of life, you know, your family, your friends, your team members, take care of them, make sure they're good, their mental health is good. You're developing them, you're helping them in any way, shape, or form to get better. So that way, they understand the impact that they're doing impact that you're doing in life, and even doing direct impact, because I believe that, you know, I might help this person, they eventually help somebody else the same way I help them. It's a domino effect. And then the other mixture is just the end of the day. You know, life is life, things are gonna happen. Just make sure you're taking care of not just your body physically, but mentally because I feel the mental points overlooked so many times. And that's usually what leads to our, our own demise. So to speak. Michael Hingson ** 57:07 You Yeah, certainly good sage advice to, to give to other people take care of yourself and watch out for others. Yep. Well, this has been fun, enjoyable, and I really appreciate your time. Can people reach out to you and talk with you in any way? How would they do that? Gus Rodriguez ** 57:29 Oh, yeah, by all means, I believe you have my LinkedIn, you also my email, I think you reach out either one. Michael Hingson ** 57:36 Once you go ahead and say why don't you go ahead and say those if he wouldn't and spill, anything that's relevant to spell? Gus Rodriguez ** 57:43 Well, the email is g r o d r 025@gmail.com. I'll say that one more time. Gmail is g r o d r 025@gmail.com. As far as the LinkedIn and so it's very long to say but just look up, Gustavoe. with a period, Rodriguez. And you should be able to find me the title of my position that was operations leader, that was a little easier. Sort of trying to find like operations manager, supervisor, etc. Michael Hingson ** 58:14 And people can call you Gus. I would prefer it Gus Rodriguez ** 58:17 just because it's so cliche becoming unstoppable. It's like it's talking to my dad. There Michael Hingson ** 58:21 you go. And it gets you to the point quicker also. Well, I want to really thank you for being here. And I want to thank you for listening to us. Hopefully you found our conversation useful and relevant in some way. I'd love to hear from you and would really appreciate you emailing me You can reach me at Michaelhi , m i c h a e l h i at accessibe A c c e s s i b e.com. Or go to our podcast page www dot Michael hingson.com/podcast. And Michael Hingson m i c h a e l h i n g s o n. So Michael hingson.com/podcast. And wherever you're listening, please give us a five star rating. We really value those ratings and your reviews. Hopefully, you really liked what you're hearing. And if you you do we want to know it. And if you have any thoughts, suggestions, or ideas of other people who want to come on unstoppable mindset as guests and guests the same for you love to hear any ideas. We are always looking for people to come on unstoppable mindset. So one last time though, Gus, I want to thank you for being here. And we really appreciate your time and value all the things that y
Watch Carol and Tim LIVE every day on YouTube: http://bit.ly/3vTiACF. Bloomberg Technology Co-Host Ed Ludlow explains that two of Tesla's top executives have left the carmaker in the midst of its latest round of job cuts. Katie Thomas, Head of the Kearney Consumer Institute, shares the results of the Kearney Consumer Stress Index. Greg Hewitt, US CEO at DHL Express, talks about the international parcel delivery business and sustainability efforts. And we Drive to the Close with Ryan Detrick, Chief Market Strategist at the Carson Group. Bloomberg News Squawk Desk Reporter Bill Maloney also participates in the conversation.Hosts: Carol Massar and Tim Stenovec. Producer: Paul Brennan.See omnystudio.com/listener for privacy information.
DHL Express US CEO Greg Hewitt speaks on shipping demand and logistics with Bloomberg's Carol Massar and Tim StenovecSee omnystudio.com/listener for privacy information.
On Episode 690 of WHAT THE TRUCK?!?, Dooner is coming to you live from FreightWaves' 3PL Summit, where we're looking at tech that is transforming the industry. Front's Craig Klemp looks at emerging systems that aim to empower global and domestic trade. He's breaking down what Front is seeing in the automation, AI and connected system space. DHL Express' Greg Hewitt tells us about the company's new GoGreen Plus program. GoGreen Plus is a dedicated solution to help businesses reduce the carbon emissions associated with their shipments through the use of sustainable aviation fuel. We'll also find out what he's seeing in the broader freight market. Highway's Michael Caney is on a mission to fight freight fraud. We'll hear stories from the front lines as his team looks to counter this $700 million problem. Plus, transporting a giraffe; Mike's Hard Lemonade heist; longest wait times; VR truckers; and staying clean while stuck on I-80. Watch on YouTube Subscribe to the WTT newsletter Apple Podcasts Spotify More FreightWaves Podcasts Learn more about your ad choices. Visit megaphone.fm/adchoices
On Episode 690 of WHAT THE TRUCK?!?, Dooner is coming to you live from FreightWaves' 3PL Summit, where we're looking at tech that is transforming the industry. Front's Craig Klemp looks at emerging systems that aim to empower global and domestic trade. He's breaking down what Front is seeing in the automation, AI and connected system space. DHL Express' Greg Hewitt tells us about the company's new GoGreen Plus program. GoGreen Plus is a dedicated solution to help businesses reduce the carbon emissions associated with their shipments through the use of sustainable aviation fuel. We'll also find out what he's seeing in the broader freight market. Highway's Michael Caney is on a mission to fight freight fraud. We'll hear stories from the front lines as his team looks to counter this $700 million problem. Plus, transporting a giraffe; Mike's Hard Lemonade heist; longest wait times; VR truckers; and staying clean while stuck on I-80. Watch on YouTube Subscribe to the WTT newsletter Apple Podcasts Spotify More FreightWaves Podcasts Learn more about your ad choices. Visit megaphone.fm/adchoices
Mustafa Tonguç, Managing Director at DHL Express Germany, discusses supply chain resilience and the growth in global B2B e-commerce: Why supply chain resilience is crucial Manufacturing being stimulated around the world DHL helping customers create new supply chains Enabling late customer checkout times for next-day delivery Omni-shoring, near-shoring and friend-shoring Sustainability and ethically sourced materials Digitalisation, automation and labour market issues Growth in B2B e-commerce Examples of B2B retailers selling online Expectations of B2B e-commerce shoppers Tips for improving cross-border B2B sales Two-person delivery On-demand delivery
Robust shipments from southern China are driving peak volume growth in the Americas that could reach 16% this year, according to DHL Express Americas' CEO Mike Parra. In this Talking Transports podcast episode, Parra joins Bloomberg Intelligence senior analyst Lee Klaskow to discuss how peak season is shaping up. Gains are coming from deliveries of fashion, auto parts, technology and gaming products, and Parra sees long-term growth opportunities from a gradual move away from China into northern Mexico. Airfreight rates may find support at current levels until the Chinese New Year, which bodes well for earnings at DHL Express and competitors.See omnystudio.com/listener for privacy information.
Peak season is anything BUT a holiday for SMEs but despite altered consumer purchasing patterns, global trade challenges, and inflation, SMEs are optimistic that online holiday sales will be something to celebrate. What factors are driving that optimism? Greg Hewitt, CEO of DHL Express US shares some findings from a recent DHL survey that might make your peak season merry and bright. FOR MORE DETAILS FROM DHL'S SURVEY: https://www.dhl.com/discover/en-us/about-dhl/reports-and-press-releases/customer-holiday-outlook-survey-2023 DO YOU WANT TO RESPOND TO THIS EPISODE? Call our Dialog Line: 888-878-3247 DOWNLOAD THE NEW INBOUND LOGISTICS APP featuring the updated and expanded Logistics Planner! Available on iTunes and the Google Play Store: bit.ly/ILMagApp bit.ly/ILMagAppGoogle Are you a #logistics Thought Leader that would like to be featured on the Inbound Logistics Podcast? Connect with me on X: @ILMagPodcast Email me: podcast@inboundlogistics.com Connect with Inbound Logistics Magazine on LinkedIn: https://www.linkedin.com/company/inbound-logistics Follow us on Twitter: www.twitter.com/ILMagazine Like us on Facebook: www.facebook.com/InboundLogistics Catch our latest videos on YouTube: www.youtube.com/inboundlogistics Visit us at www.inboundlogistics.com
On today's episode of WHAT THE TRUCK?!? Dooner is talking about DHL Express joining forces with four zoological institutions to fly eight manatees more than 1,000 miles back to their temporary Florida homes. We'll learn from Joe Collopy at DHL and Becky Ellsworth at the Columbus Zoo the logistics of hauling manatees for rehabilitation. FreightWaves' Greg Miller looks at global shipping's new flash point, Israel. He lays out how shipping executives are preparing for the conflict. AIT Worldwide Logistics' Angela Mancuso discusses the hiring market for freight forwarders. How hard is it to find employees, are there opportunities and what's the value of building a skilled workforce? F Staff founder and CEO Justin Clarke talks about the business of placing drivers. We'll learn what the job market is like right now for truckers. Plus, Flexport cuts 20% of its global staff; two trucking companies shut down; a port tour; how not to deal with a flat tire; and more. Watch on YouTube Visit our sponsor Subscribe to the WTT newsletter Apple Podcasts Spotify More FreightWaves Podcasts Learn more about your ad choices. Visit megaphone.fm/adchoices
On today's episode of WHAT THE TRUCK?!? Dooner is talking about DHL Express joining forces with four zoological institutions to fly eight manatees more than 1,000 miles back to their temporary Florida homes. We'll learn from Joe Collopy at DHL and Becky Ellsworth at the Columbus Zoo the logistics of hauling manatees for rehabilitation. FreightWaves' Greg Miller looks at global shipping's new flash point, Israel. He lays out how shipping executives are preparing for the conflict. AIT Worldwide Logistics' Angela Mancuso discusses the hiring market for freight forwarders. How hard is it to find employees, are there opportunities and what's the value of building a skilled workforce? F Staff founder and CEO Justin Clarke talks about the business of placing drivers. We'll learn what the job market is like right now for truckers. Plus, Flexport cuts 20% of its global staff; two trucking companies shut down; a port tour; how not to deal with a flat tire; and more. Watch on YouTube Visit our sponsor Subscribe to the WTT newsletter Apple Podcasts Spotify More FreightWaves Podcasts Learn more about your ad choices. Visit megaphone.fm/adchoices
Transport Topics is the news leader in trucking and freight transportation. Today's daily briefing includes news about UPS raising its prices, DHL Express opening an international shipping route to South America and an executive-level shake-up continuing at logistics start-up Flexport.
Loxley Browne of Club Athena makes a quick visit to talk about a special event in partnership with DHL and Andretti Autosport. Seven dedicated “Athenians” will be chosen to spend two days trackside with Andretti and DHL Express team members as they learn from industry experts and have fun with hands-on experiences. Girls interested in joining the program can apply for membership at ClubAthena.org. The deadline for selection in the DHL - Andretti – Club Athena program is July 30. Members who are selected will be notified on July 31st. We welcome your support via Patreon and your questions and feedback via our website. Support The Thing About Cars by contributing to their tip jar: https://tips.pinecast.com/jar/the-thing-about-cars This podcast is powered by Pinecast.
Markus Reckling is currently the Chief Sales Officer Post and Parcel at DHL Group.He was the Managing Director of DHL Express Germany, with DHL Express being the leading international Courier company and part of the leading international logistics provider DHL Group. Markus has worked for the Group for more than 20 years, holding different positions including Head of Corporate Development and Managing Director of DHL Express Turkey. Experienced in leadership as well as in finding individual solutions for different tasks, Markus enjoys sharing and discussing his learnings.Discover more details here.Some of the highlights of the episode:How did Markus get started in the logistics industry, and what led him to his current position as an executiveMost challenging and rewarding moments at DHLDHL's notable challenges and how the team strategize to overcome them, and what were the outcomes or results achievedThe most critical lessons the supply chain community can learn from the challenges and successes at DHLAdvice for younger talents who aspire to build a career in the logistics and supply chain industryEmerging trends or technologies that will significantly impact in the future of supply chain managementFollow us on:Instagram: http://bit.ly/2Wba8v7Twitter: http://bit.ly/2WeulzXLinkedin: http://bit.ly/2w9YSQXFacebook: http://bit.ly/2HtryLd
In this episode of NZ Business Owners, host Ryan J Melton sits down with Mohit Nain, a highly experienced and accomplished accountant. With a diverse background in the freight, environmental services, hospitality, and transport industries, Mohit brings a wealth of knowledge and expertise to the table. Throughout the conversation, Ryan delves into Mohit's professional journey and highlights his strong skill set in various accounting domains. From his proficiency in SAP, PowerBI, Cognos, Microsoft AX Dynamics & D365, Xero, MYOB, and RMS, to his strategic implementation of operational processes, Mohit's abilities as an accounting professional shine through. The discussion further explores Mohit's contribution to improving costing processes, managing financial accounting, ensuring tax compliance, and handling commercial audits. Listeners will gain valuable insights into his expertise in budgeting and forecasting, management accounting, and country-by-country reporting. With his current role as a Financial Controller at DHL Express and previous positions at EnviroWaste, SkyCity Entertainment Group, and GS Ltd, Mohit's experiences are varied and offer unique perspectives on financial management in different industries. He shares anecdotes and valuable lessons learned from his roles as an Accountant, Assistant Accountant, and Accounts Payable Administrator. Tune in to this episode of NZ Business Owners to gain deep insights into the world of accounting and finance across multiple industries. Whether you're an aspiring entrepreneur, a seasoned business owner, or simply curious about the financial aspects of different sectors, Mohit Nain's expertise and experiences will provide you with valuable knowledge and inspiration. linkedin.com/in/mohit-nain-ca-7b47a0132
Ira Jersey, Chief US interest rate strategist for Bloomberg Intelligence, discusses the debt ceiling and treasuries. Liz McCormick, Chief Correspondent: Global Macro Markets with Bloomberg News, joins to discuss the default scenarios in play should the US not reach a debt deal. Cam Crise, Macro Strategist with Bloomberg News, also joins to discuss how traders are weighing default risks. Mike Parra, CEO: Americas at DHL Express, joins Bloomberg News exclusively to discuss his industry and the supply chain amid dropping inflation. Caroline Hyde, host of Bloomberg Technology, joins us from the Qatar Economic Forum to debrief her interview with TikTok's CEO. Bloomberg Intelligence Senior Tech Analyst Mandeep Singh also joins. Mike McGlone, Senior Macro Strategist with Bloomberg Intelligence, joins to talk about energy and commodities, WTI leaning toward $57 a barrel, and “the Big Unwind." Drew Reading, Homebuilding Analyst with Bloomberg Intelligence, joins to discuss Lowe's earnings. Kevin Brand, Defense Policy Analyst with Bloomberg Intelligence, joins to discuss hypersonic missile production in the US, how it's used in the war in Ukraine, and the renewed supply chain threats amid China decoupling. Hosted by Paul Sweeney and Jess Menton.See omnystudio.com/listener for privacy information.
Markus Reckling, CEO Germany at DHL Express, discusses cross-border e-commerce, delivery preferences, and sustainability. Growth in B2B e-commerce Post-pandemic trends in B2C e-commerce and bricks-and-mortar retail Food delivery Global opportunities for B2B retailers in supply markets and in customers Why cross-border is important for B2B Offering quality of service worldwide Delivery preferences for different destination countries Giving customers delivery choice in cross-border deliveries Creating quality customer experiences in different markets Returns - including return rates for international purchases Deutsche Post DHL's emission targets Making sorting centres more environmentally sensitive Leases on logistics centres Electrifying the ground fleet Key issues to be resolved to enable greater electrification of delivery fleets Reducing aviation emissions - including SAF DHL's new GoGreen Plus offering People and culture
Fin del Título 42: EU despliega 550 militares en la frontera con MéxicoAMLO rechaza llamado de la CIDH para quitar el "Quién es quién en las mentiras"DHL Express invierte 120 mdd para expandir sus operaciones en el Aeropuerto Internacional de QuerétaroBanamex y Grupo México cerca de cerrar acuerdoChatGPT, planea mi luna de miel. La IA se abre paso en la organización de viajesMaca Carriedo y Javier Garza comentan las notas más destacadas de la jornada. Compártenos tus opiniones en Instagram y twitter en @expansionmx. Si quieres saber más sobre estos y otros temas, entra a expansion.mx
Eric Kulisch - Air Cargo Editor - FreightWaves - Vancouver, WA Several news developments that all involve DHL Express to some degree: 1) Scoop - FW has learned that a DHL airline in Europe (technically Austria) has applied for permission to operate to the U.S. with a new set of freighters it's acquiring - it's interesting on several levels, including that this DHL unit is supposed to just operate in Europe 2) Air Transport Services Group reported 1Q earnings last week. They lowered their guidance but the news is that investors are trading off the stock, which has dropped in value, because they feel the company is allocating too much for cap ex to buy planes for the leasing side the business, which also has the better upside than the airline side. (The DHL angle is that ATSG leases a lot of planes to DHL and also flies aircraft for DHL) 3) Atlas Air announced a leadership succession, with CCO moving up to CEO. Atlas too is a DHL contractor and JV partner in Polar Air . . . 4) Japan Airlines is standing up a freighter division again, beefing up its cargo service.
DHL Express migrará sus operaciones de carga al AIFAReportan sismo de 3.8 con epicentro en BuffaloMás información en nuestro podcast
DHL Express is No. 1 on the World's Best Workplaces™ list. Rick Jackson, EVP of engagement and enablement at Deutsche Post DHL Group, talks about how the massive transportation organization engages 110k workers in 200-plus countries, and the role gamification plays. He shares the three questions he asks himself every day, and what he tries to avoid at all costs when communicating with his team.
News: Indian River County contract ratification, Teamsters Local 769 Picnics, RLA steward training, TLU769 Scholarship Fund Golf Tournament, and an organizing victory for maintenance workers at DHL Express. Promo: Teamster Privilege Benefits Main Story: Excerpts from the 2022 Local 769 Steward Seminar featuring details on the threat of Amazon and its impact on Union members. Promo: Teamsters Local 769 Smartphone App Closing Credits: Show produced by the Officers and Staff of Teamsters Local 769, including Josh Zivalich, Roly Pina, and Steve Myers, with contributions by Local 769 Business Agents. The episode was written and produced by Bryan Bezpiaty. Music in this episode: Title and Credits Theme - The Vendetta by Stefan Kartenberg (c) copyright 2018 Licensed under a Creative Commons Attribution (3.0) license. http://creativecommons.org/licenses/by/3.0/ http://dig.ccmixter.org/files/JeffSpeed68/58628 Ft: Apoxode Promo backgrounds - Onion Capers by Kevin MacLeod (incompetech.com)Licensed under Creative Commons: By Attribution 3.0 License http://creativecommons.org/licenses/by/3.0/
Despite multiple shocks to the global economy and supply chains in 2022, the world's largest logistics player, DHL Group has thrived, with its express international shipping division, DHL Express, playing a key role in the Group's overall resilience. But are the good times set to end in the coming year with a global recession looming amid continued geopolitical tensions? We discuss long and short term trends impacting the logistics industry with Global CEO John Pearson.
Despite multiple shocks to the global economy and supply chains in 2022, the world's largest logistics player, DHL Group has thrived, with its express international shipping division, DHL Express, playing a key role in the Group's overall resilience. But are the good times set to end in the coming year with a global recession looming amid continued geopolitical tensions? We discuss long and short term trends impacting the logistics industry with Global CEO John Pearson.
In part 1 we examine what one express executive calls the ‘modest’ 2022 peak season. We look at companies such as Shopify and TikTok which are now investing heavily in their supply chains. We discuss integrator price hikes, US logistics challenges and the looming threat of labour strikes. And finally, we ask what Covid protests and lockdowns in China mean for global logistics, and whether a post-Covid ‘normalisation’ of supply chains will see a welcome return to more emphasis on human rights and procurement diversification. Part Two is a deep dive with Xeneta’s Peter Sand into ocean shipping markets and how to manage contract renegotiations with carriers. Guests Greg Hewitt, CEO, DHL Express US Emma Cosgrove, Senior Reporter covering logistics at Insider Brian Bourke, Global Chief Commercial Officer, SEKO Logistics Peter Sand, Chief Analyst, Xeneta Episode in more detail: Part 1 The supply chain in mainstream media and stock markets (2.25) New market entrants – Shopify to TikTok (6.20) DHL Express exclusive (11.39) 2022: The modest peak season (15.19) Pricing: DHL vs FedEx vs UPS (22.13) DHL invests (24.50) Labour costs and last mile bankruptcies (27.19) Protests in China (31.03) Forwarding in Q4 – SEKO Logistics (35.20) The threat of labour strikes (38.54) Risk and opportunity in 2023 (40.40) Human rights and a more diversified supply chain (46.05) Part 2 – Ocean shipping rates focus (49.20) Blanks ahead (51.40) Renegotiating long-term (53.45) Forwarder plight (58.10) Declining demand (1.00.50) Surging deliveries (1.04.28) Shipper advice (1.07.50) Created, editing and produced by Mike King Mike can be contacted at mikeking121@gmail.com www.theloadstar.com
Andrea Davis, is the Country Manager of DHL Express Trinidad and Tobago Ltd; the Founder and Director of Anai Business Solutions Ltd, a business consulting, credit, and debt management company, and an avid sports fan who has represented Trinidad and Tobago on the world stage as a professional volleyball athlete. With 18 plus years in the field of sales, marketing, business, and entrepreneurial development, Andrea has developed a sound base for understanding the organisation from a systemic perspective with focus on innovative, creative, effective, and sustainable interventions.
On today's episode, Kunle is joined by Matthew Merrilees, the North America CEO of Global-e, a FinTech cross-border eCommerce enablement platform that enables brands and retailers to deliver purchase experiences to worldwide customers. After being injected into international logistics right after college, Matthew saw brands voicing out opportunities on how logistics partners can help to drive more upstream impacts to merchant customers before having to ship the package. That's where his interest piqued and began his journey. He began his career in DHL Express before moving on to FedEx. That's when he saw that both powerhouses had the goal of bringing international expertise to brands. With the knowledge and experience he has garnered from two logistic powerhouses, he went on to join Global-e. Matthew opens the doors and shares how Global-e uses a Geo-IP detection system to instantly apply pricing strategies to cater to local and international customers. He even goes in deeper and unveils the fundamental-first principle for cross-border eCommerce and how Global-e is operating a business-to-business-to-consumer transaction. It's an enlightening episode as you'd hear Kunle and Matthew talk more about cross-border commerce, Global-e's pricing rounding engine, and their method of keeping their merchants safe from international fraud. They also share their views on the cash-on-delivery approach that is widely popular in Eastern European geos, Middle East, and Southeast Asia. This is truly an episode of merchants looking into cross-border eCommerce to further the reach of their brand. -----------SPONSORS:This episode is brought to you by:Wayflyer As you continue to grow your eCommerce business, access to growth capital will increasingly play a significant role in achieving and surpassing your financial and social goals. Why should you give up equity or pay high interest rates to grow your business? There is a new way to access growth capital that transforms eCommerce businesses.Wayflyer has shaken the way eCommerce operators access working capital. With a dedication to only DTC eCommerce businesses, Wayflyer will fund you on a fairer “fund as you grow” model, meaning if your sales slow down, so does the amount you transfer back.. There is just a simple fee and the funds you need to grow are deposited to your account instantly. It's worth checking out – Wayflyer.com Klaviyo This episode is brought to you by Klaviyo – a growth marketing platform that powers over 25,000 online businesses. Direct-to-Consumer brands like ColourPop, Huckberry, and Custom Ink rely on Klaviyo. Klaviyo helps you own customer experience and grow high-value customer relationships right from a shopper's first impression through to each subsequent purchase, Klaviyo understands every single customer interaction and empowers brands to create more personalized marketing moments. Find out more on klaviyo.com/2x. Gorgias This episode is brought to you by Gorgias, the leading helpdesk for Shopify, Magento and BigCommerce merchants. Gorgias combines all your communication channels including email, SMS, social media, live chat, and phone into one platform. This saves your team hours per day & makes managing customer orders a breeze. It also integrates seamlessly with your existing tech stack, so you can access customer information and even edit, return, refund, or create an order right from your helpdesk. Go to Gorgias.com and mention 2x eCommerce Podcast for two months free. Recharge This episode is brought to you by Recharge, the leading subscriptions payment solution for Shopify merchants. Recharge helps eCommerce merchants of all sizes launch and scale subscription offerings. Recharge powers the growth of over 15,000 subscription merchants and their communities—turning one-time transactions into long-term customer relationships. Turn transactions into relationships and experience seamless subscription commerce with Recharge. Find out more on rechargepayments.com/2x.
Mark Gibson, U.S. Technology, Media and Telecommunications Leader at KPMG, discusses top technologies from the viewpoint of industry leaders. Peter McNally, Vice President at Third Bridge, discusses airline travel amid the spread of the Omicron variant. Mike Parra, CEO of DHL Express, Americas, discusses how DHL is handling supply chain bottlenecks during the holidays. Ann Fandozzi, CEO of Ritchie Brothers Auctioneers, talks about supply chain disruptions and gives her outlook for her company. Hosted by Paul Sweeney and Sonali Basak. See omnystudio.com/listener for privacy information.
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