Plantations Managers Club of Asia Pacific (PMCOAP)’s Post

GM Planters are invited to apply for the March 2024 "General Managers of the Month" selection. 5 GM have been assigned for March selection. To plantationsmanagers@gmail.com, send your resume. Make sure your résumé is in English, includes a current position dress code photo, your LinkedIn profile ID, and the most recent photos of you managing your estate's crew and workers. You need to include a list of accomplishments and everyday responsibilities from your current employment in your CV. What changes would you make, for instance, if you were promoted to a higher position, to guarantee that the business would profit from the way you handle your estate? Make sure the email subject says "Selection for March 2024" when you send your CV. In March 2024, the planters who were chosen for planting will be featured on Linkedin. The chairman of PMCOAP will assist the planters who have been chosen successfully and have the opportunity to advance from their existing position. 

Ownership is different than accountability. At work people who own it are part of the process whether the outcome is good or shit. They stand up first and are always integral to success. Accountability comes after the fact and is usually part of a job description. So a boss or manager can assign accountability but can’t assign ownership... The difficult part is having a mix of both within a company… Can’t have too many chefs in the kitchen; however what’s the best way to deal with a employee who wants ownership but a position isn’t open above them? Without the proper support ownership will disappear which is an absolute waste. Quick photo of one of the Starbuck rigs delivering quarry products at North East Link.

I think your Army background has definitely informed your leadership style and the gesture by your team is a reflection of leading rather than managing people. Leading and managing changing groups of people in high pressure/live environments is your USP! #leadership #people #buildingateam

🚨No Bull alert! I would not ask our seasonal landscaping team to also clean the inside of my house because I really like them. Their specialty is landscaping, not house cleaning. It is for this same reason that I will suggest not "recycling" employees. Organizations often find themselves with employees they want to move into a different role or add additional responsibilities that are outside of the scope of their job description. Some reasons why might be ⭐️They are not succeeding in the original role and you don't feel comfortable transitioning them out of the firm ⭐️The need for the work in the original role has decreased so the capacity for additional work has increased ⭐️You really like the person and you are being overly accommodating So how can you avoid this? 💡You have clearly defined roles and responsibilities 💡You hire to those specific roles and responsibilities 💡Have a clear understanding of whom you are hiring, their strengths and weaknesses and a clear picture of where they see themselves long-term within your organization 💡Clearly articulate your vision for your firm and the role from the beginning #growthstrategy #people #thenoble6 #nobull

This quote means the world to me. 15yrs ago I was unemployed, working in “bar security” taking the occasional construction labor job. I was living in a basement with little to nothing to my name. I had no vision on where I was going or what I was going to do. Today I am a Production Manager for the largest home improvement companies in Maryland. I faught hard to get where I am. I was a project manager, operations manager, third shift production manager, forklift driver and waiter. Along the way I meant a manager who taught me to always find away, don’t give up and out work the competition. I instill that mentality in my team, and those coworkers around me. With that being said time to time, I like to go back and reread this quote. Don’t be afraid to keep going, you will never know what’s next if you stop trying! #Leadership #LeadershipDevelopment #MotivationalSpeaking #Mindset #Teambuilding #Ownership #Construction #ProjectManagement

Earlier this year I laid out a four year growth plan on paper. I did not even share it with my team. I wanted to see if we were capable of organically executing what I perceived to be possible while incorporating some new team members. 12 months later we have fully integrated three key additions to our company structure. #Production #Manager #Lead #Mechanic #Branch #Administraror Each of these jobs serves a purpose within individual silohs of the business. Through massive #capital #investment in our new corporate #headquarters, #technology and human infrastructure, we are looking to increase outbound capacity by 30% in 2025. With an additional capacity of 750-800 CY of mulch per week to be contracted, we are actively pursuing a home for these #mulchblowing assets. All existing clients are accounted for. Negotiations for additional #commercial #landscapemaintenance #contractors are set to begin next week. If you have any interest in learning about our process and would like to be considered please reach out to me directly. We work exclusively for large landscape maintenance outfits that can support the volume of work that is required to keep our teams busy while ensuring your deadlines are met. Natural Solutions has a very specific blueprint and understanding of what type of work portfolio optimizes the highest production output and the greatest ROI for our clients. At the end of the day, we will do all of the heavy lifting when it comes to #mulch #installation. If you operate a large landscape maintenance organization or are a #branch #manager and operate out of the #Southeast, #Sunbelt, #Midsouth or the #Midwest and have a need for #mulchblowing services feel free to reach out. While some of you are thinking about snow, there are others that know spring is just around the corner. Get a plan in place today. Our teams will be back on the road in January. #Faster #Cheaper #Cleaner #blowertrucks #mulchblowing #mulch #propertymanagement #facilitiesmanagement

DON’T DO THIS. Last year, our team took on a General Superintendent search. Interesting company story and exciting projects. We jumped right in. Within a few weeks, we slated two General Superintendent level candidates. After the first interview, the company was talking about finding a place for both. One as General Superintendent and potentially hiring on the second guy at a Director level role. Both candidates were all in on relocation and excited about the opportunity. Both of their families were all in. A week later, things got kind of weird. “We’d like to bring CANDIDATE in at a lower level, lower base, and allow them to earn the right to be in this role. Also - they will need to travel for the first 12 months before they can be eligible for this promotion.” …. Both candidates had not travelled extensively. Neither guy felt comfortable taking a pay cut for a more senior role…(shocker) Both withdrew. Look - I understand wanting your field leaders to work side by side in the field before moving into leadership.. Realistically though..no one is going to relocate their family to “earn the right” to get promoted with a company they’ve never worked for before..and they will likely never take a pay cut. With a lot of conversations, we got on the same page and filled this opportunity, but we still lost out on two great folks! Follow: FireSeeds Follow: Ben Cottingham

How time flies... Today marks the 20th year with my company. I thought a great way to celebrate would be to share my story, the short version. 9.4.24 DH Striping job offer. My response...I thought the government did this, but I accept the opportunity to learn a new trade... little did I know it would be cleaning the damn jobsite and watching everybody else work. Nov. 2024 Crew Foreman. Quickly learned why we "train our replacement" July 2007 Field Supervisor and coined the phrase..."We go home when the job is done and customer is happy enough to recommend us. Not when the clocks hits a random time of day...and sometimes night". July 2012, We purchased our 3rd company and I became Director of Operations. 2014 Merged companies. Managed to keep the Director of Operations title and tossed in Sales Manager. Always welcomed new challenges and opportunities. 2020, Became General Manager and part of Private Equity and was informed "Nothing is changing " 2022. The "Nothing is Changing" could not have been further from the truth. 2022 to date... Executive Vice President Landmark Paving LLC and part of the Pave America family. Our Private Equity partners are providing amazing room for growth. We went from being privately owned with 30 employees working in Florida to 163 employees working in several states and part of a nationwide firm. What we do in 1 month now exceeds our annual sales from when I started in this great industry 20 years ago. Please feel free to share this with your teams. I feel promoting from within is a great way to increase your companies growth organically. Cheers to the next 20 years as a part of Landmark Paving and Pave America!!

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Story Time! 📖 The best summer job I ever had was when my friend and I decided to start a landscaping company to mow lawns and do some small yard projects. Quality Landscaping was our name (I know, very original). We were having a hard time finding people to hire us (this might have been because we rolled around town in a white 1985 Monte Carlo with a lawnmower tied down in the trunk). Then somehow, we landed a real job – to completely re-landscape a yard, including building a wall. And the best part? They offered to pay us several thousand dollars, which at the time (in the 90s) was a LOT of money. We quickly realized we were over our heads. The first sign was when the dump truck came to drop off the mulch. We figured it had a few stops to make. Nope. It dropped off the entire truck which was waaay too much. I think some parts of the yard had about two feet of mulch… It was also more work than we could complete in the timeframe we gave them. So we had to hire two of our friends to help get things done. Then of course we realized that we had no way to transport or dispose of all the yard waste, bushes, and branches, other than pack it into the Monte Carlo. Then (and I still can’t believe our luck) the town was doing tree work on the street that day and they had a woodchipper with them. Through some miracle, these guys let a couple of teenagers get rid of all of the waste we had in their woodchipper! The yard actually turned out really great and the clients were happy. I still don’t know how we pulled it off. After that, we did a couple of small jobs but it didn’t really matter since we made more money on that one job that we expected to make all summer! What summer job stories do you have? #leadership #lessons #summer #reflection