40th Anniversary Book 10.5x13.5 FINAL

Becoming Lea+Elliott What We Believe

Committed Professionals Collaborating for Success

empowered and satisfied: finishing projects with the confidence that they have made an important contribution. This collegial atmosphere is what we capitalize on. We have regional offices and, with the fluctuation of project work, staff in some regions may be very busy while staff in other regions have a lighter workload. In the same way that we share our knowledge, regional directors share their staff. If you need someone to work on your project in Phoenix, it’s not a problem. We may just bring in a project engineer from the LA office, a principal from the Miami office, or a senior engineer from the Pittsburgh office. This is one way we have been able—without a significant addition of staff—to substantially increase our project workload, despite years of recession in the U.S. economy and a global economic downturn.

When you talk to one of our founding members, long-timers or principals about Lea+Elliott, chances are they will mention our corporate culture: the collegial atmosphere. When Lea+Elliott was getting started the automated people mover industry was inceptive— everyone was learning. Lea+Elliott hired people who knew a lot about specific areas of system design and technology and they all worked together to understand the broad scope of what was required. This was not a work place where each person jealously guarded their knowledge. Rather, it was a collaborative culture, where there was no compartmentalizing: everyone shared knowledge, offering help in words and deeds, and everyone pitched in where needed. The same culture and values remain today. Our staff feels the entrepreneurial spirit and is gratified to know that the contributions they make are going right to the bottom line: as an employee-owned company, we sink or swim together. We believe that personal and professional gratifications are the greatest motivators. At Lea+Elliott, you’re given a lot of responsibility— but there is always someone there to support you, ask if you have considered various aspects or options, and help guide you to the best conclusion. This process aims at making employees feel

“I consider my role in establishing the ESOP as a significant contribution, enabling the company to fund the buy-out of a majority of the original owners and allowing us to remain independent.” Philip Castellana | Principal, Former President

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