Employee Volunteerism: Spreading Hope in Schools

Nov 6, 2023

Employee Volunteerism: Spreading Hope in Schools

Featured Organization: Bible2School

We are living in tumultuous times. Political and socioeconomic unrest is at a record high. Depression, anxiety, physical ailments, and mental illness plague our society. It seems everywhere we turn, we face more bad news – a precarious economy, wars, division, rising crime, and strife, just to name a few.

With additional growing financial burdens at home, children often suffer the most, their physical and emotional needs taking a backseat as parents try to stay afloat. Young ones may struggle in school and face loneliness, abuse, or neglect. And social media often adds to the stress of it all.

But what if these children were given a hope and a future, just as Jeremiah 29:11 promises?

That’s just what Bible2School offers: Hope! Let’s journey together as I share with you the wonderful history and impact of this amazing organization led by my good friend CEO Kori Pennypacker. My desire is that, after hearing about her program, you’ll be inspired to support volunteerism through your employees so you too can impact your community for generations to come.

Bible2School was started in 1979 by a group of pastors in Pennsylvania known as the Manheim Ministerium. The group decided to utilize the then newly amended Section 1546 of the state school code, which allowed children to be released from school for training. In recognition of the demand for Bible study in public schools and the opportunity arising from the changes to the amendment, over 100 fifth-grade students were allowed to legally leave school during learning hours and attend Bible study.

This is through the concept of Released Time, which actually began in the early 1900s and has been upheld over the years by the Supreme Court as being protected by the Constitution. Released Time allows children attending public school to receive religious education of their choice during the school day. The only requirements are that it take place off school property, with parental permission, and it can’t be funded by tax-payer dollars. Students are then permitted to leave school grounds and spend school hours in Bible study classes.

Pretty amazing, right?

As the program grew, the Manheim Ministerium offered bus transportation to children who couldn’t walk to a participating church. This helped it become a major success and grow into a nationwide movement, delivering the word of God to communities across the state.

Forty years later, Bible2School has expanded nationwide, thanks to its subscription-based franchise model. Community members interested in offering a Bible2School program can work directly with the organization’s leadership team for access to resources and curriculum implementation. Bible2School has perfected the onboarding process using a proven four-step system. Community leaders are offered a Christ-centered curriculum, over 450 tools and resources, a customizable website, ongoing training, coaching, and live support to get involved.

As we know, public schools have been under attack ever since in-class prayer was removed; and spreading Christian teachings has become an uphill battle. Moreover, Christianity as a whole has seen significant declines. Fifty years ago, 90 percent of Americans self-identified as Christians; today, that number has sadly dropped to 64 percent and continues to fall. At this rate, the Christian majority is at risk of disappearing by 2070.

These rates are reflected in the classroom, where children are often subjected to inappropriate curriculum and messages. But this is where Bible2School comes in, filling the significant void in the public school system. The organization recognizes that there is an urgency to introduce children to Biblical truth at a young age when the rostrolateral prefrontal cortex of the brain is developed. This usually occurs between 2nd and 4th grade.

During this short time, from ages seven to 11, logical reasoning begins to take shape, providing the foundation for morals and values. This could explain why 63 percent of Christians accept the Lord between the ages of 4 and 14. In other words, we have a small window of time to make a critical, lasting impact on children and change their lives forever!

Bible2School’s impact has yet to reach every community. However, it is spreading and already offers incredible resources for parents who don’t have in-person access to it. This includes a weekly podcast that provides parents with essential information centered around ways to share God’s word in everyday life. Teachings like “Discovering the Lord’s Hebrew Calendar in Real Time ” and “Two Things Kids Need to Know About Intruder Alert Drills” are just two examples of powerful episodes.

Bible2School also offers a regularly updated blog filled with relevant articles. And the Bible2School website features dozens of craft ideas like a family prayer-request box, pretzel sticks, and God’s promises project boxes. Though it’s the CBA Cross that’s been deemed the most popular resource for children to share the gospel. A CBA – which stands for confess, believe, and ask – gives children the opportunity to engage with Jesus through a free cross project, complemented by an easy how-to video.

What an amazing tool!

Recently, I had the opportunity to have lunch with CEO Kori Pennypacker. Though we’ve known each other for over a decade, we hadn’t had a chance to catch up for years. Since our last meeting, both of our organizations in Lancaster, Pennsylvania, have spread nationwide. (Never limit God!) Kori is a continued inspiration to me, as I hope she will be to you!

Mark: Kori, great meeting with you today! I’m excited to share with readers what you’re doing. My first request is simple: Describe in your own words what exactly your organization does.

Kori: Bible2School is a public-school ministry that equips passionate moms, dads, grandparents, and communities to teach the Bible to children attending public elementary school DURING their school day: DURING school hours – typically over lunch and recess. And it’s legal. About 60% of the children who come to Bible2School have no church home, so kids are being taught about our amazing Savior, Jesus, for the very first time.

Mark: Thank you for speaking to us from your heart. It’s always good to have your narrative down so succinctly. My next question has to do with impact. What impact have you seen in the lives of the children your teams have been working with? Do you have any especially meaningful stories to share?

Kori: We have seen many transformed lives for Christ! The biggest question children ask regularly is, “Who’s God? I’ve never heard of him.” In this post-Christian world, this is sadly common. We’ve seen such relief in children’s faces when we tell them that God made them, God loves them, God has a plan and purpose for their life, and Jesus Christ died for their sins so they can believe in Him and be in heaven with Him someday. This is such a burden off their shoulders.

One little blue-eyed, curly blond-haired boy named Gabriel, who lived with his grandmother, really sticks out to me. He didn’t know anything about God, and he was so eager to learn every week. He ended up accepting Christ as his Savior during a large group lesson, which was incredible, and skipped back to my table.

When I asked him to tell me more about it, he had an unforgettable answer that brought me to tears.  He said, “I’ve always wanted to know how to get to heaven, but no one ever told me.” These kids live near our homes and near our businesses, and we need to tell those like Gabriel who God is.  Bible2School makes it easy to do that.

Mark: We work with employers all over the country. Many are looking for programs to help their employees engage the community. Do you think this approach would help not only advance your organization but also give employers an opportunity to support it through their employees?

Kori: Yes, it would help the employees and their organizations, and the children and their families. We take a community approach and, honestly, our programs can’t do this without the support of Christian businesses. And we want to support our local businesses. Our Business Partnership Program – that I encourage all employers to consider whether you’re working with Bible2School or another great non-profit – makes a lot of sense. Henry Blackaby said in his best-selling book Experiencing God that we need to “find where God is working and join Him there.”

We love to cultivate relationships with businesses that have a passion for spreading the Gospel to children and who want to help impact the next generation in their community. Our business partners inspire their employees through:

• Volunteering – Some employers offer flexible hours or PTO time so their employees can be small-group leaders for our Bible classes. That is a huge help for our children to have positive role models from these Christian businesses.
• Matching – Some employers also come alongside employees to encourage generosity by offering to match the employees’ donations to Bible2School. A lot of times, this is an awareness thing. Employees want to be generous but they don’t know where to give.
• Giving Back – Employers can discount their service/product programs tithing a percentage of the profit that goes to Bible2School. We have an electric company that offers a special program where a percentage of the proceeds go to our Bible2School kids.
• Introducing Someone – This is so valuable to us! Business leaders know other business leaders, so we ask that they introduce us to ONE other business leader who we can start building a relationship with. We’ve even given presentations at company events as a way of inviting people into our mission!

Just like any partnership, we want it to be mutually beneficial. Ministry is a team sport! So our Business Partnership Program has the ability to unlock company culture excellence and unite your community. In fact, 89% of businesses believe that partnering leverages their ability to improve their communities. And the employees love it! We spotlight our partner businesses in our monthly e-newsletter, on social media, our website, and at events. And we in turn share all the impact stories on a regular basis so we can all celebrate what God is doing through the employees and Bible2School. It’s a win-win!

Mark: Our readers, like our employers, are national. Are they still able to use your materials and process? How does that work?

Kori: Yes, our Bible2School program can equip leaders in any state to reach their local public school with the Word of God on a weekly basis. We don’t want anyone to reinvent the wheel. So we’ve developed a subscription-based franchise model with a small cost that provides all the proven Christ-centered curriculum, over 450 online tools, expert coaching, a robust website, team-building, and sustaining support that’s needed to make it as easy as possible.

Mark: We have readers from Christian higher education institutions. Any suggestions on how they might engage students or expose this program to faculty?

Kori: Students looking for volunteer hours can use our website to find a program in their area to offer their volunteer services. Bible2School is an excellent example of community ministry, and we’re happy to be a resource for Christian colleges looking to enhance their curriculum in this area. Having experience working with children out in the community with a topnotch Bible program is a great addition to a student’s resume.

Mark: If someone is interested in learning more about your program, what is the best way for them to reach you?

Kori: The best way to reach us is through our website, Bible2School.com.

Mark: How has Bible2School impacted your own personal and spiritual life?

Kori: I see God working here in our public schools through this program. What a gift to join Him! People tell me that God was taken out of public schools, and I tell them they’re wrong. God is being brought to the children through Bible2School – I see it every week! And children, like adults, are hungry for the truth. That’s how we recognize counterfeit: We study His Truth.

As a leader, I just keep taking one step forward and He makes things happen. Things only He can do. So He gets the glory. Whether it be funding or volunteers, both of which we need this year, He provides. It’s not about me. It’s a humbling, challenging, and joy-filled leadership journey.

Mark: Thank you so much for your time today, Kori. Do you have any final thoughts you want to share with readers?

Kori: There are 64,000 public elementary schools in America, and there Bible programs available in less than 10%.  Wouldn’t it be great to reach the one near your business?

We had a public-school teacher share with us that her school was in lockdown for an active shooter. And as far as they knew, it wasn’t a drill. The children were so scared, crowded against a wall, crying and writing goodbye notes to their parents.

She said she looked up and heard them before she saw them: three little Bible2School girls praying out loud for their class, their school, and their teacher. It calmed the class and  gave her the courage to do her job to protect these precious children.

These girls didn’t know about God before coming to Bible2School. Thankfully, this was a drill and the children were safe. But the teacher said that these girls’ pure faith inspired her and their class.

Who do you know who would be passionate about reaching the public-school children in your community for Jesus? I would love to be introduced and start a conversation. One introduction can make an eternal difference.

I appreciate this opportunity to share today!

Mark: Thank you, and God bless you and Bible2School!

Programs like Bible2School are wonderful ways to get involved in your community and make a lasting impact. If you’re looking to boost volunteerism among your employees, consider taking that next step! For more on Bible2School, visit Bible2School.com

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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.

Focus on the positive! Coming January 2024: New Podcast Series: Encouragement for Work Subscribe on your favorite Podcast channel.

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

Mark A. Griffin | Blog, Christian Higher Ed HR, Human Resources

A Unique Employee Benefit

Aug 28, 2023

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

Mark A. Griffin | Blog, Christian Higher Ed HR, Human Resources

2022 ABHE Annual Meeting ~ Rosen Plaza Hotel, Orlando, Florida

Nov 3, 2021

In HIS Name HR, in conjunction with ABHE, is excited to announce the 2022 Annual Meeting presentation topics.

Emerging HR Practices Post Pandemic

Learn More Here 

Visit us- Booth 322 – ABHE Annual Meeting!

About The Speaker

Mark is an accomplished HR expert with a fresh perspective. He believes in challenging people to think differently when presented with obstacles in any situation. His passions are inspiring, motivating, and helping others. Peers describe Mark as creative, proactive, determined, and eager to learn. Just a few of Mark’s professional skills include organizing, presenting, and problem solving.  Follow Mark here:  Facebook, Twitter and LinkedIn.

In His Name HR helps organizations build high-performance human resource programs. E-mail us here.

Mark A. Griffin | Blog, Christian Higher Ed HR, Events

Navigating the CAO/HR Relationship  ~ Orlando, Florida and Virtual Fall 2021

Aug 16, 2021

Navigating the CAO/HR Relationship 

Presenter: Mark Griffin, President and Founder — In His Name HR, Lancaster (PA)
Overview: One of the most critical relationships within higher education is between the CAO and the HR office.  Learn from a seasoned human resource officer about strategies you can use to ensure a strong professional relationship that contributes to organizational success. Explore . . .

• The key issues that the CAO and the HR office share including employee recruitment, interviewing, hiring, firing, Title IX, employee evaluation, and the impact of labor law
• Strategies that help build a strong relationship between the CAO and the HR office
• The pitfalls to avoid in leading the faculty from an HR perspective
• The value of a robust faculty evaluation process and how it contributes to professional growth and excellence in the classroom

Register Here 

About The Speaker

Mark is an accomplished HR expert with a fresh perspective. He believes in challenging people to think differently when presented with obstacles in any situation. His passions are inspiring, motivating, and helping others. Peers describe Mark as creative, proactive, determined, and eager to learn. Just a few of Mark’s professional skills include organizing, presenting, and problem solving.

Mr. Griffin received his Bachelor of Science degree in Human Resources Administration from Saint Leo University. He earned his MBA from Bloomsburg University while interning for Congressmen Kanjorski as a military liaison during the first Gulf War. Mark has completed several executive education programs at the University of Michigan.

Prior to leading In HIS Name HR, Mark worked for Quaker Oats Company, Kodak Inc., and Merck Inc., and private companies Woolrich, Conestoga Wood Specialties, and Valco Companies Inc.

In addition to helping people professionally, Mark also believes in helping people personally through volunteer work. Mark has coached leaders on “Business as a Mission,” traveling to Eastern Europe, India, Haiti, Honduras, Nicaragua, and the Dominican Republic.

Mark A. Griffin | Blog, Christian Higher Ed HR, Events

Presidents Leadership Development Conference  ~ Orlando, Florida and Virtual Fall 2021

Aug 3, 2021

One of the more significant tensions on your campus revolves around the role of your HR department.  Do they represent the interests of the institution or are they advocates for employees? Consider how a proper understanding of the HR department’s role within the institution leads towards a healthy management of complex personnel tensions, including . . .

• An ideological approach for your HR department that contributes to a healthy understanding of the HR department role
• The full spectrum of what an HR department is legally and ethically bound to manage
• Key personality and professional HR leader traits conducive to a healthy context for complex and tension-filled conversations
• Techniques that you can use to foster a positive relationship with your HR department

Register Here 

About The Speaker

Mark is an accomplished HR expert with a fresh perspective. He believes in challenging people to think differently when presented with obstacles in any situation. His passions are inspiring, motivating, and helping others. Peers describe Mark as creative, proactive, determined, and eager to learn. Just a few of Mark’s professional skills include organizing, presenting, and problem solving.

Mr. Griffin received his Bachelor of Science degree in Human Resources Administration from Saint Leo University. He earned his MBA from Bloomsburg University while interning for Congressmen Kanjorski as a military liaison during the first Gulf War. Mark has completed several executive education programs at the University of Michigan.

Prior to leading In HIS Name HR, Mark worked for Quaker Oats Company, Kodak Inc., and Merck Inc., and private companies Woolrich, Conestoga Wood Specialties, and Valco Companies Inc.

In addition to helping people professionally, Mark also believes in helping people personally through volunteer work. Mark has coached leaders on “Business as a Mission,” traveling to Eastern Europe, India, Haiti, Honduras, Nicaragua, and the Dominican Republic.

Mark A. Griffin | Blog, Christian Higher Ed HR, Events

2021 ABHE Annual Meeting ~ Rosen Plaza Hotel, Orlando, Florida

Nov 8, 2020

Oversight of Institutional Payroll and Employee Benefits 

Overview: Regardless of the exigencies of the pandemic or other crises, all employees expect payroll and other vital employee benefits to happen on schedule and without mistakes. This makes oversight of payroll and employee benefits a top priority of smart CFO’s. How do distinguished CFO’s effectively manage both payroll and employee benefits? What are systems and best practices to consider? What are reasonable benefits to provide? Walk through the labyrinth of related issues with an expert in HR policies and practices, including:

• Knowing best practices for cost effective and efficient payroll services
• Reviewing the pros and cons of various employee benefit packages
• Managing an effective employee benefits system

Basic Principles of Conflict Resolution & HR Effectiveness 

Overview: Perhaps it’s inevitable. Where there are people, there will be differences of opinion that can lead to conflict. Blessed are the peacemakers! The CAO carries a unique weight for HR effectiveness as typically the leader of the largest group of institutional staff. Explore key principles for effective HR leadership and conflict resolution that are vital when conflicts arise, including:

• Unpacking the nature of personnel conflicts and administrative response
• Understanding the principles of conflict resolution
• Initiating exemplary practices for HR effectiveness and conflict prevention

Prudent Response to a Title IX Investigation 

Overview: A growing list of institutions are reporting their hazardous journey through a US federal Title IX investigation. What are we learning about this audit and investigation process? How do smart institutions prepare for this most unfortunate circumstance? Consider the wise counsel from an ABHE partner and HR expert to give you as president much better insight into both the nature of this investigation and practical steps to prepare, including:

• News from the emerging stories of Title IX investigation – the good, bad and ugly
• Understanding the focus and the likely outcomes of an investigation
• Prudent counsel for practical preparations that can make a big difference

Learn More Here 

Visit us- Booth 322 – ABHE Annual Meeting!

About The Speaker

Mark is an accomplished HR expert with a fresh perspective. He believes in challenging people to think differently when presented with obstacles in any situation. His passions are inspiring, motivating, and helping others. Peers describe Mark as creative, proactive, determined, and eager to learn. Just a few of Mark’s professional skills include organizing, presenting, and problem solving.

Mark received his Bachelor of Science degree in Human Resources Administration from Saint Leo University. He earned his MBA from Bloomsburg University while interning for Congressmen Kanjorski as a military liaison during the first Gulf War. Mark has completed several executive education programs at the University of Michigan.

Prior to leading In HIS Name HR, Mark worked for Quaker Oats Company, Kodak Inc., and Merck Inc., and private companies Woolrich, Conestoga Wood Specialties, and Valco Companies Inc.

In addition to helping people professionally, Mark also believes in helping people personally through volunteer work. Mark has coached leaders on “Business as a Mission,” traveling to Eastern Europe, India, Haiti, Honduras, Nicaragua, and the Dominican Republic.

Mark A. Griffin | Blog, Christian Higher Ed HR, Events

2020 ABHE Financial Officers Conference ~ Orlando, Florida and Virtual

Jul 28, 2020

Employee Relations & Regulations During Crisis

Presenter: Mark Griffin, CEO – In His Name, HR

Overview: For the HR issues of many ABHE institutions, the buck stops at the CFO’s desk. During a crisis, this demands a new level of employee care and understanding. What are the options, implications and regulations for employees? How can an institution best adjust the payroll part of their budget while honoring their staff? Consider:

• Reviewing the range for employee relations — termination, furlough, etc. — options
• Understanding the impact of communications and process — respect & honor
• Knowing the risks and rewards of government payroll assistance — opportunities
• Planning well and minimizing surprises — thinking ahead

Register Here 

About The Speaker

Mark is an accomplished HR expert with a fresh perspective. He believes in challenging people to think differently when presented with obstacles in any situation. His passions are inspiring, motivating, and helping others. Peers describe Mark as creative, proactive, determined, and eager to learn. Just a few of Mark’s professional skills include organizing, presenting, and problem solving.

Mr. Griffin received his Bachelor of Science degree in Human Resources Administration from Saint Leo University. He earned his MBA from Bloomsburg University while interning for Congressmen Kanjorski as a military liaison during the first Gulf War. Mark has completed several executive education programs at the University of Michigan.

Prior to leading In HIS Name HR, Mark worked for Quaker Oats Company, Kodak Inc., and Merck Inc., and private companies Woolrich, Conestoga Wood Specialties, and Valco Companies Inc.

In addition to helping people professionally, Mark also believes in helping people personally through volunteer work. Mark has coached leaders on “Business as a Mission,” traveling to Eastern Europe, India, Haiti, Honduras, Nicaragua, and the Dominican Republic.

Mark A. Griffin | Blog, Christian Higher Ed HR, Events

2020 ABHE Annual Meeting ~ Rosen Plaza Hotel, Orlando, Florida

Jan 21, 2020

Read The Press Release Here 

Learn More Here 

Visit us- Booth 119 – ABHE Annual Meeting!

About The Speaker

Mark is an accomplished HR expert with a fresh perspective. He believes in challenging people to think differently when presented with obstacles in any situation. His passions are inspiring, motivating, and helping others. Peers describe Mark as creative, proactive, determined, and eager to learn. Just a few of Mark’s professional skills include organizing, presenting, and problem solving.

Mr. Griffin received his Bachelor of Science degree in Human Resources Administration from Saint Leo University. He earned his MBA from Bloomsburg University while interning for Congressmen Kanjorski as a military liaison during the first Gulf War. Mark has completed several executive education programs at the University of Michigan.

Prior to leading In HIS Name HR, Mark worked for Quaker Oats Company, Kodak Inc., and Merck Inc., and private companies Woolrich, Conestoga Wood Specialties, and Valco Companies Inc.

In addition to helping people professionally, Mark also believes in helping people personally through volunteer work. Mark has coached leaders on “Business as a Mission,” traveling to Eastern Europe, India, Haiti, Honduras, Nicaragua, and the Dominican Republic.

Mark A. Griffin | Blog, Christian Higher Ed HR, Events

Are You Having an Organizational Identity Crisis?

Jul 16, 2019

If your organization is having an identity crisis.  You may be the last to know. The clues aren’t usually obvious, but you may sense something is wrong.

Do you spot any of these patterns emerging?

• More and more employees are leaving
• Quality and/or performance is trending downward
• Your organization is missing deadlines
• Your clients or customers are complaining more
• It’s getting harder and harder to find good talent

These issues are not random blips on the landscape. They reveal deeper problems, those below the surface. Greater attention to structure and organization may be needed, but there is a core issue at stake: Organizational Identity.

An identity crisis may happen for a number of reasons. Some reasons are inevitable. Some are regrettable. But, many times an identity crisis starts from what are, initially, positive changes. What is positive at first, like growth or increased capabilities, can morph into quagmire without attention. This drag causes confusion and does not just hinder your workers but will inevitably affect your customers and outside contacts, too.

An identity crisis will likely coincide with these circumstances:

• A change in key management, ownership, or structure
• A new technology replacing an old way of doing things
• Expansion into a new territory or demographic
• Offering new services
• Expansion and increased public visibility
• New or changing partnerships, associations, or clients

Organizations, if they last long enough, experience seasons where renovating identity is crucial. This is a good thing. What your organization stands for or why it exists may seem obvious to you, but it needs routine upkeep to ensure everyone shares a cohesive vision. Creating and cementing your organization’s Mission, Vision, and Values are essential to new and continued success.

Organizational Identity answers the questions:

• Who are we?
• Why do we exist? 
• How do we share that vision beyond ourselves?

Core values and identity should be found together—in a partnership with owners and employees. It should be built from the ground up to forge something solid and genuine. Identity can never be reduced to platitudes or window dressing. It shouldn’t stop at a new logo and updated policies. It must be the foundational way that your group functions, together and with the outside world

Organizations like charity: Water, Starbucks, and The Coca-Cola Company, for example, have all crystallized their organizational identity for us. But, more important, they have all reinvented or re-clarified themselves as times have changed and found continued success. With some effort or outside expertise, you can usher in higher performance for your organization, too.

So, what problems have you seen that were evident of an identity crisis?  Help us and our community of readers to learn from your experiences

Mark Griffin is founder and Chief Consultant at In His Name HR LLC. He has over 20 years of HR experience.  Follow In HIS Name HR on Facebook, Twitter and LinkedIn.

Mark A. Griffin | Blog, Christian Higher Ed HR, Human Resources, Kingdom Company Building

Conflict Resolution – Blessed Are the Peacemakers ~ 2019 ABHE Annual Meeting

Feb 11, 2019

 ABHE Annual Meeting
February 20-22, 2019 | Rosen Plaza Hotel, Orlando Florida

Learn More Here 

Visit us- Booth 119 – ABHE Annual Meeting!

About the Speaker

Mark A. Griffin is the founder and chief consultant of In HIS Name HR LLC, a human resources outsourcing and career coaching firm created to help organizations pilot the complex issues of managing HR.

As a human resources professional with 20-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.

Mark and his wife Gail have two adult children, and and attend LCBC Church. Mark has coached leaders on “Business as Mission” as far away as Eastern Europe, India, Haiti, Honduras, Nicaragua and the Dominican Republic.

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 A. Griffin | Blog, Christian Higher Ed HR, Events