FEDA Educational Programs
connections with others. I do think it is important to acknowledge that the mentee should be structured in the relationship — coming prepared with topics and making progress on the actions discussed. One of my first mentors demonstrated that she wasn’t afraid of rolling up her sleeves and helping the team accomplish the task at hand. These were lessons I learned early on — around building followership, collaboration and being genuine and also never asking anyone to do something you would not do yourself.
Why are groups like FEDA Young Industry Leaders valuable for developing leadership skills?
Alex: When I entered the industry at 18, I found myself feeling intimidated and disconnected at conferences, where I often saw seasoned professionals instead of peers. Groups like FEDA YIL changed that. They provided an inclusive environment where I could find individuals to connect with, learn from and grow alongside, making me feel like I belonged in this space. Meghan: The path to developing and strengthening leadership skills never ends. With a continuous improvement mindset, one can always find ways to better motivate, inspire, lead and hold teams accountable. Having organizations like FEDA YIL is a convenient way to have access to skills development..
What are some of the concerns you see in young professionals working to establish themselves in our industry and how can groups like FEDA YIL help to address those?
Alex: One challenge is making the foodservice equipment industry feel dynamic. Most people don’t grow up dreaming of working with cookware or industrial equipment, so it’s easy to
40 FEDA News & Views
overlook how rewarding it can be. FEDA YIL brings together young professionals, creating a network where they can find purpose and share ideas. Meghan: One area that I have and will continue to navigate is around integrating work and life. Lots of people talk about the evasive notion of “balance.” I think it is more about integration, being efficient with your time and setting priorities — you can have a very full family life and a very full and ambitious professional life.
What are other resources or groups you would recommend that young leaders explore? What did you find valuable about them?
Alex: Starting young in this industry, I often struggled to find peers in similar roles. Groups like EO (Entrepreneur Organization) and YPO (Young Presidents’ Organization) became invaluable for me. These groups offer a small, trusted cohort of individuals who share openly across business and personal topics. It’s been incredible to have a space to grow and support one another through every facet of life. Meghan: ITW has excellent employee resource groups (ERGs) including the ITW Women’s Network or the Young Professionals Network. I encourage folks to research what may be available to them within their own organizations or within their community, such as young professional groups within a local chamber of commerce. Most valuable is the opportunity to connect with people having similar experiences — and to brainstorm ideas and solutions.
What excites you about being a co- chair of FEDA YIL and what are your goals for the group?
Alex: I’m genuinely excited to connect with other YIL members and see the innovative ideas we can bring to life
together. The best connections I’ve had often happen informally, so one of my goals as co-chair is to foster an environment that encourages that kind of spontaneous, meaningful interaction. I’d love for the group to feel like a close-knit team, always learning and evolving together. Meghan: As a manufacturer, I am intimately familiar with the value that dealers provide within equipment and supplies and I am excited about getting more involved with FEDA. Specific to YIL, I look forward to working with the group on attracting and retaining great young talent to our industry! The talent we have on our teams are critical enablers to driving the growth of this industry.
What advice would you give to other young people in the foodservice equipment and supplies industry as they move into leadership positions?
Alex: One key piece of advice I’d offer is to prioritize thoughtful recruitment. Hiring isn’t just about filling roles; it’s about building relationships. When you bring someone onto your team, you’re also taking on a mentorship role, becoming the person they trust to help navigate challenges. Solving problems together strengthens that bond and fosters a team dynamic where everyone is committed to mutual success. Lastly, don’t hesitate to seek support, whether from mentors, peers, or industry groups — we’re all here to help each other succeed. Meghan: Work hard and do what you say you are going to do. There is a lot of power in following up and following through — this commitment can be a way to differentiate yourself from others.
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60 |
Page 61 |
Page 62 |
Page 63 |
Page 64 |
Page 65 |
Page 66 |
Page 67 |
Page 68 |
Page 69 |
Page 70 |
Page 71 |
Page 72
