Coming out of Transition: The Details

I received confirmation today that I can announce details of my next job.  Beginning Monday November 26th I will start working for Life Care Services, a division of LCS out of Des Moines, IA.  I will assume the position of Regional Director of Human Resources working out of their regional office in Indianapolis.

Life Care Services is in the Senior Living industry and owns and/or operates Continuous Care Retirement Communities (CCRCs) in the Midwest and west coast.  I will be responsible for 30 - 35 of these communities, each with its own HR Manager, and also helping to bring new communities on board as we grow.  I will relocate to Indianapolis during the Thanksgiving weekend.

This position involves a lot of travel which is similar to jobs I've done in the past.  My cell number and personal email will remain the same so those of you who have that information can continue to contact me like you always have.  Once I have a company email address I will put that out on Twitter and my Linked in profile.

The very few of my friends and neighbors who knew these details have been quick to comment about this being a "for now" job or a "survival job" or just "until you can get back to Nashville."  While I really appreciate the sentiment, and believe me I love this community, I really need to emphasize how excited I am about this opportunity.

I am leveraging the fact that very few people with my experience are willing to relocate and travel so extensively against the opportunity to learn both health care and senior living.  After twelve years of headwinds in a contracting industry, working in a space that should be strong until I need assisted living is very appealing.

I still intend to maintain my ties to Nashville and to my friends from the Thomas Nelson days.  I hope to see several of you around town from time to time as my schedule and yours permits.  You all continue to be in my thoughts and prayers.  See you down the road.



Comments

Post a Comment

Popular posts from this blog

On-Line Streamlining

On Friday of this week I will shut down both my Facebook and Twitter accounts. In place of communicating via those outlets I intend to be a more consistent and diligent blogger. There are several reasons for this move which I will explain just briefly. I usually check all these accounts after dinner. That process entails checking Nelson email, personal email, Twitter updates (both reading and writing), looking at who added or dropped me on Twitter, checking Facebook updates from my "friends", and leaving comments. I could set up a link that combines Facebook and Twitter updates into one process, but that only saves a few moments of what takes about 45 - 60 minutes. My other personal interests, be they gardening or guitar or a few home improvement projects slated for the spring, suffer from the time taken up with living in the on-line world. Every so often my wife would like for me to just sit down and watch TV with her and I rarely ever do. After slacking off for the winte...
Read more

Employer Response to Feb 17 General Strike

If you are an employer and have employees participating in today's called General Strike here are a few tips.  The demands of the General Strike are not employment related: they are political and are not about to your workplace's specific terms and conditions of employment.  As such this is not subject to the "no strike" clause of your collective bargaining agreement (if you have one), and is not a non-union "wildcat strike".  As such it is not NLRB protected concerted activity in my opinion. You can take corrective action in accordance with your policies. But be careful: this "is" protected First Amendment speech so terminating for absences related to this event could prove problematic.  Still you probably don't want people walking off the job without consequences and/or disrupting your workplace. Here is what you can do.  Insist that the strikers leave your premises, not block your entrances and exits, and not disrupt your business. You c...
Read more

Managing Through the Micromanaging Myth

It is the ultimate derogatory comment among the 20-somethings in your workforce. It has replaced race and gender slurs as the lowest form of workplace insult. To be labeled a micro-manager carries with it a level of disdain somewhere just above sexual harasser. It is also largely a myth and an excuse wielded by some on your staff who lack the experience to know mentoring from meddling. That so many middle managers (and higher) buy into this corporate urban myth is disappointing; but it will one day go the way of all other ill-conceived management fads. Let me go out on a limb here and call out that labelling your supervisor as a micro-manager is a handy tool to escape supervision and accountability and that buying into it as a supervisor cheats your new hires out of needed coaching. The theory of the micro-manager is simple; close supervision is equal to a lack of confidence in the person you supervise and is therefore poor leadership. Moreover, if you've selected someone for your ...
Read more