Personal Mission, Vision, Values....Your Voice In HIS Name HR LLC

Mission, Vision, Values….Your Voice


Mission, Vision and Values: Your Voice

As a college student or recent graduate, you’re probably giving your future career a great deal of thought. And I’m guessing you’re interested in a career you want to enjoy. You’ll want to like what do you do because you’re going to do it a lot! According to statistics from the research firm Organization for Economic Co-Operation and Development, the average American works 1,788 hours per year. Over 40 years, that could add up to over 71,000 hours! Take a moment to let that staggering number sink in. You may spend more time working than sleeping, eating or participating in your favorite recreational activities throughout your life!

While you want to enjoy what you do, I’m also guessing you want to enjoy the company you work for, as you might be there for a very long time. Longevity for employees is now increasing. Recent statistics show that employees stay at their jobs an average of 4.6 years. This is why it’s so important to know exactly what you want to do before you start doing it. Beginning a career in a field you love and sticking with it will make all the difference in your future. But in order to enjoy a career you love, you need something vitally important: your voice.

No, I’m not referring to the popular singing show on TV. I’m referring to a combination of your personal mission, vision and values. All successful companies must have a voice. A voice shapes the culture of an organization and serves as a guide to employees and management. Organizations with a well thought-out voice have direction, purpose and achievement in the workplace. These organizations know where they want to be (the big picture) and do the appropriate things (the details) to get there. Every step of the way, their employees enthusiastically project that voice to customers, vendors and their local communities. Without a voice, high-powered organizations will find it impossible to align their goals and objectives to create success.

So just what does a personal mission, vision and values statement entail? Let’s dig in a bit.

A mission statement for a company is a concise, meaningful sentence or two that represents the purpose of the organization. Mission statements are often action-based, explaining how the company’s objectives serve both employees and customers. Here are a few examples:

LinkedIn: “To connect the world’s professionals to make them more productive and successful.”

Amazon: “To be Earth’s most customer-centric company, where customers can find and discover anything they might want to buy online, and endeavors to offer its customers the lowest possible prices.”

Nike: “Bring inspiration and innovation to every athlete in the world.”

A personal mission statement is similar. It defines who you are as a person and identifies your purpose, whether that’s on the job or simply in life. It explains where you see yourself in the future, how you plan to pursue that purpose and why it matters so much to you. Like an organizational mission statement, it should be clear and concise – a soundbite or quick elevator pitch, if you will. Here is a sample personal mission statement:

“To use my writing skills to inspire and educate others around the world to make a change.”

An organizational vision differs a bit from a mission statement. A vision statement is a company’s “one day” statement, or the goal a company strives to embody or see in its consumers. A company’s vision statement is essentially the world the company envisions for the future, while the mission statement defines the strategy for reaching that vision. Here’s an example:

Tesla: “To create the most compelling car company of the 21st century by driving the world’s transition to electric vehicles.”

Lastly, an organizational value statement defines what is important to a company and its employees and discusses the company’s most essential values. Here is an example:

“We believe food has the power to change the world. We do it by being real.”

Similarly, a personal value statement defines what values are most important to YOU. Here is an example:

“To be a respectable employee, friend and member of the community and make a positive impact on others by being honest, fair and reliable.”

These three important aspects—your mission, vision and values – all create your voice. In essence, you are sharing with the world WHO you are, WHAT you believe and WHERE you want to go. No two people share the exact same voice. Your voice is unique only to YOU. By fine tuning this voice, you will impress future employers when they see you know who you are and what you want. If this sounds intimidating, fret not. Begin by grabbing a piece of scratch paper and writing out your thoughts. You might begin by scribbling a few adjectives that describe you best. Then think about what you value most. Is it integrity? Reliability? Honesty? Lastly, what is it you really want, and how do you plan to get there? Where do you see yourself in five years? Ten years? Don’t worry if you don’t have it all figured out. You are young, and sometimes plans change. But by perfecting your unique voice, you will set yourself apart from the rest.

Once you come up with your mission, vision and values statement, start reciting it to your friends and loved ones.  Say it with confidence and a smile. By the time you land an interview at your desired company, you’ll have it down pat!

By being clear about who you are, what you believe and where you want to go, you’ll be sure to stay on track and pursue the career of your dreams!

For more on your voice, check out College to Career today!

 

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LinkedIn: Connect for Success In HIS Name HR LLC

LinkedIn: The Best Tool You’re Not Using


LinkedIn: Connect for Success

When I began my career in the early 90s, social media did not exist. Professionals stayed connected over the telephone. When we needed to reach someone, we used a Rolodex, a handy flip device on our desk that included all our contacts’ phone numbers. Computers and technology were still evolving, and Excel spreadsheets and other tracking software did not exist. Land-line phones and snail mail were our primary means of communication. And if we needed to look for a job? We picked up this old fashioned thing called a newspaper and turned to classified ads. Ha! Boy, how times have changed.

When LinkedIn first came into the spotlight, I shied away. I felt I was too old for social media; best to leave these modes of communication to the younger generations. But then I read a few books that changed my mind. As I began thinking about launching my own business, I quickly realized that if I was going to be successful and help companies all over the United States, I needed to expand my knowledge of social media. And LinkedIn was a big part of that puzzle. So I embraced it and jumped on, creating a profile. I started using the site on a regular basis, implementing a solid strategy. Soon, recognition of my profile began to grow. One year after launching my business and just two years after implementing my strategy, I received an email note from LinkedIn: “You have one of the top 1 percent most viewed LinkedIn profiles for 2012.” I was thrilled! Perhaps, as the saying goes, an old dog can learn new tricks after all!

Here are a few staggering statistics about LinkedIn, the top site for connecting with other professionals.

*As of 2015, there were just 347 million users on LinkedIn. Today, that number has soared to 930 million.

*Every second, two or more new LinkedIn members join the site.

*187 million people visit the site each month.

*LinkedIn currently reaches 200 countries and territories.

*The site is available in 20 different languages.

*25 million LinkedIn profiles are viewed every day.

*39 million students and recent grads are on LinkedIn.

Are you one of those 39 million?

Recent studies show that one of the top reasons students and recent college grads do not set up a LinkedIn profile is because they do not feel they have enough real life experience to boast about. As one reluctant student lamented, “I haven’t even had one professional job. Who would possibly be interested in my profile?”

Believe it or not, a lot of people! Whether you’re still in college, just graduated or already getting your feet wet in the working world, it’s never too late to join LinkedIn. If you have yet to create a profile, fear not. It’s simple, takes only a bit of time to set up and can be life changing. Here are a few things to keep in mind if you’re new to the platform.

  1. When creating your LinkedIn profile, make sure to include an appropriate photo. Don’t have a fancy head shot? No worries. Perhaps a good friend or a budding photographer can take some photos for you. Select a nice outfit, comb your hair, and don’t forget to smile! A definite no-no? That photo of you in a bikini on a beach in Hawaii, or a candid shot of you drinking a beer on a boat. Keep it professional, please!
  2. Volunteer experience counts! Twenty percent of managers have hired someone based on their volunteer experience. So if you’re afraid those two weeks you spent volunteering at a summer science camp are not relevant, think again. Potential employers like to see you’re involved in your community and other places outside the classroom. Volunteer experience can be a great way to beef up your resume if you don’t have a lot of paid work experience.
  3. Don’t skip the additional profile sections. Here, you’ll have a chance to highlight any honors you received as a student, as well as your GPA.
  4. Take your time with the summary statement. This is your chance to shine! Don’t be afraid to boast about your skills, your accomplishments, and your goals.
  5. Create an informative but punchy headline. Think of this as your personal mission statement. Who are you, what do you represent, and what do you have to offer? The more succinctly you can say this, the better.
  6. Use the Keywords and Recommendations section. Key words are especially helpful for boosting your profile. If someone’s looking for, say, a proofreader or software engineer, they can simply type in those key words and narrow down the search. Recommendations are helpful too. Ask a friend, teacher or former employer to write one for you. And if they do, be courteous and take the time to write one for them too.
  7. Build your Network. LinkedIn can feel a bit intimidating when you first join, but you’ll soon find it’s nothing but a network of friendly faces. Not sure where to start? Sift through your contacts and people you might know, or do a search to see if any of your teachers or colleagues have joined the site. Aim to connect with 50 people. Before you know it, your network will soon grow.
  8. Stay active on the site. Most people under 30 use social media on a daily basis – Tik Tok, Instagram, and Facebook. Treat LinkedIn the same way. Check in every day if possible and engage. Post interesting articles and comment on other people’s posts too. You never know what might catch someone’s eye!

Still unsure if LinkedIn is for you? Check out College to Career and learn how to leverage this amazing site for your ultimate career success!

So let’s get started today!

 

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Self-Awareness In HIS Name HR LLC

Are You Smarter Than A Fifth Grader?


Self-Awareness

Last year, the earth’s population reached over 8 billion people. Yet of those 8 billion people, no two are exactly alike. Each person is uniquely and wonderfully made, with a unique set of fingerprints. Here are a few impressive facts about the human body that just might blow you away:

*The human brain can read up to 1,000 words per minute

*In 30 minutes, the human body gives off enough heat to bring a gallon of water to a boil

*The focusing muscles in the human eye move around 100,000 times a day. To give your leg muscles the same workout, you’d need to walk 50 miles.

*The human body produces 25 million new cells every second and sheds 40 pounds of skin in a lifetime.

As you can see, we are amazingly complex creatures, inside and out. That’s why it’s so important to understand what makes us so unique. One critical factor of our uniqueness is the Intelligence Quotient, otherwise known as IQ. IQ is defined as the measurement of intelligence as it relates to standardized testing. Within IQ, we will include aptitude and ability. Personality is defined as the combination of characteristics or qualities that form an individual’s distinctive character. Self- awareness is the level of understanding someone has of both IQ and personality. It is one’s ability that helps them see how IQ and personality intertwine to create unique opportunities. When IQ, personality and self-awareness interconnect, individual passions take shape.

 Let’s explore this a bit more.

As a high school or college student, you’re likely aware of the most notable IQ test, the Scholastic Assessment Test, or SAT. Research has shown a strong correlation between scores received on the SAT and IQ. There is a plethora of other IQ tests administered throughout school districts in the United States as well. The most commonly used individual IQ test series is the Wechsler Intelligence Scale. IQ tests themselves are constructed of theoretical questions that designers have developed to create a benchmark system for all who take the test. These tests may include the following categories:

*Verbal

*Mathematical

*Spatial

*Visualization

*Logical

*Pattern Recognition

While taking an IQ test is highly recommended, there are other available aptitude tests as well. One popular test is the Armed Services Vocational Aptitude Battery. Used by the Armed Services, it consists of a battery of aptitude tests and has helped many potential recruits navigate their way.

While IQ scores only define one part of the whole person, the scores do show us something about our lifestyle, ability and cognitive skills. IQ scores have been shown to be associated with such factors as morbidity and mortality, parental social status and even biological parental IQ. IQ scores are used as predictors of educational achievement, special needs, job performance and income. According to one scholar, people with below-average IQ are 88 more times likely to drop out of high school, seven times more likely to be jailed and five times more likely as adults to live in poverty. In general, those with a higher IQ tend to be more successful, creative, independent, and happy.

So just what factors contribute to an individual’s IQ? The jury is still out on how much genetics come into play, but many researchers say individual genes largely contribute to one’s IQ. Diet and nutrition are said to play a factor as well. Research shows that children who ate unhealthy meals and were low in proper vitamins and minerals before the age of 3 had a lower IQ. Interestingly, music is said to have a significant effect on one’s IQ. A 2004 study showed that 6-year-old children who received musical training had an average increase of 7 IQ points. So those piano lessons Mom dragged you to as a child might have come in handy after all!

Didn’t take piano lessons as a kid? No worries. Listening to classical music has been reported to increase IQ as well, specifically spatial ability. In 1994, two men named Frances Rauscher and Gordon Shaw reported that college students who listened to just 10 minutes of Mozart’s Sonata for Two Pianos showed an increase in 8 to 9 IQ points. The phenomenon was dubbed the “Mozart Effect.” So if EDM or country music is your jam, consider throwing a little classical music on your Spotify as well!

On average, someone’s IQ falls between 85 and 115. A few famous folks, however, have exceeded that number with their impressive IQs. You might recognize some of the names: Albert Einstein, Leonardo Da Vinci, Stephen Hawking and Marilyn Vos Savant, whose popular column “Ask Marilyn” was featured in Parade magazine for years. But not every famous, powerful or successful person has had a high IQ. It’s been said that President Abraham Lincoln had an IQ of just 105, and John F. Kennedy’s IQ stood at just 117. Muhammed Ali, the great fighter, is said to have had an IQ of 78. Interestingly, having a high IQ often requires a greater number of intellectual challenges. Years ago, a police department turned away a recruit for having an IQ above 145, as they feared he might become bored of the job. The policy was later challenged as discriminatory; however, it was upheld in court.

Understanding your IQ is imperative to creating a successful life. By determining your IQ, you will embrace your scholastic potential and have greater success in your endeavors. To learn more about IQ tests and see which ones might be right for you, purchase College to Career today.

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Understanding Soft Skills in the Workplace In HIS Name HR LLC

Soft Skills: The New “It” Factor


Understanding Soft Skills in the Workplace

“Good manners will open doors that the best education cannot.” – Clarence Thomas

When Joey graduated with a business degree from a top-rated California university, he assumed his future was secure. He had a 4.3 GPA, scored high on every exam and wowed his professors with his written work. He was the first to raise his hand in class and always the last to leave. He spent ample time at the library, reading every book he could get his hands on. An eager student, he found himself even more eager to secure a high-paying job right out of college. But to his dismay, he had trouble landing an interview. Despite his stellar resume, the phone did not ring. Frustrated and discouraged, Joey spruced up his resume, hoping that might do the trick. At last, he landed a couple interviews. But upon talking with his potential employers, he felt out of his league. Their pointed questions blindsided him.

“Would you consider yourself a team player?”

“How well do you work under pressure? What would you do if a deadline arose and you were not fully prepared?”

“Are you generally flexible, able to adapt to any situation or curve ball thrown your way?”

Joey stumbled over the questions, doing the best he could. Sweat beaded on his forehead, and he felt his heart racing. He’d held a fast food job in high school but hadn’t set foot in the workplace since. He’d kept meaning to volunteer or get involved in extra-curricular clubs at school, but he’d been too busy holed up in the library studying. He’d assumed his outstanding GPA would make him a standout, but maybe he’d been wrong.

As it turns out, Joey is not alone. He is one of millions of college students who find themselves struggling to land jobs, or even an interview, after college graduation, despite their good grades. On paper, they look great, but the grades are not always enough. The missing factor in many cases?

Soft skills.

Many students may be unfamiliar with the term soft skills. Generally speaking, soft skills are often associated with one’s “EQ” or Emotional Intelligence Quotient. This includes the way people interact with others as human beings through their personality traits. These traits could include social graces, communication, language, personal habits, friendliness, management skills or leadership skills. Soft skills contrast to hard skills, which are generally easily quantifiable and measurable. Some hard skills could include software knowledge, technical skills or basic plumbing skills.

The idea of soft skills might seem like a fresh concept, but it is at least as old as ancient Greece. When Plato wrote about education in his work, The Republic, he contended that a universal curriculum requires a balance of education in physical education, the arts, math, science, character and moral judgment. He also backed the idea of learning outside the classroom, saying, “By maintaining a sound system of education and upbringing, you produce citizens of good character.”

Traditional institutions once dispensed this sort of training. However, families and religious institutions have weakened over time. Today, training in soft skills is more needed than ever. The need to develop healthy, socially appropriate and mature responses to workplace stress and interpersonal reactions has become increasingly evident to business owners, executives and human resources personnel in recent years. Yet according to a Gallup poll, while a whopping 92 percent of college educators feel their students are prepared for the workplace, only 11 percent of employers feel they actually are. And 42 percent of those employers believe soft skills make up the biggest skills gap.

If this all sounds like discouraging news to you, fear not. You probably have more soft skills under your belt than you realize. Those Little League games you coached? The babysitting or dog-walking job you picked up to earn some extra cash?  None of it was in vain. The important thing is to recognize the soft skills you gained along the way and to highlight them on your resume and in your interview.

So just what sort of skills do managers desire? According to a recent Career Builder survey, here are the top ten:

Strong Work Ethic – Are you efficient with your time?

Dependable – Will you show up on time and do what you say you’ll do?

Positive Attitude – Will you complain or portray yourself as a victim, or will you make the best of things?

Self-Motivated—Can you problem solve on your own?

Team Oriented – Will you adopt a “my way or the highway” attitude or will you partner with others to be part of a productive team?

Organized – Will you plan your time well? Can you handle multiple challenging situations at once?

Works Well Under Pressure – Can you meet deadlines? Do you have a sense of urgency? Can you handle uncertainty, tension and stress?

An Effective Communicator – Are you clear with your information and directions?

Flexible – Can you adjust to new situations and change course when needed?

Confident – Do you trust yourself to make decisions, or do you hesitate?

A strong GPA and resume is great, but soft skills will really make you stand out from the rest!

To learn more, purchase your copy of College to Career today.

So let’s get started today!

 

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Begin Your Masterpiece In HIS Name HR LLC

The Best Bang for your (College) Buck!


Begin Your Masterpiece 

Years ago, after presenting at a week-long business conference, I struck up a conversation with the hotel clerk. She reminded me of my daughter – young, vibrant, and cheerful, with a welcoming smile. She introduced herself as Ashley.

“How long have you worked here?” I asked her. “Are you taking college classes?”

“Yes. As a matter of fact, I graduate in a few weeks,” she replied.

“What is your major? And what do you plan to do after graduation?” I asked next.

Ashley’s smile faded a bit. “I’m majoring in Psychology, and quite frankly, I have no idea what I’m going to do. No one has told me what I could do with this degree. All I wanted was to get the degree behind me.”

I was saddened by Ashley’s answer, but not terribly surprised. I’d heard the same words uttered many times over the years. Four (or more!) years of hard work, late-night studying and football games would all come to an end as students proudly flipped their tassel to the other side. But beyond that big day, very few had a solid plan. After spending thousands of dollars on an education, they would tragically enter the workforce with only a hope and a prayer.

And a whole lot of debt.

When Ashley told me the name of the university she attended, my heart sank. I knew it was prestigious and expensive. By graduation, she would have spent at least $100,000 for an education. Yet she felt clueless as to where to go next.

Recent statistics show that a four-year private school college education will cost students roughly $130,000. For in-state students completing a four-year education at a public college, that number drops to roughly $40,000. Students who spend two years at a community college and then two years at a private college will look at spending roughly $75,000 on tuition. Statistics also show the average student debt for a four-year bachelor’s degree hovering at nearly $35,000. A whopping 64 percent of students with a four-year college degree will walk away with some sort of student debt. And the average debt for a four-year private school education? Nearly $60,000. For perspective, that’s 12,000 Starbucks grande lattes, 6,000 Chipotle burritos and 4,000 movie tickets.

Yikes.

Like Ashley, you might find yourself near the end of your college career, buried in papers, exams and projects. With graduation day just around the corner, your excitement might be overshadowed by concerns over your looming future. Will you be able to afford to pay off your student loans? More importantly, will you be able to find a job that supports your lifestyle and allows you to pay off those loans? Things feel uncertain, unpredictable. The stakes feel high. You don’t want to let your parents down, yourself down. Moreso, you don’t want that hard-earned, pricey college degree to go to waste.

That’s where we come in.

College to Career was created just for you. We know the anxiety, the mounting pressure you face each day as you work so hard to succeed. That’s why we’ve provided all the tools you need to take those next steps. This life-changing book will discuss key strategies and concepts, including:

*Navigating social media

*Creating an outstanding LinkedIn profile

*Developing key accomplishments for your resume

*Finding meaningful internships

*Networking with influential professionals who are able to help you find the right career after you graduate

Believe it or not, each of these are easy to attain and paramount to your success. Employment opportunities will start pouring in when you are connected to 50-100 professionals prior to graduation. With the right tools at your fingertips, you’ll have a sweeping advantage over your peers at the end of your college career. Equally important, you’ll have peace of mind, knowing your hard-earned degree won’t be going to waste.

I’m not sure what Ashley is up to today.  I’ll never forget that perky smile-turned-frown as she lamented about her impending post-college plans. I wish I’d had more time to chat with her and assure her about her future. I wish I could have offered her what I offer you today – the tools to turn your college degree into success.

If you’d like to journey with me, I’d be happy to be your guide, navigating you through this next step of your life. Without a proper navigational guide on a road trip, one might find themselves lost, frustrated, out of gas and at the end of an unfamiliar dead-end dirt road. But with the right navigational tools, one will end up on the right path. And that’s just what I want for you.

 So let’s get started today!

 

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College To Career Individual Action Plan Workbook



Podcast “Flipping the HR Script – Leading With Truth”


The workplace. Where employers and employees converge. What is the culture of your organization? Is it Woke? Or Awake? What is the difference? Terms like DEI, ESG, and CRT have been in the news, but what do they mean to you – and what is an appropriate response for a faith-based workplace leader?

Host Linda J. Hansen is the Founder & President of Prosperity 101 Podcast, LLC, and the creator of the Breakroom Economics™ program.  She is passionate about helping to enhance communication between employers and employees, especially regarding basic economics of job creation and business prosperity.  Her original book in the Prosperity 101™series, entitled Prosperity 101 – Job Security Through Business Prosperity™, and the accompanying Workshop Facilitator Guide, were first published in 2009, and have been widely used across the country.

Download and Listen on iTunes Here

Mark A. Griffin is paving the way for employment opportunities without fear of religious discrimination even as the government seeks to reshape the business landscape. Mark stands  in the gap and lives out his Kingdom mission by providing an alternative Bible-based DEI program for Christian nonprofits, churches, ministries, and camps. He also serves Christian-owned for-profit organizations looking for wiser choices in this space.

Listen in and glean beneficial information for your organization. You can contact Mark through his website, inhisnamehr.com, or find him on Twitter @inhisnamehr.

A Unique Employee Benefit

A Unique Employee Benefit


Divorce remains one of the most prominent issues in our society. While rates have technically declined since 2000, roughly one in two marriages still end in divorce. Second marriages stand an even slimmer chance, with a 63% failure rate; and third marriages have the worst chance of success at 73%.

Take an inventory of your closest friends and family, and chances are that you know several couples who have divorced. Many issues contribute to this problem, with lack of communication cited as the number one culprit behind it. Infidelity comes in second, with 60% citing it as their reason for splitting. And domestic abuse is next, with 24% claiming it ended their marriage. Many demographics play a part as well. For instance, those living below the poverty line have a higher chance of divorce versus college-educated couples, who are more likely to stay married. With that said, while divorce can impact anyone at any age, recent studies show the average age is mid-40s, the time when most people are at the peak of their career. And when you look at religious communities, there isn’t a single one that’s immune, though evangelical Protestants factor most prominently into these unfortunate statistics.

With so many effected by divorce, it’s crucial to understand how it can impact the workplace. Recent data confirms that divorce-related stress costs employers $300 billion per year. For example, the average employee loses 168 hours of worktime in the first year following a failed marriage. And it only makes sense that those going through the process are prone to being distracted, unfocused, and unmotivated, resulting in diminished productivity.

In one recent study, nearly 44% of those going through a divorce admitted that it had negatively impacted their work.  Think about it. They can make more mistakes on the job. They can cause issues with colleagues and be prone to being more sensitive than normal. They can also take multiple sick and personal days to attend court custody cases and meetings with lawyers. In short, things can quickly go downhill for employees ending their marriages, and the result can be catastrophic financially, personally, and professionally.

As leaders, we know the converse is just as true: When our people are happy with their lives outside the workplace, they do better on the job, contributing at a higher level, prospering their organization, and impacting their communities in a positive manner. Yet we can only impact our corporate environment, not anyone’s individual homelife.

So what is the solution? Can we do anything to support those employees headed for divorce?

My research says yes.

Most organizations already provide health benefits for employees. High-performing employers offer their workers not only health but wellness benefits, which can be related to fitness, smoking cessation, diet coaching, and more. They also maintain Employee Assistance Plans (EAPs), which typically offer therapy for employees and family members concerning relationship issues or ailments connected to depression, anxiety, grief, and loss. Some may include couples therapy as well, but some do not.

Offering great employee assistance programs can yield lower turnover rates, higher levels of job satisfaction, decreased absenteeism, and an overall happier and healthier work environment.

Recently, I had the opportunity to spend time with good friends Dean Brior and Jeff Kime. Dean is a successful CEO, business owner, and entrepreneur who has successfully led hundreds of employees. As such, he has witnessed the toll divorce takes on people, not just at home but in the workplace.

Currently, Jeff  is the Executive Director and Dean is director of development for The Marriage Hub.

Founded in 2004 by Dr. Bruce McCracken, The Marriage Hub seeks to provide biblically based marriage-building experiences for couples of all ages and stages. Their bold vision is to see divorce eradicated from our society by helping couples repair broken relationships so they can lead happy and fulfilled lives both inside and outside the workplace.

Mark: Jeff, it’s great meeting with you today, brother. I am excited to share with our readers what you’re doing. My first question is simple. How does divorce affect the workplace, and why should human resource professionals sound the alarm bells?

Jeff: Rosemary Frank, a certified divorce financial analyst, reported that divorce impacts the entire workplace in four major areas. The first is a loss of concentration when the employee is going through the divorce personally. This hits 40% in the first year, and slowly drops to 10% all the way in year four following the divorce.

The second is disrupted coworkers. We’re all social creatures, so if someone is hurting, we listen to their story [and] try to console them, resulting in those employees suffering a drop in productivity. It peaks at 4% in the first year, which continues for up to five years.

The third is that the employee going through the divorce misses workdays. Those days can be due to child custody hearings, meetings with attorneys, having to deal with childcare that was typically shared with a spouse – you name it. The average employee misses 9% of their workdays when going through a divorce.

The final area is an increase in usage of health benefits, which as we all know, ends up costing the employer in the long run. Added stress – needing to add kids to health plans, etc. – typically increases health-related expenditures by 10.4% while going through a divorce.

Adding all of these factors together, Rosemary Frank concluded the average business owner ends up paying an additional $85,934 in lost revenue for a business when one of their employees goes through a divorce. And if the person is in management, it could go even higher!

Mark: There are many great counseling programs out there, yet many couples never take advantage of them. What do you think makes The Marriage Hub unique and so successful?

Jeff: Mark, the typical couple going through marital challenges looks at counseling or their church as their first line of response. The challenge is that while both of those are potentially helpful options for a couple, it’s not the most effective option for a couple going through marital crisis. They need more than a one-hour session every other week with a counselor; they need more than the training a pastor has received in handling these specialized situations. And that’s where The Marriage Hub comes in.

We offer 20+ hours in a three-day Marriage Intensive Retreat for these couples in crisis. We then offer a 15-week follow-up course after the intensive. The national success rate of counselors working with a couple in crisis is only 25%, and the average couple flames out after two and a half sessions. It’s not enough, whereas here at The Marriage Hub, we’ve maintained an 85% success rate working with couples in crisis by giving them the time and personal care they need to navigate these challenging times – all performed by one of our highly trained coaches.

Mark: Dean, What have you personally witnessed in your years of experience as a leader in the workplace? Any specific examples regarding employees and the toll that divorce has taken on productivity, etc.?

Dean: Unfortunately, what Rosemary says rings true. I’ve seen this countless times: someone who was a business rockstar loses their mojo during a divorce. It’s not that the person is bad; it’s just the emotional landslide a divorce creates. That causes them to lose their focus and fail to perform at the same level they normally did.

Mark: Why do you believe The Marriage Hub can become a critical component of organizations’ human resources department?

Dean: When the HR department hears about challenges going on in an employee’s life, when they start to notice things going sideways and sit down to chat about job performance or any other concerning issues they see at work, they often learn that it’s challenges at home that are causing these work difficulties. Here at The Marriage Hub, we can become a resource to help those struggling employees. As the employee’s marriage is transformed, so is their entire countenance and ability to perform their job the way God intended for them.

Mark: How have you seen, firsthand, The Marriage Hub make a lasting impact on employees’ workplace efforts and personal relationships outside the workplace?

Dean: One example is a couple who had come to our program when on the brink of divorce. The lady was a key employee at a local business, and her employer had heard about our program. He called us up and said he wanted to pay for the entire program for her and her husband. Over the course of the weekend, the transformation was not only profound in their marriage, but for eternity as well! The wife came to saving faith in Jesus Christ, and their family is now stronger than ever.

Mark: What might you say to an HR professional who is skeptical about the program and does not see a need for such a thing in the workplace?

Dean: I’d encourage them to reach out to other HR friends to see whether the data I shared earlier plays out in the real world. I think they’ll quickly realize that taking care of the whole person – including their marriage – is one of the greatest ways to build their business. Business is run by people, and people in a good place emotionally, socially, and spiritually make the best businesses and communities.

Mark: Lastly, what inspired you to get involved with The Marriage Hub? Can you share any personal stories with us?

Dean: Nancy and I have been married for 46 years. Our first six years were tough, as we were married in college and had to grow up together. We would have benefited from a ministry such as The Marriage Hub back then. We have celebrated many marriages through the years and seen our share of divorces happen. Most of those divorces did not have a resource like The Marriage Hub. Our mission is to see the ministry grow to the point where any couple in need can call us and get help.

Mark: Thank you, Dean. My hope and prayer are that more organizations will see the need for programs such as The Marriage Hub, and that, ultimately, marriages will be restored. In the words of Oswald Chambers when discussing the Sermon on the Mount, “The knowledge of our own poverty is what brings us to the proper place where Jesus Christ accomplishes His work.” When we recognize our shortcomings and surrender to Christ, great things can take place. The workplace should be joyful. The joy and passion we bring to the workplace should be a reflection of what we experience in our personal lives, an ultimate reflection of our lives, as well as a great setting to share the gospel with others. I am grateful to you, Dean, for your work and pray that we see miraculous things in the days ahead.

___________

Concerned about the HR programs at your organization? The benefits of having a trusted partner to guide you and your team to excellence are invaluable. Contact us today. You—and your employees—will be glad you did.

Rise with us by implementing our high-performance remote human-resource programs to help find great people! E-mail us here.

Mark A. Griffin is president and founder of In HIS Name HR LLC. Connect with him on LinkedIn and Twitter

DEI is inescapable

Podcast “DEI Is Inescapable: Partners Collaborate Around Biblical DEI”


Diversity, equity, and inclusion (DEI) might seem like a new concept, but it’s actually been around for a long time. It’s just that the content has changed over the years, with the fundamentals of today’s DEI programs being built on Marxist teachings.

On the surface, the resulting structure has the appearance of leveling the playing field. But the outcomes have actually been shown to be divisive.

Listen in as Kevin McGary and Mark Griffin come together to discuss an alternative to that script through biblical DEI. Kevin shares information from his book, WOKEd UP! and Mark shares more about his DEI certification program. Together, their efforts provide a standard that celebrates differences and human connectedness in a much more accurate and effective manner.

Kevin and Mark also discuss how they met through Pinnacle Forum, which was inspired by Dr. Bill Bright, founder of Campus Crusade for Christ International. Dr. Bright challenged a handful of leaders in 1995 in Phoenix, Arizona, saying, “I believe the only way we can change our culture is to find a way to network our high-influence leaders and inspire them to use their influence for God.”

Join Them Here! 

Kevin McGary is an entrepreneur, author, and public speaker. Kevin serves as co-founder of Every Black Life Matters (EBLM) and as chairman of the Frederick Douglass Foundation of California. His background, passion, and keen observations about the momentum of dramatic changes in culture and society all shine through WOKEd UP!, the fifth book he’s authored. All of his previous books delved into the arenas of politics and theology. But WOKEd UP! is strictly designed to combat the many powerful forces producing overarching influences seeking to detach global populations from positive morals and traditions.

Host Chuck Bryant has served with Pinnacle Forum since 2005 and is currently serving as its president and CEO. Chuck has held a few instrumental roles with Pinnacle Forum, first as executive director of Pinnacle Forum Modesto in California and then on the national board as well as board chair.

Download and Listen on iTunes Here

Mark A. Griffin is paving the way for employment opportunities without fear of religious discrimination even as the government seeks to reshape the business landscape. Mark stands  in the gap and lives out his Kingdom mission by providing an alternative Bible-based DEI program for Christian nonprofits, churches, ministries, and camps. He also serves Christian-owned for-profit organizations looking for wiser choices in this space.

Listen in and glean beneficial information for your organization. You can contact Mark through his website, inhisnamehr.com, or find him on Twitter @inhisnamehr.

Protect Your Mission Webinar


Presented and hosted by Christian Business Partnership Ohio’s Christian Chamber of Commerce.

Restoring the American Promise. Together.

3PM EST Tuesday, August 22nd, 2023  

 

HR practices that can best help your “Kingdom-Minded” organization and business protect its mission in today’s hostile world.

Click Here To Register

Presenter Mark Griffin has seen it all in his more than 25 years of Human Resources experience gained by working with a wide range of organizations, from small businesses to Fortune 500 companies to Christian Colleges, Ministries and Churches.

Let Mark help you by sharing his experiences in helping a variety of organizations manage their beliefs in the reality of today’s workplace.

Leading an organization with Christ-centered values makes organizational sense.

Mark will share why he believes Christ-centered organizations experience:

  • Lower absenteeism
  • Higher quality products
  • Fewer employee morale issues
  • Safer work environments
  • Better perceptions by customers and vendors

Mark will also share how he helps organizations develop HR practices that reflect their core values and still build a high performance organization.

Topics to be Covered

  • DEI and Biblical alternatives why is this important?
  • Protecting your religious liberty
  • Dangers from proposed laws
  • Current state of religious liberty in court
  • Creating a high performance culture through practical HR competency development

Click Here For Tickets

About The Host 

Christian Business Partnership exists not only to defend your rights in the economy, but to ensure a business environment friendly to businesses throughout Ohio. Their mission is to aggressively advocate for the religious liberty of Christian employers and for a fair and free marketplace that enables entrepreneurs to thrive and compete. Learn more or join here!

About The Presenter

Mark A Griffin

Mark A. Griffin, MBA
President and Founder In HIS Name HR LLC

Mark is a human resources professional with 25-plus years of experience in both public (Quaker Oats Company, Kodak Inc., Merck Inc.) and private companies (Woolrich, Conestoga Wood Specialties, Valco Companies Inc.), Mark is passionate about building high-performance workplaces by utilizing best practices while leading organizations with strong values.

Speaker, accomplished HR consultant, and the author of How to Build “Kingdom-Minded” Organizations and College to Career: The Student Guide to Career and Life Navigation, Mark A. Griffin encourages leaders to build values-led organizations during these increasingly complex times.  Mark and his wife live in Lancaster PA and have two adult children.

Protect Your Mission ~ Lancaster, PA


HR practices that can best help your “Kingdom-Minded” organization and business protect its mission in today’s hostile world.

The Junction Center
1875 Junction Rd,
Manheim, PA 17545

September 7, 2023

9AM-1PM

Lunch Included!

Click Here For Tickets

Presenter Mark Griffin has seen it all in his more than 25 years of Human Resources experience gained by working with a wide range of organizations, from small businesses to Fortune 500 companies to Christian Colleges, Ministries and Churches.

Presenter Randall Wenger Esq. has a myriad of experiences from all his years of working on religious liberty cases in Pennsylvania including the Conestoga Wood Specialties case that resulted in a landmark victory in the US Supreme Court for religious liberty and the sanctity of life. Randy understands the pressures and dangers that are facing those who want to run their businesses and organizations in line with their Christian values.

Let Mark and Randy help you by sharing their experiences in helping a variety of organizations manage their beliefs in the reality of today’s workplace.

Leading an organization with Christ-centered values makes organizational sense.

Mark will share why he believes Christ-centered organizations experience:

  • Lower absenteeism
  • Higher quality products
  • Fewer employee morale issues
  • Safer work environments
  • Better perceptions by customers and vendors

Mark will also share how he helps organizations develop HR practices that reflect their core values and still build a high performance organization.

Topics to be Covered

  • DEI and Biblical alternatives why is this important?
  • Protecting your religious liberty
  • Dangers from proposed laws
  • Current state of religious liberty in court
  • Creating a high performance culture through practical HR competency development
  • Where most organizations go wrong engaging employees
  • Setting expectations
  • HR tools for creating success
  • Employee policy manuals
  • Codes of Conduct
  • Employee relations and communications
  • Performance management
  • Counseling and discipline procedures
  • Terminations
  • How the Civil Rights Act administrative guidance affects your business 

Click Here For Tickets

Map To The Junction Center (Map)

About The Pennsylvania Family Institute

The Mission of the Pennsylvania Family Institute is to strengthen families by restoring to public life the traditional, foundational principles and values essential for the well-being of society. It is  the only full-time professionally staffed non-profit organization representing family values—your values—in the state capitol. It encourages responsible citizenship and involvement in civic affairs to promote respect for life, family, marriage and religious liberty.

About The Presenters

 

Randall L. Wenger, Esq.
COO & Chief Counsel

Randall Wenger is Chief Counsel of the Independence Law Center in Harrisburg, a pro-bono law center affiliated with the Pennsylvania Family Institute and dedicated to maintaining those liberties that have made America great and free. He has litigated in federal courts all around the county, and his cases have included the free exercise of religion, freedom of speech, bodily privacy, and pro-life issues. In addition to his role with the Independence Law Center, he is COO of the Pennsylvania Family Institute.

Randall has an economics degree from the University of Chicago and earned his J.D. at the University of Pennsylvania. He lives in Lancaster County, and he and his wife Tina have seven children.

Mark A Griffin

Mark A. Griffin, MBA
President and Founder In HIS Name HR LLC

Mark is a human resources professional with 25-plus years of experience in both public (Quaker Oats Company, Kodak Inc., Merck Inc.) and private companies (Woolrich, Conestoga Wood Specialties, Valco Companies Inc.), Mark is passionate about building high-performance workplaces by utilizing best practices while leading organizations with strong values.

Speaker, accomplished HR consultant, and the author of How to Build “Kingdom-Minded” Organizations and College to Career: The Student Guide to Career and Life Navigation, Mark A. Griffin encourages leaders to build values-led organizations during these increasingly complex times.  Mark and his wife live in Lancaster PA and have two adult children.