Play the Game Without Fear
Welcome to the April edition of MRG Wire, your monthly insight into the people and perspectives shaping the future of hiring and leadership. This month, we're spotlighting a conversation from HIRED! The Podcast between host Travis Miller and Jim Shaw, President and co-founder of Zion Solutions Group. Zion may be a young firm, but the lessons from this episode are seasoned, sharp, and relevant to anyone navigating growth, culture, and change in today’s industrial sectors.
In a candid conversation that covers everything from servant leadership to attracting the right talent across generations, Shaw shares how Zion was built not just on a business plan, but on a purpose. Here’s what we took away.
From Concrete to Culture
Jim Shaw didn’t learn leadership in an MBA program—he learned it on concrete floors, building a work ethic and business intuition at UPS and through entrepreneurial ventures in real estate. Zion Solutions wasn’t his first business, but it’s the one that feels like a culmination. After the private equity acquisition of their former employer, Shaw and three close colleagues started something new with a clear purpose.
That purpose? Work with good people. Partner with integrity. Help great customers. Zion’s values—Better Together, Be Bold, and Unwavering Commitment—aren’t corporate wallpaper. They’re real, lived guidelines that shape everything from hiring to customer service. Shaw believes that when a company is anchored in purpose, growth follows.
Hiring Is a Conversation, Not a Transaction
Zion didn’t set out to hire quickly—they set out to hire right. Shaw explains that the company has been a natural attractor for talent, especially during the tightest years of the labor market. Why? Because people are drawn to workplaces where they feel seen, supported, and aligned with the mission.
That means leading with culture in interviews and focusing on three core pillars: cultural fit, fair compensation, and skill. It’s never just about filling a seat. The hiring process is a dialogue—a shared decision between equals. Zion’s structure reflects this same thinking. Shaw doesn’t see leadership as top-down. He sees it as foundational, like the roots of a tree that support everything above it.
This mindset also acknowledges generational shifts. While older models of leadership favored hierarchy, younger generations want to feel involved and valued. Shaw embraces this evolution. For Zion, building a company where every voice matters isn’t a trend—it’s a competitive advantage.
Weathering the Headwinds
The challenges of 2024 are real. Zion operates in a volatile space, where geopolitical uncertainty and fluctuating investment in automation are pressing concerns. But instead of pausing, Zion is pushing forward—making strategic hires, refining their brand, and committing to systems like Pinnacle that ensure scalability.
This is a year of investment, not retreat. Shaw emphasizes the value of having a plan and sticking to it—even when conditions get rough. His approach isn’t reactive; it’s thoughtful, deliberate, and backed by a clear understanding of what success looks like five, seven, and ten years down the line.
Because when you’re not scared to fail, the whole game changes.
And Zion? It’s playing a whole new game.
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