General Manager | Strategic Leadership, Operations, Team Development | I Help Companies Drive 15%+ Growth & Build Elite Teams.

I’m an Amazon Operations Leader (L6) with experience across logistics, fulfillment, distribution, and warehouse operations.

I drive results in the metrics that matter most:
Safety | Cost | Quality | Throughput

My leadership approach is simple:
Build scalable mechanisms. Develop leaders. Deliver repeatable performance.

Business Impact:
• Reduced VCPP by $0.044/package — ~$193K/month and ~$2.3M annualized savings (4.4M packages/month)
• Reduced labor expense 23% and exceeded Labor-to-Revenue targets by 25% through stronger planning + productivity execution
• Increased gross profit margin 35% through Lean Six Sigma improvements + waste elimination
• Owned $9.02M P&L, consistently delivering financial + operational targets
• Delivered 99.98% service performance and sustained 100% customer retention through strong execution + QBR leadership
• Generated $1.48M YTD savings through facility redesign + continuous improvement initiatives

What you can expect from my leadership:
• Leader of Leaders — I build managers who own standards and deliver results

• Mechanism Builder — I reduce variation and stabilize performance through operating cadence

• Execution Excellence — I turn plans into performance across shifts and teams

• P&L Mindset — I lead like an owner, balancing cost, service, and people development

MBA | Lean Six Sigma Green Belt

📌 Target: L7 Senior Operations Management opportunities (Amazon) + GM/Director-level roles externally.

Carlos Cody

I found out someone in my same role made $15,000 more… and worked less.

That hit me in a way I didn’t expect.

At first, I was angry. I felt like I was more “qualified.”
Then I got embarrassed, because I was doing more work and still getting paid less.
And after I sat with it for a minute, I got real with myself and thought…

What am I doing wrong?

That moment changed how I think about income.

Because pay isn’t about how hard you feel like you work.
It’s about working on the right things, with the right people, and delivering results that matter to the people making decisions in rooms you’re not in.

My biggest mistake was thinking people could see my effort.

I assumed they knew what I was doing.
I assumed my results spoke for themselves.

But they don’t.

Leaders don’t get paid for being busy.
Leaders get paid for solving the right problems… and making sure the right people know about it.

So if you’re feeling overworked and underpaid, here’s the shift:

Stop doing more.
Start doing what matters.

I talk about this more in my book
See the comments below to get the system. 

#Leadership #Career #PersonalDevelopment

Carlos Cody, MBA

Successfully kicked off my first week teaching Principles of Leadership at Brenau University.

Still getting used to being called “Professor Cody.” 

What I’m most excited about is where we’re starting: self-leadership.

Because leadership doesn’t begin with a title.
It begins with the person in the mirror.

My goal for this class is simple:
Help students learn how to lead themselves in a way that makes them a stronger student today and a stronger leader in every area of life tomorrow.

This week’s focus:
Leadership as a trait, ability, skill, and behavior.

Trait = who you are
Ability = what you’re capable of
Skill = what you can develop
Behavior = what you actually do consistently

When students understand that leadership is learned and practiced… leverything changes.

If you could teach one leadership lesson to your younger self, what would it be?

#Leadership #HigherEducation
#PersonalDevelopment

Director-Level Operations Leader | Logistics, Fulfillment & Distribution | KPI Execution & P&L Ownership (Safety • Cost • Quality • Throughput) | Leader of Leaders

I was on Ben’s podcast and we got into what it really takes to lead in operations.
Most excited part? The community we’re building for warehouse, logistics, and supply chain leaders. A place to learn, share best practices, and grow with people who actually get this work.

Be sure to join the community.... its free! 

#leadership #career #operations

Amazon Ops Leader | Executive Operations Leader | Scaling Systems, Developing Leaders & Driving Profitable Growth | Strategic Leadership, Culture & P&L Performance

Website, Community, Podcast(s) 🎙️REAL talk for warehouse, distribution center, & fulfillment center professionals of all levels around the globe! 🌎

Ben Hopkins 🦺 The Warehouse Underground

View Ben Hopkins 🦺 The Warehouse Underground’s profile

Ep 33 Carlos Cody: Amazon & Executive Ops Leader | Developing Leaders (Helping other leaders level up!) Loved chatting with him on this episode about real life of operations inside big fulfillment centers and how he leads others in this arena!

⚡ He's walking the walk in the world of fulfillment as an Operations Leader (scaling systems, growing leaders & driving profitable growth) and he's doing this the right way: by growing, mentoring, and championing all of the talented people he leads.

💡 We chat about the realities of fulfillment center operations, how people can best set themselves up for career success, and how to become a true genuine and authentic leader.

This episode is packed with incredible advice for anyone, but especially emerging leaders in this industry!

🎧Episode Here: https://lnkd.in/eEnZ8D7K

Most leaders are chasing one thing:

Being irreplaceable.

They want to be the one everybody calls.
The one who always fixes it.
The one who holds it together.

But let me say this…

The goal isn’t to be irreplaceable.
The goal is to be promotable.

Because if the whole operation falls apart without you…
they don’t promote you.

They protect you.

They keep you right where you are because you’re “too valuable” to move.

Promotable leaders build a bench.

They develop people who can run the work without them.
They document the standard.
They create mechanisms.
They stop being the hero and start being the builder.

That’s what scale looks like.

And scale is what gets you paid.

Don’t aim to be needed. Aim to be promotable.

Be honest are you building a bench… or building dependence?

#LeadershipDevelopment 
#Leadership 
#CareerGrowth

graphical user interface, text, application

Most leaders think building a great team is about adding talent.

But the truth is…

One of the most important things you can do for your team is remove bad mindsets and wrong behaviors.

Because bad behaviors destroy a team faster than good behaviors build one.

That’s why high-performing teams don’t just “hire hard workers.”

They hire for attitude.
They screen for beliefs.
They protect standards.
They remove toxicity early.

If you want to build a strong organization, you need a system for the type of people you bring in.

Look for this:

✅ Attitude — Do they take ownership or make excuses?
✅ Beliefs — Do they believe in standards or shortcuts?
✅ Behaviors — Do they do the right thing when nobody is watching?
✅ Actions — Do they consistently execute or only when it benefits them?

And remember this:

Potential is great.
But the best indicator of performance is past behavior.

The way someone has shown up before…
is usually the way they’ll show up again.

Also, don’t miss this part:

A large part of leadership is coaching mindset.

Because people don’t just need training.
They need reprogramming.

You’re not only building skills.
You’re building thinking.

And when thinking is right…
execution gets easier.

What bad mindset have you had to coach out of your team?

#LeadershipDevelopment
#PeopleLeadership
#HighPerformanceTeams

I found out someone in my same role made $15,000 more… and worked less.
That moment changed how I think about income forever.

If you’re tired of doing more and getting the same outcome, read this.
#Leadership #Career #Success

View newsletter: Leadership Operating System

This is part of Step 1 of my new book, The Standard: 8-Step System to Six Figures in Your Career.. Most leaders don’t stay underpaid because they aren

Open article: The $15,000 Lesson That Changed My Career by Carlos Cody, MBA • 5 min read

The $15,000 Lesson That Changed My Career

Most underpaid leaders don’t have a talent problem.
They have a mindset + system problem.

They’re working hard with their head down… but they’re not running a repeatable plan that forces growth and visibility. So six figures stays “one day.”

That’s why I am building  The Standard playbook, It’s my 8-step system to help ops leaders get to six figures in their career.

And the goal is simple: I want to help 100 leaders hit six figures.

Here’s the mindset shift: six figures isn’t a wish. It’s a standard.
And standards require a system.

How we’re doing it: 90-day sprints.
Same system. Same inputs. Run it daily.
Review. Adjust. Run it again.

The better you run the system… the more undeniable your results become.

When you do this, you stop hoping you get picked.
Your work shows up as receipts: better outcomes, stronger reviews, more visibility, bigger opportunities.

Follow me because this Q1 we’re going all in on the system that helps underpaid ops leaders make six figures undeniable. 

#Leadership
#CareerGrowth
#Operations

Leadership isn’t what you meant.

It’s what you repeat.

Your team doesn’t follow your intent.
They follow your behavior.

If you tolerate mediocrity, you teach mediocrity.
If you avoid tough conversations, you teach people standards don’t matter.
If you change direction every day, you teach confusion.

Six-figure leadership is predictable.

Clear standard.
Clear follow-through.

Your words don’t set the tone. Your behavior does.

#LeadershipDevelopment 
#Leadership 
#CareerGrowth

Six figures is a standard. Not a fantasy.

For a long time, I thought it was “for other people.”

Then I met someone one year older than me.

I was making $50K.
They were making $150K.

And what messed with me wasn’t even the money.

They worked less.
They looked calmer.
They weren’t “special.” They were just following a system.

That was my wake-up call.

So I made three changes:
	1.	I stopped being around people who complained every day but never changed anything.
	2.	I stopped taking advice from people who didn’t have the results I wanted.
	3.	I got around people who were already there—and I started doing what they did, consistently.

That’s what my book is:
The Standard: The Six Figures System.

It’s the same framework I still use, and it’s the same framework I’ve seen work for leaders I mentor (when they stick with it).

In plain terms, it comes down to three things:
	•	A target number (get clear on what you want)
	•	Exposure (if nobody knows your value, don’t expect premium pay)
	•	Sponsors/relationships (people ahead of you who open doors)

Six figures isn’t luck.
It’s repetition. It’s a system. It’s inputs.

Here’s what I want you to do this week, don’t work harder, get clearer:
	1.	Pick your target number.
	2.	Look up what roles in your field actually pay that number.
	3.	Pay attention to the level, skills, and proof those roles require.
	4.	Compare that to where you are today and build a plan to close the gap on purpose.

Six figures stops being “a dream” when your plan actually matches the role.

If you want the full system, grab a copy of The Standard.

#Leadership #Management #CareerDevelopment

This year, I’m really challenging myself.

Not in a say it and forget it way…
But in a real way where I’m pushing my limits with learning, growth, and execution.

Because I’ve realized something:

A lot of times, what we call our “limit” isn’t a real limit…
It’s just the place where things start getting uncomfortable.

Amazon has shown me that over and over again.

You think you’ve reached the edge…
and then you get stretched…
and you realize you were nowhere close.

So this year, I’m all in on a few things that matter to me:

✅ Building leaders across multiple business lines
Not just helping people get better…
but helping them grow in a way that shows up clearly in their KPI’s and business results.

✅ Building receipts
Real impact. Real outcomes.
The kind of results nobody can argue with.

✅ Leaning into AI
Not because it’s trendy…
but because I really believe it’s going to give leaders time back.

And that time matters.

Because the more time we get back, the more time we can spend doing what actually moves the needle:
developing leaders and driving financial impact.

The way I’m approaching this year is pretty simple:

✅ Sprints — focused learning, focused action, no distractions
✅ Time-blocking — protecting what matters most
✅ Developing others — building strong teams, win-win relationships, and creating systems that help teams run better without everything depending on one person

That’s really what this year is about for me.

It’s the year of AI…being ALL IN on building. 

Curious, what are you going all in on this year? And what would receipts look like for you?

#Amazon #LeadershipDevelopment #Operations #Leadership #ArtificialIntelligence #AI

Most people think success is freedom. Do what you want. When you want. How you want.

But greatness doesn’t work like that.

If you truly want to be great, you don’t have a lot of choices. You’re boxed in by the standard.

Because greatness has a price.
And the price is simple: discipline, focus, and doing what it takes… every day.

That’s why people quit.
They love the idea of the outcome, but they hate the reality of the inputs.

Life doesn’t reward what you want. It rewards what you do.

If you want the outcome, you have to choose the process.
It takes what it takes.

#Leadership
#HighPerformance
#Discipline

Leadership isn’t a title.
It’s a weight.

It’s pressure. Decisions. Consequences.
And the moment you realize: “If I don’t step up, this doesn’t get better.”

Most leadership advice gives tactics.
But tactics fail when pressure hits.

I just published an article breaking down leadership as a full system as
traits, skills, behavior, trust, influence, and the daily process that forms real leaders.

If you’re leading people (or becoming one), read this.

#Leadership #LeadershipDevelopment #PersonalDevelopment

Leadership Is the Meta Skill: Build It Once, Use It Everywhere Leadership is one of those words that gets used so much it starts to lose its weight. P

Open article: Leadership Is the Meta Skill: Build It Once, Use It Everywhere by Carlos Cody • 4 min read

Leadership Is the Meta Skill: Build It Once, Use It Everywhere

Some of y’all are naturally leaders.

You walk in and people feel you.
You’re direct. Confident. Competitive.
You’ve got presence.

That’s a trait.

But let me say this clean…
A trait isn’t a ticket. It’s just potential.

Because talent without discipline turns into ego.
And presence without character turns into problems.

Here’s what’s more true:
Six figures doesn’t go to the most gifted person in the building.
It goes to the leader who can consistently solve bigger problems and repeat results.

And promotions don’t happen in a vacuum.

They happen when leaders trust you with bigger scope…
and when the right people start sponsoring your name in rooms you’re not in yet.

So yes, presence matters. But the real formula is:
Skill + discipline + results + sponsorship.

What do you need most right now - more skill, more discipline, or more sponsorship?

#LeadershipDevelopment
#Leadership
#CareerGrowth

Most leaders stay underpaid because they’re only working one part of the system: doing the work.

And hard work matters. It’s required.
But hard work by itself usually won’t move you into a new income bracket.

The biggest difference between the leaders who want more money and the leaders who actually earn more is simple:

The earners understand that moving up often requires someone to pull you up and that doesn’t happen without learning the skills of networking, building relationships, and gaining sponsors.

This started clicking for me when I noticed how people were really getting roles.
It wasn’t always from applying.
A lot of times, they were getting pulled because of relationships with people reaching out before roles were even posted. And even when a job is posted, many times it’s already filled because of who someone knows.

That’s why, if you want to break into a new income bracket, here’s what actually moves the needle:

1) Clear Target
You need a number and a range. Not hope. Not one day but a target.

2) Skills + Proof (Receipts)
Some leaders have results, but they don’t have them stored or easy to pull up. You need receipts such as data, impact, improvements, dollars saved, performance increased.

3) Visibility + Sponsorship + Relationships
You’ll know you’re doing this part right when people start tapping you on the shoulder for opportunities and when you start having options.

If you take one thing from this, let it be this:
Getting to six figures is a mix of hard work + clear target + the network and relationships you build. Most people only do one. The leaders who win learn all three.

And I want to help 100 leaders get to six figures in their career. If that’s you, comment “100” and I’ll share what I’m building. 

#Leadership #Career #Success

Let me keep it real with you. If you say you want six figures, I believe you. 

But if you can’t clearly tell me your number, the role that pays it, and the skills that role requires, you’re going to stay stuck in working hard mode. 

Six figures isn’t a wish. It’s a plan.

Right now, you might be grinding every week but aiming at nothing specific. The moment you get clear on the goal, the role, and the skills, you stop hoping and start building on purpose. 

Start with your number. Not more money. A real number. And decide what you mean rather it be base pay or total comp because clarity creates focus.

Next, find the role that already pays your number. Six figures is attached to a title. Go find that exact role in your industry and study it like a blueprint. 

Then do the part most people skip: build the skills that role demands. You don’t get paid for effort. You get paid for value. So ask yourself, what does the next level require that I haven’t mastered yet?

When you do this, everything gets simpler. Your growth becomes focused. Your resume starts matching the job. Your interviews sound like proof. Your next move becomes obvious. 

And if you want a simple next step, do this today: write your number, write the role that pays it, write the top skills that role needs, then pick one skill and build it for the next 30 days.

Here is the standard: I don’t rely on hope. I rely on preparation. That’s how six figures becomes inevitable.

#LeadershipDevelopment #CareerGrowth #PersonalDevelopment

Most leaders spend all their time fixing today.

Six-figure leaders spend time building tomorrow.

Because developing leaders is the highest ROI work you can do.

Every hour you invest into building one leader:
	•	saves you hours later
	•	reduces errors
	•	increases ownership
	•	improves culture
	•	raises performance

If you want to grow your income, stop trying to be the best worker in the building.

Become the leader who builds other leaders that deliver results.

Don’t just lead the work. Build the leaders.

#LeadershipDevelopment 
#Leadership 
#CareerGrowth

A lot of people reach out to me on LinkedIn asking the same things:

How do I get promoted?
How do I stand out at Amazon?
How do I grow as a leader and make more money?

So I took what I normally teach people and distilled it into one simple book.

It’s an easy read and it’s built for execution.
If you run the framework consistently, you will build a stronger resume, earn more opportunity, and gain real confidence from the results you deliver.

This is not a magic formula.
It’s a system.
And it only works if you work it.

If you’re serious about leveling up your career this year, grab the book here:
https://a.co/d/1MBoILx

#Leadership #CareerGrowth #Promotion #Amazon

Open article: THE STANDARD An 8-Step System to Six Figures in Your Career by a.co

THE STANDARD An 8-Step System to Six Figures in Your Career

Leadership is not a personality.

It’s a skill set.

Hard conversations? Skill.
Coaching? Skill.
Delegation? Skill.
Planning? Skill.
Execution? Skill.

Nobody is “born” good at that.

You get good by reps.

If you want six figures, stop hoping you’ll “grow into it.”

Train it like the gym.
Schedule the reps.
Progressive load.

Don’t hope for growth. Schedule the reps.

#LeadershipDevelopment
#Leadership
#CareerGrowth

Leading at Amazon has a way of stretching you because responsibility never stops growing.

And one of the biggest things I’m learning is this:

If you don’t learn how to build mechanisms you’ll eventually hit a wall.

At first, you can outwork problems. You can be everywhere. You can keep everything running off effort.

But that doesn’t scale.

Eventually, you have to build something repeatable that drives results when you’re not in the room.

When I’m building a mechanism, I keep it simple:

- What outcome are we trying to produce?

- What inputs need to happen daily?

- How do we audit it fast?
And most importantly, how do we get adoption?

Because a mechanism without adoption is just a document.

And if it’s not clearly explained, people will look at it like…Cool… so this is just more work for me now. 

So leadership becomes influence.

Influence up, down, and across.
Make the why clear.
Make the win clear.
Make it easier for people to run it.

Amazon has taught me you don’t win alone.

You win through people… and systems people can actually follow.

That’s the journey I’m on right now.

What’s one mechanism you’ve built that made performance easier to sustain long-term?

#Leadership #Operations #Amazon

If you have 10 priorities, you have none.

Most leaders think fewer priorities means less productivity. That’s the miss.

More priorities creates more confusion. People start task switching. Stress rises. Pressure mounts. And instead of getting things done, people start checking out.

You can spot it fast: a lot gets started, almost nothing gets finished.

My rule: 3 priorities. 4 max. Anything beyond that, I’m kidding myself.

Here’s the action step:

Communicate. Rank. Sequence.

Communicate your priorities to yourself and to those above you. Don’t assume you’re aligned.

Rank them in the order you think matters most. Then ask your leader, “Do you agree this is the priority order?” If not, reorganize before moving forward.

Sequence only happens after alignment. List the tasks that must happen first, second, third based on the priorities.

And if you know you won’t get something done, communicate early and often. Find the trade-off. What must be done now, what can move, and what timeframe you’re committing to.

Less isn’t always more.

But it’s always better to be effective than just busy.

#Leadership #Productivity
#Management

404th Army Field Support Brigade

Serves as Director, Logistics Readiness Center (LRC) Picatinny Arsenal of the 404th Army Field Support Brigade (AFSB). Managed and provided Installation Logistics Baseline Services (ILBLS) to include maintenance, supply, transportation, property accountability, and other related logistical activities in support of the garrison to sustain readiness, enable training and support deployment of forces in support of the Senior Mission Commander. Serves as the S-4, CSDP, and CMDP coordinator for the installation. Leads a workforce of Department of the Army Civilians and oversee contractor personnel performing various logistical functions.

Director, Logistics Readiness Center Picatinny Arsenal

405th Army Field Support Brigade

Served as Chief, Plans and Operations Division; Logistics Readiness Center (LRC) Rheinland Pfalz of the 405th Army Field Support Brigade (AFSB). Provided installation logistical support and lead action officer responsible for coordination and collaboration with 21st Theater Sustainment Command (TSC) and US Army Europe-Africa (USAREUR-AF). Oversaw a workforce comprised of both Department of the Army Civilians, local national personnel and contractors performing supply, transportation, property accountability, food service and other related logistical activities in support of the garrison to sustain readiness, enable training and support deployment of forces in support of the Senior Mission Commander.

Chief, Plans and Operations Division Logistics Readiness Center Rheinland Pfalz

US Army

Served as a logistician in various leadership positions to include both command and staff.

Army Professional, Soldier, Leader

Demonstrated achievement in conducting policy analysis and developing strategy with an emphasis on supporting operations and exceeding organizational objectives. Particularly, linking requirements to capabilities and securing needed resources. Possess strong commitment to teamwork with experience working in fast paced, multinational environments. Passionate about working collaboratively across organizational boundaries achieving initiatives in full alignment with organizational strategies.

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