Top Tips for
Leaders in Logistics

Leading in Logistics is no easy feat

With 13 years of coaching experience, logistics is one of the most intriguing industries I’ve worked in.

It’s fast-paced and dynamic, requiring leaders to manage relationships, navigate political and economic factors beyond their control, and keep their teams engaged.

So, what are the top five leadership challenges, and how can you tackle them?

1.) The perfectionism trap

Perfectionists are perfect for an industry based on accuracy, efficiency and speed.  But it can come at a personal cost.  I’ve coached many people through burnout – working long hours and struggling to delegate because they know (or fear) that other people won’t be able to do it as quickly or accurately as they can.

I’ve found delegation to be a huge problem.  But when leaders crack it, they free up their time to focus on customer relationships and strategic growth of the business.

Tip: Help leaders understand why delegation is challenging, not just how to do it

Ask yourself:

1. What delegation training is in place?
2. How does coaching reinforce these skills?
3. What gets in the way of delegation?
4. How are you addressing these obstacles?

2.) Leaders may lack leadership training

Many leaders in freight forwarding have risen through the ranks, gaining deep technical expertise and industry respect. However, some have never received formal leadership training, and may struggle to know how to lead, delegate and communicate effectively.

This can cause a lot of pain!  Good people will leave if they are not given the right support, and it places strain on leaders if they lack confidence or don’t have the tools to engage and motivate people.

Tip: Evaluate your leadership development programs by asking yourself:

1. What’s the balance between technical training and leadership development?
2. How do you help new leaders step up?
3. How flexible are your leaders in the way they communicate?
4. Where are your leaders’ skills gaps?

3.) Under 25s have different expectations of their leaders

Our research shows that workplace expectations are changing, and there are 8 areas where under 25s require a different approach to older employees.

This is the age group that are most likely to switch employer, but this is not just about young people.  With up to 5 different generations in the workplace, leaders are under increasing pressure to flex their styles so that employees of all ages feel engaged and motivated.  Read more in our whitepaper here

Tip: Analyse employee engagement survey results by age group to identify trends.

Ask yourself:

1. What generational differences have you noticed in your workforce?
2. How well do your leaders understand their age-diverse teams?
3. How prepared are your leaders to adapt to changing expectations?
4. What are you doing to make sure that your leaders’ styles are effective for all employees, regardless of age?

4.) Navigating regulatory changes

Leading in logistics means constantly adapting to changing regulations, and keeping teams engaged and motivated when systems and processes are changing.  This is not easy in a fast-paced environment and the stakes of not adapting are high; mistakes are costly, and carry risk to the business.

Leaders often struggle to juggle the demands of their day-to-day role, with the task of coaching and training people in an ever-evolving environment.  Through periods of change, leaders need to double down on ensuring people feel comfortable asking questions and admitting mistakes where things have gone wrong.

Tip: When change happens, consider how much time you are dedicating to technical training versus coaching people to bring them on-board.

Ask yourself:

1. Who might struggle with the changes, and what support is available?
2. Who thrives on change, and how can they assist others?
3. How are you fostering buy-in for change beyond enforcing new procedures?

5.) It can be hard to keep people motivated

In logistics means there are always problems to be solved.  This is part of the appeal – ironing out kinks in the chain to reach a great outcome for the team and your clients.

But the work can also be routine and repetitive, which can make it harder to keep people connected to the wider vision.  When logistical issues crop up that are out of your control it can be tough feeling you’re “firefighting”.

Leaders may need to work harder to keep people engaged and motivated – and that’s not easy when you’re under pressure yourself.

Tip: Use customer stories and case studies to keep people connected to the bigger picture.

Ask yourself:

1. How well do leaders adapt their motivation strategies for different team members?
2. Are storytelling techniques used effectively to inspire teams?
3. What additional initiatives could enhance engagement and motivation?

Conclusion

Being a great technical expert isn’t enough – leaders in logistics must possess strong communication skills, adaptability, and emotional intelligence to thrive in a demanding industry.

Use these tips and questions with your leadership teams to identify your strengths and gaps, ensuring that you are well-equipped to attract and retain the good people that your business needs to thrive