Ephrata Community Church Banquet Hall 70 Clay School Road, Ephrata 717.733.4071
All Business Owners and Marketplace Managers Welcome
Learn how you can best build a Kingdom-Minded organization in today’s “politically correct” business world.
Presenter Mark Griffin has seen it all in his more than 20 years of Human Resources experience gained by working with a wide range of organizations, from small businesses to Fortune 500 companies.
Let Mark inspire you by sharing his experiences in helping a variety of organizations manage their beliefs in the reality of today’s workplace.
Leading an organization with Christ-centered values makes business sense. Mark will share why he believes Christ-centered organizations experience:
Lower absenteeism
Higher quality products
Less employee morale issues
Safer work environments
Better perceptions by customers and vendors
Mark will share how he helps organizations develop HR practices that reflect their core values and still build a high performance organization.
Although this presentation is focused on Christian leaders, all are welcome to attend. There is no cost. Contact Amy Pfautz at harvestnetinc@dejazzd.com with any questions.
Enjoy listening to this recent recording, “People: Treat Them Right” – How did God intend for us to run our businesses? What can we do to influence the culture of a organization? Mark Griffin of In His Name HR brings his expertise to Tandem Radio.
Tandem Radio on the Bridge FM Saturday, May 5th with Featured Guest: Mark Griffin, In HIS Name HR
The New Career Normal * Living the Word With Glenn Mertz WHKW-AM Cleveland Ohio Interview
No doubt about it, we are living in tumultuous times. Mark will discuss how changes in the economy coupled with the daunting amount of changes in the community, state and national levels has had a compounding impact on employees and business owners.
A Little bit about Glenn:
Glenn Mertz hosts Living the Word, a program with a purpose. Glenn talks with people both nationally and locally who are Living the Word. Be encouraged and challenged as you discover how others are living out their Christian faith.
Glenn Mertz guides you through an incredible line-up of Bible teachers each weekday morning on WHKW. Glenn started in radio at Baldwin Wallace College and has worked at stations including WMJI, WWWE and WEOL. He’s now at Salem Communications at AM 1220 ‘The Word’ (WHKW), and hosts the daily Christian talk show ‘Living the Word’ (weekdays 10:30am). Glenn lives in Elyria with his wife, Jackie and his children Rachel and Evan.
A Little bit about Mark:
Mark has a Bachelors degree in Human Resources from Saint Leo College and an MBA from Bloomsburg University. Mark Lives in Manheim Township Pennsylvania with his wife, Gail, and daughter, Emily. Mark attends LCBCChurch and also leads a Career Ministry in which he helped start 6 years ago. Mark is really passionate about the workplace, and especially Christian business owners’ opportunity to reach their employees. He believes employees and companies should work closely together to prosper the company for mutual purposes.
Mark is Chief Consultant, In HIS Name HR LLC, a Christian Business Consulting firm that he created to help Christian business owners prosper their business and engage their employees. Join Mark on Facebook, Twitter and LinkedIn.
My company provides HR support services to organizations with fifty or more employees. Typically, the organizations we support do not need a VP or Director of HR full time, but greatly benefit from having access to HR expertise consistently, perhaps a few times a month. I use my 20-plus years in HR at both Fortune and smaller sized companies to help develop for them strong, positive-minded HR practices. I have clients throughout Central Pennsylvania and we are expanding into other parts of the U.S.
What is workplace grief and how common is it?
It is more common than most may realize. Many employees are already bearing the staggering burden of navigating the pressures of a weak global economy, political turmoil and personal financial hardships. Add to that the fact that our population is aging. Many organizations have employees whose loved ones are elderly. So, when faced with a death in the family, it is often the last straw, completely breaking the employee down emotionally.
How would you advise a grieving employee?
This is an excellent question because employers should approach this from two perspectives, and prepare by having both a preventative and reactionary standpoint.
First, take a preventive approach by not waiting for it to happen before deciding how to deal with it. If you are a manager or a leader in an organization, take the initiative now to talk with HR and develop a strategy on how to handle such a situation. Not every department manager is comfortable with or capable of assisting an employee who’s dealing with grief. Identify two or three key people in your organization who will step in to help (and whom you will subsequently arrange to have trained to cope with the various situations and cultures in order to be prepared to react). Another alternative would be to retain the services of a chaplain to assist in these types of situations. Several of my clients use chaplain and have found this to be successful.
From the reactionary perspective, these same two or three people that you’ve chosen within your organization will have been trained and should be prepared as to how they will relate to the person suffering grief. In the Jewish culture, for example, it is common for people to visit a friend’s home when they lose a loved one and just sit with them, saying nothing. Sometimes just being there with someone shows you care. It is important to know that just being there for your employees, rather than avoiding the uncomfortable situation, can prove helpful.
How would you advise supervisors and colleagues to interact with a grieving co-worker?
The best advice is to not change anything and keep the routine as normal as possible. I would suggest that the manager calls all the employees together and asks that anyone who has a relationship with the grieving employee feel free to offer condolences. Those who don’t should not feel obligated, it can look phony and superficial to the grieving employee.
How can grieving and loss affect job performance?
Oftentimes, employees may have attendance issues or slight decreases in performance after the death of a loved one. It is important to keep the communication consistent and constant with the employees. Letting them know you care about their personal situation, but also giving them continued feedback, can go a long way. Offering assistance is a great way to show you care — offer a solution but also set the bar. Use language like, “I realize it is hard getting back into the swing of things, but we need your performance for the Team’s objectives. Can I get you some help from a co-worker?
Any closing comments?
Yes. Thank you for the opportunity to share my perspective with your readers. Death is an inevitable part of living; we must always be prepared for it. The best preparation is making sure you have staff that is prepared to offer empathy in a time of loss. Let’s hope your readers will not need to employ this advice in 2012!
Mark Griffin, of In His Name HR. In His Name HR provides human resource consulting for small- and medium-sized organizations. Mark has served in the US Air Force, has extensive educational credentials, including a BA in HR, an MBA, and several Executive Education certifications from the University of Michigan. In addition to serving as VP of Human Resources for an international agricultural equipment manufacturer, Mark has also worked in a variety of HR leadership roles for Fortune companies, such as Merck, Kodak and Quaker Oats, as well as privately held and employee-owned companies, such as Woolrich and Townsends.
I have always worked in small HR departments where I am one of 2-3 staff members, wearing multiple hats and juggling competing priorities all day, every day. I am generally orderly and mindful in my work and in my record-keeping. That is an essential skill in this profession where historical data can be called upon at any time for analytics or legal scrutiny. When my staff asks me how I keep it all together and remember to start, track and finish all these tasks, I jokingly say “I don’t remember anything. I just do what the Outlook reminders tell me to do.”
Still, there are times when I sit at my desk and look at the piles, issues and emails that all need to be addressed and I have no idea where to start or how to get it all done! When that happens, I take a deep breath, pull out a piece of paper and make a list.
Habakkuk 2:2-3 (NKJV) – “Write the vision and make it plain on tablets, that he may run who reads it. For the vision is yet for an appointed time”
Written plans set priorities and give focus. Once you have dumped your brain and written down everything, you can organize the list according to what is most urgent and important. You may be able to get help or delegate tasks. You may find that there are items that can be postponed or removed altogether. You may find tasks that can be merged together. However, when thoughts are just rolling around in your mind and piles of work are all around, you have no idea of any of these things! Deadlines get missed and important items get forgotten. This is not what God would have for us. God wants us to be productive and meet needs through our work (Titus 3:14). Being deliberate and logical in our work can help us achieve this.
Written plans make it easier to measure effectiveness. When you maintain a list of to-do items or another type of action plan, it is easy to see not only what needs doing but also what has been done. There is a great feeling that comes from conquering tasks on your list (Proverbs 13:9). It gives us a sense of accomplishment that can help keep us motivated to continue working hard in pursuit of our goals (Galatians 6:9).
There are two clear pitfalls to avoid in when preparing the lists and plans for our work.
Complicated, confusing objectives. The Scripture calls for us to make things “plain” so our plan is easy to follow. Keep things clear and concise.
Lengthy, lofty outline. The Scripture calls for us to create plans for “an appointed time.” This is why long lists without clear time limits are ineffective. Keep things specific and finite.
Whether it is a strategic plan for the organization, a meeting agenda or to-do reminders for the day – the ability to create and follow a written plan is critical to consistent performance and long-term achievement. God wants us to be effective in our work. He also wants us to be organized and methodical. And when we look to Him for strength and guidance through prayer and meditation, we can rest assured that He will direct and keep us on a path to success (Proverbs 3:1-8).
Buzz Rooney is a practicing HR Professional with over a decade of experience in the production, manufacturing and retail industries. She has Bachelor’s Degree in Communication Studies with a focus on Organizational Communication and Leadership as well as a Master’s Degree in Human Resources Management.
Tune in and enjoy listening to Mark A. Griffin, Chief Consultant, inspire you as he dialogues with host Dee Kovach on, What is an Organizational Mission? Let Mark inspire you to be bold in your faith as you learn to navigate the complexities of faith in the workplace. Be encouraged as you learn how to develop a high performing organization through your HR practices.
“Praise HIS Name” in partnership with “In HIS Name HR LLC” announce the launch of a twelve week radio series highlighting faith in the Christian owned business workplace. Tune in and enjoy listening to Mark A. Griffin, Chief Consultant, inspire you as he dialogues with host Dee Kovach, exploring twelve inspiring weeks of Christian Business topics.
So there you have it. The past few blog postings have given you plenty of ideas on how to integrate your MVV into the culture of your organization through your HR practices. There is a lot to digest, especially if you are not an HR practitioner. Don’t be overwhelmed by the possibilities before you. Simply work out a plan with your Team.
The first step is to create your Mission Vision and Values. Always include your employees in the process. Hire a good facilitator if necessary, but get this done for the sake of your organization.
The second step is to document what HR practices you currently have in place and what practices you still need. This may be a good time to bring in an HR expert to, at minimum, consult with you to help you understand what practices would serve your organization best.
My firm specializes in conducting a thorough examination through a rigorous HR assessment. Contact us today if you are interested in powering your organization to the next levels of performance through the development of HR practices that drive yourMissionand support your Vision in a way that personifies your wonderful Christian values.
Wrapping It All Up
Family-owned companies, as well as non-profits, have a distinct advantage over their secular counterparts. This advantage is the flexibility to state where they are coming from and how and why they are founded, without being accused of proselytizing in the workplace. Simply stating that your organization is “founded on Christian principles” is enough to let the public know where you are coming from and clear the air that you are not requiring your employees to commit to a certain faith’s principles.
We all have choices to make as leaders. We can choose to leave behind a legacy that our families, employees and communities can remember, or we can take an easier route, put our heads down, and reflect the politically correct agenda to which we have all been assimilated. The decision is yours and yours alone. Of course, the Holy Spirit has a lot to do with it, and I am confident that, when you consult with Him, you will choose the right path — the right path to avoid worrying about sharing your faith through your MVV with your employees, community, customers and vendors.
Having met with hundreds of people regarding the process of building Kingdom-Minded organizations, one thing is for certain: many recipients of this are frightened by the thought of sharing the message of Jesus with their employees. They are even frightened at the thought of insinuating that they are believers. I try to comfort them; I try to console them; I pray with them and I pray for them. But, at the end of the day, they need to make the decision for their organizations. They need to decide that the message of Jesus Christ is and will always be first and foremost, ahead of their companies and their own uncertainties.
When I started my HR consulting firm in April of 2011, I, too, had a decision to make. I could take the easy route and mask my purpose under a secular type of business model, content to secretly connect with Christian leaders to help them develop their companies to be Kingdom-Minded, or I could step out in faith and “out” myself as a Christ follower to my world of secular business associates. Having friends and contacts in senior level positions at some of the most politically correct organizations in the world made me understandably somewhat nervous as to how they would perceive the path I had chosen to take. Some of these executives are at such companies as Pepsi, Merck, Kodak, Armstrong, PayChex — the list goes on. Although most of what I do does not fit within these organizations, most of these specific executives have helped by connecting me to Christian-minded business people who could help prosper my business.
Ultimately, I decided to “out” myself, and, since then, I have received incredible, gratifying, heartfelt compliments spanning across my secular business network. What made me decide to go outward and name my firm “In HIS Name HR, Christian Business Consulting” was my reflection upon the passage of Matthew 25:14–30 NIV Edition
His master replied, “Well done, good and faithful servant! You have been faithful with a few things; I will put you in charge of many things. Come and share your master’shappiness!”
So, let me ask: if this was your last day and you were to meet God tomorrow, would you feel as if you had shared the message of Jesus with all whom you knew? Are you truly a good and faithful servant? I know that, when that day comes, I want to be able to look in God’s eyes and ask, “Father, was I pleasing? Was I a good and faithful servant?” I want to hear that, yes, I was.
High-performing organizations have a clearly defined Vision. This Vision helps guide all its employees and supervision to their desired destination and explains why. Companies who have a Vision have a workplace of direction, purpose and achievement. These companies have a Vision of where they want to be, and do the appropriate things to get there. All along the way, they have employees who are enthusiastically a part of it, eagerly supporting the Vision.
What Is an Organizational Vision?
A Vision that is optimal is one that has been created, or at least contributed to, by all employees of the organization. Like the Mission, the more buy-in the organization has, the greater the effectiveness of the Vision. The Vision should be inspiring! It is where you want to be! The Vision is what you seeing occurring as you deliver on your Mission. It is where you want your organization to be in five years. We define it as five years but you may prefer to extend that, or, if you are a start-up, you may want to start with a three-year Vision. We prefer five years, because that is a reasonable amount of time for most companies to get to the next step. The Vision must be realistically achievable. If you own a pizza shop, it would not be wise to say your Vision is to grow to a $2 billion-dollar market value. But, an achievable Vision might look like: “We will grow to be a regional choice by consumers by expanding to 10 locations.”
Reflect on the following questions as considerations for building your Vision: 1. How are the market and customer base changing in the next three to seven years? 2. How will that create opportunities for the organization? 3. How can we meet the gap between now and our Vision? 4. How will we surpass our competitors and seek greater market share? 5. What are we doing collectively to capitalize on the changes in business conditions and needs of the business?
Examples:
Amazon “Our vision is to be earth’s most customer-centric company; to build a place where people can come to find and discover anything they might want to buy online.”
Nike “To be the number one athletic company in the world.”
What is the difference between Mission and Vision?
The most asked question to us surrounding Mission, Vision and Core Values is: what is the difference between a Mission and a Vision? Your Mission is what you do best every day. Your Vision is what the future looks like when you deliver on your Mission so exceedingly well.
High-performing Organizations
There is, unquestionably, a key to high-performing organizations. That key is Vision — a Vision that ignites the employees of these organizations to achieve great things!
When I worked with the Gatorade Division of Quaker Oats, we smoked the competition. Why? We had Vision. And every employee who worked there bought into that Vision. Powerade and All Sport didn’t have a chance. In fact, where is All Sport today? If Gatorade did not take them out completely, they certainly limited their capabilities!
The problem is not with workers in the U.S. What we have today is a problem with leadership — leadership that lacks the ability to create buy-in for excellence in Vision achievement.
If you are a leader, you must develop a Vision, and develop it with employee input. If you are an employee, make sure you buy into your organization’s Vision. If it needs tweaking, ask to do so with respect. Your leadership will appreciate your interest!
Let’s all work together with our organizations to create Vision, to create a hope and future for everyone.
We Value your Comments. Please share your thoughts on having an Organizational Vision. How do they fit into your workplace? Do you have a Vision where you work right now? Have you worked at a high-performing organization that did?
Enjoy listening to this recent interview with Glenn Mertz on WHKW-AM Cleveland Ohio
Mark will discuss how Christian business owners can prosper their businesses using sound HR Practices while being outward in their faith.
A Little bit about Glenn:
Glenn Mertz hosts Living the Word, a program with a purpose. Glenn talks with people both nationally and locally who are Living the Word. Be encouraged and challenged as you discover how others are living out their Christian faith.
Glenn Mertz guides you through an incredible line-up of Bible teachers each weekday morning on WHKW. Glenn started in radio at Baldwin Wallace College and has worked at stations including WMJI, WWWE and WEOL. He’s now at Salem Communications at AM 1220 ‘The Word’ (WHKW), and hosts the daily Christian talk show ‘Living the Word’ (weekdays 10:30am). Glenn lives in Elyria with his wife, Jackie and his children Rachel and Evan.
A Little bit about Mark:
Mark has a Bachelors degree in Human Resources from Saint Leo College and an MBA from Bloomsburg University. Mark Lives in Manheim Township Pennsylvania with his wife, Gail, and daughter, Emily. Mark attends LCBCChurch and also leads a Career Ministry in which he helped start 6 years ago. Mark is really passionate about the workplace, and especially Christian business owners’ opportunity to reach their employees. He believes employees and companies should work closely together to prosper the company for mutual purposes.
Mark is Chief Consultant, In HIS Name HR LLC, a Christian Business Consulting firm that he created to help Christian business owners prosper their business and engage their employees. Join Mark on Facebook, Twitter and LinkedIn.
In the past several years I have had the honor of meeting with Christian professionals across a variety of states. These professionals are potential clients, business partners, Christian professionals in the radio and television industry, Pastors of small congregations and Pastors of mega Churches as well. Although we are living in historical times in the areas of the housing crisis, stock market collapse, record deficit spending, global conflict, environmental disasters of record proportion and the moral decay of our society, (wow- I know a long list!) I feel a sense of calm from the Christian community.
What is really inspiring is when you take a step back from it, and really look at it with focus, the sense of calmness is causing non-Christians to take notice, because they are being attracted to what they see as the strengthening of our belief.
As I continue to meet with these optimistic business people, one trend tends to stick out. They all remain focused on remaining true to their faith but also feel a stronger obligation because of the current turmoil to express their appreciation of their relationship with God as their stronghold against earthly desires and struggles. We have had trials in our world before. We have experienced wars, the great depression, 9-11, etc. But we have never experienced the overwhelming amount of global change and conflict as we are today. It is so strong many have chosen to not watch the news any longer, many are just tuning out!
The most important thing I find Christian Business owners wanting to do is to be able to reach their people with the faith message without offending them.
I agree this is what many of us are called to do, we just don’t know how and are often scared and intimidated to do so. That is why I am here. I am here to help you through the process, to coach you to encourage you and to develop your Human Resource processes to help you be the company you want to be, not just for you but for God.
So yes dear readers, we are blessed to know the good news. We know God will protect us and carry us through anything that lies ahead. My challenge to you is to do so with encouragement to others around you. Too continue to shine the light for all to see, make people want to be like you for what you have in your heart. Bring more people to the party, many are looking for something because of these times, and you know what to give them.
