Posts Tagged ‘employee’

Putting the Ego on Simmer

Podcast: Putting the Ego on Simmer


Meet Denise Lawrence. In a recent mastermind session she facilitated, she focused on leadership development and had a candid discussion about Big Egos and what this form of leadership character can do for teams.

The reality is that, no matter how smart or skilled we are as leaders, we cannot know everything. When the ego is so profound that it prevents employees from using their own places of strength—intellect, skillsets, and workplace gifting—then the entire organization is in jeopardy of failure.

Join Mark and Denise as they discuss how to tone down the ego or turn a hot and heavy ego on simmer for the benefit of those we lead.

Denise has been a business owner since 1987 and has experienced failure many times while building great teams. Denise finally checked her ego and learned to lead from a position of service, which is the best biblical instruction for leadership that can be applied. Denise has served over 300 mastermind groups across the country, and through focus groups, she has learned what needs to change to make these truly effective for the leaders who participate and the employees and teams who benefit from their participation.

Today, Denise is a serial business owner with a mission to establish programs and services that close the wealth equity gap for faith-based businesses in America. She calls herself the business disrupter because she believes the whole small business industry needs a transformational shift toward serving others, lifting others up, and erasing a hierarchy where only the top thrive.

When the goal is for everyone in the business to succeed, be happy, and build wealth, they all rise together. Denise is a former journalist turned entrepreneur, pastor, wife, mother, grandmother, and Ph.D. candidate at Liberty University.

Concerned about the HR programs at your organization? The benefits of having a trusted partner 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-mailus here.

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

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Leveraging Gallup’s CliftonStrengths for Career Success


Career development should always be aligned with one’s potential.

Human potential is vast, but too many people unfortunately don’t know themselves well enough to tap into it. In fact, many of us navigate life without ever realizing our possibilities. To correct that, the first thing you need to do is understand your strengths.

Peter Guber, CEO of Mandalay Entertainment Group, said the success of someone’s career – regardless of profession or field – depends on their ability to lead, manage, and build good relationships with colleagues. His experience leading an entertainment industry business taught him that so much of our potential must be excavated and then honed to reach true career success.

That’s why it’s so important to know yourself well – no matter how long it takes to achieve that understanding. Once you know who you really are, you can recognize what you’re really capable of.

And then you can put it into practice and truly thrive.

How to Identify Your Potential for Career Development

It’s a fact that many students struggle with choosing a career path to pursue. And many adults already in the workplace still don’t know if they followed the right field.

That’s a shame for both the individuals involved and the companies they do or will work for. Feeling like a misfit can lead to extreme unhappiness and underperformance all around.

This is why the Myers-Briggs Type Indicator (MBTI) is such an incredible tool. It’s designed to help you discover your personality and where that personality best fits within your chosen career field.

Less well-known but equally helpful is Gallup’s CliftonStrengths assessment. To quote their website:

“The 34 CliftonStrengths Themes Explain Your Talent DNA. When you take the CliftonStrengths Assessment, you uncover your unique combination of 34 CliftonStrengths themes.

“The themes, which sort into four domains… are a culmination of decades of research led by Don Clifton to study and categorize the talents of the world’s most successful people.

“Together, the themes explain a simple but profound element of human behavior: what’s right with people.”

Moreover, they give “you a way to describe what you naturally do best or what you might need help from others to accomplish.” And who couldn’t benefit from that?

Once completed, I’m confident this assessment can make your career journey much more informed and fruitful.

Here are just some of the themes you might identify with…

Domain: Influencing

Theme: Activator

  • You enjoy jumping right in and trying out different roles and jobs.
  • You seek leadership opportunities and positions where you’ll be rewarded for getting things moving.
  • You sometimes (or all the time) think about starting your own business.
  • You realize some people might feel threatened by your drive to make decisions and get things going.

Theme: Command

  • You’re willing to take on several potential roles or jobs, and you seek out chances to assume positions of leadership.
  • You seek out positions that offer room for advancement.
  • You take into consideration situations where quick decisions are required.
  • You seek careers in fields like law, commerce, politics, or theater, where you can use your persuasive skills.

Theme: Communication

  • You speak with people who could fill the roles you’re interested in, knowing their experiences will educate you.
  • You enjoy settings that provide you with regular social connections. Cooperative, engaging, and instructional environments are your ideal.
  • You prefer professions involving comedy, acting, motivational speaking, teaching, public relations, ministry, or training, where you can share your experiences.

Theme: Competition

  • You seek out chances to assume leadership roles.
  • You work on projects that will allow you to measure and compare your results.
  • You think about business, sales, law, politics, and sports.
  • You seek out positions that offer room for advancement.

Theme: Maximizer

  • You interview the “best of the best” to find out what they enjoy doing for a living.
  • You prefer settings that support “best practices” and allow you to collaborate with others to make the organization better every time.
  • You could consider positions that allow you to assist people in realizing their potential.

Theme: Self-Assurance

  • You’re skilled in many different things and like to try out potential positions or jobs. In fact, it’s crucial for you to choose what you enjoy.
  • You seek out settings that will challenge you while offering freedom to figure things out on your own terms.
  • You might want to think about pursuing a job in training, entertainment, or sales.

Theme: Significance

  • You want to leave a strong legacy behind.
  • You seek out settings where you can be acknowledged for your achievements.
  • Consider a profession where you can truly and enduringly improve the world.

Theme: Woo

  • You make sure to meet a diverse range of individuals working in various professions.
  • You seek out settings that appreciate your capacity to convince or sell – and where you can meet new people on a daily basis.
  • You could consider a job as a public relations specialist, sales representative, trainer, comedian, or lawyer.

Domain: Executing

Theme: Achiever

  • You have a relentless desire to achieve. You are only satisfied when you’re reaching or exceeding the goals in front of you.
  • You approach everyday as a new opportunity to make an impact, but you need to be cautions. Your drive can convince you to work nights, weekends, and long hours.
  • You have a strong work ethic, are able to lead by example when properly coached, and are a great asset to any organization seeking to achieve high performance.
  • You should seek careers that give you a lot of room to achieve the results you desire.

Theme: Arranger

  • Your default when problem solving is to seek all the pieces at the same time and arrange them into a logical sequence. You see patterns that others do not.
  • You desire a workplace that isn’t routine, where the daily aspects ebb and flow allowing you to use your arranging capabilities.
  • Seek careers where you can bring order out of chaos.
  • Pursue careers in employee relations, or human resources management, urban development, and leadership.

Theme: Belief

  • You hold deeply held ideals regarding how things should be in life, at work, and in the community.
  • Your ethical approach sometimes frustrate you when the world’s actions don’t align with it.
  • You could consider careers where your core values align with the organization in question, especially in pastoral care, certain medical fields, teaching, and counseling.

Theme: Consistency

  • You look for settings where rules, guidelines, policies, and procedures are well-established.
  • You seek out settings that are predictable and structured.
  • Law enforcement, human resources, risk management, safety compliance, and quality assurance positions might be right for you.

Theme: Deliberative

  • You research as much information as you can regarding potential roles and employment.
  • You prefer workplace settings where you can work alone to perform in-depth analyses, and you stay away from those that require too much socializing or human contact.
  • You consider jobs as judge, finance officer, or risk analyst to be ideal.

Theme: Discipline

  • You establish goals and outlines for your career-planning procedures.
  • You prefer structured settings where you can uphold order for both yourself and other people, and make use of your organizational skills.
  • Depending on your education, you might consider a job as an executive assistant, brain surgeon, tax specialist, or air traffic controller.

Theme: Focus

  • You gather as much information as you can about possible jobs or roles.
  • You look for environments where you can focus and concentrate without interruptions or the need to multitask.
  • You do best in structured environments that are predictable and detail-oriented.

Theme: Responsibility

  • You prefer settings where you can operate autonomously and eventually be given more authority.
  • You seek out locations where you can establish relationships of trust with other people.
  • You would likely do well in professions that place more emphasis on results than procedures, such as executive assistant, librarian, or law clerk.

Theme: Restorative

  • You’re intrigued by individuals known for pulling people out of difficult situations or jumping in to fix issues.
  • You appreciate situations where you’re required to identify issues and provide solutions.
  • Since you depend on your education and aptitude, you might be well-suited for careers as a TV producer, surgeon, or customer service representative.

Domain: Strategic Thinking

Theme: Analytical

  • You are smart, logical, thorough, good at thinking through issues, and good at handling numbers, figures, and charts.
  • You are objective and use data to search for trends, patterns, and interconnectedness.
  • Be cautious. Your greatest weaknesses can offend people since you have the propensity to be tough, never satisfied, and full of questions.
  • Choose a career that requires you to analyze data. Accounting, finance, marketing, and certain engineering fields should be explored.

Theme: Context

  • You look back at your past decisions to get an idea of what you enjoy and are highly skilled at.
  • You seek out settings where you can investigate the origins of things and gain a solid understanding of an organization or asset’s past.
  • Professions such as archaeologist, historian, curator, professor of humanities, or appraiser of antiques could easily appeal to you.

Theme: Futuristic

  • You desire a career path that enables you to help others glimpse the future and inspire them to bring it to pass.
  • You look for environments that encourage creativity and imagination.
  • Jobs in commercial art, architecture, design, or city planning appeal to you.

Theme: Ideation

  • As much as you can, you brainstorm and daydream about potential careers or professions.
  • You seek out settings that encourage experimentation, originality, and unconventional thinking.
  • You could easily consider a profession in advertising, market research, design, consulting, or strategic planning.

Theme: Input

  • You try to obtain as much input as you can regarding potential roles and employment.
  • You seek out settings where you will be exposed to large amounts of information and data.
  • Occupations that allow you to stay up to date with the latest developments in science and enable you to become a knowledgeable researcher and consumer are right up your alley.

Theme: Intellection

  • You stay abreast of change related to careers and career development.
  • You seek out settings where you can ponder and mull things through before acting.
  • You should consider a profession that provides you with intellectual challenges, where you can ask questions and exchange ideas. But stay away from groups that uphold the status quo.

Theme: Learner

  • You examine career inventories, read up on careers, and do further research on what you read.
  • You enjoy settings that promote lifelong learning and personal growth.
  • You are well-suited to jobs such as business trainer, instructor, or college lecturer.

Theme: Strategic          

  • You desire employment that enables you to create innovative initiatives and methods for addressing persistent issues.
  • You enjoy settings that are adaptable, foster creativity, and provide you with opportunities to view things holistically.
  • Professions in consulting, law, or psychology could be ideal for you.

Domain: Relationship Building

Theme: Adaptability

  • You have the ability to remain calm during stressful and ambiguous situations.
  • Routine roles that force you to plan and organize don’t appeal to you; you’re too action-oriented and independent-minded.
  • You enjoy constantly evolving demands and challenges. You could even say you thrive in chaos.
  • Careers that might suit you include human resources, emergency medical management, crisis management, manufacturing, and customer service.

Theme: Connectedness

  • You seek out NGOs that provide aid.
  • You prefer settings where you can engage with people and assist them in discovering meaning and purpose.
  • You recognize your own values and make sure the company you work for upholds them.
  • You think about carrying out a career that will allow you to live out your religious convictions.

Theme: Developer

  • You appreciate employment opportunities where you can help people in some capacity.
  • You seek out settings that emphasize communication, cooperation, and teamwork.
  • You like the sound of careers where you can assist others in improving their abilities such as life coach, counselor, or teacher.

Theme: Empathy

  • You look for employment in places where feelings are respected, not suppressed.
  • You desire environments that are upbeat and encouraging with lots of communication and teamwork.
  • You can consider pursuing professions such as education, human resources, counseling, or ministry.

Theme: Harmony

  • You’re a mediator at heart and seek to find middle ground with practical solutions that can drive everyone into agreement.
  • Your willingness to hear all perspectives helps when all sides of the issues need to be considered.
  • Ideal careers for you include arbitrator, counselor, diplomat, and ambassador.

Theme: Includer

  • You consider working with groups that are often set aside by others, such as those who are intellectually or physically challenged.
  • You seek out settings where you can play a welcoming role.
  • You enjoy the idea of being something like a special education teacher, social worker, therapist, youth worker, or HR representative.

Theme: Individualization

  • You appreciate settings where you can coach, train, and otherwise give others feedback.
  • You seek professions that allow you to work one-on-one with individuals.
  • Jobs such as HR specialist, business trainer, life coach, teacher, or counselor suit your personality.

Theme: Positivity

  • You choose work you’re passionate about that supports your hopeful view of the future.
  • You look for environments that are fun, fast-paced, and people-oriented, and where you can use your sense of humor.
  • You like the idea of careers as a coach, sales rep, teacher, or manager.

Theme: Relator

  • You discuss your perceptions with people in your trusted social group.
  • You enjoy settings that promote friendships and allow you to continue expanding your knowledge about others.
  • You could consider the role of manager, HR director, teacher, counselor, or school administrative professional.

How Well Do You Know Yourself?

Here’s an important question after scanning the CliftonStrengths’ list of themes and what they entail…

How well do you know yourself?

Most interviewers ask this question or something like it. So it’s an important consideration if you’re thinking about a career change. It might also come up during your annual employee review.

Or maybe you wonder about it on your own without any external prompting.

Regardless, this is the most crucial question you could possibly answer. It speaks to how much you know about what you want in life. And once you know that, it becomes so much easier to set goals in your career and elsewhere.

Just like that, you’re equipped to properly choose not only a fulfilling career but a fulfilling life.

So from now on, strive to identify the potential within you based on your individual strengths. In life, there is no such thing as too late to know yourself.

Set Your Bar High. What Is the Highest Goal You Want to Achieve?

In terms of career development, you need to have top-level goals or target priorities you want to achieve every year. Consider having at least three measurable goals and no more than five. At the end of December, you can determine your achievements, starting from the smallest to the most significant.

Learn from your achievements. Revisit what worked and what didn’t, and make sure you focus on repeatable behaviors that contributed to the goals you did attain.

Your targets must, of course, be in proportion to the potential you have. The higher the level of success desired, the more potential must be explored, including intrapersonal and interpersonal skills.

They also need to be reasonable. For example, if your current position is that of a supervisor and you want to advance from there, you can target becoming a manager in two years and then set your sights on the next advancement from there. Set a deadline for yourself and decide what steps you’ll take to achieve it.

Your yearly goals don’t have to involve accomplishing every intense dream you’ve ever pictured for yourself. Sometimes it’s much more intelligent to have a five-year or 10-year plan you build up to.

Just make sure to capitalize on and exercise your strengths to get there.

Speaking of plans, you should also consider making one to determine how to achieve each goal you have, yearly or otherwise. Another important aspect is determining likely challenges and preparing solutions to work past them.

Indeed, some goals are only achievable after you’ve overcome already existent problems.

Make Sure to Accept Help Along the Way!

Human potential is always aligned with career development. But you hardly have to work alone in order to realize yours. If you’re looking for guidance, there are seminars, workshops, and webinars out there specifically designed to optimize your potential and achieve your goals.

Or if you’re looking for more personalized guidance, In HIS Name HR helps organizations and individuals build high-performance human resource programs designed to get you where you need to be.

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

How to Be a Great Employee

How to Be a Great Employee


Did you know the average adult is awake 16 hours a day?

For those of us who don’t always work from home, that includes one hour to prepare for work, 30 minutes each way driving there and back, and at least eight hours at the office Monday-Friday.

Right there, we already have 10 out of our 16 allotted hours.

Now let’s contrast that with the time we invest at church. For some people, it’s just an hour a week. Quite the difference!

Now, admittedly, it is difficult and even impractical to try to even those amounts out too much. We do need to earn a living for ourselves and our families. So it makes sense that so much of our lives are invested in preparation for work and actually doing that work. But this hardly means we have to neglect out Christianity.

Far from it, in fact.

That’s why God’s presence in the workplace matters so much! This time-consuming setting offers great opportunities to encourage those who already know Christ and to witness to those who don’t.

Most of us probably don’t work for an organization that outwardly expresses our Christian beliefs. But we’re called to be ambassadors of Christ and reflect Him in our lives regardless, including when we’re on the job.

The Bible has a lot to say about the importance of work and how we should conduct ourselves in it. Two examples include (NIV):

Colossians 3:23 – “Whatever you do, work at it with all of your heart, as working for the Lord, not for men.”

Proverbs 16:3 – “Commit to the Lord whatever you do, and he will establish your plans.”

As such, let’s explore some of the important values that Christians should demonstrate in the workplace. The one I want to share today is integrity, with many more to come in future articles.

Proverbs 10:9 (NIV) reads:

Whoever walks in integrity walks securely, but whoever takes crooked paths will be found out.”

I’m sure we can all think of examples where people (maybe even us) didn’t show integrity in the workplace. These behaviors include the C.Y.A., or covering your you-know-what, method; throwing others under the bus; telling untruths; calling in “sick”; and having affairs with coworkers.

If it weren’t for the prevalence of such conduct, we wouldn’t need to have so many workplace policies on codes of conduct, harassment, social media activity, and the like.

But what exactly is integrity? It might be easy to spot when people lack it. But what does it mean when we have it?

Integrity denotes a deep commitment to do the right thing for the right reason, regardless of the circumstances – even when no one is watching, C.S. Lewis. It includes a sense of honesty, dependability, and consistency of character.

People with integrity adhere to moral company policies. They own up to their mistakes. They are honest and don’t tell untruths. They are trustworthy and dependable.

The word integrity evolved from the Latin adjective integer, meaning whole or complete. So it’s an inner sense and outer expression of “wholeness” deriving from qualities such as sincerity and consistent character.

Consider these questions to self-assess your own personal integrity:

  • Do you portray yourself differently depending on who you’re with?
  • Do you admit your mistakes?
  • Are you honest at all times?
  • Can others depend on you to do what you say you’ll do?

Our integrity is tested on a daily basis by a culture that’s normalized falsehood and dishonesty. This might involve cheating on an exam, fudging a business expense, downloading music illegally, taking office supplies from work, or telling little white lies.

They might seem small in the moment. Even necessary. But those sorts of actions can chip away at our souls little by little.

On the flipside, Scripture tells us many benefits of living with integrity:

  • It can give us promotions in the right way (Nehemiah 7).
  • It grants favor and honor, and opens the door for good things to come into our lives (Psalm 84:11).
  • It can help us find contentment (Proverbs 19:1).
  • It brings clarity and guidance to our lives (Proverbs 37:18).
  • It helps us be more like Jesus (Matthew 22:16).

King David also shed some light on integrity in Psalm 26:1-3 (NIV):

Vindicate me, O LORD, for I have led a blameless life; I have trusted in the LORD and have not faltered. Test me, LORD, and try me; examine my heart and my mind; for I have always been mindful of your unfailing love and have lived in reliance on your faithfulness.”

You can see here that the root of David’s integrity is his relationship with God. As it should be for us.

How Can You Be Sure That Your Integrity Guides Your Actions?

In order to claim integrity as part of your identity, you have to commit to acting on it. It’s not always easy, but it ends up being very worthwhile when you:

  • Keep your word.If you say you’re going to do something, then do it! If you say you’re going to be somewhere, then be there! We all know those people we can’t really count on.Don’t be one of those people! Otherwise, we’re bound to see Jeremiah 22:12 (NIV) applied to our lives: “Woe to him who builds his palace by unrighteousness, his upper rooms by injustice, making his own people work for nothing, not paying them for their labor.”
  • Tell the truth.Mark Twain said, “If you tell the truth, you don’t have to remember anything.” It’s easier and the right thing to do. Even little white lies eat away at your integrity.
  • Don’t gossip.Keep your confidence, and don’t talk about others behind their backs. Proverbs 11:13 (NIV) counsels us that, “A gossip can’t be trusted with a secret, but someone of integrity won’t violate confidence”
  • Work hard.Colossians 3:23 says, “Work willingly at whatever you do, as though you were working for the Lord rather than for people” (NIV). If you’re a believer, your real boss is God. So whether or not anybody else sees your work, God does.That’s why 2 Timothy 2:15 (NIV) reads, “Do your best to present yourself to God as one approved, a worker who does not need to be ashamed and who correctly handles the word of truth.”
  • Act consistently.A person of integrity doesn’t act one way in church, another way at work, and another way in social settings. In addition, he or she treats the janitor with the same level of respect as the CEO.God is never changing. He is faithful, trustworthy, true, and loyal. He can be counted on. And he wants us to follow his example, as shown in Proverbs 11:3 (NIV), which reads, “The integrity of the upright guides them, but the unfaithful are destroyed by their duplicity.”

In short, each one of us in the workplace has a responsibility to bring positivity and encouragement to the workplace. Let these tips and recommendations lift you to higher levels of performance.

For further actionable insights, reach out to In HIS Name HR here. We help organizations build high-performance human resource programs designed to build your workplace into the productive, engaging, effective, integrity-filled space you want it to be.

Contact us today! You, your students, faculty, and employees will be grateful you did.

Bible 2 School In HIS Name HR LLC

Employee Volunteerism: Spreading Hope in Schools


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 lookinBible 2 School Lancaster PA g 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

_______________

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

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

February 16-18, 2022 In HIS Name HR LLC Orlando ABHE

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


The Association for Biblical Higher Education (ABHE) Annual Meeting

February 16-18, 2022 | Rosen Plaza Hotel, Orlando, Florida

 

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

Emerging HR Practices Post Pandemic

Post Covid-19, our campuses are settling into a new reality. Some of how we conducted business during the pandemic has persisted and become normalized.  Learn how HR must adapt to support a new normal.
  • Recognize the importance of establishing work patterns that promote student engagement instead of what may be easy or convenient for the employee
  • Understand how to build team cohesiveness when not all employees can be F2F
  • Identify how policies and procedures must be added or changed to reflect current practices
  • Learn how to manage a distributed workforce

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:  FacebookTwitter and LinkedIn.

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

 

Academic Officers Executive Training & Certification IHN HR LLC

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


Join us in Orlando Florida

The Association for Biblical Higher Education (ABHE)

Academic Officers Leadership Development Conference

On-Site and Virtual Options Available

November 1-2, 2021

The chief academic officer (CAO) bears an unsurpassed responsibility for the flourishing and mission fulfillment of the institution.  Clarify your roles and responsibilities and sharpen the edge of your leadership through the engagement with distinguished academic leaders. Embark on this journey of excellence in academia leadership and take your service to your institution and the cause of Christ to a new level.

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.

 

President College Executive Training & Certification IHN HR LLC

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


Join us in Orlando Florida

The Association for Biblical Higher Education (ABHE)

Presidents Leadership Development Conference

On-Site and Virtual Options Available

October 11-12, 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.

 

Join Us in Orlando In HIS Name HR LLC

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


The Association for Biblical Higher Education (ABHE) Annual Meeting

February 17–19, 2021 | Rosen Plaza Hotel, Orlando, Florida

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

In HIS Name HR, in conjunction with ABHE, is excited to announce the 2021 Annual Meeting presentation topics.

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.

 

2020 ABHE Financial Officers Conference ~ Orlando, Florida and Virtual

2020 ABHE Financial Officers Conference ~ Orlando, Florida and Virtual


Join us in Orlando Florida

The Association for Biblical Higher Education (ABHE)

Financial Officers Conference

On-Site and Virtual Options Available

November 5-6, 2020 

Strong institutions are served by astute financial leaders who both accurately manage the financial operations of the organization and provide keen foresight for the financial planning of institutional leaders. Drill one level down and you are quickly immersed into the complex details of effective budgeting and reporting, financial ratios and key performance indicators, governance compliance, auditing standards, HR policy, risk assessment/ management, and the list continues. Embark on this journey of excellence in financial leadership and take your service to your institution and the cause of Christ to a new level.

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.