Head, Heart, and Health

🎙️ Episode 6: Driving Leadership — Inside the Culture of Toyota Mississippi

In this episode of IgniteCast, we sit down with Derric Morrison and Tiffannie Hedin from Toyota Mississippi — two local leaders shaping one of the region’s most respected workplaces. Both graduates of the Jim Ingram Community Leadership Institute, Derric and Tiffannie share how Toyota’s people-first culture fuels innovation, loyalty, and long-term success.

From servant leadership and continuous improvement (kaizen) to mentorship, employee wellbeing, and community partnerships, this conversation dives into what makes Toyota’s culture truly special — a place where everyone is valued, challenged, and empowered to grow.

You’ll hear how Toyota invests not only in vehicles but in people — through on-site wellness programs, career development, childcare, and education initiatives that uplift families and strengthen the entire community.

💡 As Derric shares, “Real leaders value people,” and Tiffannie reminds us, “To lead well, you have to lead by example.”

🎧 Tune in for an inspiring look at leadership that drives both people and progress — on and off the production line.

Big thanks to iHeartMedia—our Presenting Sponsor for the entire IgniteCast podcast and the powerhouse fueling this season’s episodes! 🔊🔥 
 

🎧 New episodes drop every other Thursday, packed with insight, inspiration, and actionable ideas to help you grow as a leader—right where you are.

Want to learn more about the Ignite Leadership Conference?
Visit 👉 www.igniteleadership.com

Transcript

Taylor Tutor: [00:00:00] Hey, Judd. 

Judd Wilson: Hey Taylor. 

Taylor Tutor: Do you know what's coming up? 

Judd Wilson: When? 

Taylor Tutor: On Thursday, January the 29th. 

Judd Wilson: The Ignite Leadership Conference. 

Taylor Tutor: That's right, Judd. And where is it? 

Judd Wilson: The Orchard. 

Taylor Tutor: That's right. Again. One more. Do you know where to get tickets? 

Judd Wilson: Ignite leadership.com. 

Taylor Tutor: And you're right. Again, for more information on Ignite, you can follow us on social media.

Judd Wilson: Look forward to seeing everybody at Ignite Ignite.

Taylor Tutor: Welcome to Ignite Cast, where Ideas Spark Action, brought to you by the Community Development Foundation, your Chamber of Commerce and Economic Development engine for Tupelo and Lee County, thank you to our presenting sponsor, [00:01:00] iHeartMedia for powering this season of Ignite Cast. I'm Taylor. 

Judd Wilson: I'm Judd 

Taylor Tutor: and welcome Ignite Cast.

Judd Wilson: Haer. Guess what? What Judge? It's another episode of At Nightcast. 

Taylor Tutor: I'm so excited. 

Judd Wilson: And one day closer 

Taylor Tutor: to it, to 

Judd Wilson: the at night leadership conference. 

Taylor Tutor: You hadn't got your tickets. You should get 'em. The Early Bird Ticket Sale ends November the 14th. 

Judd Wilson: Look at that. I love early bird. 

Taylor Tutor: Early bird gets the worm. 

Judd Wilson: There you go.

Judd Wilson: There you go. I love sitting down and talking to guests. We actually have guests in the studio today. Woo hoo. From Toyota. 

Taylor Tutor: The best, the make the best cars. 

Judd Wilson: They do. Best 

Taylor Tutor: people. 

Judd Wilson: They do. And we got two of those people right here. We got Derek and Tiffany. Not only do they work at Toyota, guess what? A little, little something you might not know.

Taylor Tutor: Tell me. 

Judd Wilson: They're both CLI [00:02:00] graduates, the Jim Inger Me Leadership Institute. That's why I know 'em so well. So we'll start this off. Derek, kind of tell us your title, how long you've been at Toyota, and then Tiffany, we'll toss it over to you. 

Derric Morrison: Yeah, well great. Uh, excited to be here again. Derek Morrison. I've been, uh, with Toyota now 14 years.

Derric Morrison: I'm an HR analyst. Uh, I operate in corporate affairs. Uh, I started, uh, in training and development. Went to, uh, general affairs, the area, and uh, now I do some executive visitor support for the plant, uh, as well as assist and some other HR things. Look at that. 

Judd Wilson: That's a long time at Toyota. 

Taylor Tutor: That's a long time.

Taylor Tutor: But that says something about the culture of tweet. It does. 

Judd Wilson: Derek, did you come on board? Right when it was starting up pretty much, or, yeah, shortly after. 

Derric Morrison: Yeah. Uh, well actually I worked for a tier one supplier for Toyota prior to Toyota. Uh, I'm a native of this area, so I was really excited about the opportunity.

Derric Morrison: But, uh, I worked for a company at that time called Select [00:03:00] and Select. Was an HR, uh, supplier or support for Toyota for ramp up hiring. And so we did the production team members as well as skilled maintenance and uh, I was able to be the on onsite project manager there for, uh, a couple of years before coming over to Toyota.

Judd Wilson: Look at that. They already knew Derek. Mm-hmm. I gotta bring Derek on with us. Mm-hmm. Tiffany. Tell us a little bit about yourself, how long you've been at Toyota. 

Tiffannie Hedin: Well, thanks for having me. Thrilled to be here. Um, Tiffany, head and corporate communications manager for Toyota, Mississippi. I've been with Toyota eight years.

Tiffannie Hedin: Look at that. Uh, started out at our Indiana facility. And then moved down to Mississippi about three years ago. 

Judd Wilson: I like the way you said Mississippi. I mean, it just rolled off the tongue. 

Tiffannie Hedin: I am from the south, so it's nice to be back down with my people. Um, and this community's been great. Um, I cut my teeth on the newsroom floor in, in journalism years ago, about 20 years experiencing communications and marketing [00:04:00] and, um, did some higher ed work in publishing.

Tiffannie Hedin: But, um, found my career home and forever home in Toyota. And the work we do. 

Judd Wilson: I tell you what, one thing Taylor that I love about Toyota is the community spirit. They have. Tiffany's a big part of that 'cause you're kind of have the pulse in the community. Kind of talk about why that's so important to Toyota.

Tiffannie Hedin: It is really integral to our company, um, and the success of our company to give back, but it, it's part of our DNA who we are. Um, my role in corporate communications is to do, of course, press and media outreach, but also to own the, the community partnerships and engagement with our schools, with our partners like CDF and our nonprofits.

Tiffannie Hedin: Um, and to help. Educate folks on who we are, what we do, and, and the great jobs we have. Um, with our experience center as well as our tours, it's so important to be in touch with your community and, and the people around you. We've, our success here in Mississippi is attributed to the community support that we got.

Tiffannie Hedin: Bringing [00:05:00] Toyota here. Um, to Blue Springs, you know, 17 years ago. And the work that it took to create that mega site to entice our company, um, a global manufacturer to land here in northeast Mississippi and giving back to those people that breathe life into our company is essential to the success of our business and also to the team members that work for us, right?

Tiffannie Hedin: It's their families and their friends and their communities that we also support and, um, help to thrive. 

Judd Wilson: Yeah. Yeah. Uh, Tiffany, I was sitting in a meeting earlier this week. You got some props at it. Aaron, uh, foster was talking about the experience center, which is really a, kind of a gateway to the community there.

Judd Wilson: Um. It's the number one visited experience center in all of Toyota. And I know you're a big part of that, but talk about the importance of that. 

Tiffannie Hedin: Yes. Um, Mississippi was blessed to open our experience center in June of 22. So we've been in operation for three years now. And that was a, it kind of aligned with the reopening [00:06:00] our, all of our experience centers in the US after COVID.

Tiffannie Hedin: So we took an opportunity to reset and standardize those and strengthen. Our approach to how we engage with the public through tours, it's essential for us to be able to open our doors to the community, to public, to educators, to students so they can see the TPS and the Toyota way and lean manufacturing and get a real representation of what it meant manufacturing looks like now.

Tiffannie Hedin: Uh, especially in a community where, you know, this was primarily furniture manufacturing, um, transitioned, you know, into. What we're calling, you know, manufacturing 4.0. And so being able to showcase that and to show people who we are and what we do and how we treat people, how happy our team members are, how cool it is to build our cars.

Tiffannie Hedin: Um, it's a huge tool to communicate and showcase and also inspire people to become part of our family. 

Judd Wilson: That's great. 

Taylor Tutor: That is great. Uh, speaking of the culture and you know, people being happy there, [00:07:00] how. How do y'all do that? How do you, I mean, you can't force somebody to be happy. So how do y'all create a culture like that?

Tiffannie Hedin: I'm gonna talk, toss it to Derek and feed in HR 'cause and the training aspect, I think that's really important to talk about. And then I can absolutely, you know, bookend that. Yeah. 

Derric Morrison: You know, uh, it's, uh, definitely a combination of things, but, uh, happiness is about being able to not only provide, uh, a good, uh, living for your family.

Derric Morrison: It's also about being able to go to a place where you feel respected, uh, where you feel competent to be able to do a job. You know, so no one wants to go, uh, to a job that they feel is overwhelming, that they don't have the skills and the twos they need to be able to be successful. So I think one real key caveat, uh, for us is that.

Derric Morrison: We want to equip team members to be able to, uh, do jobs well. Uh, but I think also we all like to be challenged to our own levels, and so we have, [00:08:00] uh, something that we call kaizen continuous improvement that you all have heard over and over again, but it's really a, the team members opportunity to invest in themselves by making their work environment better, their specific process.

Derric Morrison: Uh, the surroundings around it. And so that's something that Toyota in my, uh, time and being connected with them has really been committed to. And it's not just a Toyota Mississippi thing, it is a cultural thing. And so when people come inside of our facilities and they are, um, approaching it with a manufacturing mindset.

Derric Morrison: They're usually really surprised about the things that we do to try to create good at atmosphere and environment for the team member, which is ultimately gonna lead, uh, to sincere happiness. You know, just a, a simple, for example, a cafeteria concept is pretty. Consistent across the board. Uh, they do hot food, but beyond that, we actually have an onsite Walmart pharmacy.

Derric Morrison: And so at that onsite Walmart pharmacy, [00:09:00] it's uh, basically its own store. You can go and get prescriptions filled. You can buy a loaf of bread. You can get family members prescriptions, uh, filled. So those kind of little things, and that's what it's really about is the little things that add up to, uh, make team members feel good that, Hey, I, I need to come here because I need to earn a living.

Derric Morrison: But if I can do it in an environment that's inviting, respectful, uh, and enjoyable, then it just makes it much, much better to be able to, um, have a long career there. And so. 

Judd Wilson: Yeah. They, they know they're getting taken care of. Yeah. Mm-hmm. Yeah. Yeah. Yeah. Tiffany, what are your, your thoughts on the, on the culture?

Tiffannie Hedin: Could not agree more with everything Derek said. Um, and it, you know, now of course after COVID we, we've learned that employees want more and they deserve more. Um, and of course Toyota, I'm, I'm proud to say, was doing all of those things before the world shifted. Right. And the culture of work changed [00:10:00] and flexibility.

Tiffannie Hedin: Became priority one for team members across the globe. Um, but for us, yeah, it is offering those amenities on site, which we're kind of like a little city. We have a wellness team, we have workout rooms, we have the onsite pharmacy. We're coming up with a, a childcare that will support both shifts, which is huge onsite.

Tiffannie Hedin: We have the experience center, we have partnerships for workforce development in high schools and in college. Um, you know, we have benefits, we have offerings in that regard. We, we have so many things that we offer our team members to keep them. Um. Fulfilled and feel valued. Um, but it is those other things too, like your, your head, your heart, your health.

Tiffannie Hedin: Um, and so we offer opportunities like men, which is, you know, a Japanese practice, treating your team members like family, wrapping your arms around them and supporting them and making sure they have what they need. They feel respected, they feel safe. They have the tools they need to learn and do their jobs well, and they feel.

Tiffannie Hedin: Fulfilled with progression, right? Career [00:11:00] opportunities for progression, promotion, visibility, filling their cup that way as well, and having them be part of a, a larger community in something great, which is our product ultimately, right? We're the safest, most quality product out there on the road, and we are that way because of our mission and the culture of our company since day one in Japan, but also because of the people they believe in that mission and.

Tiffannie Hedin: Part of it, and they take value and great pride in producing a safe and quality product. Um, and so it's very holistic. All of those things together. That's the magic sauce. 

Judd Wilson: Yeah. Yeah. Let me ask you this. So we, we talk about leadership and you talked about the teams that are there and, and you can answer this either.

Judd Wilson: From the aspect of Toyota or actually personally. Um, but you know, a lot of times we think leader, oh, that's the person up top, but it's really every, everybody's a leader. Um, where's been an opportunity where you've seen people kind of look towards a mentor, whether that's, [00:12:00] you know, a manager, not a manager, or whatever else.

Judd Wilson: And, and what are some mentors that y'all kind of leaned on, uh, in the past, whether at Toyota or even as you were coming up in your career? And how important is a mentor 

Tiffannie Hedin: you want? You want me to go first? Yeah. Thank you. I mean, a mentor is huge. I, and I'd say at any juncture in your professional career, whether it is those.

Tiffannie Hedin: Jobs versus careers, right. To kind of help you show you the way. Um, you know, my, my dad and my mom were great mentors to me. Um, and, and still are. And you know, my dad was always the one that said, okay, you can learn from mistakes you make, but you should, but you can also learn from my mistakes. And then you don't have to go through all that pain and suffering.

Tiffannie Hedin: And, and some people are okay with that. Sometimes you do have to learn your own mistakes. Um. You know, also professional mentors like Toyota is huge. Building that culture and helping people show the way. Um, I have several mentors [00:13:00] now in my professional career that are just, you know, some people I lean on to bounce things off of, or I come to them with problems or I ask them to give me reflection that.

Tiffannie Hedin: Is direct, right? Because I want to grow as a person, as a professional, and as a leader myself. Um, and then of course I'm a mentor and leader to, uh, a few others as well who aren't under my direct purview, but just, you know, people I've engaged with along the way. Um, I think a mentorship could be very. Um, strategic, but it can also be really casual and just somebody that you enjoy working with, that you respect and can have open conversations with.

Tiffannie Hedin: So it's essential, in my opinion, to grow professionally and as a person. It's something that Toyota prioritizes greatly and encourages and makes room for in our culture. Um, and it's something that you can do even if you're not that intentional about it. 

Derric Morrison: Yeah, I, I agree totally. Uh, Tiffany, when you talk about your dad saying that, my [00:14:00] phrase or how I phrase it is that.

Derric Morrison: A smart man learns from his mistakes. A wise man learns from someone else's. Mm-hmm. And so, uh, a mentor gives you a great opportunity to do that. As she said, you know, the company, uh, does a really great, uh, job on helping to emphasize the value of mentoring We have. An online portal that you can go and you can sign up and request a mentor, and you can kind of tell them, uh, tell what your, uh, desires are and, uh, they can link you with someone or, uh, some of the greatest mentors, as she said, are people who just, uh, naturally acclimate together.

Derric Morrison: When you go to different, uh, outings and you see people who have a career journey or path. That's, uh, intriguing or interesting, you can connect with those people. One of the other things that I think, uh, that we've focused on some over the years is, um, the concept of reverse mentoring where, uh, it's not always, uh, the [00:15:00] superior or the supervisor that's mentoring, but oftentimes a supervisor, uh, can be mentored from people, uh, under them, uh, to be able to help see that perspective and that vision.

Derric Morrison: Real time. And I think that says a lot about a company's, uh, willingness to really value and respect people and understand that just because I have the title doesn't necessarily mean I have all of the knowledge. And if I'm going to supervise, being able to have that information will help me to be a better support run for it.

Derric Morrison: So, uh, Toyota's been really great for that. I did have the fortune. For some years to work with Boys and Girls Clubs of America, and I got a chance to work with a gentleman named David Rorick. He was very high up in Boys and Girls Clubs of, uh, America, the the national office. And I remember asking him one day, many, many years ago.

Derric Morrison: Mr. Roarke, you know, how does a person become successful and get ahead in this movement? And he paused for a second. This, this guy was [00:16:00] probably third highest position. And in that split second, it wasn't a long time, but I remember thinking, man, he's getting ready to share something with me that's gonna put me head and shoulders above people and I'm gonna be able to really take it and utilize it.

Derric Morrison: And, uh, after that split second of pausing, he said, well, it starts with doing a good job where you're at. Uh, a mentor challenges people to understand that you have to take, um, advantage of the opportunities that come. And by taking advantage of those, uh, they help to bring other opportunities to you. Um, but mentors, in order for them to really be good, they have to be willing to tell you.

Derric Morrison: The not so good stuff, right? 

Tiffannie Hedin: Mm-hmm. 

Derric Morrison: Absolutely. So I think that's where the real value is. Uh, but to, in our mindset, we, we like to challenge to not make the person the problem, but the situation. And so how do I approach that? And I think [00:17:00] that leaves people with, uh, value and self-respect of, Hey, you know, this is an issue.

Derric Morrison: Uh, do I need to equip my skillset better, but still attack the, the, the scenario? So, yeah. 

Judd Wilson: And you're, and you're able to bring other people in to, to fix it too. Yeah. So absolutely. 

Tiffannie Hedin: And you have to be willing to accept that feedback as well, which I think Toyota just does a great job of developing our team members to be okay hearing that feedback.

Tiffannie Hedin: And no, it's not personal. It's a way that we are able to practice kaizen and that continuous improvement. 

Judd Wilson: Yeah. So one thing we like to do, Taylor, is we love playing the clips from midnight. Yes. In our very first at night 2018, uh, Sean Suggs, who at the time of course was in Mississippi at Toyota, uh, was one of our speakers, uh, actually, uh, Mr.

Judd Wilson: Rumbar got to, uh, interview him. And so here's a clip from that interview. I want y'all to listen to it and kind of get your feedback on it. Yeah. 

Sean Suggs: So the DNA of Toyota is the Toyota production system and [00:18:00] the secret sauce, however, if anybody wants to know. It's the people, it's the team members, it's the people that we hire.

Sean Suggs: We try to hire career seekers, not job seekers. So if you can get career seekers on your team, they're there to make the process better. Every single day job, people just wanna punch the clock and leave, right? We think we can teach anybody the Toyota production system, and at the end of the day, it's the culture.

Sean Suggs: It's who we are. 

Taylor Tutor: Y'all have already talked a lot about the culture and, um, even you mentioning about the employees need to feel respected and we can say that they need that all day, but actually doing the things that make them feel that way. Like the, the top dog learning from the people under him, like you mentioned, but.

Taylor Tutor: Talking about what he mentioned on job seeker versus a someone looking for a career. I think a lot of our audience would like to know [00:19:00] how do you find that? Just from one interview? What's the interview process look like for y'all to, to know this person's looking for a career and not just to punch a clock and get a paycheck?

Taylor Tutor: Yeah. 

Derric Morrison: Yeah. You know, as you say that, um, as I mentioned earlier, prior to Toyota, I, I worked, uh, for the company who did the ramp up hiring. So we got up to about a thousand folks, um, not only at Toyota, but especially at Toyota. It's not a single interview process or or event, it's a process and they have to go through certain stages.

Derric Morrison: Just one. You, you, you literally spend a few hours going through the hiring process, which can. Again, eliminate some people in and of itself. And, and so we have assessments that, uh, try to identify that and nothing's a hundred percent, but we're challenging people into thinking, giving them an opportunity.

Derric Morrison: We have, [00:20:00] uh, what used to be called a a a Day of Work or Realistic Work Run, where people actually go in and, and they come to the plant now and they're out there. Those kind of things begin to make people think about those concepts, about the, I think the other thing that's been valuable, uh, over the course of time, now that I've been here 14 years now we have a local connection to the community and not just a global Toyota concept.

Derric Morrison: And what I mean by that is now after 14 years. People in the community have seen, uh, mom and dad, aunts and uncles, cousins, uh, go to Toyota and be able to make a real career and make a good living. Absolutely, uh, nothing beat word of mouth. To draw people. And so, uh, it's coming that we have people that have relatives that, uh, that work in that environment, uh, to be able to do that.

Derric Morrison: And so [00:21:00] you, you just have some, uh, some different things, uh, in the process that helps. Uh, people come to some resolve. Uh, but I always used to encourage people in new hire orientation, Hey, ask the people around you how long they've been here, and they'll say six years, seven years. While they may not like every single aspect, there's a reason why they're there that long because they begin to understand when I look at Toyota's, uh, package, uh, of, uh, of pay and benefits, and then I interact and I see.

Derric Morrison: The things that are available, uh, it just becomes, uh, a, a, a deal where people now are beginning to really look at Toyota as a career layout because now we have a lot of people who are now 8, 9, 10, 12, 13, 14 years into the run. And I think that helps to, um, breed that kind of 

Judd Wilson: effort. Absolutely. And Tiffany, I would [00:22:00] assume the four T program, um.

Judd Wilson: That that's going on in, in Union County of, of kind of letting those kids see, hey, this is a career. 

Tiffannie Hedin: Yes. 

Judd Wilson: Uh, that's gotta be paying dividends here in the future. 

Tiffannie Hedin: Absolutely. Um, we just finished our first year, and so, like Derek said, with our team members, and over time they become the marketing tool right, with, with no intention.

Tiffannie Hedin: It's just that true testimony that they have and they can share their personal story of growth and, you know, feeling embraced and fostered. Um, the same with the students, right? So now they're telling their peers in New Albany and Union County like, Hey, I did this program. It was really awesome. And this year we we're inviting them into the plant as seniors, and they're gonna help build our cars, which is groundbreaking and amazing.

Tiffannie Hedin: Um, and it, it just goes back to that developing people, right? And them, like I looking for a career home, a place to plant roots and stay, and have no reason to leave because [00:23:00] every, you know, box in their, um, checklist is filled. Um. And I always tell people, and this is not a line, this is something that I realized very soon after moving to Toyota and having been in different careers over, over time and, you know, leaving people sometimes or leaving the work, right?

Tiffannie Hedin: We've all been there and done that or leaving for more pay. Um, but I always say the worst day at Toyota has still been. Better than the best day anywhere else. And it is because of the people and how I'm regarded and valued as a person and as a unique individual and how, if I want it, like Derek said, the opportunity there for me is everywhere.

Tiffannie Hedin: I just have to work hard and grab it, and I mean it, it, Toyota has enabled me a better life and it does that for everyone. Who's I talk 

Judd Wilson: to. That's great. And it's, I just learned a leader leadership trait. I knew it, but it just, you did it [00:24:00] through the words you just said. A true leader values others, you know, and that's, y'all got a building full of leaders because everybody values one another.

Derric Morrison: You know, as you say that, uh, something that I used to share with new hire groups, there are some testimonies and, uh, you know, we keep saying that, hey, over the course of time, it just becomes a testimony. Well, you know, some people have heard, uh, it shared that back in, uh, 2007 when they announced and did the groundbreaking 2008.

Derric Morrison: Tough economic time. Uh, Toyota, Mississippi had hired 200 folks. Didn't lay anybody off, didn't give 'em reduced, uh, hours, uh, reduced benefits. Uh, and, and that lasted from oh eight to, we didn't build the first sellable vehicle out there to 2011. And so you had people who had been there that whole time. Uh, Tiffany mentioned earlier about COVID.

Derric Morrison: When COVID happened, uh, we sent, [00:25:00] uh, employees or team members home for seven weeks across everywhere and paid them that whole time. We had, uh, people who were, uh, uh, variable workforce people refer to 'em as temp workers, and sometimes that's a negative run. They paid all of those people for 40 hours of work over the course of that time.

Derric Morrison: Uh, Toyota's value is that we don't have to talk about what we might do. We can talk about what we have done. And I think people who are looking for long-term sustainability say, Hey, that's a company that will not only do well in the good times, but they'll stick with people during the tough times as well.

Derric Morrison: That's awesome. 

Taylor Tutor: I like to call that, uh. Not just walking the walk. Yeah. Or talking the talk, but actually walking and doing what you say you're gonna do. That's right. On every podcast I like to ask our guest what's the best leadership tip you've ever been given? And I'm just so eager to hear what y'all have to say.[00:26:00] 

Derric Morrison: Uh, are you yielding to me? Yes. I, I, I, I'm gonna have to be, uh, very transparent. Uh, my, uh, best leadership, um, information came to me years prior to Toyota, uh, from my faith. Uh, and there was a, uh, a, a gentleman that wrote, um, uh, Jesus, uh, servant leadership. And that servant leadership model, uh, talks about the, uh, importance, uh, of team leadership.

Derric Morrison: And, and that means that you've got to, um, you, you've got to inform or train, develop people, but then after that you have to empower people. Uh, it sounds like, uh, the old team cliche, but I really believe that is true. Uh, we accomplish more, uh, together. And so for me, uh, a valuable team. Team, uh, leadership concept is, uh, what Judd mentioned earlier is really [00:27:00] respect for people.

Derric Morrison: Mm-hmm. Uh, the greatest leaders really value people. Uh, it used to be amazing. They said that years ago. Uh, different companies would, uh, would, would try to mirror Toyota and they would want, you know, where did you get your boats, your screws, where you source stuff, TPS and all this stuff. And, and what we've just been saying and, and reiterating, uh, it's about the people.

Derric Morrison: And so the people are, are the real difference maker. Real leaders understand and value that and embrace that. 

Judd Wilson: Tiffany Best leadership tip. 

Tiffannie Hedin: I would say that you have to lead by example, and so to ask your team to do anything, any task, any skill, any work, any, any education, you need to be able to do it yourself, side by side, hand in hand with them, and.

Tiffannie Hedin: Demonstrate through yourself and through your actions, your expectations, and through that, you know, you will then inspire them to [00:28:00] grow and empower them to do so. 

Judd Wilson: That's awesome. Taylor, do you see why they're my friends? 

Taylor Tutor: Yeah. Now they're mine. Yes. 

Judd Wilson: I knew they would be. I knew they would be. Derek. Tiffany, thank y'all so much for what you do in the community.

Judd Wilson: Thank you for what you do at Toyota and, and, and the impact that it has in our area and worldwide. Thank you for being on it, Nightcast. We love having both of you. 

Tiffannie Hedin: Thank you so much for having us. Yes, 

Judd Wilson: yes. Thank you.

Taylor Tutor: Thanks for tuning in to another episode of Ignite Cast, presented by iHeartMedia. For more leadership insights and engaging conversations, be sure to hit subscribe. And if you enjoyed today's episode, we'd love for you to leave a review and remember, go forward and do good [00:29:00] things.