Manager of Training, Embraer Aircraft Maintenance Services
Michael serves as the Manager of Training for Embraer Aircraft Maintenance Services in Nashville, TN, and is responsible for training and development for a team of over 500 employees.Prior to joining Embraer, Michael managed the maintenance department for a Boeing 737 charter airline in Miami, FL. He has over 15 years of leadership experience and has guided international teams through problem solving, strategic planning, and project execution. Michael has a passion for business excellence, optimization, and implementing lean culture with a continuous improvement mindset. He enjoys the challenge of using the A3 and Kaizen problem solving processes to take complex, disruptive organizational problems and lead teams to clear, simple solutions. He earned his BS from the University of Central Missouri and has studied the Theory of Constraints and Throughput Improvement at the University of Tennessee. He is certified both as a pilot and Airframe and Powerplant Mechanic.As fulfilling as his profession can be, some of Michael’s greatest enjoyment comes from finding ways to live life to the fullest with his wife and three children, as well as in his hobbies as an award winning beekeeper and progressive farmer.
A Case Study/Exercise in How to Create a Leader Development Program
Roughly 10,000 baby boomers are retiring every day and will continue for the next 10 years. As newly-minted leaders are stepping into leadership roles at a steady pace, only 13% of companies say they do an excellent job developing all levels of leaders. As companies worldwide are spending tens of billions of dollars on leadership and management training annually, less than half of them have a favorable opinion of their leader development programs.
It seems we know leader development training is important because of the significant investment businesses are making toward growing their leaders. But how do we determine what sort of leader development program to implement? How do we test the efficacy of the development training after we implement? At an even more fundamental and focused level, why should we be investing so deeply in developing our leaders?
Unless we focus on the “why” of leader development, we will stumble through the “how” of implementation. Join me as we learn together what’s at stake with leader development, and why it is essential that we develop our leaders. Leave with best-practice methods to build a dynamic leadership program in your own organization.