Brad: So I’ve consumed more than my fair chunk of your time here. Is there anything else you wanted to touch on or wanted to say?
Len: I think just this last piece that we touched on, in terms of my advice for a company, is to really examine what are the values that you’ve got and do you really understand what your culture is all about? I recently gave that advice to my son Josh, because he didn’t know where he wanted to work. I said, Josh write down what’s important to you. Write down what you feel your values are. Then I said go to the corporate website of the different companies you’ve heard about and find out what their values are.
Then if you get an opportunity, whether it’s through the interview process, or you know somebody who works there, validate what they say on the site is actually true. Life’s too short. If your values don’t line up, you’re not going to enjoy it. You’re not going to do yourself any favours. You’re certainly not doing the company you’re working for any favors. You spend a lot of time working; you might as well enjoy what it is that you’re doing.
I say that what works for companies when they’re hiring talent, in terms of what they’re looking for from individuals, but just as important what’s the individual looking for in terms of the company they want to work for. You’ve got to have that alignment or there’s just too much dissonance, and you’re going to do things, or say things or you’re just not going to be happy at the end of the day.
Brad: Yes, certainly that’s what our whole hiring process is all about. Your son’s not a software programmer is he?
Len: He could be. He’s still looking.
Brad: We have our values elevated to a manifesto. Tell him to go read it.
Len: Okay, I will for sure.
Brad: If he wants to be highly employable, be a software engineer.
Len: Yeah, no kidding.
Brad: It’s almost impossible to hire them. This was a fun interview. Thank you so much.
Len: Thank you, it was good to get to know you better Brad. I enjoyed that.
About Len Jillard
Len began his career with the company in 1972 in London, Ontario as a crew person. He has worked in a number of mid and senior management positions throughout the Canadian operation. Len also spent three years, from 1995 to 1997, with McDonald’s Mexico as the Senior Director of Operations.
In January 2002, Len became Vice President of the Western Canada Region, overseeing all aspects of the Western Canadian operation. In 2005, Len was named to his current role as Senior Vice President, People Resources and Chief People Officer, in which he is responsible for carrying out the McDonald’s People Promise to value each and every employee across the country.
Len has always made it a priority to dedicate his time and expertise to McDonald’s charitable efforts, serving on the board of Ronald McDonald House in London, Ontario for more than seven years and as a member of the Society for Ronald McDonald House Vancouver.
About Leadership Conversations
At Jostle we recognize the importance of people-focused leadership. In fact, we are so passionate about how leaders engage employees, drive culture and catalyze collaboration that we seek out top people-oriented leaders to explore these topics with us through our Leadership Conversations series in the Jostle Blog. If you know a people oriented leader you feel should be included in this series, please contact us at firstname.lastname@example.org. There is no requirement that they are using the Jostle People Engagement® platform.