DNA of Success – Energy Level

Energy is important in the workplace and can be very contagious to those working around you. Energy pushes you to work harder and to be more productive in the workplace. People with a high energy level lift others up and initiate effective work from those they come in contact with.

Energy levels have an impact on how we do our jobs. Energetic activation within a worker allows for them to have more positive feelings toward work and their colleagues, and leads to a desire to act within an organization in a positive way. Having an enthusiastic attitude simply makes us more desirable employees. It is vital to bring the right attitude to the day-to-day work.

Energy is powerful enough to create your success or promote your demise. Evaluate the energy flowing within your company, and if it is missing, be the one to ignite positive, rewarding, motivating energy that leads to a productive environment. After all, a positive environment is a healthy environment.

Anastasia Warren a writer for The Applied Companies says, “Good energy, good work, good life.”

Across the long term horizon, employers have seen a continuous shift in the applicant pool for every position in a distribution operation. Compare the industrial revolution through the Second World War and then jump to today… the processes are similar, but the jobs are very different. Across your career, you will see tremendous shifts in behavior and technology offerings intended to make the people and processes more efficient. The one constant however, is the DNA of Success.

With decades of warehouse, manufacturing, and logistics experience, we understand the challenges you face when building a team or an organization.

DNA of Success – Energy Level
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DNA of Success – Assertiveness

Assertiveness is essential in your business and brings forth successful leadership and effective teamwork. Director and head of leadership at Primeast, Sarah Cave defines assertiveness as “the ability to confidently express your needs, rights, and views without invading the needs, rights, and views of others.” Working with an assertive mindset allows for employees to work easily together and helps bring people together in a constructive manner. The ultimate goal is to deliver mutual satisfaction through effective communication and being confident enough to put across one’s own point of view.

Assertiveness brings forth collaboration within your business. Collaborations are both assertive and cooperative. Collaboration helps to identify the wants and needs of two individuals who are then able to work together to deliver a successful outcome leaving both parties satisfied. Assertiveness shouldn’t be misused for an individual to get their own way. It is simply understanding what is needed from each individual. Sarah suggests creating your assertive tone through: stating expectations, expressing needs, wants, or requirements, expressing feelings, providing feedback, keeping things clear and simple, avoiding ambiguity, being firm and warm, and uncompromising non-verbal behavior.

Incorporating assertiveness within your business helps develop respectful and productive teams. The results that come from assertiveness include increased efficiency, greater staff happiness and wellbeing, well-run teams, and a better bottom line. Assertive behavior and communication help employees walk away with satisfaction and self-worth which will help decrease employee turnover.

Across the long term horizon, employers have seen a continuous shift in the applicant pool for every position in a distribution operation. Compare the industrial revolution through the Second World War and then jump to today… the processes are similar, but the jobs are very different. Across your career, you will see tremendous shifts in behavior and technology offerings intended to make the people and processes more efficient. The one constant however, is the DNA of Success.

With decades of warehouse, manufacturing, and logistics experience, we understand the challenges you face when building a team or an organization.

DNA of Success – Assertiveness
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Mountain Leverage Announces Two-Day Turnaround Fixed-Price A700X Compatibility Upgrade

Is Your Company Prepared to Sell the A700X?

Honeywell’s newly released A700X series operates differently than the A700 series, including new features and capabilities. There have also been platform changes, including a shift from Windows CE to Linux as well as an update to the version of Python used to run voice apps. These changes require modification of most existing voice apps.

Several new features require modification to the terminal’s “task” software. Now that the A700X series devices are shipping by default (including when an A700 series device is sent in for repair), the voice app will not run unless it has had the changes needed to make it compatible with the A700X series. In many cases, customers will be running a mix of both A700 and A700X series devices, so the voice app must be compatible with both. Mountain Leverage understands the time and resource constraints this will impose and therefore, has created a task update solution that we are making available to Honeywell partners.

Mountain Leverage Announces Two-Day Turnaround Fixed-Price A700X Compatibility Upgrade

Mountain Leverage is one of the world’s leading developers and trainers for Honeywell voice solutions. For companies that prefer to outsource their task upgrades, Mountain Leverage is offering a complete fixed-price task update package to bring your Honeywell A700X terminals up to the new latest standard! Within two working days, you’ll have completely upgraded solutions, and be ready to focus your efforts on problem-solving and adding value for your current and new customers!

Lower Your Risk. Buy Assurance from the Experts.

If your team does not specialize in writing VoiceArtisan code every day, code changes can take longer as familiarity is regained, and there is always the risk of losing time to complex debugging. Mistakes are inevitable and involve not only fixing the problems but also debugging a system that your team may not be familiar with.

Mountain Leverage has developers working with all types of voice applications every day, and we are confident that we can take any application, upgrade and test it, and deliver it back bug-free. We offer a full guarantee on the code so that if an error were to happen, Mountain Leverage would fix it for free immediately.

We’ve made it simple – just provide us with your code, and a short time later, we’ll deliver your fully updated and tested new A700X code along with a Mountain Leverage warranty and a full report on all changes that were made.

Mountain Leverage is standing by to help!

Mountain Leverage and Voice Beyond are voice experts and the company to turn to when doing any voice development work. We have deep experience in all voice application development, and can also expertly handle other voice-related changes, such as Taskbuilder to Artisan conversion or other changes and additions to existing voice applications. Let us know how we can help!

www.mountainleverage.com • 866-948-9922  sales@mountainleverage.com

www.voicebeyond.com • +44 (0) 208 610 9955 • EMEASales@voicebeyond.com

Mountain Leverage Announces Two-Day Turnaround Fixed-Price A700X Compatibility Upgrade
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Mountain Leverage Expands Remote Voice-Optimized Workflow Capability 

FOR IMMEDIATE RELEASE

Contact: Bobby McLain
866.984.9922 x368                                         
bmclain@mountainleverage.com
mountainleverage.com

 

Mountain Leverage Expands Remote Voice-Optimized Workflow Capability 

COVID-19 Causing Transformation of Traditional Supply Chain Processes

 

GRAFTON, WEST VIRGINIA, June 17, 2020 — Mountain Leverage, LLC, a leading provider of Voice-Optimized Workflows (VOW) that increase the productivity, accuracy, and safety of mobile workers in distribution centers, warehouses, and other industries, announced today it has enhanced its ability to design, integrate, deliver, and support its highly acclaimed voice-guided technology solutions on a completely remote basis. 

Since its inception, Mountain Leverage has featured a geographically dispersed workforce with employees who operate on a remote basis throughout the United States and also in London, UK.

This expanded remote capability comes as part of the company’s response to COVID-19 physical distancing guidelines and travel restrictions that have made it challenging at times to be onsite with both current and prospective customers. 

Mountain Leverage business processes that can be conducted remotely and virtually include: Virtual WalkThroughs that leverage streaming video for events, meetings with key stakeholders, and user training; complete Business Process Reviews with company leadership and key distribution center personnel; Blueprinting sessions that specifically identify the transformation from current state to future state; User Acceptance Testing, featuring user training tools including pocket guides, pre-recorded best practice training, and remote train-the-trainer programs that allow customers to have more control in the roll-out of their voice system; and finally, Implementation (Go-Live), the actual delivery of the fully functioning new system.  Mountain Leverage’s remotely delivered VOW solutions can be designed and implemented as quickly and efficiently as traditionally delivered solutions, with no compromise of functionality at any level.

According to Mountain Leverage CEO, Alex Reneman, “COVID-19 forced most companies to reassess their ‘go to market’ strategies, and Mountain Leverage is no exception. However, we were able to apply almost two decades of experience operating remotely to enhance our ability to deliver voice-optimized solutions on a remote basis.  From that experience, we’ve created new techniques that are now also providing increased efficiencies to our traditional model of onsite VOW implementation. It has positively impacted all phases of our ability to deliver faster ROI to our distribution center customers.”

VOW solutions are ideal in environments where mobile workers conduct repeatable tasks.  In distribution centers, for example, voice instructions direct workers to specific locations and guide them through the required tasks or steps to complete processes, such as picking, cycle counting, and replenishment. In Inspection and Maintenance applications, VOW solutions eliminate the back-and-forth data entry required when using laptops, handheld devices, or paper forms. Instead, workers can simply speak commands and verbally input data findings directly into the system via a headset with a microphone while performing the inspection task. As each step is completed, software converts this spoken information into data and communicates it back to a host system. Honeywell Voice is designed to free mobile workers’ hands and eyes in order to maximize productivity and safety while achieving higher accuracy rates. Further, voice workers typically require very little training or onboarding because the system guides them through the process.

Benefits of Mountain Leverage VOW Solutions

Honeywell Voice technology delivered by Mountain Leverage is proven to deliver the following transformative benefits to distribution centers:

  • Increase productivity more than 30 percent
  • Achieve 99.99 percent order accuracy rates within 90 days
  • Reduce attrition rates by 30 percent
  • Increase worker safety by 20 percent       
  • Reduce training time by 85 percent
  • Allow workers to speak in their native languages 
  • Provides the highest worker satisfaction compared to competing technologies

About Mountain Leverage:  Mountain Leverage, LLC, is a leading provider of Honeywell™ Voice-Optimized Workflows (VOW) that increase the speed, productivity, accuracy, and safety of mobile workers, thus driving down labor and error costs in distribution centers, warehouses, and other high-volume industries. Mountain Leverage has nearly two decades of experience integrating warehouse voice-optimized pick technology solutions for nearly 2,000 customers internationally. More information can be found at www.mountainleverage.com.

Mountain Leverage Expands Remote Voice-Optimized Workflow Capability 
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DNA of Success – Need for Structure

For any company to continuously grow, there is a need for structure. Structure assists in providing guidance and clearness on human resource issues. Structure lays out the official reporting relationships that control the workflow of the company. Without structure, it can be challenging to understand who has full responsibility for what. Small business owner, David Ingram, reports that “Organizational structure improves operational efficiency by providing clarity to employees at all levels of a company.” Structure within the workplace lays out a clear roadmap, allowing companies to create employee advancement tracks.

Structure within a company helps streamline business operations. Structuring business functions into departments eliminates similar business functions from being completed by multiple departments. Organizational structure improves a company’s decision-making process by implementing an information flow from frontline operations to managers and an information flow from management down to employees. Company structure allows your company to operate in multiple locations because owners are able to create a management chain to ensure all business locations are operating in accordance with the company’s standard procedures. Structures help outline employee tasks and help them to know which manager oversees them. When an employee understands the structure of the company, they are able to work more efficiently. Most importantly, structure opens up time for the company to spend more time focusing on customer service, which then allows a company to also focus on increasing sales revenues and profits by focusing on consumer needs and wants.

The need for structure within a company will always exist because without structure, a company will be held back from growing. Companies with structure can put their focus on something more important rather than continuously correcting operational issues. The benefits that come from organizational structure will leave your company running effectively in an efficient manner.

Across the long term horizon, employers have seen a continuous shift in the applicant pool for every position in a distribution operation. Compare the industrial revolution through the Second World War and then jump to today… the processes are similar, but the jobs are very different. Across your career, you will see tremendous shifts in behavior and technology offerings intended to make the people and processes more efficient. The one constant however, is the DNA of Success.

With decades of warehouse, manufacturing, and logistics experience, we understand the challenges you face when building a team or an organization.

DNA of Success – Need for Structure
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Voice Beyond Makes Voice-Enabled Workflow Solutions for Companies in Need

Voice Beyond, Mountain Leverage’s sister company serving the EMEA market, has been added to the UK Crown Commercial Service (CCS) directory of “companies willing to help” the public sector maintain their services during the coronavirus COVID-19 outbreak. CCS acts as the commercial arm of the UK Government and helps companies find goods and services.

Voice Beyond is making voice-enabled workflow solutions available to companies in need, on a no-cost or reduced-rate basis.  An example of a potential Voice Beyond solution could be the delivery of a customized workflow app for hospitals, healthcare, and first responders that can be built and deployed quickly and easily.

Interested companies can contact Voice Beyond at Sales@voicebeyond.com for more information, or visit the CCS website at information:  https://www.crowncommercial.gov.uk/covid-19/covid-19-buyer-information/catalogue-of-supplier-offers/.

Voice Beyond Makes Voice-Enabled Workflow Solutions for Companies in Need
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DNA of Success – Empathy

Empathy is often measured on a scale with two opposing poles. Humans, directed by human nature, are typically “self-oriented” or “other-oriented”. Both can be good, and the degree to which you will see someone’s empathetic behaviors will vary in most situations.

Self-oriented individuals tend to be more focused on themselves and less likely to identify as a team member. It doesn’t mean they can’t work well in a group setting, but it also suggests they will focus on the work assigned to them, and they may be disinterested in helping others – even when asked.

Having a team of “other-oriented” associates isn’t a cure-all either. While these individuals can over-index on responsiveness or consideration, it doesn’t happen all the time. But think back to the situations where associates tend to be overly cooperative and helpful, and… fail to get their work done as a result.

If you have a culture where there is a heavy need for teamwork, candidates and employees who have lower levels of empathy could be problematic. If you are trying to change cultures and gravitate toward a new normal in your operation, take note of your current team and the candidates who apply relative to your perception of empathy. Too much or too little within each team member can be problematic, and situational coaching can go a long way toward driving the outcomes aligned with high productivity and successful team environments.

Across the long term horizon, employers have seen a continuous shift in the applicant pool for every position in a distribution operation. Compare the industrial revolution through the Second World War and then jump to today… the processes are similar, but the jobs are very different. Across your career, you will see tremendous shifts in behavior and technology offerings intended to make the people and processes more efficient. The one constant however, is the DNA of Success.

With decades of warehouse, manufacturing, and logistics experience, we understand the challenges you face when building a team or an organization.

DNA of Success – Empathy
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DNA of Success – Excitement

Operations leaders need to look closely at this behavioral attribute and think about it from two perspectives.

Externally, when looking at bringing new candidates on board and internally when leading existing teams.

When meeting with candidates, hiring managers need to consider several critical factors. From the conversation, does the candidate show signs of strong Excitement “behaviors”? Does he or she enjoy challenges, and to what degree will the work variety keep them motivated? In some operations, change is routine and in others, it rarely occurs. Regardless of the option, what will be the impact for your candidate? In mid to large operations, group dynamics can be an important factor. What is this candidate’s tolerance for risk relative to his/her peers? Will the candidate be willing to do what’s aligned with the goals of the operation, even if it’s not aligned with the other workers on the floor?

Finding ways to help your employees make their work more exciting will play a significant role in enhancing their engagement. Happy and satisfied employees are more productive, and engaged workers tend to stick around longer.

Todd Nordstrom (director for the O.C. Tanner Institute), states there are three simple ways to make your employees excited to come to work every day:

  1. Connect on purpose; it’s important to have conversations about why they are working for your organization or team in the first place to help them remember their meaningful reason.
  2. Provide great opportunities to engage your employees in their work so they feel energized that their efforts create value.
  3. Appreciate and recognize your employees to ensure they feel like a necessary part of your organization and also realize the value they provide.

The greatest responsibility for creating the circumstances for exciting work rests with the immediate line manager. All we can do as a leader is to give our people every reason to engage. Employees are three-to-four times more likely to stay with an organization if they feel their work is exciting.

Across the long term horizon, employers have seen a continuous shift in the applicant pool for every position in a distribution operation. Compare the industrial revolution through the Second World War and then jump to today… the processes are similar but the jobs are very different. Across your career, you will see tremendous shifts in behavior and technology offerings intended to make the people and the processes more efficient. The one constant however is the DNA of Success.

With decades of warehouse, manufacturing, and logistics experience, we understand the challenges you face when building a team or an organization.

DNA of Success – Excitement
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How Manufacturers Can Decrease Downtime With Voice-Directed Solutions

Mountain Leverage CEO Alex Reneman was a guest recently on “Data in Depth”, a podcast produced by Mountain Point, a digital transformation consulting firm. Data in Depth explores the world of advanced analytics, business intelligence, and machine learning within the manufacturing industry. Their podcasts feature industry leaders helping manufacturers gain a 360-degree view of the shop floor, their business processes, and their customers.

Check it out here:  https://blog.mountainpoint.com/how-voice-directed-solutions-can-help-manufacturers-reduce-downtime

How Manufacturers Can Decrease Downtime With Voice-Directed Solutions
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DNA of Success – Desire To Learn

The DNA of Success is a list of employee-specific attributes that are at the core of running a successful distribution business.

Today’s DNA of Success attribute: Desire to Learn

Getting individuals in your organization that are focused on both personal and professional growth will drive your key initiatives forward faster.

Business News Daily has highlighted the desire to learn as one of the key success attributes we’ve been seeing in the hundreds of sites we visit. According to a study conducted by global staffing firm Robert Half, 84% of HR managers reported their company is open to hiring an employee whose skills can be developed through training.

Hiring managers should look for key indicators that applicants are willing to learn and grow. Associates who display intellectual curiosity typically have a higher desire to learn and will often be self-starters and require less supervision. Curiosity comes in several “flavors” but those who ask an experienced co-worker or grab a manual and reflect on the problem/challenge and the various solutions tend to have foundational capabilities according to some behavioral scientists.

With the ever-changing market, it will be important to have employees that are willing to learn new things and be open to adopting new technologies.

Across the long term horizon, employers have seen a continuous shift in the applicant pool for every position in a distribution operation. Compare the industrial revolution through the Second World War and then jump to today… the processes are similar but the jobs are very different. Across your career, you will see tremendous shifts in behavior and technology offerings intended to make the people and the processes more efficient. The one constant however is the DNA of Success.

With decades of warehouse, manufacturing, and logistics experience, we understand the challenges you face when building a team or an organization.

DNA of Success – Desire To Learn
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