At 85, Sheldon Lavin Shows No Sign of Slowing

Today, OSI Group is one of the most prominent companies in the food processing industry, with over 65 locations around the world. Originally a family-owned butcher shop, the company, then known as Otto and Sons, would forge a bond with the McDonald’s Corporation, that would take both entities to new heights. In early 1970, Sheldon Lavin was a very successful investor and banking executive, and he also operated a consulting firm, but he was relatively new to the food processing industry when he was asked to help secure financial backing in Otto and Sons’ deal with McDonald’s. It was his zest for life, and his need to bring change to the world that ushered him into the industry. The funding would allow Otto and Sons to build a new plant that would be dedicated to serving the growing burger chain. By the mid-1970’s, the future Chief Executive Officer would have become significantly more involved with the business aspects of Otto and Sons, and in 1975, the company would be rebranded OSI Group. Over the next decade, Sheldon Lavin would play a significant role in the rapid expansion of OSI Group. Plants in new territories such as the Philippines and Taiwan, where being developed, all under the direction of their most forward-thinking executive, Sheldon Lavin.

Through careful planning and strategic investments, Sheldon Lavin and his team have made a number of lucrative acquisitions, as well as a variety of joint ventures. With sustainability being such an important responsibility for Mr. Lavin and OSI Group, he has made a consistent effort to continue to improve his environmental footprint by going green whenever and wherever possible. For his achievements in the world of philanthropy, he has been presented with a number of reputable awards, including the Global Visionary Award. He also regularly contributes to Ronald McDonald House Foundation, who help families that are dealing with illnesses around the world. Sheldon Lavin continues to be active in the daily activities regarding OSI Group, but he also understands the value of having a strong team, for which he often utilizes a system of delegation.

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Vijay Eswaran: Life Management Coach

Vijay Eswaran explains pillars of management of life through stories, experience, and insights. He is the author of Two Minutes from the Abyss, a book that emphasizes on making the most of our days, as the promise of tomorrow remains non-existent.

The eleven rules of confrontation highlighted within it enable an individual to maintain good interpersonal relations. The rules suggest that an individual evaluates his or her emotions, focus on the issue, discuss objectively, listen more, avoid digressing, be ready to compromise and learn from the experience.

Vijay Eswaran is an entrepreneur who has been in practice for 25 years. He states that fear is a disguised excitement, energizes instead of paralyzing an individual, and dramatically motivates growth.

On the subject of change, he states that it has an overlapping effect, whereby many cycles have to occur to experience real difference repetitively. It attracts change invariably, meaning that a change impacts the mental, physical and spiritual aspect hence creating a ripple effect generally.

Vijay Eswaran states that for change, the price to pay is some form of pain. Also, there is the emphasis on change not meant for some things, such as morals, values, and principles. Vijay Eswaran states that leadership is more of knowing how to serve rather than informing people what they should do. He goes by the philosophy of service above self, which he learned from his father at an early age. This philosophy refers to the act of placing other’s needs ahead of personal service to achieve a larger goal and purpose.

Vijay Eswaran highlighted five qualities that stand out in servant leaders. Taking care of his or her employees guarantees excellent customer service hence the growth of the organization. Leaders have a clear vision of the future thus communicating to the employees on ways in which they can achieve the objectives.

The individual should encompass core values within his or her organization, to ensure that the servant leadership upholds a structure. Servant leaders should invest in their commitment towards the growth of the organization, and be willing to sacrifice their comfort for the greater good.