Intro/Outro (00:03):
Welcome to Supply Chain. Now the voice of global supply chain supply chain now focuses on the best in the business for our worldwide audience, the people, the technologies, the best practices, and today’s critical issues, the challenges and opportunities. Stay tuned to hear from those Making Global Business happen right here on supply chain now.
Scott Luton (00:32):
All right, Scott Luton here, my dear friend and collaborator, the one and only Enrique Alvarez, uh, managing director and co-founder of Vector Global Logistics. I get that right?
Enrique Alvarez (00:43):
You got that right, Scott. Thank you. And we have some kind of brewing sounds in the back. I know. You’re gonna have to edit that out or what. That’s the,
Scott Luton (00:50):
We’re rolling with it because you know what, it’s
Enrique Alvarez (00:52):
A coffee
Scott Luton (00:52):
Pot. Our listeners, if they know anything, they know that coffee fuels us all for, well,
Enrique Alvarez (00:57):
I gotta say you’re the coffee drinker. I’m making my tea as well in parallel, but
Scott Luton (01:01):
This is fun. All right, so what we are doing here today, uh, it’s gonna be a brief interview. I’m basically out to get three leadership practical leadership tips from someone like you that really believes, I mean, you’re a, you’re very passionate about, um, effective, successful, um, different innovative leadership and culture and, you know, vector that y’all built here. I recently recognized as a, in 5,000 company. Cause all the growth and success that the team’s had, you know, I think that bears it out, right? So I’m really curious, obviously you lead logistics with purpose, uh, supply chain. Now in a spaniel. You’ve been featured on a variety of supply chain now programming, so folks aren’t new to one Enrique Alvarez. But to really focus in, in a very, um, focused conversation, how many times can I use focus on three, what is three practical leadership tips, especially for this timeframe and this era and this environment we’re all working through. So let’s start with the first one,
Enrique Alvarez (02:03):
Your thoughts. Yeah. Well, for me, I think, uh, culture is very important, as you know, and the team’s very important. And I think all the success we’ve had in the past, and I’m hoping that it will be the same way in the future, is attributed to the culture that we’ve been able to establish. So, and it’s not me, it’s everyone, and it’s something you work on a daily basis. But I would probably start with the, uh, get to know people at a personal level. Okay. I think it is important for everyone in the company to get to know each other at a personal level. Make sure that you, um, genuinely think about the other person’s, uh, concerns, worries, hopes, dreams, and you make it part of the company and part of the culture too, right? So it’s important that the company that you’re working with not only understands where you’re trying to get at in life, right? Uh, with your family, with your spouse, with your significant other, but also like professionally. So it’s not just like a job for us. So I would say, say just get to know people, uh, personally and, and deeply, and try to build those good relationships and friendships, even if, um, for whatever reason they work here or not in the future. Uh, just try to be good friends with people. I
Scott Luton (03:14):
Love it. And, and I love it more, even more so because I’ve seen it in your approach. You know, we’ve known each other now for, uh, five years or so, going on six, maybe it
Enrique Alvarez (03:24):
Feels like 15, but <laugh>. But
Scott Luton (03:28):
I see it, I see it in every interaction, and I see it with you and the team and even with you. And, um, so that we’re still in the first one, and it’s really about building those meaningful relationships. But Enrique, would you also extend that to, uh, you know, supplier customer relationships?
Enrique Alvarez (03:46):
It’s not just about the, it’s not just about the, the team or the employees or people that work with you, not your clients alone, but everyone that you really work with. And, um, everyone I think is very important no matter what you do as part of a team. Yeah. Um, we have a, a lot of respect and admiration for people that deliver our mail. Like the FedEx delivery guys, Adrian in particular,
Scott Luton (04:07):
Hard work
Enrique Alvarez (04:07):
Folks. They’re amazing. And so we try to just get to know them. We always come here. They offer, we offer them coffee, they sometimes sit down. We have a quick conversation. I mean, you don’t need to go out of your way to just be nice to people. And I think that pays off, uh, enormously. Agreed. From a cultural and, um, success in your company standpoint.
Scott Luton (04:28):
Ptk, every day is what we have saying in our household. Patience, tolerance and kindness.
Enrique Alvarez (04:32):
Patience, tolerance and kindness. I love that. Ptk. Some days I need a lot of peace. Like patience, patience, patience would be some of my days. And then,
Scott Luton (04:41):
So I stole it. So I should give credit where it’s credit. I’ve heard, first heard that from, uh, a dear, uh, small friend at church and I’ve stole it from her. That’s
Enrique Alvarez (04:50):
A good
Scott Luton (04:50):
One. Yeah. Yeah. Jack, if you’re listening, I really appreciate that. Uh, and some, what’s one of the mantras, I don’t know if you’ve got one of these, Enrique, when you take your kids to school and my wife Amanda and I share those duties. I’ve got about 13 things that I say right before we drop the kids off. Oh, that’s awesome. That we want to bake into their mindset, you know, uh, ptk every day is one of the things I share. That’s
Enrique Alvarez (05:13):
Really
Scott Luton (05:14):
Cool. Um, and I won’t, won’t, won’t bother with the other three.
Enrique Alvarez (05:16):
We’ll have to have another interview so I can learn a bit more about those other 12. Cause I think it’s amazing. I mean, I, I know it has nothing to do with the interview or where you were going with all this, but,
Scott Luton (05:26):
Uh, you learn, I’ll tell you, there’s a book to be written in Rek soon about things that we learn in Car Line. Yeah. I’m telling you. Yeah. Okay. So I love the first one. Uh, so the first one really build those meaningful relationships. And it’s not just within your four walls, it’s across your ecosystem. Right? And I, and I love that one because on the, you know, as you know, Enrique, on the good days, it’s easy to get along and do your day in, day out with anybody. But on those bad days, those strong relationships are, are what’s gonna help you overcome, overcome, uh, those challenging times. Right? Okay. So that’s the first one. What’s number two when it comes to practical leadership tips from and Ricky Outre?
Enrique Alvarez (06:05):
Practical leadership tips from me? Uh, I would say the second one would be transparency. Uh, in a, a company stand, uh, format, it would be really be candid about everything and be brutally honest about things and be transparent and vector. We’re very transparent, not only when it comes to, uh, the things we’re doing, the projects we have, the people we’re hiring, but also the financial aspect of a company. And I think this is going to be very important as we kind of go into a recession, right? I mean, we’ve always had speculation as of what will be get into a recession. Is this just inflation? Is this or that? I’m pretty sure we’ll get into a recession. There’s no question about
Scott Luton (06:45):
It. It’s a pretty good bet. Yes.
Enrique Alvarez (06:47):
So being transparent with your team is important. And, uh, so making sure they know how much we have in our bank account and how much we’re invoicing, how much our profit margins, how much or cost, how much is our payroll, how much is everyone making bonuses or not bonuses or salaries even. So we have a very open policy and I know that it’s hard to implement, but we’ve had it since we started Vector. But, and I think that’s critical as we face challenging times because all of a sudden everyone is very familiar with what we have, what we can do, what we can do. And I think everyone kind of brings the attention back to, uh, a common goal and makes the team be not only more efficient and effective, but also more focused, as you said at the beginning of the interview. Sure. And things that are important.
Scott Luton (07:31):
Well, and it builds trust. And, and with trust you can move
Enrique Alvarez (07:35):
Mountains, right? Absolutely. At
Scott Luton (07:36):
Least
Enrique Alvarez (07:36):
It’s easier to, adds up to the relationship, relationship building that we’re talking about as number one. So yes, definitely.
Scott Luton (07:44):
Okay, so number one, building those meaningful relationships, taking the time, investing the time to do that. Number two, the power of transparency. Um, and, and even sometimes with those frank conversations, you gotta have that make it transparent, but sometimes are more difficult to have, right? Still the power of transparency. And then number three, what would that be in re kay
Enrique Alvarez (08:06):
Number three. And, uh, it’s really, I would say it’s a combination. It’s really focusing on results and making sure that you prioritize what’s most important. So take out all the other noise cuz we’re all have like this every day. We always wake up and we have like a hundred things to do on our to-do list,
Scott Luton (08:22):
And we can fool ourselves with what’s important.
Enrique Alvarez (08:24):
And we’re doing busy. Maybe we just feel like we’re doing busy work, but we’re really not really making any impact. So just be very strategic and focus on results and results alone. And just do the two or three things that are going to be more meaningful and impactful and, and honestly, forget about the rest. The thing that with all the information we have, with all the different schedules we have, we’re on a very hectic life. And I’m not talking about me or you, but everyone, right? It feels busy, right? Just in general. So, um, so taking that noise out of your daily life, I think it’s a huge, huge, uh, factor in being successful as a, as a leader and as a team, right? So just make sure that the employees are focusing on the one or two things that are important. Just forget about the rest. Don’t, don’t give them a hard time for things that are not important.
Scott Luton (09:14):
I love that. Um, so I think this is Lou Holtz. I came up with this, and that’s kind of your number three kind of reminds me of this. So Lou Holtz, as he was coaching his players back at Notre Dame, I think this is one it’s come, comes from his book, but I think it stems from his time at Notre Dame where he won a national championship. You know, semen, his status is a legendary football coach and all that stuff, right? And for these busy college football players are trying to balance academics and, and practice and everything else. He tried to bullet down and make it simple, right? You know, ask yourself when you get up in the morning, what’s the number one priority right now? And then do it right? And then, and then ask yourself again, what’s the number one most important thing to do and do it. And that’s kind of a little bit of what you’re speaking to. You’re not, not fooling yourself in terms of just staying busy all the time, but really focusing on what’s important and what drives outcome
Enrique Alvarez (10:05):
And thinking about that. Like not only on a daily, weekly, monthly basis, but just, just have a plan, right? So for this week, what’s important for this day? What’s important for this year? What’s important to me and my family and everyone else? Um, and to what you were saying before about you telling your kids when you dropped them off, one of the things that I usually tell mine that actually links to what we’re talking about is, uh, you don’t have to see the whole straight case. You just take the first step. Yes. Or then just take the first one and just take the second. Cause sometimes it’s just overwhelming <laugh>, like, uh,
Scott Luton (10:35):
Especially for kids, it’s these days and what they’ve gone to
Enrique Alvarez (10:38):
Recently years. Me too. For everyone, right? It’s just too much. There’s too much things going on. Uh, so the hardest thing, and I think my number three would be just say no to a lot of things. Yeah. Just say no and I’m terrible at this, you know this. I always say yes. And then I’m like in trouble to
Scott Luton (10:53):
This interview right.
Enrique Alvarez (10:54):
To everything. But, but I, that’s one of the things that I’m working on personally, right? Just no say no. Yeah. You’re not gonna be able to do everything
Scott Luton (11:04):
Or you can and do it all poorly and not right. Not do the things you’re, you’ve set out doing this life. Um, I love that. And, and, and there’s so much synergy here, station to station is my phrase with the kids, uh, you know, slow things down. It, you know, comes from kind of a baseball term, I believe. Yeah. Where, you know, don’t always go for second base. You don’t have to stretch them. The out <laugh> station, the station’s a good way to be, right? Yeah. To your point, taking that first step, not the whole staircase. Um, okay, last question for you Enrique. Uh, since the first day I mention I’ve got it right here. I know this is an audio only interview and hopefully this audio is good quality we’re trying to approach here. But, um, since the first day I met you, this work sucks. Maybe, maybe almost the first day, maybe the third day I met you. Yeah. Maybe heard about this, this, this book, uh, why Work Sucks and How To Fix It. The Results Only Revolution. This is by, is it Callie Russer and Jody Thompson? Uh, I think you give a team, every team member a Vector gets a copy of this book, I believe,
Enrique Alvarez (12:04):
Right?
Scott Luton (12:05):
What, what, what’s the, um, if there’s one thing about that read that our listeners should know about and maybe check out, why does that book matter to you?
Enrique Alvarez (12:15):
So the book’s very important and I think it’s the base of our culture. Uh, and by the way, we give them to every single employee, and it’s actually part of the, it’s in their, uh, offer letter. They have to read it as part of the offer <laugh>. And, uh, but we also give it to a lot of suppliers and clients and, and people that we believe are, um, smart and, and interesting. Um,
Scott Luton (12:34):
So why’d I get one?
Enrique Alvarez (12:35):
You already did.
Scott Luton (12:36):
You what? I say what third? That’s,
Enrique Alvarez (12:38):
You got one already,
Scott Luton (12:40):
But, uh, I’m not smart. I’m not interesting, Rick, I gotta
Enrique Alvarez (12:42):
Copy the book. I’m pretty sure day number five is when I send you the book. But, uh, no. Um, so why is it important? It’s because, uh, you take out the noise out of the equation. So it goes back to my third point here, right? You’re just focusing on what really matters and what’s important in life. And, uh, you’re not trying to balance work and life and trying to play this kind of dual role. Uh, it’s like life is more important. Uh, and we all recognize and acknowledge that. And sometimes you’ll have to work and sometimes you’ll have to enjoy life. And sometimes you, you, you can’t pick and choose, you have to do both. Uh, and both are important. Uh, life is definitely more important. So just, uh, I think it’s just taking the noise out and treating people like adults, right? So why having to come to the office at nine in the morning and then having one hour lunch time and then leaving at five.
Enrique Alvarez (13:33):
Like, why, who, who says that’s the way we should work, right? If I trust you and you have a very clear set of goals and you’re reaching your goals, what do I care? If it takes you 15 minutes to close an account and then you want to go play golf the rest of the week, what is, it? Doesn’t matter, right? I mean, it shouldn’t feel bad about you enjoying life as my employee, or w I should be proud and happy that you’re able to do that. Um, as long as of course you’re, uh, reaching the goals and commitments and agreements as a, as an employee as well. So that’s what I think it’s important. I think everyone has benefit from it, and I think that has made our culture not only very vibrant and dynamic, but at the same time very successful
Scott Luton (14:13):
Man. And, and, uh, you know, I really appreciate that in all of it’s frankness and honesty and transparency. But, you know, hey, as the outsider in terms of not being a a Vector team member, I’ve seen it, it
Enrique Alvarez (14:25):
Feels like you’re almost are a Vector
Scott Luton (14:27):
Team. Well, I, I caught a Vector family member. Yes, we Avarez family.
Enrique Alvarez (14:30):
Oh, right, you’re an Anari Vector member. Well,
Scott Luton (14:33):
Sir, but you know, we talk about you and Vector team a lot, but it’s not lip service. You’re living it out. And I bet every team member, at least everyone I’ve rubbed elbows with in your team, I mean, they, they say it. And if they don’t say it, they model it. You know? So I love what y’all built here, what you, you continue to build. And I really appreciate your three pieces of, uh, practical leadership advice, especially for these times. So last question, I’m gonna give it bonus question. So folks wanna connect with you if they want to have you come in at Keynote. You know, you do a lot of speaking these days, uh, interviews, um, doesn’t take you away from all the great things you’re doing at Vector or all the do good, give forward, uh, things that y’all been up to, such as the leveraging logistics for Ukraine initiative where I don’t have the latest numbers, but over 500,000 pounds of humanitarian aid
Enrique Alvarez (15:23):
Is made. Well, good memory by
Scott Luton (15:24):
The way. Uh, we try Ukraine and Poland and all those folks in need, um, folks can find the information about all of that by connecting with you on LinkedIn, maybe.
Enrique Alvarez (15:33):
Yes. So LinkedIn, I would probably refer people first to our website, uh, at vector gl.com. And then of course, if you go on LinkedIn and you type in Click Vector, you’ll, you’ll see my name there. You can connect through Vector through LinkedIn as well. And, uh, send me an email, enrique.Alvarez@vectorgl.com
Scott Luton (15:52):
Wonderful. And we, we’d invite and encourage y’all to, to, you know, connect with Enrique for sure. But, but check out many of the things you’re doing, especially the leveraging logistics for Ukraine, uh, humanitarian aid ongoing initiative. So very valuable work there. And maybe on a lighter note, uh, Chica the spokesperson. <laugh>, she, is she gonna have an agent? So Chica is your, what kinda dog is she?
Enrique Alvarez (16:15):
She’s a Australian Labradoodle.
Scott Luton (16:18):
Australian Labradoodle.
Enrique Alvarez (16:19):
Okay. Basically our third kid. <laugh>. Yes. <laugh>.
Scott Luton (16:22):
Well, Enrique, uh, thanks to you and the whole Dr. Family. Love what y’all do, uh, and hope you have a wonderful and very successful, uh, closed your 2022.
Enrique Alvarez (16:32):
Thank you so much, Scott. It’s always a pleasure.
Intro/Outro (16:36):
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