Rosboro BigBeom. Another High Strength Option.

Rosbonr BigBcarn is the idcal lream ltlr I-.joist floor s) stcrns alrcl othcr cottr etrtic'rttiil f rarn ng appl icirt ions. TI'ris crtgirreerecl rvood 30F bcanr is anlong thc strttngest ancl It'ttlst cost eltective glulams cln thc nrarkct tocla). With BigBearrt. buildcrs Irou., havc anothcr choicc besicles hith strcngth l'esitt beatns and headcrs.

This hybrid bearn gcts ils extraortliltlrrl strcrtgth ffonl tol) and bottom laycrs maclc flonr L\11-. Maclc in stanclalcl I-.ioist dcpths uncl sizecl to matcl.t ctlnrrnort 1'r'artrittg ri iclths. BigBcarn continucs to bc the choice fbl toclal's buildcr.

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Glulam Experts

Rosbor.tr's larnily ol'glt-rlarn prodtrcts off'ers a corltpletc line of bcanrs tirr almost anr, pro.icct. Whcthcr lttlt rtccd itn exposecl bcam. art | .joist cortrpatible belrrn. or a clcck bcatll. r'vc huvc a glulanr to nrcet vttltr ttcccls. Ilrcrcasittgll Iligh dcsi-en valucs. ease of usc attcl ctlnr enicltt installatiolt are .iust a lcrv reasons w'hv ottr glulanrs ltt'c cort.ttttoltll ttsccl irl strttctulal applications. sucl't as EWP floor st stcrtrs. tl'lrrrirrs. riclges ancl lalicrs. and u.aritgc cltlot' heltdcls.

Always In Stock lly cxpancling our f'acilities attcl ttsitts tlte latcst rtralluliicturtng tcchnologr,. wc arc ntorc eqLtiltpccl thart evcr to lllect our cllstomcrs' glLrlarn neccls. Ottcc a ltrtldttct is ordcrctl. rr'e ofllr' sanrc-clav or rtert-tlav clclircry. clcpcrlcling on u,ltett thc ordcr is rcceiverl.

A Commitment to Technologl'

Our cornmituretrt to kceping on top ol'clncrgillg tecltntllogics ancl irrnovutions ltllon's tts ttl corttirtttnlll irnprtlvc Lll)oli otlr fan-rily of gluliur prodr-tcts. Er.'cr'1 ltrotluct that leal cs oul' f arcl is backccl bv our technical support stafT.

Glulam Sales: I -8tt13- 193-2i0:1

-fechnical Support Hotline: I 877-4-57 :1 139

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Cirorr,ing Todar'. BuiIdit.tg Tolnorro* q things every lumbermon should know obout redwood t niie f3

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It's not about what you do

I think most of us aspire to be looked up to. and as we go through our careers there are people-inside or outside the industry-who inspire us with their knowledge, style. vision and leadership qualities. Those are the people you rvould do anything for because you feel a debt of gratitude for horv they have helped you.

Working as a consultant to a number of companies in past years, and even today working with a lot of companies across the country, often I hear the term "manager" bandied about. However, I rarely hear the term "leader." In my opinion, there is a real difference. To me what truly sets companies apart, are those that have leaders as opposed to managers.

As a test, look around at the people that you rvork rvith or have rvorked with, to determine rvho you think is a real leader compared to who was a manager in title only. Then ask yourself rvhy. and rvhat made each different from one to the other. To be truthful. I am not sure how to specifically define rvhat makes a leader from one person to the next, but I do knorv that leadership demands changes in horv one acts compared to what traits rvere needed to get a leadership position in the first place. Many find the transition difficult.

Often. rvhen companies promote. the nerv manager is thrown into the deep end. often rvith no training as to rvhat bein-e a manager means. Too often new managers miss the point that they need to change horv they act. That is rvhy there are too many poor managers around and a lack of leaders.

Before being made a leader. it is all about you. What you did. your performance. your results. When you are a leader. it is no longer about your success. it is about the success of people rvorking directly for you. and giving them leadenhip to help make them the most successful they can be. It is about making your team-however large or small-stand out in the organization as productive. motivated. goals oriented. and rvorking in harmony to produce. beat results. and -eet the job done. The transition from contributor to leader is not an easy one. especially early in one's career.

Success is not about rvhat you do as an individual anymore. but horv your team succeeds.

In my past. I have rvorked for a couple of good leaders. but I have also rvorked for people rvho rvere managen in title only, rvho through their orvn fears and insecurities only worried about horv they could personally get credit and look good despite everyone else around them. They rvould even try to hold back their direct reports for fear of really being found out about their orvn performance. There were some rvho tried to micromanage every detail and gave no trust to their team, always rvanting to be seen as the savior.

Too many managers live in fear that having successful people under them rvill somehorv result in them losing their job. so they develop a style rvhere their hands are into everything. Indeed, quite the opposite is true. If your team is successful, you rvill not only get full attention from above. but also from many other companies. as leaders and leadership are in short supply.

I have seen people be made managers. rvho truly rvere a misfit. not because they tveren't good or successful in rvhat they did. but because they rvere betrer at doing than leading. I have long since learned that some top salespeople make poor managers. leaders. or trainers because they cannot undo the traits that have made them successful: rvorking aggressively for themselves and being lonen.

Congratulations if you have just been appointed to a management position for the first time-you have norv been promoted to a leader. It is because someone believes you have the ability to become the coach as opposed to the star of the team. That means you need to mentor. train. rvork together, and care passionately about the people rvorking for you.

You need to be there for them in good and bad, help them understand rvhat rvent gloriously right and rvhat did not. Help them through their mistakes. and be rvith them through the occasional failure. taking time to point out rvhat you like about their performance and what can be done in the future to take it to the next step. Energize them and give them optimism for the future. And. most of all. be candid rvith them. There is nothing worse than learnin-e the hard rvay (by termination. for example) that your performance has not been acceptable. Be truthful. and remember it is no longer about you. it is about them.

In the end. it's not rvhat you do. It's the wav lfter.do it!