Kevin Hicks, Wilmington Market Manager for The Center for Private Business, sat down with Hank Miller, CEO of M&N Construction Supply, Inc. to talk about mentorship, succession and growing as a leader.

Kevin: If you could offer one piece of advice to leaders on the upswing of their careers in their mid 30s-40s what would it be?

Hank: Seek mentors, sponsors, and role models. It’s crucial. They can provide invaluable guidance and introduce you to networks that significantly impact your career trajectory.

Kevin: Mentorship is invaluable for both parties involved. Have you learned anything while mentoring?

Hank: The immense value of active listening and empathy. By understanding my mentees’ challenges and goals it adds to my perspective as an executive. Plus seeing others succeed and knowing I was a part of their journey is vastly rewarding.

Kevin: Older generations sometimes forget how much they can learn from younger leaders.

Hank: Yes, and one way the next generation of leaders positively differs from older generations in their use of collaboration and inclusivity. They are likely to seek diverse viewpoints and embrace technology as a tool for improvement.

Kevin: I know you have worked with The Center for Private Business to develop a succession plan for M&N. When do you think it’s the right time for other companies to begin theirs?

Hank: A detailed succession plan for M&N was a huge priority for our team to ensure the long-term sustainability and growth of the organization. The right time to begin succession planning is well before any transition is imminent. Ideally, when the organization is
prosperous. This allows for strategic development rather than reactive measures. Plus having a clear plan in place is crucial to navigating leadership transitions smoothly.

Kevin: Those transitions are never easy. Do you have a strategy for navigating them?

Hank: During leadership transitions at M&N, I emphasize transparency, open communication, and inclusive decision-making. This approach helps my team feel involved and supported throughout the change process. We also encourage feedback to address concerns and maintain proactive continuity.

Kevin: Who do you turn to for feedback?

Hank: I’ve been in a peer-led group for 20 years and it has been a game-changer for me. I know the Center for Private Business is building out a Forum group in Wilmington and I would encourage any aspiring top leader to apply. Sitting around the table with peers from
diverse backgrounds and experiences, sharing challenges and successes, I’ve gained insights I couldn’t find anywhere else. It has taught me the power of listening before acting, valuing different perspectives, and holding myself accountable.

Kevin: For a final question, what would be your leadership philosophy?

Hank: Today, my leadership philosophy is simple: empower people, lead with integrity, and never stop learning. The best leaders grow alongside the teams they serve.