ILMA Compoundings February 2018 - 27

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RETAINING THE TALENT
Once in place, of course, steps need
to be taken to ensure that employees
stay on board. This is particularly true
of the millennial generation, which

is reputed to be less loyal and more
likely to jump ship for perceived better
opportunities. In particular, manufacturers need to be able to quickly spot
those employees with the potential for
future development.
Historically much of the investment
for organizations grooming the next
generation of leaders has been on
traditional training options provided
internally or brought in from outside
sources. Today, though, it's important
to augment those traditional approaches with other options.
"Classroom training is helpful,
but will not 'make leaders,'" added
Grooms. "Leaders learn from experience, collaboration and interaction
with others. Individuals become
leaders through practice."
Cultural engagement seems to also
be a critical factor in gaining interest
of younger generations, according to
Deloitte's research findings: "Opportunities to be involved with 'good causes'
at the local level, many of which
are enabled by employers, provide
millennials with a greater feeling of
influence," the report indicates.

LLC

processes, so manufacturers need to
step up to address these needs if they
want to attract younger workers to this
industry," said Grooms.
Powell has had success with nurturing employees from within. In fact, he
said, "We have had reasonable success
with folks who don't necessarily have
a graduate degree." He noted that, in
North Carolina, the community college system has done a very good job
of reaching out to understand employer needs and then working to provide
a pipeline of potential employees. At
Moroil, he said, "we currently have
an intern who we're fairly certain will
turn into a full-time employee and will
probably progress on up from there."
Having the ability to observe employees not only doing the work, but
also interacting with others, can give
a better view of whether they will fit
within the culture and be able to do
the job, Powell said.

UL

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1

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Registered and pending trademarks appearing in these materials are those of R.T. Vanderbilt Holding Company, Inc. or its respective
wholly owned subsidiaries. For complete listings, please visit this location for trademarks, www.rtvanderbiltholding.com.

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30 Winfield Street, P.O. Box 5150, Norwalk, CT 06856-5150
(203) 853-1400 * petro@vanderbiltchemicals.com *www.vanderbiltchemicals.com

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02

46

LETTING GO
The next generation isn't able to step up
to the plate, of course, if current leaders
are standing in their way. Handing over
the reins - even when senior leaders
are still formally in charge - provides
the best opportunity for future leaders
to gain experience and learn the ropes.
At Hydrotex, said Cummins, young
talent is given the opportunity to work
on "blue sky" projects. It's a win-win, he
said, giving "an injection of new ideas and
enthusiasm throughout the company."
Grooms agreed that the next generation is eager to move up the ladder
quickly. He said they want to take on
responsibility and advance quickly.
They don't view their careers "as a
linear, time-based path," she said.
Ultimately, business leaders need to
step aside and change their role from
manager to mentor, said Cummins.
"You just can't let the everyday things
get to you. You have to be a mentor to
them and let them make some decisions and get the job done."
Grensing-Pophal is a freelance writer with
over 25 years of experience. She can be reached
at lin@lingrensingpophal.com.

27


http://www.vanderbiltchemicals.com http://www.rtvanderbiltholding.com

Table of Contents for the Digital Edition of ILMA Compoundings February 2018

LETTER FROM THE CEO
INSIDE ILMA
WHAT’S COMING UP
INDUSTRY RUNDOWN
In the Know
International Insight
Market Report
SOLVING THE ENGINE OIL PUZZLE, PART 2
THE 2018 NORTH AMERICAN SPECIFICATIONS UPDATE
GROOMING THE NEXT GENERATION
COUNSEL COMPOUND
WASHINGTON LANDSCAPE
IN NETWORK
Member Connections
Cross Connections
PORTRAIT
ILMA Compoundings February 2018 - Cover1
ILMA Compoundings February 2018 - Cover2
ILMA Compoundings February 2018 - 1
ILMA Compoundings February 2018 - 2
ILMA Compoundings February 2018 - LETTER FROM THE CEO
ILMA Compoundings February 2018 - INSIDE ILMA
ILMA Compoundings February 2018 - 5
ILMA Compoundings February 2018 - 6
ILMA Compoundings February 2018 - 7
ILMA Compoundings February 2018 - 8
ILMA Compoundings February 2018 - WHAT’S COMING UP
ILMA Compoundings February 2018 - INDUSTRY RUNDOWN
ILMA Compoundings February 2018 - In the Know
ILMA Compoundings February 2018 - International Insight
ILMA Compoundings February 2018 - 13
ILMA Compoundings February 2018 - Market Report
ILMA Compoundings February 2018 - 15
ILMA Compoundings February 2018 - SOLVING THE ENGINE OIL PUZZLE, PART 2
ILMA Compoundings February 2018 - 17
ILMA Compoundings February 2018 - 18
ILMA Compoundings February 2018 - 19
ILMA Compoundings February 2018 - THE 2018 NORTH AMERICAN SPECIFICATIONS UPDATE
ILMA Compoundings February 2018 - 21
ILMA Compoundings February 2018 - 22
ILMA Compoundings February 2018 - 23
ILMA Compoundings February 2018 - GROOMING THE NEXT GENERATION
ILMA Compoundings February 2018 - 25
ILMA Compoundings February 2018 - 26
ILMA Compoundings February 2018 - 27
ILMA Compoundings February 2018 - COUNSEL COMPOUND
ILMA Compoundings February 2018 - 29
ILMA Compoundings February 2018 - 30
ILMA Compoundings February 2018 - WASHINGTON LANDSCAPE
ILMA Compoundings February 2018 - Member Connections
ILMA Compoundings February 2018 - 33
ILMA Compoundings February 2018 - Cross Connections
ILMA Compoundings February 2018 - 35
ILMA Compoundings February 2018 - PORTRAIT
ILMA Compoundings February 2018 - Cover3
ILMA Compoundings February 2018 - Cover4
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