Identify the success factors.
To hire effectively, you have to be absolutely clear about the kind of person you are looking for. You don’t just want a job description; you want a description of the person you are seeking.
First, you must gain a meaningful understanding of the personality qualities shared by your top salespeople. They are probably persuasive, able to read others’ reactions, and capable of bouncing back from rejection. But what else do they have? Is it high energy? Discipline? Good analytical skill? Assertiveness? A solutions-oriented mindset?
Those attributes, once pinpointed, become the profile of your ideal candidate and, therefore, the model you should use when hiring new people. The closer your applicants match the profile of your top performers, the more likely they will meet or exceed your performance expectations.
Avoid Overvaluing Experience.
Conventional wisdom is that experience will prepare someone to hit the ground running. But the cost can be high for hiring managers who assume experience equates to talent. All too frequently, “experienced” job seekers don’t live up to this promise. Ten years of experience can be one year of bad experience repeated 10 times. Effective hiring has less to do with checking for experience than it does with uncovering potential.
Data show there are many people out there in the general population with untapped sales potential; more so than half the workers already in the sales profession, in fact. This is not to say that experience should be disregarded, but experience should not be the primary determinant in making a hiring decision. Past experience does not necessarily equal future success.
Consider using a personality assessment.
The information from an in-depth personality assessment can provide you with the insights you need to make a better-informed decision.
Will the individual fit in with your culture? Work well with others on your team? Connect with his or her manager? Those are the important nuances that can make all the difference as to whether an individual will succeed.
A validated personality profile can provide you with a measurable, objective view of an applicant.
Use the interview process as an opportunity to address concerns.
Interviews often end up being a ritualistic dance in which applicants and employers are both trying to put their best feet forward – and end up tripping over each other.
Sometimes, a new employee’s best performance takes place during the interview. Use that stage of the hiring process to probe areas that concern you.
If you have questions about the applicant’s level of resilience or how they will deal with rejection, you can ask questions about past situations in which they struggled or faced disappointment. You can ask about how the applicant felt and what he or she did to make sure the scenario wouldn’t occur again.
Through that exploration, you may discover that the individual is well suited to the opening you have. Or it could save you from making a huge mistake.
Find the right fit and coach for success.
The work doesn’t end once you find the right person for the job. The first few days for a new employee are the most critical. As a manager, you want to ensure that new hires are given the tools to be successful. In return, they will know your company is committed to them and invested in their future. Team members who feel valued are more likely to stay with with the organization over the long term.
By coaching new employees as soon as they start their new jobs and setting up a training program with milestones, they will understand how to avoid potential clashes and adapt their work style to fit in with your organization’s culture.
Provide ongoing development.
To keep employees engaged, you must make a solid commitment to developing their potential. In doing so, business projections become more predictable, and you retain more top performers.
Development can take the form of personalized coaching, team building, or management training—or a combination. The key is to keep your top performers engaged so that they don’t feel tempted to leave for a competing organization. Ongoing development is not limited to the new employee; veteran team members and leaders all benefit greatly from ongoing development and growth.
To learn more about Caliper and special discounts to WIT members, visit www.calipercorp.com/wit
To learn more about how to engage your employees at your organization, visit www.calipercorp.com or email email@example.com.
Caliper is a human capital analytics company leveraging decades of data and validated assessment results to predict and select high-quality candidates. Caliper partners with all types of organizations, industries, and sectors – from Fortune 500 companies to small businesses and from government agencies to non-profits. We help companies reduce the risk of bad hiring decisions; build high-performing teams; and engage, develop, and retain their employees. Contact us to learn more.
Employee engagement begins with leaders showing that they value their people and that they are willing to spend time and resources helping them capitalize on their strengths. However, studies show that only a small fraction of today’s leaders are creating an engaging environment for their people.
Engagement can be increased by creating appropriate development programs both for your leaders and your individual contributors. Start by determining what your organization needs and what goals you want to achieve. Then you’ll be ready to explore what kinds of plans and programs are available to address the specific issues, challenges, and objectives that are critical to achieving your ideal organizational state.
Development programs are customizable based on the needs of each organization. Below are some examples of what some programs might look like. Note that companies will often combine features of the following options if doing so is the most effective method for improved engagement.
Coaching: acustomized, in-depth coaching process and developmental plan from an objective, third-party coach that helps pinpoint abilities, motivations, and growth opportunities.
High-Potential Retention and Development: a consultant works one-on-one with top performers to help them assess their talents, identify hidden potential, and clarify their goals, while linking their abilities and interests with the needs of the organization.
Engagement/Climate Survey: the ideal method for gathering objective, company-wide intelligence on employee attitudes and perceptions; in essence, the equivalent of giving your organization a health check-up.
Competency Modeling: a process that helps a company gain a clear sense of their top performers and their strengths, what distinguishes them and how to both hire people like your top talent and develop those currently on board who have high potential.
To learn more about Caliper and special discounts to WIT members, visit www.calipercorp.com/wit
To learn more about how to engage your employees at your organization, visit www.calipercorp.com or email firstname.lastname@example.org.
Caliper is a human capital analytics company leveraging decades of data and validated assessments to predict and select high-quality candidates. Caliper partners with all types of organizations, industries, and sectors – from Fortune 500 companies to small businesses and from government agencies to non-profits. We help companies reduce the risk of bad hiring decisions; build high-performing teams; and engage, develop, and retain their employees. Contact us to learn more.
Additional Caliper Resources:
7 Traits of Great Leaders
7 Qualities of an Effective Personality Assessment
10 Most Common Hiring Mistakes
Helping Millennials in the Workplace Be Successful
How to Write an Effective Job Description
The Evolving World of Sales
Caliper’s Women in Leadership Study
How Leaders Grow
How to Get Millennial Employees Up to Speed and Engaged Faster
Managing Generational Work Styles
Do you have significant experience in trucking and logistics - and have a passion to help advance the mission of the Women In Trucking Association? Then you should consider participating on the WIT Content Advisory Council.
This newly established content advisory council provide expertise, advice and direction both the Redefining the Road magazine and the Accelerate! Conference & Expo. Our goal is to have professionals on the council to represent those who are regular participants in the WIT community.
What Are Qualifications?Because of the importance of the conference and the magazine to the success of the Women In Trucking Association, it is important that the individuals selected to be on the Content Advisory Council are highly qualified subject matter experts in their field. These are the requirements for those who are selected to be on the Content Advisory Council:
Minimum of 5 years experience in one of these five areas in the transportation industry: Leadership, Operations, HR/Talent Management, Sales & Marketing, or Safety & Compliance
Current member of the Women In Trucking Association and a passion for advancing the association's mission
What's the Time Commitment?We realize that time is a valuable commodity these days, and we acknowledge the busy schedule of the executives who are selected to be on the WIT Content Advisory Council. The Content Advisory Council will routinely meet each month via an hour-long conference call, with small volunteer tasks and projects in-between calls as you have the time and interest. We anticipate your time commitment to be no more than 1-2 hours monthly.
> More information
By Brian Everett, Publisher of Redefining the Road Magazine and WIT Strategist
For years, over-the-road trucking is a traditional industry where entrepreneurial men have put their leadership skills and intelligence to the test. They start their own companies and ultimately develop them into a successful enterprise.
This is still happening, but with an exciting twist. Entrepreneurial women are successfully doing the same thing.
What’s Required to be Successful? Successful transportation companies are no different than most of those in other industries – but how do you define success? For some business leaders, success is defined by monetary rewards, while others say success is having a positive impact on others. BusinessNewsDaily asked professionals for their thoughts on what makes a business successful:
"Success is running a profitable firm that conducts business with honesty and integrity, makes meaningful contributions to the communities it serves and nurtures high-quality, balanced lives for all employees,” said one business owner. “As business owners, we must think outside of our own doors. We must think about the potential impacts that we have on those around us, as well as future generations.”
“To me, success means making a living of something you absolutely love to do,” said another entrepreneur. “Something that makes you come alive and gets the best out of you. But most importantly, it means going to sleep at night knowing that your talents and abilities were used in a way that made a difference to others.”
But whatever the definition, a successful B2B business usually will demonstrate efficiencies and innovation in its service or product offering, and will provide value to the industry it serves.
Recognize Success: Nominate a Women-Owned Business! Part of the Women In Trucking Association’s mission is to promote the accomplishments of women in transportation. WIT encourages more women to proactively become leaders in their organizations – and in some cases, to even start their own businesses. Entrepreneurship is a viable means of economic self-sufficiency and many women are choosing an enterprise connected to transportation to be part of their career aspirations.
How to “Make the List” in Redefining the Road Magazine WIT’s official magazine, Redefining the Road, will feature in its first edition of 2018 a list of “Top Women-Owned Businesses” in transportation. Criteria used to identify qualified applicants will include status as majority ownership by a woman, financial stability and growth, innovation, and entrepreneurial spirit of the woman owner.
If you are a woman-owned business (or know of one) complete this online form no later than Jan. 3, 2018. Just be prepared to confirm the enterprise has majority control by a woman, is privately held, when and where it was founded, and how the enterprise was originally funded.
Then provide a brief essay on how the enterprise demonstrates efficiencies and innovation in the service/product offering, value to the industry, and/or processes, as well as unusual or unique characteristics about the woman owner or leader of this enterprise or accomplishment she has attained in the last 12-18 months. Both responses should be no longer than 250 words each. There is no fee to apply and self-nominations are acceptable.
So what do you have to lose? Is your company a successful women-owned business, or do you know of one that is? C’mon – make the nomination and help us to recognize success in the industry!
> Make Your Nomination
By Sandy Long
Truckers have always gotten a chuckle out of the antics and questions of newbees. Some of us because we remember similar situations we got into when starting out, or wishing we had someone to ask a question of back then. There is an adverse upswing in this on social media to where the chuckle becomes brutal at times and downright mean.
It is human nature for some folk to have to feel superior to others. Unfortunately, this trait has taken over for them. They become internet Rambos, slamming everyone and any one they think less perfect/knowledgeable than themselves. The anonymity of the internet protects them behind false profiles, blocking features, and little or no supervision from websites of behavior or content. They have nothing to lose, satisfying their arrogant needs through harming others.
It used to be that to become a trucker one could learn by the seat of one’s pants. Many drivers started out with a truck owner throwing them the keys and saying ‘get the load there.’ It used to work fairly well back in the day, fifty years ago, when there was much less traffic, simpler equipment, less just in time freight, and less regulations and enforcement. While those things have escalated greatly, the mindset for many companies and old hand truckers is that it has not changed, ‘you can teach a monkey to drive a truck’ as the old saying went.
CDL schools teach little beyond how to obtain a CDL, the rest is up to the training company to teach. Some do a fair job, some are stuck in the old day’s ‘here’s the key, get the load there’ attitude. The student often times is thrown out solo before they are ready, with no one to ask questions. The internet changed that by providing forums to ask questions and hear solid information, in a perfect world. Sadly, many newbees, who get flamed for asking a question, quit asking their questions, or get false information, and then run amuck.
There is not a driver out there that was born knowing how to drive a truck. Instead of laughing at a newbee, their questions or antics, perhaps it would be better to help them and let them know you are not laughing at them, but in time will be laughing with them somewhere down the road. There is no shame in admitting to one’s own questions when starting out, or mistakes made. There is also, no shame in asking a question.
Overwhelming arrogance, used to belittle someone else, is not an attractive trait. While the arrogant person might get a thrill out of flaming someone less knowledgeable, for most others, they are actually showing their arrogant dirty trailer tails instead. Check yourself truck driver. Are you an arrogant person who thinks questions asked are stupid or silly, or who flames someone for not knowing? If you are, then while you might be a legend in your own mind. However, there are others who are getting the ugly laugh on you, or waiting for you to mess up so they can get in the last best laugh. Remember, pride goes before a fall.
By Sandy Long
In my forty plus years in the trucking industry, I have known a lot of lady truck drivers. Many of us share the same bad habit, that of not wanting to take time to adequately take care of ourselves. How did this bad habit get started, upon reflection, from many sources.
When women started going more solo rather than run team, we had to work harder, longer, and be tougher than our brother drivers. We had to do this to overcome the attitude that we would take off five days a month, have to stop more, were too weak to hold up, and not be as productive as our brothers. We developed the habit of ignoring pain, periods, and fatigue, and just worked. We would show them!
Furthermore, many of us only had ourselves to depend on. If we did not work and run hard, we could not meet our financial obligations or get ahead. Added to that, many of us had family obligations, children, or other family that we were taking care of in one way or another. We could not slow down; others would suffer.
None of the above is not to say that our brother drivers do not do the same. They do, but not to the extent of us ladies. We all tend to make light of illness and not go the doctor when we should; though trying to make an appointment is hard for all truckers. We end up spending time in our sleeper or in a motel room, sicker than dogs, until we can crawl back in the truck and keep pushing. It all can have an accumulative effect on us.
I will admit, I was terrible about really taking care of myself. The last dozen years, that got worse instead of better. Well, of course, I did what I had to do to keep my CDL, but little beyond that. I disregarded medical advice other than diet and dodged going to specialists. Twelve or so years ago, took on the responsibility of taking care of my elderly mother, so my stress levels increased tremendously. I took no vacations except to stay home for a week with mom. Eventually I had to give up over the road and go regional to be home weekly, and I got sicker as I got older. I let things go until it cost me my truck driving career; my ticket got punched in February this year.
I had planned on retiring at sixty-five or sixty-six. I missed it by a year. I was not only devastated, I was not prepared financially for it. Hard to admit it was mostly my own dumb fault. Now I use a walker, have spent six weeks in the hospital so far, have unrepairable heart damage, and I am on dialysis. Do not feel sorry for me, I do not for myself. But I do accept responsibility for my own fate.
I am not the only one who does this by any means. A friend is driving with bone on bone in her knee. She says too many people will be affected if she stops to have it fixed. Several have been forced into retirement due to ignoring health issues too long … back problems, heart problems brought on by stress and poor diets, and unrepairable structural damage to their backs or joints.
Do as I say and go to the doctor if you need to do so. Take care of yourselves utilizing any means possible to do so. Take time off and away to relieve stress routinely and to make doctors’ appointments. Quit being so hardheaded. Yes, you may lose a couple of days of work. But without you, everyone suffers and things fall apart, you included. Please do not do as I and many of my sister lady drivers have done, and let things go too long. The results are not fun at all.
By Sandy Long
Perhaps one of the greatest disservices to the trucking industry outside of the old ABC’s 20/20 Killer Truck Drivers segment is how trucking has been portrayed in movies and television. People watch the iconic Smokey and the Bandit movie and its sequel and think that trucking is all about fighting the law, raising havoc, and having fun. Other productions like television’s B. J. and the Bear, show a young, good looking guy traveling around with good looking women in every stop.
The only three things even close to being accurate in any movie or television show is first, the concept that if a trucker was in trouble, other drivers would help, though not to the extent portrayed. Second, running in a large convoy, though now illegal in most states, could be enjoyable. And third, there were some law enforcement officers who really enjoyed harassing truckers, and still do. However, the rest just made good entertainment.
Trucking is actually hours of boredom interspersed with seconds of sheer terror. A trucker spends eleven hours of their day driving for the most part. Unpaid wait time to load or unload (most companies do not pay if setting to load or unload until after two hours) may eat up hours each day. Occasionally, the action of another car or truck driver, will scare the hell out of a trucker.
Trucking is not only a job, it is a lifestyle. Some may dispute that fact, but fact it is. Truckers live differently than people who work in a factory, or business store. Most truckers work ‘swing’ shifts, so the time worked today, might not be the time worked tomorrow. Truckers have to account for every minute of their time on log books, or electronic logging devices, they are away from home, and even home hours have to be noted. Unless a trucker chooses to cook and eat in his/her truck, meal times are primarily communal in truck stops, or restaurants with truck parking. Unless a trucker carries a porta-potty in the truck, bodily functions are done in public restrooms. Daily showers are not a given, taken usually at truck stops, or terminals, and at times, will have to be waited for in line, if one is available where a trucker parks. Most truckers are away from home for long periods of time. Many new to the industry cannot adapt to the lifestyle.
Trucking is made out to be glamourous, and a way to sightsee and get paid for it. While the creative trucker might find time to go see some sights on layover times, most have other tasks to do during those times: laundry, clean the truck, restock groceries, and personal necessities, or just rest uninterrupted. Yes, truckers get to see a lot of things, through the windshield at 60 miles per hour. As far as being glamourous, new truckers quickly learn that being a trucker is a hard, dirty, sometimes dangerous job with little thanks or recognition and a lot of disrespect from the general public. No Burt Reynolds running the front door, running interference.
On the other side of the road, many adapt to the lifestyle and the job like a hand in a glove. Trucking provides the illusion of freedom where no one is standing right over a trucker watching their every move. It is perfectly suited for those who do not need to be with their families or friends all of the time and who have a sense of adventure. These types of people have to be able to make split second decisions, solve problems on the move, and have the intestinal fortitude to go into places some police hesitate to go.
For others, more companies are offering different home time options from local to regional to longer home time for time spent on the road. The internet and cell phones make staying in touch with family and friends easier utilizing Skype, Facetime, and Facebook. Social media also offers groups for support, socializing, and education.
No, trucking ain’t like Smokey and the Bandit; however, it can provide a good living, enough adventure to satisfy almost everyone, and the ability to be part of the largest industry in the country serving the needs and wants of the general public.
By Sandy Long
Reports are coming from all over the country of glitches occurring where drivers are walking in on other drivers in showers at truck stops after being given a duplicate key. Whether it is a cashier or computer mess up, it creates embarrassment for both drivers, especially for lady drivers in the showers.
This type of problem is not really new, though it used to be heard of more in relation to hotels and motels. Technology grew with the solution to the problem. The hotel/motel solutions are easily transferred to use in showers. Amazon.com provides options starting at $5 and easily fit in a shower bag.
The simplest is a rubber wedge-shaped door stopper. One gets two for $4.95 and one stopper weighs just 6.5 ounces. A fancier version of wedge-shaped door stopper costs $9.99, is metal, and includes a high decibel alarm if the door is opened while in use. There are other types of traveling door locks available; the only problem is that almost all of them only work on outward opening doors.
One has to remember that mistakes happen all of the time. This type of mistake, where a shower is double utilized, can be easily solved, one would think, with a little effort if managed by a cashier or attendant. Cashiers need to make sure the right key is given for a shower NOT in use by someone else. If the shower attendants are not reporting the right showers clean and ready to go, then they need training.
If it is a computer glitch, where the computer is not registering proper information, then this needs to be tracked down quickly and resolved. The key person to any of this is management. Sadly, many reports where a lady driver seeks out the manager to complain of being walked in on, say that male managers think it is funny. It is patently not funny to the lady driver, and most likely not to any male driver walking in on them.
In these cases, the driver only has recourse to contacting corporate headquarters of the truck stop and hope they are taken seriously. Granted, there have been no reports of anyone being injured in any way, other than being embarrassed. But in today’s world, anything could happen.
If one walks in on another driver in the shower, just back out quickly. Do not prolong the embarrassment by taking time to apologize. Just shut the door and go find the manager. If one really feels the need to apologize, do it through the door.
The days of communal showers are long past. Truthfully, the only time outside of the truck that a driver can expect privacy is in today’s private showers. It is important alone time for many drivers. This problem needs be solved by working with truck stop management, and if need be, corporate.
By Sandy Long
One of the most popular topics for discussion on WIT’s Facebook Group is all sorts of tips to make drivers’ lives easier or better. The tips range from health, to safety, to making the truck homier, or adding storage.
Health: Seats are made either of vinyl, or a synthetic material for the most part. Either can generate heat and moisture to one’s bottom side. This can cause several issues, ingrown hairs and yeast infections for both genders, and some studies suggest, prostate issues for males.
Trying to buy seat covers that fit can be problematic, those pesky arm rests get in the way. The best seat cover is a sheep skin, a real one. Sheep skin allows air to flow under the body and prohibits bacteria growth. They are easily found online. Some people use high quality terry cloth large towels for seat covers. To hold either in place, use children’s sized suspenders.
Safety: All safety starts in the driver’s seat. A good driver remains as in control of their actions as possible while always being alert for possible dangers. Those dangers might be from other vehicles, or into an area one has gone. A driver needs to remain ready for plan B actions, this takes evaluating escape routes, shoulder width/composition, lane endings, nearest open business, etc. When parking a loaded trailer, one needs use anything to make it safer whether that be pin locks, glad hand locks, padlocks, or backing against a fence, light pole or other trailer.
Making your truck your home: Some drivers can be very creative in making their trucks homelike. They go way beyond just buying a bed in a bag that matches. Some utilize a motif, perhaps Southwestern, then use Navajo rugs and blankets, sheets in matching colors both on the bed and to hang on the sleeper side of the bunk curtain and make window coverings. They may hang dream catchers, or other feather work on the walls. They finalize the look with southwestern colored throw pillows. One’s imagination is the only guide.
Extra Storage: Unless you can afford a super sleeper truck, it seems there just is never enough storage for all the bits and pieces of a driver’s life. If it is a double bunk sleeper, and a solo or relationship team, the top bunk can provide extra storage space. Many use tubs to hold winter clothing, extra food, or paper goods, extra blankets, etc. The key is to secure the tubs up there so they do not become projectiles in case of sudden stops.
If one is handy, shelves can be built for the end of the bunk that fit down on the sides of the mattress, or plastic drawers can be secured together and placed there. Tension rods between the cabinet and the back wall can provide extra hanging room for clothing. Those hanging shoe bags work to keep small items such as socks. Some solos, place plastic drawers in front of the passenger seat.
In the side boxes, milk crates work great to keep oil, antifreeze, and windshield washer jugs upright. Milk crates can also keep tools, straps, or anything else organized and neat. In a pinch, for working low on the trailer or truck, they can be used as a seat saving one’s knees.
It’s amazing how a little common sense, thinking outside of the box, and a bit of this and that learned can make a driver’s life easier.
By Sandy Long
As an old hand lady driver, myself and other sister drivers back in the day broke the path for other women to enter the trucking industry. While we made a dent in hidebound traditional thinking towards women as truck drivers, those thoughts remained within the board rooms, shops, and dispatch offices throughout the industry. To name a few of these thoughts: Women should be at home cooking supper and raising babies. Women were too weak to hold up to the rigors of the job. Women were too emotional to handle the stress of the job. Women would cause trouble amongst the male drivers. If we changed companies, no matter how many years we had been driving, or how clean our records, we continuingly had to keep proving ourselves. We lady drivers did our best, but we hit a wall at some point. We could not reach the boardrooms where further change needed to start.
A woman, Ellen Voie, was paying her dues. Working on getting her education, assisting her then husband to run an owner-operator truck business, and working nontraditional jobs herself, she went to work with Schneider. There and in other areas, talking to women drivers, Ellen saw the need for change to make trucking a more viable career for women in all positions, but especially as drivers. In 2007, she founded the Women In Trucking Association. The Association mission statement states, “Women In Trucking was established to encourage the employment of women in the trucking industry, promote their accomplishments and minimize obstacles faced by women working in the trucking industry.”
From Ellen’s experience, she realized from the start that change needed to occur from the top. If the executives of a company did not see the value of women, then no one in the company would. Utilizing her skills at public speaking, writing, and communication, Ellen started contacting companies about hiring more women. To make sure she understood for herself, at least a modicum of what a driver faces in doing the job, she went through truck driving school and earned her CDL, then wrote a book about her experiences to assist other students.
As is said elsewhere, if you do not have a seat at the table, you are lunch, so Ellen worked hard to get that seat at the table. She wrote white papers, available to corporate members, the Anti-Harassment Employment Guide and Recruiting Guide. Seeing blatant sex being used to recruit male drivers by some carriers, Ellen took them on face to face. Ellen was called to Washington, DC to represent women in the trucking industry on a women in nontraditional jobs panel. She also was invited to participate on the training regulation development panel by the FMCSA, again representing women drivers.
Listening to the concerns of women drivers about the ergonomics of trucks, Ellen works closely with some truck manufacturers to make trucks more user friendly for both genders of smaller stature. Also, again, listening to drivers, Ellen works closely with truck stops to provide safer parking, more lighting, and more amenities while geared towards women, benefit both genders.
To further assist drivers, WIT runs a Facebook Group, where drivers can help other drivers. At over 10,500 members, it is strictly moderated so is as safe as social media can be. Education is foremost there, professionalism is expected, and yes, socializing goes on, removing the obstacle of isolation many women drivers feel.
WIT is present at every major truck show, but MATS in Louisville, KY in the spring is the big one. The Salute to the Women Behind the Wheel event is held there yearly and celebrates the successes of women drivers. Every driver there is made to feel special, but that is true of any WIT event. Ellen often conducts educational panels at truck shows to benefit all drivers.
Ellen travels a lot through the year, speaking with different organizations promoting the hiring of women in the trucking industry. It does not stop there though. WIT and Ellen worked with the Girl Scouts to start a transportation patch to start girls looking at trucking careers at an early age. Ellen has worked with carriers to provide ride-alongs for politicians and FMCSA officials so they can experience real-world trucking with professional truck drivers.
Personally, I am a charter member of WIT and have known and worked closely with Ellen Voie for over ten years. I admire her for her vision, her professionalism, and her abilities to get beyond the boardroom doors to effect change for we women drivers where it needs to start, from the top.
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