Forge is a personalized program that:

If you find yourself needing further clarification after reviewing all the qualities listed on this page, it's important to have an open and honest conversation with your manager. Remember, readiness might not happen immediately, and that's perfectly fine. Forge will continue to be available for you in the future.

If you're still seeking clarity after discussing with your manager, don't hesitate to reach out to the Forge program administrator, Deb Decker, in human resources. She can connect you with individuals who can provide assistance in clarifying your vision. Deb's contact information is at the bottom of this page.

Seven characteristics are defined above and Bob also spoke to a few more in his video. He states that a strong candidate for our Forge Leadership program also embodies the right mix of aptitude and attitude, showcasing a track record of humility, intelligence, active engagement in their current role, unwavering focus, exceptional performance, innovative idea generation, commitment to our company's future, and effective utilization of their strengths.

In addition to a bit of background information about you, there are four other sections in the application:

• Career Vision (4 questions)

• Leadership Aptitude (6 questions)

• Working Genius Assessment (10 minutes)

• Upload/Link Manager Recommendation Letter

The opportunity will be posted here on our internal jobs board. Find the listing for Forge and click it to start the application process.

The application is designed to uncover your leadership potential, long-term commitment to Superior or Westmor, and your personal goals at work. It includes sections on career vision, leadership aptitude, and requires a letter of recommendation from your manager. In addition, you’ll be asked to complete the Predictive Index and Working Genius professionals assessments.

On average, the application process has taken about 45-60 minutes.

We call it the oversight committee and there are currently four members who review applications, interview candidates, and conduct background research throughout the company.

• Bob Domnick, CEO

• Scott Arndt, Director of HR

• Jason Adams, President of Superior

• Tom Zosel, President of Westmor

Forge and NextGen differ in their focuses and scopes. NextGen has the ability to serve everyone, while Forge will only be designed for a few people at a time.

NextGen emphasizes networking, community connections, and personal development broadly, while Forge digs in significantly deeper and concentrates specifically on personal and leadership development. Though some content may overlap, Forge is more targeted. 

NextGen will continue alongside Forge, reinforcing the importance of self-driven career growth, with NextGen serving as a valuable step in employees' professional journeys.

Our Forge program operates without a predefined manual, aligning with our company's historical preference for flexibility over strict structure. Instead, we prioritize tailoring the program to each candidate's unique needs, ensuring it serves both individual and company objectives optimally.

Bob defined it well with a story he told at the beginning of the video above. To summarize, the need for the Forge program became apparent during a recent management meeting Bob attended, where the extensive tenure of our team members highlighted an eventual transition in personnel that's could collide all at the same time.

As we face the inevitability of new team members lacking deep-rooted company history and culture, it's evident that this upcoming change is going to be significant. However, leveraging our culture, which prioritizes internal promotion and taking risks on employees, presents an opportunity to transform our eventual transition into a competitive advantage.