This post was contributed by Ricardo Roman, VP of Strategic Alliances and Caliper Sports, Caliper. For more information about the National Buying Program with Caliper, visit www.printing.org/caliper. Managers and leaders share many similar qualities, but the performance of a manager carries far fewer risks than the performance of a leader. In addition, there seems to be a difference in the underlying motivational characteristics of these two groups. In a recent Caliper study, more than 300 presidents and chief executive officers told us what they considered to be the most important—and the most difficult aspects—of being a leader. Among the choices we asked them to rank were: Creating the right vision Getting people to embrace that vision Maintaining momentum (motivating, influencing, and persuading others) Managing change (strategic planning, problem solving) Surrounding oneself with the right people Developing staff (coaching, managing performance, transforming teams) Delegating authority Surrounding oneself with the right people was selected 41% of the time, second only to creating the right vision, as one of the most critical parts of leadership. Surrounding oneself with the right people was also selected as one of the three most difficult aspects of being an effective leader, just behind maintaining momentum and developing staff. These chief executives said there are three main factors that keep most managers from becoming leaders: not understanding others well enough, not solving problems quickly enough, and not taking necessary risks. We also asked the perennial question, is leadership predominantly something you are born with or that you develop through experience? These same chief executives told us they felt they were born with 40 percent of their leadership ability and developed the remaining 60 percent through experience.  What are the personality qualities that account for this 40 percent of innate leadership ability? When we assessed the personality strengths of these chief executives, we found they were adept at influencing and directing others, skillful at building relationships, and masterful at solving problems and making decisions. In essence, these leaders are extremely bright, assertive, driven to persuade, empathic, and resilient. Having a need to get things accomplished, they are willing to take risks. They are also moderately sociable, demonstrating a healthy level of skepticism, and are motivated to come up with new ideas. Identifying and developing future leaders is one of the most important challenges facing chief executives today. Yet most organizations have a tendency to suffocate potential leaders. Certainly a hallmark of an effective leader is to create a vision for the company’s future. Essential to that vision is: recognizing the potential in future leaders, mentoring, coaching and developing them, giving them responsibility early, and realizing that a very different type of leader may be needed for tomorrow than...

It’s a bright July morning, and a gathering of leaders in education, graphic arts, history, and environmentalism are convening in the beautiful, treasured venue of the Melbert B. Cary Collection housed at the Rochester Institute of Technology (RIT), home of the School of Media Sciences, to recognize a true visionary, Dr. Laura Thompson. Bridging time-honored tradition and innovative environmental stewardship, this is a significant event for the printing industry; not only because of the proud, highly deserving award recipient standing here today, but also because of her pioneering work to make the paper industry, and thus the printing industry, more environmentally friendly. Due Recognition Laura Thompson, Ph.D , Director, Technical Marketing and Sustainable Development, Sappi Fine Paper North America,  is the recipient of the 2013 William D. Schaeffer Environmental Award. Unable to attend the official ceremony during Printing Industries of America’s Spring Administrative Meetings, May 31–June 1, 2014, in Dallas, TX, Stephen Whittaker, the 2011 Schaeffer Award winner and collegue of Dr. Thompson, personally offered to present her with the award. At the alternate presentation, held at RIT, Dr. Thompson commented, “It is truly an honor to be recognized by PIA with this award. I was disappointed to not be able to attend the ceremony in Dallas, but Steve Whittaker was able to arrange for a very special presentation at one of the most respected graphic communication education centers in the world.” Also on hand to join the celebration were the Dean of the College of Imaging Arts and Sciences, Program Coordinator for the School of Media Sciences (Print), two company representatives from the new Veritiv (formerly Xpedx), and the Curator and Assistant Curator of the RIT collection. “Surrounded by the treasures of the Cary Collection, members of RIT faculty and staff, along with fellow paper industry members,” said Dr. Thompson, “it was truly a special moment to receive the award.” Dr. Thompson’s Impact Dr. Thompson’s extensive work shows how one person can make a significant impact on environmental issues. The 2013 judges were searching for an individual who excelled in every area, including education, public relations, continuous improvement, compliance assistance, regulatory issue involvement, and pioneering efforts. “She freely shares her knowledge and enthusiasm for sustainable practices,” said one of the Schaeffer Award Judges. This enthusiasm helps to advance the environmental performance of the entire printing industry. The Board of Directors of the national Sustainable Green Printing Partnership, many of whom are past recipients of this award, also added their congratulations on her many accomplishments. In her role at Sappi Fine Paper, Dr. Thompson is responsible for working with the company’s leadership to set strategy, establish long-term goals, and drive key initiatives. She also serves as the thought leader...

It’s a bright July morning, and a gathering of leaders in education, graphic arts, history, and environmentalism are convening in the beautiful, treasured venue of the Melbert B. Cary Collection housed at the Rochester Institute of Technology (RIT), home of the School of Media Sciences, to recognize a true visionary, Dr. Laura Thompson. Bridging time-honored tradition and innovative environmental stewardship, this is a significant event for the printing industry; not only because of the proud, highly deserving award recipient standing here today, but also because of her pioneering work to make the paper industry, and thus the printing industry, more environmentally friendly. Due Recognition Laura Thompson, Ph.D , Director, Technical Marketing and Sustainable Development, Sappi Fine Paper North America,  is the recipient of the 2013 William D. Schaeffer Environmental Award. Unable to attend the official ceremony during Printing Industries of America’s Spring Administrative Meetings, May 31–June 1, 2014, in Dallas, TX, Stephen Whittaker, the 2011 Schaeffer Award winner and collegue of Dr. Thompson, personally offered to present her with the award. At the alternate presentation, held at RIT, Dr. Thompson commented, “It is truly an honor to be recognized by PIA with this award. I was disappointed to not be able to attend the ceremony in Dallas, but Steve Whittaker was able to arrange for a very special presentation at one of the most respected graphic communication education centers in the world.” Also on hand to join the celebration were the Dean of the College of Imaging Arts and Sciences, Program Coordinator for the School of Media Sciences (Print), two company representatives from the new Veritiv (formerly Xpedx), and the Curator and Assistant Curator of the RIT collection. “Surrounded by the treasures of the Cary Collection, members of RIT faculty and staff, along with fellow paper industry members,” said Dr. Thompson, “it was truly a special moment to receive the award.” Dr. Thompson’s Impact Dr. Thompson’s extensive work shows how one person can make a significant impact on environmental issues. The 2013 judges were searching for an individual who excelled in every area, including education, public relations, continuous improvement, compliance assistance, regulatory issue involvement, and pioneering efforts. “She freely shares her knowledge and enthusiasm for sustainable practices,” said one of the Schaeffer Award Judges. This enthusiasm helps to advance the environmental performance of the entire printing industry. The Board of Directors of the national Sustainable Green Printing Partnership, many of whom are past recipients of this award, also added their congratulations on her many accomplishments. In her role at Sappi Fine Paper, Dr. Thompson is responsible for working with the company’s leadership to set strategy, establish long-term goals, and drive key initiatives. She also serves as the thought leader...

Most business owners and HR professionals know that a diversified workplace has significant benefits, and gender diversity is critical. But do you know that the diversity of your firm compared to your competitors can affect your overall business success? If you are a woman in this industry or thinking about entering, you’ll want to read this. Having more women in key leadership roles isn’t just a good HR policy; it’s also directly related to the success of your business, according to a recent study from DDI and The Conference Board, titled The Global Leadership Forecast (GLF) 2014 | 2015, Ready-Now Leaders: Meeting Tomorrow’s Business Challenges. The study examined 13,124 global leaders and 1,528 human resource executives representing 32 different industries from 48 countries. Of the 2,031 participating organizations, those in the top 20% of financial performance indicated significantly higher numbers of women in leadership positons. Of the top 20% of surveyed businesses, the count of women in leadership positions was 37%, while those in the bottom 20% reported only 19%. The same went for women considered to have a “high potential” for leadership capabilities (or above-average employees with the potential to move into leadership roles). Firm’s Financial Standing Women as Leaders Women as “High Potential” Top 20% 37% 12% Bottom 20% 19% 8%   Women In Print: Still Room For Improvement When we compare these findings to the printing industry, numbers indicate that although we fall slightly below average, there have been strong improvements in the number of women leaders in print. Take a look at the 2013 Best Workplace in the Americas (BWA) Key HR Metrics report, which analyzed 27 different graphic arts companies recognized for their outstanding human relations efforts that contribute to a successful workplace. The average percent of women in management positions at BWA award-winning companies was 26.4 or 33.4% less when compared to the DDI study of world-wide companies. While men in management positions averaged at 73.6%. (If your company has an outstanding HR program, consider entering the BWA competition. Learn more at www.printing.org/bwa.) Similar results are shown in the 2011 Visual Communications Journal study of 349 women in the industry by Dr. Twyla J. Cummings, Senior Associate Dean and Professor, Graduate Executive Board Advisor, College of Imaging Arts and Sciences at Rochester Institute of Technology (posted on the PrintMediaCentr.com blog in July 2014). It indicates some key trends on how women are positioned in our industry today as compared to the findings of a similar study done in 2000. Here are just a few of the significant findings: More women have titles of Sr. Manager/Owner and Middle Manager compared to the 2000 study. There was a drop in the reported number for Sales/Marketing,...

Most business owners and HR professionals know that a diversified workplace has significant benefits, and gender diversity is critical. But do you know that the diversity of your firm compared to your competitors can affect your overall business success? If you are a woman in this industry or thinking about entering, you’ll want to read this. Having more women in key leadership roles isn’t just a good HR policy; it’s also directly related to the success of your business, according to a recent study from DDI and The Conference Board, titled The Global Leadership Forecast (GLF) 2014 | 2015, Ready-Now Leaders: Meeting Tomorrow’s Business Challenges. The study examined 13,124 global leaders and 1,528 human resource executives representing 32 different industries from 48 countries. Of the 2,031 participating organizations, those in the top 20% of financial performance indicated significantly higher numbers of women in leadership positons. Of the top 20% of surveyed businesses, the count of women in leadership positions was 37%, while those in the bottom 20% reported only 19%. The same went for women considered to have a “high potential” for leadership capabilities (or above-average employees with the potential to move into leadership roles). Firm’s Financial Standing Women as Leaders Women as “High Potential” Top 20% 37% 12% Bottom 20% 19% 8%   Women In Print: Still Room For Improvement When we compare these findings to the printing industry, numbers indicate that although we fall slightly below average, there have been strong improvements in the number of women leaders in print. Take a look at the 2013 Best Workplace in the Americas (BWA) Key HR Metrics report, which analyzed 27 different graphic arts companies recognized for their outstanding human relations efforts that contribute to a successful workplace. The average percent of women in management positions at BWA award-winning companies was 26.4 or 33.4% less when compared to the DDI study of world-wide companies. While men in management positions averaged at 73.6%. (If your company has an outstanding HR program, consider entering the BWA competition. Learn more at www.printing.org/bwa.) Similar results are shown in the 2011 Visual Communications Journal study of 349 women in the industry by Dr. Twyla J. Cummings, Senior Associate Dean and Professor, Graduate Executive Board Advisor, College of Imaging Arts and Sciences at Rochester Institute of Technology (posted on the PrintMediaCentr.com blog in July 2014). It indicates some key trends on how women are positioned in our industry today as compared to the findings of a similar study done in 2000. Here are just a few of the significant findings: More women have titles of Sr. Manager/Owner and Middle Manager compared to the 2000 study. There was a drop in the reported number for Sales/Marketing,...

From solid management practices to financial security to work-life balance, there are considerable elements that go into creating a successful, profitable workplace environment. Although each company is different, the industry’s Best Workplaces do share distinctive commonalities. The parallels allow these companies to recruit and retain qualified workers—people who are more satisfied with their jobs and, therefore, more productive and efficient. Greater efficiency leads to increased profitability and a greater competitive edge.  What if you could get behind the scenes and see what these leading companies are doing? How competitive are their wages and benefits? How do they handle health care issues? What employee training methods do they use? What incentive programs are working for them? Each year the Best Workplace in the Americas (BWA) program judges companies based on eight main areas: management practices, work environment, training and development opportunities, recognition and rewards, workplace health and safety, health and well-being programs, financial security, and work-life balance. The practices of winning firms—the top HR programs in the industry—are compiled in the Key HR Metrics report.  Enter the 2014 Best Workplace in the Americas program to showcase your company’s superior HR program.) Here’s your chance to go behind the curtain of the printing industry’s top companies. Take a look at these highlights from the 2013 HR Metrics Survey and see the practices of your competitors: Management practices Sexual harassment training for all staff members should be performed every 24 months, and new hires should receive training during orientation. Provide written job descriptions and annual performance reviews for all employees. (For Americans with Disabilities Act purposes, job descriptions ideally should have “essential functions” noted on job descriptions.) How many women and minorities hold management positions in your organization? Top companies have comparable numbers to the national average. (Find current averages at www.eeoc.gov.) Work environment And how about your turnover rate? Strive for 8.4% or lower. Training and development opportunities Cross-train employees. A total of 89% of BWA winners had more than 80% of their staff trained across a range of areas. Create a succession plan for an aging workforce. Seventy-four percent of BWA firms  had succession plans for senior managers, 59% for key managers, and 56% for key non-managerial employees. Recognition and rewards Incentivize employees. Well-designed plans will pay off and increase profitability and efficiency. (The 2013 Wage and Benefits Surveycompiles successful ideas from more than 500 companies.) Develop employee recognition programs. You can find customizable certificates here. Workplace health and safety To keep your injury and illness rate low, you may want to institute a Safety Committee with a mix of hourly and managerial employees. If your company has persistent injuries and illnesses, address the issues with a targeted training program....