Great leadership doesn’t happen by accident—it’s the product of intentional culture, structured development, and a commitment to helping employees realize their potential. At companies like Lazer Logistics—a logistics company that provides yard spotting, yard shuttle, and trailer services—leadership growth isn’t just encouraged; it’s embedded into the DNA of the organization. Through clear career pathways, robust training programs, collaborative cultures, and a focus on continuous improvement, Lazer creates an environment where leaders thrive and inspire others to do the same.
Here, we’ll explore five key signs of companies that excel at cultivating great leaders, featuring insights from employees at Lazer Logistics who have experienced this growth firsthand. From their stories, you’ll learn how the right tools, mentorship, and a shared commitment to success can transform careers—and entire organizations.
5 signs a company develops great leaders
1. The path forward is clear
One clear signal of a successful leadership-driven organization is that the steps to achieve success are transparent, for all employees and at any level. “Lazer has been unlike any company I've worked for in terms of leadership and management development,” says assistant site manager Jennifer Bazemore. “My journey from yard hostler to site manager, and now assistant area manager, is a testament to the company’s commitment to internal growth. While many organizations limit advancement opportunities, Lazer provides the tools and a clear pathway from roles like driver to management.”
Those tools can range from manager support to leadership programming that the company invests in financially. Bazemore says she has received both at Lazer Logistics. “FranklinCovey has been an invaluable partner in my growth journey,” she says. “Engaging in their courses has significantly transformed the way I lead, enhancing my effectiveness as a manager and driving stronger team performance.”
Plus, from day one, the culture at Lazer has been supportive of her continued growth. “I came in as a flatbed driver, and when I saw the parking spaces they expected me to use, I thought, ‘You want me to park this 53-foot trailer where? You mean every other parking space right? Maybe you meant my personal car, right?’” she says. “My manager did not buy into my doubts from the interview through the training. At no point was I told that I could not do it. They worked with me and even through the frustration of learning a new skill. The other drivers were incredibly supportive, offering tips, and the management team equipped me with the tools needed to succeed.”
2. The company invests in leadership programming
The programming that helped Bazemore excel is a staple of Lazer Logistics’ growth-centered culture—and a literal investment in employees’, and therefore the company’s, future. Another green flag of a strong leadership-oriented work environment.
“At Lazer Logistics, one of the most impactful management and leadership training opportunities for me has been focused on operational leadership and team management,” says senior area manager Charles Castor. “These programs have enhanced my ability to lead teams effectively by teaching strategies for communication, delegation, and conflict resolution, all of which are critical in logistics. Additionally, the safety and compliance training has been invaluable, as it ensures that both my team and I prioritize regulatory standards and workplace safety, which are essential in this field. These trainings have not only improved my leadership skills but have also helped streamline operations and foster stronger team dynamics.”
Patricia Smith, a site manager, says that thanks to Lazer’s programming, she’s evolved as a leader: “I have always been a very black-and-white, thin-gray-line kind of person, but I have adjusted my management style because of what I have learned. I know that every person does not have my drive or work ethic, and I have changed my expectations of people and appreciate what they have to offer even if it is not what or how I expected to receive it.”
Lazer Logistics is a logistics company that provides yard spotting, yard shuttle, and trailer services. Rated most highly for The People You Work With, Flexible Work Hours, and Equal Opportunities for Women and Men, Lazer strives to “keep each other safe,” and lives that core value through wellness initiatives and other programming designed to elevate the employee experience. Explore ratings and open roles at Lazer Logistics now.
3. The company values and supports continuous improvement
Continuous improvement is the process of improving through incremental changes, and when we talk about people and leaders, it’s a kind of optimization that needs to be supported culturally. Managers, leaders, and individual contributors need time, often during the workday, to prioritize upskilling and training.
“The company culture at Lazer Logistics is highly supportive of management and leadership growth, primarily through its emphasis on continuous development, collaboration, and mentorship,” Castor says. “Leaders are encouraged to take ownership of their roles while being given the tools and support to grow through hands-on experience and structured training programs.”
They also need to feel safe to grow—and that’s something that can be further underlined through culture, namely how employees feel asking for help and for advice from their managers and leaders.
“I turn to my senior area manager and my mentor,” says Clay Feagins, a site manager. “Both have been there for me throughout the transition from one company to Lazer. No matter what my needs may be, they are there.”
Bazemore has had the same experience. “I am someone who asks a lot of questions—a lot—and my management team has always welcomed them, even when they involve challenges or complex situations,” she says. “They’ve consistently taken the time to walk me through processes I didn’t fully understand.”
4. The culture is collaborative, all the way up to executive leadership themselves
A culture of collaboration can signal many boons for an organization, but when we consider what it says about a company as a whole, its importance can often be boiled down to this feeling: We are in this together.
Smith says she’s experienced the most support at weekly manager meetings, where up-and-coming leaders complete training exercises. They also get to share their struggles with one another. “It gives managers an opportunity to hear what other managers are or have been dealing with, and it gives us an opportunity to hear how they are or have dealt with the situation.”
That institutional know-how leads to better outcomes. Bazemore says she’s had three truly influential managers at Lazer Logistics, but one really helped her navigate areas he’d already traversed himself—collaboration at its finest. “Richie Pope was instrumental when I first started as a site manager,” she says. “He walked me through reports, recommended emails I should send, and taught me how to handle defiant drivers.”
What’s more, Lazer offers opportunities to meet with upper management and executive leadership, which, in addition to providing leaders with a new stream of ideas and improvements, can boost employee engagement. “The ability to pitch ideas directly to top leadership and receive guidance from them is a testament to the strong support structure in place,” Bazemore continues. “This level of engagement and openness makes me feel like a valued asset, and it’s a key reason why I continue to thrive here at Lazer Logistics.”
Smith continues: “I enjoy visiting with Adam [the CEO] and Phil [the COO]. For our company size, I appreciate that they sit around, converse, and act normal like the rest of us. They talk to us like we are important and what we say matters, and I truly believe that what we all discuss during the summit they take to heart and do their best to help, remedy, or change so it helps us all.”
5. Employees want to stay and grow their careers
Last but not least, you can tell that a company develops great leaders if people want to stay and grow their careers at that organization, and they’re even enthusiastic about helping others do the same.
Allan Reed, a site manager at Lazer Logistics, describes his job as one with many roles: “I coach, I assist, I lead, I listen, and I respond. These verbs describe who I am, and a little of what I do.” He also participates in the company’s mentorship program in order to help new leaders grow skills and confidence. “I support those that need help with growth, confidence, new skills, and challenges. I like to believe that I encourage people to be the best version of themselves,” he says. “It can become challenging to accept this kind of responsibility, but rewarding beyond measure if it works. This program not only can make new leaders become successful managers, but it can also build a foundation for old managers to add to.”
And that enriching experience of both leading and giving back encourages him to stay right where he is—at Lazer Logistics. “My future is here with Lazer,” Reed says. “I cannot see myself anywhere but with the best. Lazer keeps growing and becoming more amazing than if that is even possible. I look forward to growing with Lazer.”
Bazemore takes a more reflective approach to sharing why she loves working at Lazer. “I was self-employed for so long that getting hired at Lazer was supposed to be a quick pit stop—just a rest area on my career highway. Fast forward, and here I am, actually mapping out a plan to stay and grow with Lazer. It’s like I found the one parking spot I actually want to stay in!” she says. “For the first time, I can say I’ve found a home where growth is possible, and where what you bring to the table really matters. Who knew a ‘pit stop’ would turn into a permanent parking space for my career? I am thankful to Lazer for teaching me how to park that 53-footer like a pro!”
