Posts Tagged ‘HR’

Vision Statements That Move Organizations Towards Excellence


Vision statements should consider how the market and your customer base may change within the next three, five, or seven years, how such changes can create opportunities for your organization, how to bridge the distance between how things are today and where you envision you want to be within your established timeframe, how you will surpass your competitors in order to gain greater market share, and also what you are doing collectively to capitalize on the changes in business conditions and your business’s needs.

Like a mission, an organization’s vision has ideally been created/ contributed to by all employees. The more buy-in an organization has among its employees, the greater the effectiveness of the vision. The vision should inspire—it demonstrates where the organization as a whole wants to be, and what will occur as it delivers on its mission. It is where an organization envisions itself in those three, five, or seven years. (We prefer five years, because that is a reasonable amount of time for most organizations to get to the next step.)

So, whereas the mission is what an organization does best every day, its vision is what the future looks like when it fulfills its mission exceedingly well. Some effective vision statements include Nike: To be the number one athletic company in the world, and Amazon: Our vision is to be earth’s most customer-centric company; to build a place where people can come to find and discover anything they might want to buy online.

When I worked for Gatorade, we developed an incredible advantage over the competition because we took the time to establish its vision, where they were going and when they wanted to get there, and ensured that every employee shared this vision. Gatorade’s competitors at the time, Powerade and All Sport, faded away as a result, because they lacked a commonly shared vision, they lacked direction—they lacked a road map.

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In His Name HR helps organizations build high performance Human Resources programs. Visit them at In HIS Name HR or e-mail them here.

Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.

Creating Impactful Mission Statements


Successful organizations begin by establishing their mission, which is the core reason for their existence—the product or service they provide, who they provide it to, and the benefits of that product or service. A lack of an established mission means that not only are staff and management unsure of their purpose, but customers and vendors are also left in the dark, uncertain of what to expect.

An organization’s mission ideally defines what it does best every day and why, and reflects the customer’s needs as well. Having a mission is the foundation upon which a high-performing organization’s dreams and potential become reality. Essentially, it affirms the reason(s) why an organization exists.

Under the guidance of a project facilitator, a team of senior management begins by developing a framework of what they believe the mission should be. The facilitator shares and explains this mission framework to each supervisory layer, soliciting input on each occasion, and ultimately shares it with the employees who then sit down with a good human resources representative in a roundtable session to discuss it and generate further input. The facilitator may need to go back and forth a few times before a final product is derived. Once the majority of employees and management agree to the refined mission, all employees need to agree to respect and support it.

A primary benefit to creating or revisiting a mission is that it opens up communication within and throughout an organization. Every successful organization has a clearly established mission, one that has been developed with input from all employees collectively, not simply flowing down from the top. By engaging employees in establishing their organization’s mission, they become fully invested in it. The mission must be ingrained within the organization’s culture. Not only are employees and customers made familiar with the organization’s mission; candidates are also exposed to the mission of high-performing organizations during the interview process, before they’re offered a position.

Some tips to remember when writing a mission statement: 1) keep it short and easy to remember; 2) specify who your target customer is and describe the advantages you offer; and 3) define your product clearly and how it differs from the competition.

You may be wondering how you can say all that and still keep your mission statement short and memorable. Here are two strong examples from high-performing organizations with effective mission statements.

Google: We organize the world‘s information and make it universally accessible and useful. Their marketplace? The world. Their product and its advantages? Organizing the world’s information to make it easily accessible and useful. They do this and they do it exceedingly well.

Starbucks: We inspire and nurture the human spirit — one person, one cup, and one neighborhood at a time. Their marketplace? Also, essentially the world, yet they stress the individual: one person, one neighborhood at a time to maintain a personal feel. We are already very familiar with their product and social coffeehouse environment, aren’t we?

Let’s look at a Bible College and Seminary Mission.

Lancaster Bible College|Capital Seminary & Graduate School:  Our focus is on your journey to fulfill God’s purpose for your life. Our mission has remained constant since 1933: To educate Christian students to think and live a biblical worldview and to proclaim Christ by serving Him in the Church and society.

And finally a Private Christian College.

Messiah College: Our mission is to educate men and women toward maturity of intellect, character and Christian faith in preparation for lives of service, leadership and reconciliation in church and society.

In addition to a mission statement, all high-performing organizations possess a clearly defined vision. Organizations with an established vision have a workplace of direction, purpose, and achievement. These organizations envision where they want to be and do the appropriate things to get there. Every employee is given a copy of this road map.

 

In His Name HR helps organizations build high performance Human Resources programs. Visit them at In HIS Name HR or e-mail them here.

Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.

Kingdom Minded ~ Defining your Mission, Vision and Values


When we meet with people to discuss strengthening their HR practices, we often use the term “Kingdom-minded organization.” More often than not, they are intrigued as to precisely how we define what potentially encompasses a considerably broad scope or approach. Certainly, many Christian business people, academia professionals, pastors, and consultants have their own ideas as to what constitutes a Kingdom-minded organization. My own Kingdom-minded human resources organization has worked hard to develop what we feel is a clear, actionable, and measurable articulation of just what a Kingdom-minded organization means to us and how to achieve it, and, as a result, the organizational leaders we work with express enthusiasm to achieve these goals, and are willing to invest their precious time, dollars, and energy into making their organization a prosperous one, and one reflective of Christ and His teachings.

In terms of what comprises the framework of a Kingdom-minded organization, the model I developed contains principles that apply to marketplace organizations, colleges and universities, churches, and non-profit organizations alike.

A Kingdom-minded organization puts Christ first, with a focus on integrity, honesty, and straightforward dealings with students, alumni, parents, staff, contractors and suppliers, etc. Such an organization possesses clearly delineated mission, vision, and core value statements. It has agreed upon goals and objectives, especially in the realms of mission execution, customer service, production, and quality.

Being a Kingdom-minded organization does not in any way preclude prosperity. On the contrary, it aims to be prosperous for the benefit of its key stakeholders, leadership, owners, employees, and the organization’s community. They should—they must—strive to do great things, marrying their godly goals with the fruits of success, those of a job well done. By no means should they consider themselves as unable to participate in the results-driven culture of winning U.S. organizations.

Mission, Vision, And Values (MVV)

When mapping out the future of an organization that professes to strive to become high performing, management must create its mission, vision, and value statements (MVVs) or ignite existing ones by recreating them. Much has been written on what should comprise mission, vision, and value statements. I always suggest keeping them simple—simple concepts that all employees can remember and fully support. It’s difficult to fully commit to and “own” an organization’s ideals if they are so complicated, convoluted, or vague that the employees can’t remember them clearly.

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In His Name HR helps organizations build high performance Human Resources programs. Visit them at In HIS Name HR or e-mail them here.

Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.

Human Resources Perspective on Organizational Mission, Vision and Values


When I was asked to blog about forward-thinking human resources content to Christian Higher Ed Professionals, I knew I would have to start by constructing a solid foundation and build upon that. Having spent over 25 years in corporate America working alongside highly respected HR thought leaders at such organizations as Kodak, PepsiCo, and Merck Inc., I thought back to what makes certain organizations succeed while others fail.

Six years ago, I founded and now lead a growing HR consulting firm that supports organizations across the United States, organizations with one thing in common—they are Christian-based, whether for-profit companies or ministries and churches, and all possess essentially the same strengths, weaknesses, and opportunities. No amount of technology or reengineering solves their issues. At the end of the day, it is the people within those organizations who make the difference.

What singles out certain organizations is the ability of their leadership to align their people effort to a collective MVV—mission, vision and values. Without this foundation, organizations flounder and employees lack direction. Without identified and established MVVs, HR leaders are unable to align their HR programs to achieve high performance. I have witnessed firsthand what happens when organizations lack this essential organizational mantra. What’s tragic is that establishing a company’s MVV is not only basic but quite simple to do. It requires nothing more than to identify why you do what you do and how you want to do it.

In the coming posts, I will guide you through the necessary steps to identify your core beliefs and goals, your MVV. Then we will explore how to skillfully integrate this MVV into your HR process to ensure you deliver on your mission, achieve your vision, and work within the values you establish. I will also define for you a term we use: “Kingdom-minded organization.” In my experience, the use of this Christian-oriented term illuminates how your organization will present its MVV differently to those of secular organizations.

Once you spend some time reflecting on what is meaningful to you and your organization, you will have taken the first steps on our journey together to create a Kingdom-minded organization of like-minded individuals working together to achieve high performance.

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In His Name HR helps organizations build high-performance Human Resources programs. Visit them at In HIS Name HR or e-mail them.

Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.

 

Outcomes Magazine Spring 2017 Managing Employees to Success


Honored To Be Featured in Outcomes Magazine Spring 2017 Edition

Making your mission, vision and values a reality

Read or Print the Full Article Here

 

MARK A. GRIFFIN is the founder and chief consultant of In His Name HR LLC. Follow him on Facebook at InHISNameHR or Twitter @InHISNameHR. In His Name HR helps organizations build HR programs based on MVV. Contact them for more information at (InHISNameHR.com) or e-mail them at HR@InHISNameHR.com.

CLA Dallas 2017: Clarify your organization’s leadership strength by attending Mark Griffin’s CLA Conference workshop “Managing Employees to Success.” April 4–6, 2017.

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In His Name HR helps organizations build high performance Human Resources programs. Visit them at In HIS Name HR or e-mail them here.

Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.

 

 

College to Career, The Get Up and Go Show WJTL Lancaster PA


Tune in and listen to Fred and Lisa as they interview Mark A. Griffin, Chief Consultant for In His Name HR, LLC.  The topic will be Mark’s new book, College to Career: The Student Guide to Career and Life Navigation.

Listen below online or download the podcast from iTunes here.

Recorded live at WJTL headquarters on Tuesday, July 19, 2016.

 

 
 

Have iTunes? Podcast is available through iTunes.

 
 

Podcast The Get Up and Go Show WJTL Lancaster PA


Enjoy listening to Fred and Lisa as they interview Mark A. Griffin, Chief Consultant for In His Name HR, LLC Christian Business Consulting.  Topics will be encouragement at work and the recent launch on Christian Professionals of Central Pennsylvania (CPCP) LinkedIn group.  Recorded live at WJTL studio headquarters on Thursday, May 21, 2015.

Have iTunes? Podcast is available through iTunes.

The Get Up and Go Show WJTL Lancaster PA


Tune in on Thursday, May 21, 2015 at 7AM and enjoy listening to Fred and Lisa as they interview Mark A. Griffin, Chief Consultant for In His Name HR, LLC Christian Business Consulting.  Topics will be encouragement at work and the recent launch on Christian Professionals of Central Pennsylvania (CPCP) LinkedIn group.

 

Listen Live Here Stream

8 Keys For LinkedIn Success Lewistown PA


Juniata River Valley Chamber of Commerce

and

Career Link of Mifflin County

Wednesday June 17, 2015
Noon – 1:00pm

Topic: 8 Keys For LinkedIn Success
Mark A. Griffin
Founder and Chief Consultant
In HIS Name HR, LLC

Objectives

Struggling to understand why and how to use LinkedIn to promote yourself or your organization? Struggle no more.

LinkedIn is a great way to connect with colleagues, customers, clients, job applicants, and vendors. Learn why LinkedIn is important for business and how to market yourself and your organization using LinkedIn. Learn to use and leverage LinkedIn Forums and how to optimize your personal and organizational page profiles.

Three key techniques you will learn:
1. How to engage with your LinkedIn Network
2. Ways to develop and expand your Network with purpose
3. How to create an effective LinkedIn presence

Come join us. We will help you understand LinkedIn etiquette and good LinkedIn networking techniques, and how to most effectively leverage LinkedIn groups.

Register Here Today

Event Location:

The MCIDC Plaza
34 Duquesne Way
Lewistown, PA 17044

Map To Venue 

About The Juniata River Valley Chamber of Commerce

The Valley comprises two counties in the heart of Pennsylvania – Mifflin and Juniata- with a population of approximately 70,000 and a diversity of large and small businesses. The Valley, while primarily rural in nature and with all the beauty and serenity of nature and country living, is within the densely populated Northeast Corridor and just a few hours from major metropolitan areas.

There are many quaint towns and villages, and the Juniata River. Juniata and Mifflin Counties each have county airports and commercial air travel is available at either the University Park Airport in State College or the Harrisburg International Airport less than an hour east. Learn more here. 

About Mark A. Griffin

Mark A. Griffin, is the Founder and Chief Consultant of In HIS Name HR LLC, a human resources outsourcing and career-coaching firm.
Mark serves as President of In HIS Name HR. In HIS Name HR is a Human Resources outsourcing and business-consulting firm created to help organizations pilot the complex issues of managing HR. As a human resources professional with 25-plus years of experience in both public (Quaker Oats Company, Merck Inc.) and private companies (Conestoga Wood Specialties, Valco Companies Inc.), Mark is passionate about building high-performing workplaces utilizing best practices and helping organizations with strong values lead successfully and responsibly.

Mark will inspire you to develop your company and personal web presence through the use of the powerful social media tool LinkedIn. In HIS Name HR LLC has a built a strong web presence with over 2500 Facebook followers, 25,000 Twitter followers and 2600-plus connections on LinkedIn. Mark applies his more than two decades of human resources expertise to help companies pilot the complex issues of managing HR.