Jun 6, 2012
Enjoy listening to Guest Mark A. Griffin and host Charlotte Cosden dialogue about the launch of Mark’s newly released book.
WVCH is a Blessing – Serving Greater Philadelphia and The Delaware Valley Christian Listeners for over 50 years!
Enjoy listening to this recorded version of WVCH’s weekly radio show “Be The Guest,” hosted by Charlotte Cosden. The topic is “How To Build A Kingdom-Minded Organization”. Guest Mark A. Griffin, Chief Consultant at In HIS Name HR shared his experiences in helping shape organizations to be Christ centered and profitable!
With over 20 years of Human Resources experience at both fortune (Kodak, Quaker Oats, and Merck Pharma) as well as small and mid-sized companies, Mark has seen it all.
Tune into this Podcast and enjoy Mark’s discussion with Charlotte on how you might best build “Kingdom Minded” organizations in today’s “politically correct” business world. Let Mark inspire you to be bold and brave in your faith, by ensuring Christ is in your workplace.
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Also available to download on iTunes here. Click
Mark A. Griffin | Kingdom Company Building, Podcasts
Feb 14, 2012
Good News for Tumultuous Business Times- Radio Series Launched to Inspire Christian Business Owners
Contact: Keith Wilson, Praise His Name, 740.264.4604; Mark A.Griffin, In HIS Name HR LLC, 717.572.2183.
Wintersville, OH – FEB 14,2012 /Christian Newswire/ “Praise HIS Name” in partnership with “In HIS Name HR LLC” announce the launch of a twelve week radio series highlighting faith in the Christian owned workplace. Tune in and enjoy listening to Mark A. Griffin, Chief Consultant, inspire you as he dialogues with host Dee Kovach, exploring twelve inspiring weeks of Christian Business topics.
Week 1-Why do you need to build a “Kingdom Minded” company?
Week 2-What is a “Kingdom Minded” company?
Week 3- What is an Organizational Mission?
Week 4- What is an Organizational Vision?
Week 5- What are Organizational Core Values?
Week 6- HR Practices, what are they?
Week 7-How to integrate Your Mission, Vision and Core Values into your HR Practices
Week 8-How to hire the best candidates for your company
Week 9- How to manage employees to their potential within your company
Week 10- How to get your non-performers off the bus
Week 11- Ways to effectively introduce Christ into your workplace
Week 12- How best to develop and manage your Company Culture
In HIS Name HR LLC specializes in Christian business consulting for Christian owned companies who want to integrate Christ into their workplaces through the implementation of High Performance Organization HR practices.
In HIS Name HR LLC’s mission is to provide world class business consulting by assisting our clients in their quest to be prosperous and “Kingdom Minded.” We provide progressive Human Resources programs that will increase profitability, eliminate non-value added practices, increase productivity, improve quality and, most importantly, enhance employee well being.
“Praise His Name” is the place where listeners can tune in and hear interviews, music from today’s best Christian artists, inspirational messages, sermons from area pastors, talk shows with a Christian-based theme and yes, even comedy. Praise his Name is an Internet based radio station that allows on demand listening to what you want to hear, when you want to hear it. Best of all, the station is available 24-hours a day.
Praise His Name’sMission is to be the Voice calling out on the Internet! An oasis of Peace, Truth, Grace and Love in a world looking for real answers.
Learn more about Mark A. Griffin and his quest to help the Christian owned company live their faith by visiting him at www.InHISNameHR.com, or call him 717.572.2183 or contact him on www.Twitter.com/InHISNameHR.
Mark A. Griffin | Blog, Events, Kingdom Company Building
Feb 8, 2012
What to Do Next
So there you have it. The past few blog postings have given you plenty of ideas on how to integrate your MVV into the culture of your organization through your HR practices. There is a lot to digest, especially if you are not an HR practitioner. Don’t be overwhelmed by the possibilities before you. Simply work out a plan with your Team.
The first step is to create your Mission Vision and Values. Always include your employees in the process. Hire a good facilitator if necessary, but get this done for the sake of your organization.
The second step is to document what HR practices you currently have in place and what practices you still need. This may be a good time to bring in an HR expert to, at minimum, consult with you to help you understand what practices would serve your organization best.
My firm specializes in conducting a thorough examination through a rigorous HR assessment. Contact us today if you are interested in powering your organization to the next levels of performance through the development of HR practices that drive yourMissionand support your Vision in a way that personifies your wonderful Christian values.
Wrapping It All Up
Family-owned companies, as well as non-profits, have a distinct advantage over their secular counterparts. This advantage is the flexibility to state where they are coming from and how and why they are founded, without being accused of proselytizing in the workplace. Simply stating that your organization is “founded on Christian principles” is enough to let the public know where you are coming from and clear the air that you are not requiring your employees to commit to a certain faith’s principles.
We all have choices to make as leaders. We can choose to leave behind a legacy that our families, employees and communities can remember, or we can take an easier route, put our heads down, and reflect the politically correct agenda to which we have all been assimilated. The decision is yours and yours alone. Of course, the Holy Spirit has a lot to do with it, and I am confident that, when you consult with Him, you will choose the right path — the right path to avoid worrying about sharing your faith through your MVV with your employees, community, customers and vendors.
Having met with hundreds of people regarding the process of building Kingdom-Minded organizations, one thing is for certain: many recipients of this are frightened by the thought of sharing the message of Jesus with their employees. They are even frightened at the thought of insinuating that they are believers. I try to comfort them; I try to console them; I pray with them and I pray for them. But, at the end of the day, they need to make the decision for their organizations. They need to decide that the message of Jesus Christ is and will always be first and foremost, ahead of their companies and their own uncertainties.
When I started my HR consulting firm in April of 2011, I, too, had a decision to make. I could take the easy route and mask my purpose under a secular type of business model, content to secretly connect with Christian leaders to help them develop their companies to be Kingdom-Minded, or I could step out in faith and “out” myself as a Christ follower to my world of secular business associates. Having friends and contacts in senior level positions at some of the most politically correct organizations in the world made me understandably somewhat nervous as to how they would perceive the path I had chosen to take. Some of these executives are at such companies as Pepsi, Merck, Kodak, Armstrong, PayChex — the list goes on. Although most of what I do does not fit within these organizations, most of these specific executives have helped by connecting me to Christian-minded business people who could help prosper my business.
Ultimately, I decided to “out” myself, and, since then, I have received incredible, gratifying, heartfelt compliments spanning across my secular business network. What made me decide to go outward and name my firm “In HIS Name HR, Christian Business Consulting” was my reflection upon the passage of Matthew 25:14–30 NIV Edition
His master replied, “Well done, good and faithful servant! You have been faithful with a few things; I will put you in charge of many things. Come and share your master’s happiness!”
So, let me ask: if this was your last day and you were to meet God tomorrow, would you feel as if you had shared the message of Jesus with all whom you knew? Are you truly a good and faithful servant? I know that, when that day comes, I want to be able to look in God’s eyes and ask, “Father, was I pleasing? Was I a good and faithful servant?” I want to hear that, yes, I was.
What are you going to hear when you ask?
Mark A. Griffin | Blog, Kingdom Company Building
Jan 16, 2012
Integrate — Job Descriptions Make a Difference
For many years I have witnessed leadership at a variety of levels at several companies struggle to see the value of certain HR practices. One practice of uncertain value from them within HR that always seems to pop up is Job Descriptions.
Why do you need job descriptions? Do companies really use them? We created some 5 years ago, will they work? Are they just an old school personnel requirement? Well, you actually need them for a variety of reasons, such as to:
- Reiterate your Mission, Vision and Values (MVVs)
- Align employees to shared goals
- Use as an effective hiring tool
- Reinforce what is required from your employees and why
Reiteration of your Mission Vision and Values
Job descriptions should remind employees what the overall objective is for their position. Why? Because that objective should tie in to whatever the Mission and Vision of the company are. Absent a clear objective statement, both new and current employees won’t understand why it is they do what they are asked to do. That might sound a little crazy, but I have met hundreds of employees over the years who, when asked why they do what they do at work, they had no answer. I do know that when employees know the objective and why they exist in their roles, they are self-driven to exceed that objective.
We are not becoming lazy as a nation; we are coming unguided!
It is the greatest fallacy of the workplace that we have become merely lazy, when, in fact, it all stems from lack of leadership and experience in guiding employees to excellence.
Employees should be involved in the development of their job descriptions. They should gain ownership in the process and fully understand how their position relates to others within the company, and how each position depends on the other for performance. Of course, HR can champion the process, providing the process and keeping track of the descriptions themselves.
The creation of the description should be done by the employee and employee’s manager.
One of the best-run companies I have had the pleasure to work with linked all the descriptions for each of their positions on a shared Local Area Network while also visually linking all employees together via an electronic organizational chart. It left no one wondering who was responsible for doing what, while reporting to whom, and why?
A hiring tool
A candidate should never be interviewed without a formal job description in hand. There is no way to assess a candidate fairly without this basic tool. High-performing companies have recruitment processes that included the revision of the job description while, at the same time, the development of relevant questions for the interview process itself. Want to inspire interest in a candidate? Give them the job description, because almost no organizations do this. When people know what it is they are required to do, it creates interest and potential ownership once they are hired.
Reinforcement of what is required and why
Repetition is a good thing. When job descriptions repeat important information that is reflected in other areas of the company, it reinforces the importance of that information.
When employees see the same messages over and over from a variety of sources, and tied to several processes, it means something to them. It leaves an imprint.
This is why building in language that reiterates the commitment to living up to your Company’s Mission and striving for your Vision will help get your employees going in the right direction collectively. It is also important to capture in the job description the behaviors that are required and that relate to the Values of your organization.
Essential to all job descriptions are the Purpose of the Position, Position Requirements (Education and or Experience), and Physical Requirements/Environmental Conditions. Of course you should always include the statement: “This description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities required of an incumbent. An incumbent may be asked to perform other duties as required.” This statement ensures that you don’t have folks walking around saying, “That’s not in my job description!”
What good and bad experiences have you had in dealing with job descriptions? Are they a waste of time from your perspective or have you witnessed employees flourish when using them? Please leave us your comments below. Thank you.
Mark A. Griffin | Blog, Kingdom Company Building
Oct 27, 2011
High-performing organizations have a clearly defined Vision. This Vision helps guide all its employees and supervision to their desired destination and explains why. Companies who have a Vision have a workplace of direction, purpose and achievement. These companies have a Vision of where they want to be, and do the appropriate things to get there. All along the way, they have employees who are enthusiastically a part of it, eagerly supporting the Vision.
What Is an Organizational Vision?
A Vision that is optimal is one that has been created, or at least contributed to, by all employees of the organization. Like the Mission, the more buy-in the organization has, the greater the effectiveness of the Vision. The Vision should be inspiring! It is where you want to be! The Vision is what you seeing occurring as you deliver on your Mission. It is where you want your organization to be in five years. We define it as five years but you may prefer to extend that, or, if you are a start-up, you may want to start with a three-year Vision. We prefer five years, because that is a reasonable amount of time for most companies to get to the next step. The Vision must be realistically achievable. If you own a pizza shop, it would not be wise to say your Vision is to grow to a $2 billion-dollar market value. But, an achievable Vision might look like: “We will grow to be a regional choice by consumers by expanding to 10 locations.”
Reflect on the following questions as considerations for building your Vision:
1. How are the market and customer base changing in the next three to seven years?
2. How will that create opportunities for the organization?
3. How can we meet the gap between now and our Vision?
4. How will we surpass our competitors and seek greater market share?
5. What are we doing collectively to capitalize on the changes in business conditions and needs of the business?
Amazon “Our vision is to be earth’s most customer-centric company; to build a place where people can come to find and discover anything they might want to buy online.”
Nike “To be the number one athletic company in the world.”
What is the difference between Mission and Vision?
The most asked question to us surrounding Mission, Vision and Core Values is: what is the difference between a Mission and a Vision? Your Mission is what you do best every day. Your Vision is what the future looks like when you deliver on your Mission so exceedingly well.
There is, unquestionably, a key to high-performing organizations. That key is Vision — a Vision that ignites the employees of these organizations to achieve great things!
When I worked with the Gatorade Division of Quaker Oats, we smoked the competition. Why? We had Vision. And every employee who worked there bought into that Vision. Powerade and All Sport didn’t have a chance. In fact, where is All Sport today? If Gatorade did not take them out completely, they certainly limited their capabilities!
The problem is not with workers in the U.S. What we have today is a problem with leadership — leadership that lacks the ability to create buy-in for excellence in Vision achievement.
If you are a leader, you must develop a Vision, and develop it with employee input. If you are an employee, make sure you buy into your organization’s Vision. If it needs tweaking, ask to do so with respect. Your leadership will appreciate your interest!
Let’s all work together with our organizations to create Vision, to create a hope and future for everyone.
We Value your Comments. Please share your thoughts on having an Organizational Vision. How do they fit into your workplace? Do you have a Vision where you work right now? Have you worked at a high-performing organization that did?
Mark A. Griffin | Kingdom Company Building
Oct 13, 2011
Oftentimes as I meet with people to talk about bettering their HR practices, I use the term “Kingdom Minded” company.” More often than not, they are intrigued by the terminology I use in reference to helping them build their companies. Many Christian business people, pastors and Christian business consultants may have their own opinions or definitions of what a “Kingdom Minded” company is.
I have developed what I believe to be a fairly clear, actionable and measurable way to articulate what a “Kingdom Minded” company is, thus exciting business owners to invest their time, dollars and energy into making their company prosperous and reflective of Christ. So, let me begin by outlining what comprises the framework when building a “Kingdom Minded” company.
Over the next few weeks, I will walk us through a more in-depth look at each piece of the framework. I will ask you to look internally at what you believeyour “Kingdom Minded Purpose” is for your company. In building a “Kingdom Minded” company, the model I have developed contains the following ingredients, listed in order of importance.
These same principles that apply to marketplace businesses do apply to non profit organizations as well.
A “Kingdom Minded” company:
- Puts Christ First
- Has a Clear Mission
- Has a Clear Vision
- Has Core Values
Has agreed upon Goals and Objectives, especially in:
- Customer Service
And finally, Strives for Prosperity jointly for the good of its owners, employees and company’s community.
If you want to enjoy prosperity, you must look inward and address these critical aspects of running your organization.
Having spent over 20 years in HR I can tell you companies that have a well developed and bought-in Mission, Vision and Values will far exceed those who do not. Take a look inside your own organization. Do you have a Mission? A Vision? Core Values? How are you with setting or receiving expectations through organization goals and objectives? Do you collectively work together as a Team for success and prosperity?
Mark A. Griffin | Blog, Kingdom Company Building
May 26, 2011
Mark had the honor of being interviewed by RevFM State College PA on May 7, 2011 during the weekly Centre topic show. With over 20 years of Human Resources experience at both fortune (Kodak, Quaker Oats, and Merck Pharma) as well as small and mid sized companies, Mark has seen it all. Please take the time and enjoy Mark’s Podcast interview on how you might best build “Kingdom Minded” organizations in today’s “politically correct” business world. Let Mark inspire you to be bold and brave in your faith, by ensuring Christ is in your workplace.
RevFM Broadcasts on the following frequencies:
- 89.1 FM – State College/Altoona/Huntingdon/Philipsburg
- 99.9 FM – Clearfield/DuBois
- 102.7 FM – Altoona/Hollidaysburg
Mark A. Griffin | Kingdom Company Building, Podcasts