Apr 26, 2024
May 8th, 2024
Conference 8:00 a.m. – 4:15 p.m.
Breakfast and lunch provided
Networking Reception from 4:15 p.m. – 6:00 p.m.
Hors d’oeuvres and drinks will be served
Cherry Hills Country Club | 4125 S University Blvd, Cherry Hills Village, CO 80113
HR practices that can best help your Kingdom-Minded organization while protecting its mission in today’s hostile world.
Presenter Mark Griffin has seen it all in his more than 25 years of Human Resources experience gained by working with a wide range of organizations, from small businesses to Fortune 500 companies to Christian Colleges, Ministries and Churches.
Let Mark help you by sharing his experiences in helping a variety of organizations manage their beliefs in the reality of today’s workplace.
Mark will share why he believes Christ-centered organizations experience:
- Lower absenteeism
- Higher quality products
- Fewer employee morale issues
- Safer work environments
- Better perceptions by customers and vendors
Let Mark help you by sharing his experiences in helping a variety of organizations manage their Christian beliefs in the reality of today’s workplace. Leading your organization with Christ-centered values makes organizational sense; learn how to develop HR practices that reflect your core values and build a high-performance organization.
You Will Learn Employment Laws To Consider:
- Duty to Protect
- Current Supreme Court Rulings
- DEI From a Biblical Perspective
Our goal is to help create courageous leaders who are informed on pertinent HR issues, trends and solutions. Knowledge will inspire participants to take action.
Mark is a human resources professional with 25-plus years of experience in both public (Quaker Oats Company, Kodak Inc., Merck Inc.) and private companies (Woolrich, Conestoga Wood Specialties, Valco Companies Inc.), Mark is passionate about building high-performance workplaces by utilizing best practices while leading organizations with strong values.
About The Presenter
Mark A. Griffin, MBA
President and Founder In HIS Name HR LLC
Speaker, accomplished HR consultant, and the author of How to Build “Kingdom-Minded” Organizations and College to Career: The Student Guide to Career and Life Navigation, Mark A. Griffin encourages leaders to build values-led organizations during these increasingly complex times. Mark and his wife live in Lancaster PA and have two adult children.
Presented and hosted by the Christian Leadership C-Suite Summit.
To see the list of other speakers or to learn more about the event visit them here.
Mark A. Griffin | Blog, Christian Higher Ed HR, Events, Human Resources, Kingdom Company Building
Oct 17, 2023
Mission, Vision and Values: Your Voice
As a college student or recent graduate, you’re probably giving your future career a great deal of thought. And I’m guessing you’re interested in a career you want to enjoy. You’ll want to like what do you do because you’re going to do it a lot! According to statistics from the research firm Organization for Economic Co-Operation and Development, the average American works 1,788 hours per year. Over 40 years, that could add up to over 71,000 hours! Take a moment to let that staggering number sink in. You may spend more time working than sleeping, eating or participating in your favorite recreational activities throughout your life!
While you want to enjoy what you do, I’m also guessing you want to enjoy the company you work for, as you might be there for a very long time. Longevity for employees is now increasing. Recent statistics show that employees stay at their jobs an average of 4.6 years. This is why it’s so important to know exactly what you want to do before you start doing it. Beginning a career in a field you love and sticking with it will make all the difference in your future. But in order to enjoy a career you love, you need something vitally important: your voice.
No, I’m not referring to the popular singing show on TV. I’m referring to a combination of your personal mission, vision and values. All successful companies must have a voice. A voice shapes the culture of an organization and serves as a guide to employees and management. Organizations with a well thought-out voice have direction, purpose and achievement in the workplace. These organizations know where they want to be (the big picture) and do the appropriate things (the details) to get there. Every step of the way, their employees enthusiastically project that voice to customers, vendors and their local communities. Without a voice, high-powered organizations will find it impossible to align their goals and objectives to create success.
So just what does a personal mission, vision and values statement entail? Let’s dig in a bit.
A mission statement for a company is a concise, meaningful sentence or two that represents the purpose of the organization. Mission statements are often action-based, explaining how the company’s objectives serve both employees and customers. Here are a few examples:
LinkedIn: “To connect the world’s professionals to make them more productive and successful.”
Amazon: “To be Earth’s most customer-centric company, where customers can find and discover anything they might want to buy online, and endeavors to offer its customers the lowest possible prices.”
Nike: “Bring inspiration and innovation to every athlete in the world.”
A personal mission statement is similar. It defines who you are as a person and identifies your purpose, whether that’s on the job or simply in life. It explains where you see yourself in the future, how you plan to pursue that purpose and why it matters so much to you. Like an organizational mission statement, it should be clear and concise – a soundbite or quick elevator pitch, if you will. Here is a sample personal mission statement:
“To use my writing skills to inspire and educate others around the world to make a change.”
An organizational vision differs a bit from a mission statement. A vision statement is a company’s “one day” statement, or the goal a company strives to embody or see in its consumers. A company’s vision statement is essentially the world the company envisions for the future, while the mission statement defines the strategy for reaching that vision. Here’s an example:
Tesla: “To create the most compelling car company of the 21st century by driving the world’s transition to electric vehicles.”
Lastly, an organizational value statement defines what is important to a company and its employees and discusses the company’s most essential values. Here is an example:
“We believe food has the power to change the world. We do it by being real.”
Similarly, a personal value statement defines what values are most important to YOU. Here is an example:
“To be a respectable employee, friend and member of the community and make a positive impact on others by being honest, fair and reliable.”
These three important aspects—your mission, vision and values – all create your voice. In essence, you are sharing with the world WHO you are, WHAT you believe and WHERE you want to go. No two people share the exact same voice. Your voice is unique only to YOU. By fine tuning this voice, you will impress future employers when they see you know who you are and what you want. If this sounds intimidating, fret not. Begin by grabbing a piece of scratch paper and writing out your thoughts. You might begin by scribbling a few adjectives that describe you best. Then think about what you value most. Is it integrity? Reliability? Honesty? Lastly, what is it you really want, and how do you plan to get there? Where do you see yourself in five years? Ten years? Don’t worry if you don’t have it all figured out. You are young, and sometimes plans change. But by perfecting your unique voice, you will set yourself apart from the rest.
Once you come up with your mission, vision and values statement, start reciting it to your friends and loved ones. Say it with confidence and a smile. By the time you land an interview at your desired company, you’ll have it down pat!
By being clear about who you are, what you believe and where you want to go, you’ll be sure to stay on track and pursue the career of your dreams!
For more on your voice, check out College to Career today!
Mark A. Griffin | Career Coaching, Christian Higher Ed HR, Job Search Tools
Feb 27, 2018
Today, we build on the two previous posts, on creating Mission and Vision Statements by discussing Core Values and creating your organization’s Value Statement, which completes the triad.
When organizations desire to perform at the highest level, they leverage three (3) commitments—three commitments that set the stage for overall efficiency, growth, and prosperity.
Core Values focus on how you run your organization and interact with customers and suppliers. Not everyone possesses the same core values, so it’s important for an organization to stress what theirs are to employees, vendors, and customers at the onset of hiring, doing business, or providing a service.
Take this example: Facebook started out in a dorm room and, in just ten years, grew to having 1.23 billion monthly users, about one-sixth of the entire world’s population. To celebrate that accomplishment, Mark Zuckerberg expressed how a Core Value guided them along the way:
“…We just cared more about connecting the world than anyone else. And we still do today.”
With its expressed Value of caring, Facebook is guided toward their vision and mission of accomplishing bigger and more important goals. It is yet to be seen whether Facebook will be foiled by one of the 5 very common mistakes we are about to explore here.
Mistake # 1: Being too vague
Your Core Values should be both meaningful and easy to understand. So, if caring is a core value, what does “caring” really mean? Your Value statement should flesh this out in a simple and powerful way. Zuckerberg outlined his 5 Core Values as “The Hacker Way.”
Mistake # 2: Lack of accountability
Your Core Values must be built into your performance management process or the oversight to ensure success will be sorely absent.
Mistake # 3: Creating too many Values
By limiting this list to reflect only your highest priorities, your core Values will be focused and accountability will increase.
It’s tempting to make a long list of Values that you think are important; however, when you keep the number to about three or four key items, you make enacting them easier and more likely.
Mistake # 4: Failing to share core Values with prospective employees
Potential employees should know how things work and what it’s like at your organization from the start. When someone does not subscribe to your Values, don’t hire them.
Mistake # 5: Not including a core Values preface statement
Some core Values can end up seeming disingenuous or hypocritical once mistakes are made. The best way to inoculate your organization from this is to disclose that possibility up front.
Include a preface statement like this:
“Although we strive for perfection, we sometimes miss the mark. When we do, we apologize and work to improve as we move forward. The following is a list of the values we strive to maintain.”
Your students, instructors, vendors, customers, and employees will appreciate your honesty and be more likely to give you the benefit of the doubt, should problems arise.
Core Value Statements are crucial to the culture of your organization and shouldn’t be taken lightly. The best way to ensure that your trio of Mission, Vision, and Value Statements will succeed is to ensure they are integrated into all you do from an HR perspective.
By avoiding the common mistakes and using top-notch methods, you’ll ensure that employees can achieve your Mission and Vision by adhering to the core Values most important to your organization. A high-performing organization is one that can last and even thrive in tough economic times. It must by guided carefully using processes that ensure consistency and stability through the Values you hold most dear.
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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.
Mark A. Griffin | Christian Higher Ed HR
