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Week 9- How to manage employees to their potential within your company


PraiseHisName.net

Our Latest Podcast

Radio Series Week 9-How to manage employees to their potential within your company

Tune in and enjoy listening to Mark A. Griffin, Chief Consultant, inspire you as he dialogues with host Dee Kovach on, How to manage employees to their potential within your company.  Let Mark inspire you to be bold in your faith as you learn to navigate the complexities of faith in the workplace. Be encouraged as you learn how to develop a high performing organization through your HR practices.

“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.

Listen or download on iTunes here: Click

     Listen on line right here:

                                                     

 

Radio Series Week 4- What is an Organizational Vision?


PraiseHisName.net

Our Latest Podcast

Radio Series Week 4- What is an Organizational Vision?  

Tune in and enjoy listening to Mark A. Griffin, Chief Consultant, inspire you as he dialogues with host Dee Kovach on, What is an Organizational Vision? Let Mark inspire you to be bold in your faith as you learn to navigate the complexities of faith in the workplace. Be encouraged as you learn how to develop a high performing organization through your HR practices.

“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.

Listen or download on iTunes here: Click

     Listen on line right here:                     

                                                

Radio Series Week 3- What is an Organizational Mission?


PraiseHisName.net

Our Latest Podcast

Week 3– What is an Organizational Mission?

Tune in and enjoy listening to Mark A. Griffin, Chief Consultant, inspire you as he dialogues with host Dee Kovach on, What is an Organizational Mission? Let Mark inspire you to be bold in your faith as you learn to navigate the complexities of faith in the workplace. Be encouraged as you learn how to develop a high performing organization through your HR practices.

“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 business 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.

Listen or download on iTunes here: Click

Listen on line right here:

                                                   

 

Radio Series Week 2- What is a “Kingdom Minded” company?


PraiseHisName.net

Our Latest Podcast

Week 2- What is a “Kingdom Minded” company?

Tune in and enjoy listening to Mark A. Griffin, Chief Consultant, inspire you as he dialogues with host Dee Kovach on, What is a “Kingdom Minded” company  Let Mark inspire you to be bold in your faith as you learn to navigate the complexities of faith in the workplace.

“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 business 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.

Listen or download on iTunes here: Click

Listen on line right here:

                                                 

 

What to Do Next and Wrapping It All Up


What’s Next? 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?

Integrate - Creating Successful Training and Development

Integrate — Creating Successful Training and Development


Integrate — Creating Successful Training and Development

In our final example of integration of MVVs into HR practices, we will explore Training and Development (T&D). In the past 25 years, I have watched T&D dwindle to an almost nonexistent state in most companies. I could write a book on the impact of not investing in the development of your people, but you might find it boring. It is what it is, and it won’t change all that soon, unfortunately. But, as leaders of organizations, we must decide how we are going to right ourselves and guide our employees to work in alignment with our Missions, strive for our Visions and operate within our organizational Values.

Here are a few steps you can take to ensure you are addressing the T&D needs of your organization without going overboard:

  • Discover what is needed
  • Define what needs to be addressed
  • Seek the resources to accomplish the T&D
  • Initiate the T&D
  • Follow up to ensure it was worth the investment

Discover what is needed

Do some basic fact-finding and discover the gaps within your organization. Simply going through a job description review project can help you discover what skills and abilities are lacking in your team. Summarize these by category and you will start to discover trends across your organization. Take it even further and include a development aspect to your performance review process, and document what development is needed by each of your employees. When you couple this with rewriting your company’s job descriptions, you will take it to a greater, more desirable level of detail.

Define what needs to be addressed

Without a good outline of what gap(s) needs to be closed, you have the potential to be scattered all over the place. Take the list of items that you captured during your assessment stage and better define what is needed. Employees stating they need ‘communication training” is, frankly, too broad. Do they need public speaking classes? Would they benefit from e-mail etiquette guidelines? Or is it interpersonal conflict resolution training that is needed? Just saying we need “communication training” paints in overly broad strokes.

Seek the resources to accomplish the T&D

 I am not generally an advocate of online training. While it may be good for some, I do not believe it is effective for the majority of employees. My experiences have demonstrated that people learn when there is real interaction. There is more than one way to develop and train an employee. For years, it has been customary to send people to seminars. That just does not happen much anymore.

Think outside the box.

A few years back, I was supporting a company that tragically allowed many immigrants to work without the benefit of English as a Second Language training for several years. When I discovered this, I was frankly outraged that these folks were never given the resources to better themselves. When the gap was discovered, I identified a resource, hiring a gentleman who had recently returned from Asia and who had been immersed in this same immigrant culture. He developed a curriculum to deliver and help these folks speak English for less than $1,500. Now, that is what building a ‘Kingdom Minded” organization is about. Ignoring the needs of your employees is not.

Follow up to ensure it was worth the investment

Another creative solution to a problem such as this is tasking an employee to become a trainer within an organization to deliver a topic that is relevant to the need that was discovered. One organization was lacking financial management skills within the company’s leadership. The American Management Association’s program, Finance for Non-Financial Managers, was delivered by an HR leader. Doing it in this fashion saved the company tens of thousands of dollars by avoiding sending managers out to seminars and also allowing the customization of the materials. 

Was it worth the investment? The CEO said it was. 

The CEO in this case witnessed an increase in the attention to detail of certain executives, an embrace of principles not so easily understood before, but it also gave him insight as to who were the “A” players versus who were the “C” players.

You’re probably wondering by now how this all fits into the integration of your organization’s Training and Development and its relation to the MVVs of the organization. I believe it dovetails, such as in the example of the Asian immigrant employees.

 When you honor your employees by developing them, they will honor you.

When you honor your employees by training them, they will honor you. And when God is reflected in your heart and the way you respect your employees by not only paying them correctly and protecting them with benefits, but truly caring about their development, your employees will see Christ in you.

So don’t look the other way when it comes to T&D. Your employees will see you in a whole different way.

We value your contribution.  What training and development programs have you worked with that were successful?  Why were they successful?

Integrate - Creating Meaningful Communication Processes

Integrate — Creating Meaningful Communication Processes


Integrate — Creating Meaningful Communication Processes

The first question most management teams have after creating a new Mission, Vision and Values statement (MVV) for an organization is: What do we do with it? Integrating into all aspects of your HR processes is paramount to the success of your MVV. The heart of these processes typically lies within the communication processes and employee relations materials of the organization. Since HR typically controls this function, it becomes that much easier for them to communicate the MVV statement effectively.

There are countless avenues to share and ingrain your MVVs within your organization, as well as clients and customers. These can include but are not limited to:

  • Your organization’s newsletter
  • Your organization’s website
  • Brochures in the front lobby as a takeaway for visitors
  • Postings in employee break and meeting rooms
  • Hand copies to applicants during employment interviews
  • Your organization’s marketing materials
  • The reverse side of your organization’s business cards
  • Inclusion in the packaging of all shipments

If it is important enough for the company to include in the employee handbook, the recruitment process, the performance review process and the employee job descriptions, then it is certainly important enough to include in the above areas as well.

Several years ago, I worked with a company where more than a few of the employees were nervous about sharing the company MVVs with people outside of the organization. Their fear was that the Christian overtones in the MVV statement might offend customers in the Middle East. Others were nervous that prospective employees might be offended or misinterpret our intent.

When the smoke cleared and time went by, employees started to realize that the advantages far outweighed the disadvantages; it did much more good than bad. 

Ultimately, the majority of employees supported it, and, as a result, customers displayed a newfound confidence in us, and our integrity. The customers from the Middle East never complained, and we received more compliments than complaints from applicants. I believe that is how God works. When we stand for Him, unashamed, anything is possible. When we don’t, we are subject to a not so nice outcome.

What will you do? I say, be a difference maker, and be bold in your faith. At the end of your life, what will you tell God? I will say, “Father, I hope You can see I was not afraid and tried to be Your good and faithful servant.

How have you chosen to share your MVV with your employees? How about the community and your customers/clients? Let us know by sharing your comments below. Thank you.

Integrate — Job Descriptions Make a Difference

Integrate — Job Descriptions Make a Difference


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.

Align employees 

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.

What Is a Mission?


Got Mission?Organizational Mission

All successful companies have a Mission.  Without a Mission, well, no one will know what it is they are doing and why. Another problem organizations have when absent a Mission is that their customers and vendors often end up confused, having mixed expectations.

I have worked for many companies in my time. Probably more than most, and I consider this to be a good thing. The reason I consider this a good thing is that the experiences that God has given me in these numerous and diverse organizations has made me a far more competent counselor to businesses across the marketplace than if I had occupied one narrow niche for most of my
career.

One common denominator I have identified is that the businesses that are successful all have an established Mission  for their organization, a Mission that is co-developed by all of their employees and is ingrained into the culture of the organization. In fact, in high-performing organizations, candidates are exposed to the company’s Mission before they’re even hired. Vendors know theMission and Customers are aware, as well.

When Vendors know the Mission and Customers understand it, that’s enormously positive, but the most powerful and impactful group are your Employees. In my wealth of experience, I have discovered an absolute truth by simply listening to employees for more than 20 years. Fully 99 percent of all employees who come to work every day, want nothing more than to do a good job; in fact, most want to exceed your expectations.  It really is the American way. Work hard, play hard and love your life. The problem, though, that many organizations suffer from is a lack of leadership to help steer the organization.

Specifically, they lack leadership in creating a Mission that employees own and strive to achieve.

What is a Mission?

Your Mission is simply what you do best — every day ­— and why.  Your Mission should reflect your customers’ needs. Having a Mission is the foundation of turning the dreams and potential of an organization into reality.  So, in a nutshell, your Mission
simply affirms why your organization exists!

So what does a Mission consist of? Well, it really is not rocket science. It is simply what your organization collectively — yes, I said collectively — not top down management, or board of directors to management — developed. It works like this:

  1. The senior management team develops a framework of what they believe the Mission is and should be.
  2. Line management then takes the draft document to the line supervision.
  3. Finally, employees and a good HR rep facilitate a roundtable session using the draft Mission as a guide.

You have a couple of reiterations, meetings back and forth, and then it’s time for “Congratulations!” because you now have a consensus on your Mission. Now, of course, when it is being facilitated, the facilitator must be skilled in getting everyone on board with the final product.

Key is letting your employees know that each one of them has an opportunity to challenge it, provide their personal input and suggest changes, but that, ultimately, when the majority of the employees and management agree to the final document, then it is up to all employees to respect it and support it.

Benefits of Creating or Revisiting Your Mission.

The benefit of creating a Mission or revisiting a current one is that it opens up the communication process inside of your organization.  An effective Mission is based on input and commitment from as many people within your organization as possible. A Mission statement should not be an autocratic version of Moses and the Tablets.  All of your employees must feel and understand your organization’s Mission.  Only then can they make the necessary personal commitment to its spirit.

Tips for great Missions:

  • Keep it short.
  • Describe WHY customers will buy from you.
  • Define your product or service clearly.
  • Identify WHO is your ideal customer.
  • Specify WHAT you offer your customer — benefits, services, advantages, etc.
  • Delineate what makes your product or service different from that of your competition.

Examples:

Google: “We organize the world‘s information and make it universally accessible and useful.”

Starbucks: “We inspire and nurture the human spirit — one person, one cup, and one neighborhood at a time.”

Share with us your experiences with your Company’s Mission.  How was it created?  Who was involved, how would you have changed the process?  Is the Mission applicable to you and your coworkers?  Share with us and help the community to learn and grow.

 

 

Joy-FM Morning JoyRide with Daniel, Candi, & Melody


Joy FM!Enjoy this Podcast as Mark is interviewed by Daniel Britt.

About Daniel Daniel Britt has been on the radio since the age of 14 and has a combined broadcasting experience of over 18 years. Daniel is the Operations Manager for the highly successful Gospel Music radio network, Joy FM, headquartered in Winston-Salem, NC.  He’s also the co-host of Dove-nominated radio show, “The Morning JoyRide with Daniel, Candi, & Melody.” Joy FM is the current Gospel Music Association’s Radio Station of the Year (2010).

About Mark  MIn HIS Name HR on iTunes!ark has had the pleasure of working for Christian owned organizations, he knows what works and does not work, and most importantly he sees the world through the employee perspective! He believes in treating everyone with dignity  and respect, because after all, your employees are part of your company family.

Mark believes that employees who work for an outwardly faith based Christian organization are committed at a different level than those in non-faith based organizations. He also explains that employees are more likely to go the extra mile, to trust their leadership, to deliver on their promises and be led by those who demonstrate Christ-like servant leadership, because  they can! Connect with Mark on LinkedIn by clicking here.

Morning Joyride! Joy FM

 

Click above to listen on your PC or click on the iTunes logo above to download to your iTunes account.