tag:blogger.com,1999:blog-80353382672277870512024-03-13T07:53:38.083-07:00Mission-Focused HR for Non-profitsThere are many knowledgeable HR pros putting out usable information every day. Some of my favorites include HRCapitalist.com, HRBartender.com, HRNasty.com, UpstartHR.com, as well as those sites with multiple contributors like FistfulofTalent.com and TLNT.com. But I've yet to come across the HR blog for non-profits, and there are some unique challenges faced by non-profits.Anonymoushttp://www.blogger.com/profile/01433890968733715768noreply@blogger.comBlogger16125tag:blogger.com,1999:blog-8035338267227787051.post-59273290930266541062015-02-23T16:00:00.000-08:002015-02-23T16:00:16.937-08:00Always be open to something new (& other lessons learned while paddle boarding)<div style="color: #4d4f51; font-family: Helvetica, Arial, sans-serif; font-size: 16px; line-height: 24px; margin-bottom: 30px;">
Yes, below is a picture of me learning to paddle board last weekend. To my friends and peers currently buried in snow in Boston or elsewhere in the North, I'm sorry. Not trying to rub it in, I promise!</div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiTV6N_epBxqyG1HsP7a6eFzqfrgUyehCQf4RomSsVOB-ElFQXQGKNxR10Gpz_mq39l4fQE0sH8u6ZerXbnyNomwUtNDo08Z6EG7aiXMvYdPLkMJpE8yemqs5IRUZ2uUrXrRcLlbLHn5ljG/s1600/paddle.JPG" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiTV6N_epBxqyG1HsP7a6eFzqfrgUyehCQf4RomSsVOB-ElFQXQGKNxR10Gpz_mq39l4fQE0sH8u6ZerXbnyNomwUtNDo08Z6EG7aiXMvYdPLkMJpE8yemqs5IRUZ2uUrXrRcLlbLHn5ljG/s1600/paddle.JPG" height="320" width="252" /></a></div>
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We signed up to go on a guided kayaking trip locally here in North Houston. It was my first time. We had a great experience learning how to kayak with our instructor guiding us from her paddle board. During the trip, she gave us the opportunity switch and try the board.</div>
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What? The water was chilly. There is more balance involved. I immediately got in my own head with questions and doubts:</div>
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What if I ended up in the creek with an hour or more left to travel? I hate cold. What if I ended up with an injury? No time for that. Why leave a perfectly good kayak?</div>
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Obviously I did it. Guess what…. I LOVED IT! I stayed on the board for the rest of the trip. Luckily, I never fell, although there were a few close calls.</div>
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As I reflected back on this experience, there were a few lessons learned from this experience for first time managers, experienced managers taking on a new project or working with a new team. For me there were several good reminders, as this coming week I will be taking on the oversight of our newest division of Cenikor, <a href="http://www.trustedemploymentsolutions.org/" target="_blank">Trusted Employment Solutions </a>(TES). TES is a non-profit, alternative staffing agency focused on assisting those with barriers to employment. This includes veterans, long-term unemployed, and those re-entering the job force or with other barriers. So lessons learned:</div>
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Lesson #1 - Go for it! Don't let the fear of failure stop you from taking on what could be a great experience or next step in your professional development. Be sure to use your available resources and ask questions to ensure understanding before jumping in.</div>
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Lesson #2 - Have a good instructor or mentor to help guide you with the new task or opportunity in front of you. I had a guide with me to share the basics of paddle boarding. If you are a new manager, find a positive manager role model, preferably someone in your organization who knows your culture, can guide you around potential obstacles and is someone you trust. For TES, I've found a mentor with multiple years of experience in the staffing industry. </div>
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Lesson #3 - Build rapport and learn from those around you. For my paddle board trip, there was a lady probably 15-20 years my senior on this trip who I got to chat with prior to the trip. Lucky for me, she has kayaked before, and when I got stuck in shallow water, she came by and helped me get "unstuck". For a new manager or with a new project, take time to build rapport with new team members or peers. Spend a bit of time up front talking with each person about what is working, what's not and critical success factors and it will help you get buy-in that can be important at a later date. I plan to start at TES by working with each of the managers, asking those very same questions and determining our best path forward to success.</div>
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Lesson #4 - Making mistakes is a part of the learning process. While I never fell into the water, I did have a few stumbles (i.e., running up on the bank to avoid a log at one point). It showed me I did have a bit of control even though the activity was so new to me. I communicated when I got stuck and got help. As a new manager, realize you cannot be perfect, and when there is a mistake, own it. Communicate with those it might impact instead of waiting for it to do so and being reactive. Most people do not like surprises when it comes to achieving work goals, so informing of any potential negative impact to the goal may result in you or the team mitigating that risk.</div>
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Lesson #5 - Relax and be present. I was nervous until I had my first stumble or two, I didn't realize I was very tense. Yes, my knees were slightly bent per instruction to keep my balance, but I had a death grip on the paddle. After a bit, I begin to relax, even look around and enjoy a bit of the view. It actually helped because I was able to see further upriver, find more of the shallow spots, obstacles, the rest of the group. Relaxing and paying attention to what is in front of you, being present and listening to those you are working with, using your available resources can all shorten the learning curve and even make the experience of being a first time manager or new project lead more enjoyable.</div>
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While kayaking was fun, my preference was the paddle board experience. It was more of a workout while still being able enjoying nature and time with our group. I cannot wait to do it again! So I'm glad I took on the challenge to learn to paddle board and I'm looking forward to the opportunity to continue to grow TES while still having oversight of the HR function for Cenikor.</div>
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If there's a new opportunity you've been anxiously holding out on, I hope you reach out and grab it with both hands. Just relax the death grip a bit and enjoy the ride.<br />
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I hope you have the opportunity to serve and make a difference today!<br />
<br />
Kellee Webb, SHRM-SCP, SPHR<br />
PurposefulHR@gmail.com</div>
Anonymoushttp://www.blogger.com/profile/01433890968733715768noreply@blogger.com1tag:blogger.com,1999:blog-8035338267227787051.post-39596475249995682902015-01-12T07:10:00.000-08:002015-01-12T07:36:10.682-08:00Engagement (Part II) - It's not me, it's you.<br />
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<span style="color: #4d4f51; font-family: "Arial",sans-serif;">Engagement. </span></div>
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<span style="color: #4d4f51; font-family: "Arial",sans-serif;">You might have
read as many posts as I have about it, maybe more. It’s critical to
organizational success. Recently I've had some positive engagement
experiences (see Part I) as well as some not so positive experiences. I
normally try to keep my blog focused on the positive, but many lessons are </span><span style="color: #4d4f51; font-family: Arial, sans-serif;">hard-won</span><span style="color: #4d4f51; font-family: Arial, sans-serif;"> </span><span style="color: #4d4f51; font-family: Arial, sans-serif;">in the negative experiences so I thought I would share (and try
not to rant).</span><br />
<span style="color: #4d4f51; font-family: "Arial",sans-serif;"></span><o:p></o:p><br />
<span style="color: #4d4f51; font-family: "Arial",sans-serif;">We know this
engagement thing is a balance. As <a href="https://twitter.com/IncentIntel" target="_blank">Paul Hebert</a> from <a href="http://www.symbolist.com/" target="_blank"><span style="color: blue;">Symbolist</span></a> outlined for us,
it's critically important for companies to increase their "organizational
discretionary effort" to see the discretionary effort from team members.</span><o:p></o:p><br />
<br />
<b style="mso-bidi-font-weight: normal;"><u><span style="color: #4d4f51; font-family: "Arial",sans-serif;">Completely agree</span></u></b><span style="color: #4d4f51; font-family: "Arial",sans-serif;">. But it takes both
sides. </span><o:p></o:p><br />
<span style="color: #4d4f51; font-family: "Arial",sans-serif;"><br /></span>
<u1:p></u1:p>
<br />
<span style="color: #4d4f51; font-family: "Arial",sans-serif;">And sometimes,
<b><u>it’s not me</u></b> <insert HR pro name, company name, type of program>, <b><u>it’s you</u></b>
<team member, employee, individual contributor>.</span><o:p></o:p><br />
<br />
<span style="color: #4d4f51; font-family: "Arial",sans-serif;">Development
programs for employees are one example of how organizations can increase
discretionary effort. Cenikor has a leadership development program (LEAD
program - Leadership, Engagement, Accountability and Development) which is a
year-long program, and team members apply if they want to participate and they
meet the criteria for nomination to the program. So they self-select into
the program and there is an approval process.</span><o:p></o:p><br />
<br />
<span style="color: #4d4f51; font-family: "Arial",sans-serif;">The program
itself is structured with a customized training agenda and a mentor who is
paired based on the individual's self-identified career goals. Mentors and
mentees are scheduled to talk for 30 minutes each week or an hour every other
week, for a total of 2 hours a month on topics related to their growth as a
leader or current issues they are facing, etc. Feedback is solicited every 60
days to ensure participants are getting what they are seeking and for us to
make improvements to the program, and we have incorporated new ideas each
year of the past 3 years. Success rates (as measured by promotion and
performance) have been pretty incredible.</span><br />
<span style="color: #4d4f51; font-family: "Arial",sans-serif;"></span><o:p></o:p><br />
<span style="color: #4d4f51; font-family: "Arial",sans-serif;">In spite of the
application process which outlines both the benefits and time commitment, a kickoff webinar which sets expectations for both mentors and mentees,
inevitably, after the first month or so, we have at least 2-3 participants who back out saying the development program is too time-consuming,
getting in the way of their “real work”. We offer assistance with time
management and mentors have even offered to do the calls on weekends.
Most often, they opt out anyway.</span><o:p></o:p><br />
<br />
<span style="color: #4d4f51; font-family: "Arial",sans-serif;">Really? Your
continued professional or personal development is too time-consuming for you? Not
a problem, we have a no-fault termination option.</span><o:p></o:p><br />
<br />
<span style="color: #4d4f51; font-family: "Arial",sans-serif;">And after a
couple of years of agonizing, it was definitely a lesson learned. We revised the kick-off webinar to be sure we set clear expectations on the front end, made some changes to the first couple months to help get those possible 2-3 engaged from the start in the program, and even with those improvements made, it still happened. </span><o:p></o:p><br />
<br />
<span style="color: #4d4f51; font-family: "Arial",sans-serif;">I finally realized I had to quit agonizing on those few who are not willing to be “on the hook” and
accountable for their development. If they arent willing to spend some of their discretionary time on themselves, at what point are we wanting their development and success more than they are? </span><br />
<span style="color: #4d4f51; font-family: "Arial",sans-serif;"><br /></span>
<span style="color: #4d4f51; font-family: "Arial",sans-serif;">My recommendation to other managers, executives and HR pros, is to recognize where you need to focus your time when it comes to engagement. Not every company culture or development program is a fit for every employee, no matter the time spent or improvements made. So instead this year, I'm ensuring the time is spent focusing on all
those who ARE engaged and grabbing on to every possible opportunity and even
creating their own.</span><o:p></o:p><br />
<br />
<span style="color: #4d4f51; font-family: "Arial",sans-serif;">And for the employees in this
instance, it’s not me, it’s you. Let's talk again if/when you are ready.</span><o:p></o:p><br />
<br />
<span style="color: #4d4f51; font-family: "Arial",sans-serif;">I’ll end on a
positive with a few sentences from <a href="https://twitter.com/ThisIsSethsBlog" target="_blank">Seth Godin’s</a> new book, “<a href="http://www.yourturn.link/"><span style="color: blue;">What to Do When It’s Your Turn (and it’s
always your turn)</span></a>”. A MUST READ, by the way. It's working it's way around our office right now and I've ordered more copies! </span><br />
<br />
<br />
<em><b><span style="color: #4d4f51; font-family: "Arial",sans-serif;">“Being on
the hook is a privilege. It means the people around us are trusting us to
contribute, counting on us to deliver. It’s not something to be avoided.”</span></b></em><o:p></o:p><br />
<br />
<span style="color: #4d4f51; font-family: "Arial",sans-serif;">I hope you have
the opportunity to be on the hook, to serve and make a difference today!<o:p></o:p></span><br />
<br />
<span style="color: #4d4f51; font-family: "Arial",sans-serif;">Kellee Webb,
SHRM-SCP, SPHR <o:p></o:p></span><br />
<span style="color: #4d4f51; font-family: "Arial",sans-serif;"><a href="mailto:PurposefulHR@gmail.com">PurposefulHR@gmail.com</a></span>Anonymoushttp://www.blogger.com/profile/01433890968733715768noreply@blogger.com0tag:blogger.com,1999:blog-8035338267227787051.post-50267441816388364072015-01-08T16:51:00.001-08:002015-01-09T10:06:27.112-08:00Engagement (Part I): Small Surprises and Big Results<div style="color: #4d4f51; font-family: Helvetica, Arial, sans-serif; font-size: 16px; line-height: 24px; margin-bottom: 30px;">
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Employee engagement. It's the ever elusive "employee discretionary effort" that most HR pros are driving to improve. How do you measure it? What do you look for? Some things are more concrete than others, but I had two small moments where I thought “That’s IT! That’s a sign of engagement.”, and thought I would share.</div>
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Recently while hosting one of our annual manager training conferences, I had moments where I observed just small snippets of conversations, but it was the history with each manager that made this special a moment.</div>
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The first manager started with us as a brand new counselor, and as a new counselor had some “growth opportunities” the first year or so. He took the constructive feedback well, worked with his manager to develop his clinical skills and became a great counselor.</div>
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Then he applied for our L.E.A.D. program (Cenikor’s Leadership Development Program – Leadership, Engagement, Accountability and Development) and has participated for the last 3 years. He's had a different mentor each year, two of which were Cenikor executives, and he has been soaking up information, asking lots of questions, staying engaged and challenging himself to achieve more. During that time he was promoted to manager to run a new outpatient program, and then promoted to senior manager over multiple outpatient programs. I was sitting just a couple seats down at the conference when he came back in the room from a breakout session and stated, "I'm really excited about my EBITDA goal!"</div>
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Needless to say, my first thought was that he was being sarcastic. Clinicians go into the counseling field to interact with and help people, not deal with numbers. When I looked over and saw he was serious, it was in that moment I knew he had fully embraced all aspects of his transition from counselor to manager, and it made my little (sometimes cynical) heart just beam.</div>
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The second moment was at the end of the same conference when facilitating a session with a group of managers, talking through their top 3 takeaways from the conference (session we do at the end of every conference). What are taking back to implement and how will it impact your work when you do it? One of the managers, also in our LEAD program this past year, was chatting about one of the takeaways. This manager is typically on the quiet side, very unassuming, but had really stepped up her participation at this year's conference. She's amazing at her job, takes so much ownership and pride in her work and the work of the team, and she recently helped open a new detox program in another location and train new staff. Her positive attitude is infectious. As she was chatting about her takeaway, she said "I think we should add this to our monthly agenda section What Stupid Stuff are We Doing?"</div>
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<strong>I swear, I almost fell out of my chair</strong>. That was a blog article from Patty Azzarello <a href="https://twitter.com/pattyazzarello" target="_blank">@pattyazzarello</a> with <a data-mce-href="http://www.azzarellogroup.com/web/home/" href="http://www.azzarellogroup.com/web/home/">azzarellogroup.com</a> shared at our managers' conference two years ago! This facility's management team had taken the article past the original activity at the conference, and incorporated into their ongoing operations in a much more in depth way. Exactly what you hope to happen with this type of information. I almost felt like a proud mom, thinking "they really DO listen"! :)</div>
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I was almost walking on air when I left the conference after these two small surprise moments that told me so much about their level of engagement. And this pride did <span class="underline" data-mce-style="text-decoration: underline;" style="text-decoration: underline;"><strong>not</strong></span> come from any ownership for their accomplishments, this was pride because THEY were driving forward, they were fully utilizing tools put in place, they owned their development and their engagement, not waiting for something to be handed to them. </div>
<div style="color: #4d4f51; font-family: Helvetica, Arial, sans-serif; font-size: 16px; line-height: 24px; margin-bottom: 30px;">
I agree, if you want employee engagement, it's critically important for companies to increase their "organizational discretionary effort" to use a term from Paul Hebert <a href="https://twitter.com/IncentIntel" target="_blank">@IncentIntel</a>, engagement guru with <a data-mce-href="http://www.symbolist.com/blog/" href="http://www.symbolist.com/blog/">Symbolist</a> - to knock down barriers to communication, hire the right people for your culture, train managers about the human side of managing a team, and put programs in place that pour back into the team members and their development.</div>
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But at the end of the day, the manager/team member/individual contributor must also want to grab opportunities with both hands and put in the work and keep constantly learning. It's their effort which results in their continued growth and career progression, and they get to leave their mark on the newest programs in our organization with big results.</div>
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When you combine the discretionary effort on both sides, organization and team member, it’s the sweet spot where you begin to see the impact of everyone digging in and pulling in the same direction to achieve the mission.<br />
<br />
I hope you have the opportunity to serve and make a difference today!<br />
<br />
Kellee Webb, SHRM-SCP, SPHR <br />
PurposefulHR@gmail.com</div>
Anonymoushttp://www.blogger.com/profile/01433890968733715768noreply@blogger.com2tag:blogger.com,1999:blog-8035338267227787051.post-45506580891856496502015-01-01T13:17:00.001-08:002015-01-01T13:23:33.410-08:00Embrace the Resolution Process for 2015So during the last week after returning from vacation, I've heard the grumbling at the gym and in the ladies locker room about the "New Year's Resolutioners" that will be invading "our" space.<br />
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<a class="rg_l" href="http://www.google.com/imgres?imgurl=http%3A%2F%2Fwww.110pounds.com%2Fwp-content%2Fuploads%2F2012%2F11%2Fnew-years-resolutions-fitness-297x300.gif&imgrefurl=http%3A%2F%2Fwww.110pounds.com%2F%3Fp%3D34912&h=300&w=297&tbnid=oBzHf3fOmR6IsM%3A&zoom=1&docid=9a0lVuWudatB_M&ei=oLmlVOenMsGkgwTk0oPgCA&tbm=isch&ved=0CFMQMygoMCg&iact=rc&uact=3&dur=347&page=4&start=32&ndsp=15" jsaction="str.hc;mousedown:str.hmd;mouseover:str.hmov;mouseout:str.hmou" style="height: 181px; left: 0px; width: 173px;"><img class="rg_i" data-src="https://encrypted-tbn3.gstatic.com/images?q=tbn:ANd9GcQljkFX4NajwRl24pbOcufIyCy62TKjhzSLXzROyI0Sv6eXsM6d" data-sz="f" jsaction="load:str.tbn" name="oBzHf3fOmR6IsM:" src="https://encrypted-tbn3.gstatic.com/images?q=tbn:ANd9GcQljkFX4NajwRl24pbOcufIyCy62TKjhzSLXzROyI0Sv6eXsM6d" style="margin-left: 0px; margin-right: -5px; margin-top: 0px;" /></a><br />
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I've heard other people talking about how they can never keep their resolutions, so why bother? I personally love this time of year because it makes me slow down and reflect on my hits and misses for the previous year, and refocus for the upcoming year.<br />
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This previous year, my hubbie and I used our new year resolutions to start a "rewards jar" to fund our Christmas vacation to NYC. Essentially, we decided to set goals and pay ourselves in a vacation fund for achieving. We wanted to trade short-term gratification/spending for the longer term goal of a great vacation (see post from 07/14/14). <br />
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Some goals had to be ways we saved money (i.e., if we did not go out to lunch or dinner on a Friday, Saturday or Sunday, we put $50 in the fund for each day we did not eat out; $5 for every evening I did not have a glass of red wine with dinner) as well as reward ourselves for things we wanted to do more or less of (i.e., $5 per day for daily devotional, $50 per week if worked out all 7 days, etc). So we had to save money from somewhere to pay for other goals we wanted to achieve. We had our NYC apartment and plane tickets paid for and booked by mid-year, and the rest was spending money. Needless to say, IT WORKED and we are doing it again this year.<br />
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As I was thinking through my resolutions for this year, one of the blogs I follow <a href="http://nomeatathlete.com/">nomeatathlete</a> put out a 31 day challenge, <a href="http://writeandrun31.strikingly.com/" target="_blank">#writeandrun31</a>. You pick the creative goal you will spend time on every day and a fitness goal you will spend time doing every day, obviously for 31 days. I certainly was planning to spend more time writing in 2015. So to me, this was a perfect goal to start off the year, creating the habit of writing SOMETHING every day, no matter what it is. So whether you set a time goal or number of words goal or some other type of creative goal, it is up to you. And they have a Facebook page where you can proclaim your goal, and then report if you hit it or miss it each day; love this accountability!<br />
<br />
So I'm asking those who may be a little more cynical about the Resolution Process to try to think about it differently. It doesn't have to be something huge that can seem insurmountable and probably doomed for failure. Set some short term goals that can establish strong habits instead of trying to say "I'm going to do this perfectly from today for the rest of the year or for the rest of my life." Trade some short-term gratification for longer-term gratification items that are important to you. <b style="text-decoration: underline;">Use what works to motivate you</b>. I highly recommend reading <a href="http://www.amazon.com/Power-Habit-What-Life-Business/dp/081298160X/ref=sr_1_1?ie=UTF8&qid=1420146142&sr=8-1&keywords=power+of+habits+by+charles+duhigg" target="_blank">The Power of Habits</a> by Charles Duhigg to really understand how to set yourself up for success with change. It really is the little things that can lead to incredible results.<br />
<u><b><br /></b></u>
<u><b>And be patient and gracious with the resolutioners in the gym or elsewhere</b></u>. If you are an outside runner, wave hello or give a thumbs up to new faces at the park or other route. In the gym, instead of keeping your headphones in and scowling when someone comes near you while you are lifting, <u><b>say hello</b></u>. Ask how they are doing and make them feel welcome, as most everyone is self-conscious when starting something new. Remember, you were new there once too, no matter how long ago it's been. <br />
<br />
And maybe even make it one of YOUR resolutions to take someone on to mentor, whether at the gym or at work. Maybe they will end up as a great workout partner or a superstar at work. Regardless, it feels good to help someone, and you might be the reason they stick with whatever they are trying past the typical few weeks or month. How great would that be?<br />
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I hope you have the opportunity to serve and make a difference today!<br />
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<span style="font-size: 13.5pt;">Kellee Webb, SPHR</span></div>
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<span style="font-size: 13.5pt;">PurposefulHR@gmail.com</span></div>
Anonymoushttp://www.blogger.com/profile/01433890968733715768noreply@blogger.com0tag:blogger.com,1999:blog-8035338267227787051.post-47689501664437098072014-11-17T09:59:00.000-08:002014-11-17T09:59:27.192-08:00Refreshed and Recharged - What Inspires You?<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjoj-9PQClZIuwzxQGWDW2YoN7aNvjxfMk-9W8UOQG-UgF74cQ3SiwshOF77AO-MBy9MBEn6TKRGgmdReXY3wIq3bkgj2WGbXqxVBtFFkVcegCmcD88ICMSwDE3rpQcmT-RlQUt18Kw8CSp/s1600/inspired.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjoj-9PQClZIuwzxQGWDW2YoN7aNvjxfMk-9W8UOQG-UgF74cQ3SiwshOF77AO-MBy9MBEn6TKRGgmdReXY3wIq3bkgj2WGbXqxVBtFFkVcegCmcD88ICMSwDE3rpQcmT-RlQUt18Kw8CSp/s1600/inspired.jpg" /></a></div>
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I had an amazing Saturday and I "worked" from 8 am until 7 pm. But how I participated this weekend has me so connected to our mission and <em style="border: 0px; box-sizing: border-box; font-family: inherit; font-stretch: inherit; font-variant: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span class="underline" style="border: 0px; box-sizing: border-box; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: underline; vertical-align: baseline;"><strong style="border: 0px; box-sizing: border-box; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">inspired</strong></span></em>, I couldn't not pass up the opportunity to share it.</div>
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I'll start with end of the day - Cenikor graduation on Saturday night. This event always motivates me in such a profound way. We had 3 gentlemen and 1 lady graduate from our long-term treatment program in Deer Park, Texas. Ages ranged from 28 - 56, and the graduates were from Texas, Louisiana and New York. Most would think these people "gave up" almost 2 years of their lives in in-patient treatment. But as they spoke at graduation, each person was so grateful for the opportunity to make a change, re-connect with their family, to be working and to have rebuilt their work ethic and self-esteem..... I just felt my heart lift a few inches and it was full of pride and love for these extraordinary individuals who had prevailed and overcome so much adversity. My favorite quote of the night was <em style="border: 0px; box-sizing: border-box; font-family: inherit; font-stretch: inherit; font-variant: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">"I'm now able to stop just surviving and have a life that is worth living."</em> I was so proud to be one small part of an organization that can help make this possible. Graduation never fails to put the rest of my world in perspective!</div>
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Another group that inspired me Saturday was our board of directors and senior management team during our quarterly board meeting held that afternoon. We have a remarkable board of directors who all volunteer their time and serve, and each of them are influential leaders and experts in their industry or field of work. We also had 13 members of our senior management team in attendance, director level and above. At one point, there was a question of how many of the senior management team had participated in our Leadership Development Program during the last 3 years and 10 hands went up. Then the question of how many of those had received promotions since participating and all 10 hands stayed up. The hard work they put into our LEAD program was certainly evident! As I watched our senior managers present about their program or department, and then deftly answer multiple detailed questions from the board members, again, I felt my heart swell with pride at the expertise and professionalism exhibited by my fellow Cenikor family members.</div>
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And last but not least are the two applicants I had the opportunity to interview first thing when I arrived at Deer Park Saturday morning. They are candidates for nurse positions for our new detox program we are starting in Deer Park by 01/01/15. These two ladies were both mission driven, having such a heart for service to others, as well as solid experience in their field and remarkable stories of perseverance themselves. I look forward to their potential impact on clients when we open the doors on the new program. They will be some of the newest additions to the Cenikor family.</div>
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So people serve as my inspiration, a variety of people, and the common thread is they are all striving to be better for themselves and for others.</div>
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I came away from the weekend refreshed, recharged and most of all INSPIRED for this week!</div>
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<strong style="border: 0px; box-sizing: border-box; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span class="underline" style="border: 0px; box-sizing: border-box; font-family: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: underline; vertical-align: baseline;"><em style="border: 0px; box-sizing: border-box; font-family: inherit; font-stretch: inherit; font-variant: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Where do you get your inspiration?</em></span></strong></div>
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I hope you have an opportunity to serve and make a difference today!<br style="box-sizing: border-box;" /><br style="box-sizing: border-box;" />Kellee Webb, SPHR<br style="box-sizing: border-box;" />PurposefulHR@gmail.com</div>
Anonymoushttp://www.blogger.com/profile/01433890968733715768noreply@blogger.com1tag:blogger.com,1999:blog-8035338267227787051.post-3395238972671753062014-11-10T04:36:00.000-08:002014-11-10T04:47:07.088-08:00HR - Friend or Foe?I recently attended HRevolution, a small "conference" focused on driving the HR profession forward, covering innovative topics or concepts. I put conference in quotes because while there are extremely informative sessions and some very healthy debate, it is an event that brings the thought leaders in the HR field together to share and to push each other, as well as to connect or reconnect in person instead of online. The attendees are different from most conferences I've attended, I have to say!<br />
<br />
One of the things that made a great first impression at the Friday night Tweet Up was the open arm welcome I received. Literally. I have never been hugged by so many complete strangers at a networking event! I'm a hugger too, so it was OK :)<br />
<br />
I spent time the first night chatting with many people, but Trish McFarlane (@TrishMcFarlane), one of the event organizers, and Jennifer Scott (@HireEffect) were just so positive, genuine, enthusiastic and feisty (I recognize my own kind!), it was contagious. It was the farthest thing from the HR stereotype of the cranky HR lady (or guy). <br />
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<img src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhZIiGd6nXswemZZ096s8uSj5xxAwEf-wJlq4lIaBjluqWADadk4im7YXt4ewuIG3I76NuEPlPcR9xjhcOJuHTHWAdM8LiOu-ZmCopGvl9nsdS9Vnijq8yxFufVMCjFP5g2EZc_FklghqUc/s400/crabby_old_person.jpg" /><br />
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As an HR professional, you often walk a tightrope between employee advocacy and managing risk for your organization. If you lean too far one way or the other, it's a problem either way. What is needed for the organization or the team isn't always viewed favorably by the employee. In my experience, no one ever enjoys receiving a disciplinary action. <br />
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At the end of the day, it is up to you, the HR professional, to develop your reputation in your organization. It's up to you to build rapport and be more than just the policy enforcer or manager of the tactical parts of HR. Do you want to be viewed as a trusted adviser, developer of people and strategic leader that has impact for your organization? Or just the taskmaster or keeper of the rules?<br />
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As I was going to sleep the night of the Tweet Up, I was thinking back to an epiphany I had earlier in my HR career. I was working one day on a critical item on my to-do list. The phone rang..... I thought "UGH! What now?" While my tone was professional, I was short with the team member, answered the question and got off the phone quickly. As I hung up, I was thinking I haven't talked to that person in a while and I should have at least asked how they were doing, how the person they hired last month is working out, etc.<br />
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It was at that moment I realized the phone call was not an interruption of my job, it was the BEST PART of my job. Our team members are <b><u>customers</u> </b>of the services I provide. This was an opportunity! If I can consistently add value and help them be successful, it helps the entire organization achieve success, one person at a time. So every time the phone rings, it's a chance to continue to build rapport, to make an impact with whatever they are doing, and to support their success which ultimately supports achievement of our mission.<br />
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The to-do list will always be there. Take your time and build or increase rapport whenever you can. When the time comes to have the harder conversations, treat everyone with dignity. If you've built the rapport along the way, they will already know you care.<br />
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One parting note - I know for non-profits, budgets can be tight, especially for items such as external training. HRevolution (theHRevolution.org) is always reasonably priced and they always work to get great rates on hotel rooms. Even if you have to spend your own money, <b><u>get there next year</u></b>, it's worth every penny and then some!<br />
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I hope you have the opportunity to serve and make a difference today!<br />
<br />
Kellee Webb, SPHR<br />
PurposefulHR@gmail.com<br />
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<br />Anonymoushttp://www.blogger.com/profile/01433890968733715768noreply@blogger.com2tag:blogger.com,1999:blog-8035338267227787051.post-88246131651163244952014-11-07T10:24:00.000-08:002014-11-07T10:24:05.347-08:00If Change is the Only Constant, Why is there not more Change Management?<div class="MsoNormal">
We know the saying, change is the only constant. Probably most of us are living it in our work
lives, and we are no different at Cenikor!
We’ve been through quite a bit of change recently, with most of it positive,
such as bringing up two new programs, finalizing our CARF accreditation renewal
and implementing a system-wide Electronic Health Record. Some of the changes have been a bit harder,
such as members of our senior management team transitioning out of the
organization. But this led to finding some amazing individuals who are already making major contributions!<o:p></o:p></div>
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So regardless of whether or not the changes are viewed positive, all changes bring CHALLENGES. </div>
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Even a positive change, such as growing and starting
two new programs to provide more services, is going to have some bumps in the
road. As I’m on the other side of some
of our changes, I’ve been thinking lately, why is the change management process
not being used more frequently in the non-profit industry? I figured a good place to start is by sharing
what the process and not just assuming this is common knowledge. <o:p></o:p><br />
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Step 1 – Create Urgency – You must have honest discussions
about why the change is needed and have support from key individuals regarding
the change. Make sure looked at the
opportunities and potential challenges regarding the change and be able to
communicate effectively to create the urgency.<br />
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<o:p></o:p></div>
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Step 2 – Create a Powerful Coalition – These are your key
stakeholders for the change. Get the
commitment from this team of leaders, as they will help you get the buy-in for
the change. Be sure you have leaders at
all levels that will be impacted by the change. Having a champion for the change
on the executive team is also important.<o:p></o:p></div>
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Step 3 – Develop a Vision and Strategy – How does this
impact your mission as a non-profit?
Create a clear vision for what is needed and the strategy to get there. Work to distill down the major details into a
brief overview. This is your “spiel”
that you and the Change Coalition will need to have down to persuade others, so
practice!<o:p></o:p></div>
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Step 4 – Communicate the Vision – Talk the talk AND walk the
walk. People typically need to hear
things 7 times before they retain it. So
don’t think one meeting with an overview or one training session is going to do
it. It takes REPETITION!! If you think you sound like a “broken record”
(for those of you old enough to remember records), then you probably are
communicating appropriately! <o:p></o:p></div>
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Step 5 – Empower Action – Put the structure in place for the
change to occur and remove barriers (human or otherwise). Reward people who are making the change
happen. You or one of your coalition
team members work with those who are resistant to help them see the benefit of
the change and what they may be losing if they do not change. People tend to be risk adverse and more
readily take action to protect against a potential loss.<o:p></o:p></div>
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Step 6 – Get Quick Wins – A great motivator is success! Creating short-term goals that allow progress
to the overall goal are critical. Be
sure to plan these with your team and follow through.<o:p></o:p></div>
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Step 7 – Leverage Wins to Drive Change – After each win, talk
about it. What is going right, where can
we improve? Build on the wins and know that
true change takes time, and that each success continues to drive the change.<o:p></o:p></div>
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Step 8 – Embed in Culture – Keep the change going; build on
momentum! Keep the leaders engaged, keep
telling the success stories, be sure to train new team members on the change.<o:p></o:p></div>
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Change is rarely easy and it takes careful planning and hard
work to make organizational change successful.
But trust me when I say you can either take the time on the front end to
plan and make the change successful, or you will be spending time on the back
end in clean up. We’ve had to do some of
both in the last few months! <o:p></o:p><br />
<br />
I hope you have the opportunity to serve and make a difference today!<br />
<br />
Kellee Webb, SPHR<br />
PurposefulHR@gmail.com</div>
Anonymoushttp://www.blogger.com/profile/01433890968733715768noreply@blogger.com0tag:blogger.com,1999:blog-8035338267227787051.post-71591518026837891272014-08-04T06:52:00.002-07:002014-08-04T06:52:59.896-07:00Servant Leadership in an Unexpected PlaceLast Thursday, I had the honor of participating in Cenikor’s
Women Helping Women luncheon at our Houston long-term treatment facility. We host this event for professional women to come
out and show support for the female clients in treatment. It is a “friend raiser” event.<br />
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<o:p></o:p></div>
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I have attended this event each year since it started, and
it is always so moving, but this year the guest speaker was absolutely inspirational. Laura Schilling, Global Account Manager for
Halliburton, spoke to the ladies on the topic of “Finding Your Voice as a
Leader”. <o:p></o:p></div>
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Laura spoke about her career in one of the most male
dominated fields there is, oil and gas.
This resonated with our female clients, as they make up only about
12-15% of total population in our long-term programs.<o:p></o:p></div>
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Laura shared her story about her progress within Halliburton,
focusing on her career in the field, in coveralls, steel toed boots and a hard
hat. She is a tiny thing, about 5’2”, so
it was fascinating to hear how she found her voice and was able to lead male
dominated crews on rigs in the oilfield. While in the field in Colorado, she successfully grew her team from ~350 employees to ~1100. Laura has also spent time as the liaison for
Halliburton with Wall Street analysts prior to her current position as Global
Account Manager. Laura got laughs and
applause with her statement of “I prefer steel toes to stilettos”.<o:p></o:p></div>
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Here are a few points Laura shared on leadership that resonated with
everyone:<o:p></o:p></div>
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<div class="MsoListParagraphCxSpFirst" style="margin-left: .25in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -.25in;">
1)<span style="font-size: 7pt;"> </span><u>Think about and understand WHY you want to lead</u>. Character is non-negotiable as a leader and understanding your purpose as a leader will provide the foundation for how you lead.<br />
<br />
2)<span style="font-size: 7pt;"> </span><!--[endif]--><u>Determine what you are passionate about</u>. Then
figure out your key message and what actions your message can influence that
can make a difference. Be bold and
consistent!<o:p></o:p></div>
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<div class="MsoListParagraphCxSpLast" style="margin-left: .75in; mso-add-space: auto; mso-list: l0 level2 lfo1; text-indent: -.25in;">
<!--[if !supportLists]-->a.<span style="font-size: 7pt;"> </span><!--[endif]-->Laura was passionate about safety and
professionalism. In the oilfield, professionalism
was not the norm, but her passion for the safety of the men, getting them home
alive to their families, came through in her consistent message and won over
the crews.<o:p></o:p></div>
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3)<span style="font-size: 7pt;"> </span><!--[endif]--><u>Lead with questions instead of thinking that as
a leader you should have all the answers</u>.
Asking questions promotes trust and better decision making. <o:p></o:p></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: .75in; mso-add-space: auto; mso-list: l0 level2 lfo1; text-indent: -.25in;">
<!--[if !supportLists]-->a.<span style="font-size: 7pt;"> </span><!--[endif]-->Not being the expert allowed Laura to explore
more options and utilize the expertise of those around her. Asking questions and using the knowledge of the team built strong working relationships.<o:p></o:p></div>
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4)<span style="font-size: 7pt;"> </span><!--[endif]--><u>Listening is a lost art</u>. Most people do not listen to understand, they
listen to respond. <o:p></o:p></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: .75in; mso-add-space: auto; mso-list: l0 level2 lfo1; text-indent: -.25in;">
<!--[if !supportLists]-->a.<span style="font-size: 7pt;"> </span><!--[endif]-->This was key to Laura being able to manage so
many crews successfully. When you listen
and show understanding as a leader, people know you care.<o:p></o:p></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: .75in; mso-add-space: auto; mso-list: l0 level2 lfo1; text-indent: -.25in;">
<br /></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: .25in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -.25in;">
<span style="text-indent: -0.25in;">5)</span><span style="font-size: 7pt; text-indent: -0.25in;"> </span><u style="text-indent: -0.25in;">Be authentic</u><span style="text-indent: -0.25in;">. Find your voice so you can be genuine and an
effective role model.</span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: .25in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -.25in;">
<o:p></o:p></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: .75in; mso-add-space: auto; mso-list: l0 level2 lfo1; text-indent: -.25in;">
<!--[if !supportLists]-->a.<span style="font-size: 7pt;"> </span>While you may “adopt” some characteristics from
other great leaders you have worked with, you have to develop your own leadership
style that is consistent with your purpose for leading.<o:p></o:p></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: .75in; mso-add-space: auto; mso-list: l0 level2 lfo1; text-indent: -.25in;">
<br /></div>
<div class="MsoListParagraphCxSpLast" style="margin-left: .75in; mso-add-space: auto; mso-list: l0 level2 lfo1; text-indent: -.25in;">
</div>
<div class="MsoListParagraphCxSpLast" style="margin-left: .25in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -.25in;">
6)<span style="font-size: 7pt;"> </span><!--[endif]--><u>Servant Leadership</u>. How can you help those around you be
successful and thrive?<o:p></o:p><br />
<div class="MsoListParagraphCxSpLast" style="margin-left: .75in; mso-add-space: auto; mso-list: l0 level2 lfo1; text-indent: -.25in;">
a.<span style="font-size: 7pt;"> </span><!--[endif]-->Laura’s genuine commitment to ensuring the
success of her team and her actions consistent with her message created an
environment where team members had a voice and could thrive in their careers.<o:p></o:p></div>
</div>
<div class="MsoListParagraphCxSpLast" style="margin-left: .25in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -.25in;">
<br /></div>
<div class="MsoNormal">
It was so refreshing to know that servant leadership is
alive and well in a company as large as Halliburton and to hear about the success Laura has achieved because of her service and dedication to others. </div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
This was an empowering speech for
our clients and inspirational for the female professionals in the room. Laura Schilling is an amazing example of a successful
servant leader and I’m so glad she shared her story with us. <o:p></o:p></div>
<div class="MsoListParagraphCxSpLast" style="margin-left: .25in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -.25in;">
</div>
<div class="MsoNormal">
<br />
I hope you have the opportunity to serve and make a difference today!<br />
<br />
Kellee Webb, SPHR<br />
PurposefulHR@gmail.com</div>
Anonymoushttp://www.blogger.com/profile/01433890968733715768noreply@blogger.com1tag:blogger.com,1999:blog-8035338267227787051.post-35855055169668458592014-07-21T03:33:00.004-07:002014-07-28T04:00:45.404-07:00TGIM, Seriously?! Yes, Seriously. Top 5 Reasons Why I Love Mondays!I know you might be thinking... "What is this? Just some sun-shiney social media BS?" Don't get me wrong; I love Fridays too! But indulge me while I share my top 5 reasons why I so appreciate Mondays:<br />
<br />
1) <u><b>Back into my routine</b></u> - I admit it, after I sweat through my extra-long Saturday morning workout or long run, I have <b><u>earned</u> </b>my relaxation for the rest of the weekend. I enjoy sitting on patios, having a cheat meal or two during the weekend. We have the best Tex-Mex in Houston (<a href="http://www.lupetortilla.com/">www.lupetortilla.com</a> - best beef fajitas EVER, dont miss!). There are also multiple food parks with awesome food trucks, some even healthy (<a href="http://www.rawveganchefrenee.com/">www.rawveganchefrenee.com</a> - and she even delivers to your house!). Most of all, I enjoy spending time with family and friends when in town and traveling when we have time. <b><i>But we humans are creatures of habit.</i></b> I enjoy getting back on my daily schedule for workouts, healthy eating and most of all, back to what challenges me and where I can make a difference.<br />
<br />
2) <b><u>The Cenikor mission and my Cenikor family</u></b> - (<a href="http://www.cenikor.org/">www.cenikor.org</a>) I know when I show up on Monday morning, I get the opportunity to contribute to something bigger than me. I get to be of service to a wonderful group of people - I get to be a resource, sustain our culture, help develop our leaders and ensure the entire family's needs are met - so they can serve our clients and help them overcome addictions and mental health issues. I work with an amazing senior management team, all driving to be of service and make a difference. Some days we are able to do that because of our commitment to healthy conflict and some days in spite of that! :) <br />
<u style="font-weight: bold;"><br /></u>
3) <u style="font-weight: bold;">Fresh start on goals for the week</u> - At the beginning of each day, but especially at the beginning of each week, I feel like I have an opportunity to push myself to achieve more than I did yesterday or last week. Same thing for our team - what can we do better or differently than we did before? Before diving in, I re-evaluate where I am on annual strategic goals, where we are on current department goals/priorities and current HR needs from our facilities. <br />
<br />
4) <b><u>I love HR</u></b> - So, I am no "pollyanna". I have good days and bad, just like everyone else (the workouts help ensure more good than bad!). I am conscious of my strengths (see <a href="http://strengths.gallup.com/110242/About-Book.aspx" target="_blank">Strengths Based Leadership</a>) and strive to lead with those and create flow for myself and others when I can. But mostly, I thrive when I am around people.... positive, productive, fun, competitive, genuine and passionate people! So you can guess the type of culture we hire for, train for, measure and role model for as an executive team. An organization so focused on our mission to our clients and equally committed to its employees (family), actually makes the daily transactions of HR easier and makes us laser focused on the strategic aspects of HR. The lives of our Cenikor family and lives of Cenikor clients depend on it, without question. Failure is not an option and it is the ultimate motivation.<br />
<br />
5) <u style="font-weight: bold;">I love the balance</u><span style="font-weight: bold;"> </span>- Of course I say TGIF too! As with everything, it's all about balance. I wouldn't appreciate Mondays like I do if I didn't get a chance to relax, regroup, recharge over the weekends (see #1). If I never had any days away from the rest of exec team, our conflict might not be so healthy. :) <br />
<br />
But I can tell you, my passion for HR and people and Cenikor doesn't turn off at 5 pm on Friday. I might be reading a new leadership book, following my favorite HR/leadership/legal pros on twitter, or thinking about ideas for my next blog post. Because HR and service are my passion, it's not a chore or a task. It's who I am, it's what I enjoy and I will not apologize for it.<br />
<br />
So if you are not currently fired about Mondays,<b><i> it's OK</i></b>. Obviously the first step is to pick a career where you love what you do and it builds on your strengths. As Gardner says in <a href="http://www.amazon.com/Self-Renewal-The-Individual-Innovative-Society/dp/039331295X/ref=sr_1_1?ie=UTF8&qid=1405938232&sr=8-1&keywords=self-renewal+the+individual+and+the+innovative+society+by+john+w.+gardner" target="_blank">Self-Renewal</a>, "Abundant resources of energy seem available to those who enjoy what they are doing or find meaning in what they are doing. Self-renewing people know that if they have no great conviction about what they are doing they had better find something they <b><i>can </i></b>have great conviction about."<br />
<br />
Once you have found your passion, I recommend focusing on areas where you can effect change, whether it's helping to shape the culture of your organization, being aware of and leading from your strengths to find your best flow, or even changing certain personal habits (see <a href="http://www.amazon.com/Power-Habit-What-Life-Business/dp/081298160X/ref=sr_1_1?s=books&ie=UTF8&qid=1405860103&sr=1-1&keywords=change+habits" target="_blank">Power of Habits</a> by Charles Duhigg) to create the most productive environment for you and your team. <br />
<br />
<br />
<div style="text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiLoeGEkLZpAyCDljI38U2jhXnY-VKENIqx0KPSDq2ATX8OBsbBzm3dTtJDJsk65PcFFgv7Vp95ATFHmBeKZC5DA2LspzE-9Yvg64nP3w3AgOKyVBLikSgTAU-n1fWvvSQu77OJwtUvQ-qx/s1600/S__6801.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em; text-align: center;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiLoeGEkLZpAyCDljI38U2jhXnY-VKENIqx0KPSDq2ATX8OBsbBzm3dTtJDJsk65PcFFgv7Vp95ATFHmBeKZC5DA2LspzE-9Yvg64nP3w3AgOKyVBLikSgTAU-n1fWvvSQu77OJwtUvQ-qx/s1600/S__6801.jpg" height="247" width="320" /></a></div>
<br />
I hope you have the opportunity to serve and make a difference today!<br />
<br />
Kellee Webb, SPHR<br />
PurposefulHR@gmail.com<br />
<br />
<div class="separator" style="clear: both; text-align: center;">
<br /></div>
<div style="background-color: white; color: #666666; font-family: 'Trebuchet MS', Trebuchet, sans-serif; font-size: 13px; line-height: 18.200000762939453px; margin: 0in 0in 0.0001pt;">
<br /></div>
Anonymoushttp://www.blogger.com/profile/01433890968733715768noreply@blogger.com0tag:blogger.com,1999:blog-8035338267227787051.post-13395150049348621832014-07-14T11:19:00.002-07:002014-07-14T16:01:07.411-07:00The Rewards Jar - Short Term and Long Term Goal Achievement<div style="margin-bottom: .0001pt; margin: 0in;">
<span style="font-size: 13.5pt;">For today's post, I'm sharing a process that I use personally for </span><span style="font-size: 18px;">both</span><span style="font-size: 18px;"> </span><span style="font-size: 13.5pt;">short-term and long-term goal achievement.</span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">As my husband Ron (@rwebb_apqc) and
I were discussing our new year's resolutions earlier this year, he came up with
an idea based on the concept of a curse word jar. Instead putting in
money as a punishment for doing something wrong, we would put money in when we
achieved desired short-term goals. The money would be used to save for a longer
term goal. We love to travel, so we set the long-term goal as a vacation
in December if we achieved and saved consistently throughout the year. We
named our revised version/method "The Rewards Jar". <o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">Now in order to make this effective from a
budget perspective, we had to setup some of the short-term goals such that we
saved money which would then be redirected to the longer-term goal of vacation.
Since we typically go out to dinner and/or lunch on Friday, Saturday and
Sunday, we set a goal that if we ate in on Friday evening, or all day Saturday
or Sunday, we put $50 in the jar for each day it was achieved. I typically enjoy a glass of red wine
with dinner in the evening, so if I did not, I put $5 in the jar. Ron had
his separate goals to redirect funds to the jar as well.<o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">Then we both had self-improvement goals
(i.e., the new year resolutions) that we wanted to put in place to help us set
new habits and we set dollar amounts for those goals as well. My goals
included spending time doing my daily devotional ($5/day), logging all my food
for the entire week ($25/wk) and working out all 7 days each week ($100/wk). <o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">So by redirecting some of our short-term
desires/expenses (going out to eat, glass of wine with dinner), we were able to
fund the achievement of both short-term and long-term goals.<o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">I'm happy to say we are at the mid-year
point and have already saved over $4000, paid for our airfare to NYC as
well as our small apartment overlooking Central Park and some of our
entertainment while we are there. Not to mention the mental and physical
benefits of achieving the short-term goals.<o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">The success of this on a personal level
has translated to an increased awareness of where I spend my time at work,
managing the daily HR operational items with the longer term strategic
initiatives of the Foundation. There is only a finite amount of time, and
I am more diligent about leveraging my resources to be successful for both short-term
and long-term objectives for the Foundation and our clients.<o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;"><br /></span></div>
<br />
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">And for next year, we're are definitely
continuing this new process of goal achievement, setting our sights even
higher: Queenstown, New Zealand, the "Adventure Capitol of the
World"!<o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;"><br /></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">I hope you have the opportunity to serve and make a difference today!</span></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;"><br /></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">Kellee Webb, SPHR</span></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">PurposefulHR@gmail.com</span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
Anonymoushttp://www.blogger.com/profile/01433890968733715768noreply@blogger.com0tag:blogger.com,1999:blog-8035338267227787051.post-61956098890159789992014-07-01T10:56:00.002-07:002014-07-01T10:56:32.488-07:00The MoneyBall Leadership Retreat<br />
I recently had the opportunity to do a podcast with one of my favorite HR pros and blogger, Kris Dunn, HR Capitalist. Kris used a clip from the movie Moneyball in one of his blogs posts, and the idea was born to use the movie as part of our annual manager conference training and team building activities.<br />
<br />
After two days of the conference, the team building portion included a trip to the Skeeters minor league baseball park, batting practice on the field, then dinner and watching Moneyball in the club house. Click through to the HR Capitalist to hear the podcast and the details. I've also included a picture of us at the field, right after batting practice. It was a really fun event and great tie in with our training sessions! Have no idea yet how we will top this for next year....<br />
<br />
<a href="https://www.blogger.com/goog_493889648"><br /></a>
<a href="http://www.hrcapitalist.com/2014/06/steal-this-idea-the-moneyball-leadership-retreat-podcast.html">http://www.hrcapitalist.com/2014/06/steal-this-idea-the-moneyball-leadership-retreat-podcast.html</a><br />
<br />
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgRjMRu4mYd_d2938gRW2bseiRC6E8pUngYTfZqNpeEDS6Kk6gzeyPzQriYIESVYcem8x5QcNjRaMC2aBg2VdxzTsyVPvA28D8jdZw9jhbAD71_g75tpllAQcs3PW3OKoBN-IVORWL1ba4a/s1600/TeamPhoto+-+2014.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgRjMRu4mYd_d2938gRW2bseiRC6E8pUngYTfZqNpeEDS6Kk6gzeyPzQriYIESVYcem8x5QcNjRaMC2aBg2VdxzTsyVPvA28D8jdZw9jhbAD71_g75tpllAQcs3PW3OKoBN-IVORWL1ba4a/s1600/TeamPhoto+-+2014.jpg" height="213" width="320" /></a></div>
<br />
<br />
I hope you have the opportunity to serve and make a difference today!<br />
<br />
Kellee Webb, SPHR<br />
PurposefulHR@gmail.com<br />
<br />
<br />Anonymoushttp://www.blogger.com/profile/01433890968733715768noreply@blogger.com0tag:blogger.com,1999:blog-8035338267227787051.post-86802059055353293442014-06-26T11:30:00.002-07:002014-06-26T11:30:47.402-07:00Non-Profits – Hiring passionate candidates is most critical to your mission, right? Not so fast…<div class="MsoNormal">
We all know hiring candidates who are passionate about your
mission is important. But from what I’ve
observed, non-profit managers get so focused on that aspect of hiring, other critical
items fall to the wayside. This can
include skills required for the position, lack of any experience and/or lack goal
orientation. <br />
<br />
I’ve seen the gung-ho volunteer
hired into a position with no previous experience, and now they hate their job
and have turned into a disgruntled employee.
Too often, I’ve watched non-profits just “settle” for a candidate
because they believe in the cause and think that will cure all.<o:p></o:p><br />
<br /></div>
<div class="MsoNormal">
From my perspective, there is a continuum with idealism at
one end and accountability at the other.
<o:p></o:p></div>
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<div class="MsoNormal">
<span style="color: red;"><b><----------------------------------------------------------------------------------------------></b></span></div>
<span style="color: red;"><b>Idealism Accountability</b></span><br />
<br />
<div class="MsoNormal">
<o:p></o:p></div>
<div class="MsoNormal">
Obviously, hiring people who are passionate about our
mission is important for many reasons.
But to truly be successful in meeting our mission, being passionate and idealistic
is not enough. We must have high
expectations for performance and goal achievement. Hiring people who are intrinsically motivated
and highly accountable is critical to success in our VUCA world. <o:p></o:p></div>
<div class="MsoNormal">
<br />
For Cenikor, the changes in healthcare are realigning our
industry and our vision for the future.
For almost all non-profits, philanthropic giving has been on the decline
for several years due to the US economy.
There are many items that influence how non-profits are always striving
to do more with less.<br />
<o:p></o:p></div>
<div class="MsoNormal">
<br />
So for Cenikor and our highly goal-driven culture, when we
interview for any position, the questions to determine idealism or mission of
service are certainly high on the list.
But we are truly just right of center on the continuum. We spend more time during interviews digging
into accountability and how the candidate took ownership in their previous
positions. Were they upwardly mobile in
previous positions, striving to achieve?
What were the goals for their previous positions and how did they hit or
miss? Do they take ownership for both
hits and misses?<o:p></o:p><br />
<a href="https://www.blogger.com/blogger.g?blogID=8035338267227787051" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"></a><br />
Ask the right questions during the interview to make sure the
candidate is bought into the mission; this is a foundation. But if you want someone who is going to get
into their position and make it happen, look for ownership, accountability and
goal achievement. In addition to the
skills and experience for the position, those are key traits you will need to
achieve your mission!</div>
<div class="MsoNormal">
<o:p></o:p></div>
<br />
<div class="MsoNormal">
<br />
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhQBp_ozV5Fn0RLCTq54e4cH8_ev5OK-wsxXrbbwKqhaikdiij5Lw0erLpMMPH8iJBTJkWPXVXsqky1JaywBxiBTi0KumCGvXAe42jwZqxuQUwK8U1a7epeYgK28K3O5kOAdw7vR4gFRsoK/s1600/accountability.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhQBp_ozV5Fn0RLCTq54e4cH8_ev5OK-wsxXrbbwKqhaikdiij5Lw0erLpMMPH8iJBTJkWPXVXsqky1JaywBxiBTi0KumCGvXAe42jwZqxuQUwK8U1a7epeYgK28K3O5kOAdw7vR4gFRsoK/s1600/accountability.jpg" height="256" width="320" /></a></div>
<div style="background-color: white; color: #666666; font-family: 'Trebuchet MS', Trebuchet, sans-serif; font-size: 13px; line-height: 18.200000762939453px; margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="background-color: white; color: #666666; font-family: 'Trebuchet MS', Trebuchet, sans-serif; font-size: 13px; line-height: 18.200000762939453px; margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="background-color: white; color: #666666; font-family: 'Trebuchet MS', Trebuchet, sans-serif; font-size: 13px; line-height: 18.200000762939453px; margin: 0in 0in 0.0001pt;">
<span style="color: black; font-family: 'Times New Roman'; font-size: small; line-height: normal;">Feel free to drop me a line if you want more info about our interview process or questions.</span></div>
<div style="background-color: white; color: #666666; font-family: 'Trebuchet MS', Trebuchet, sans-serif; font-size: 13px; line-height: 18.200000762939453px; margin: 0in 0in 0.0001pt;">
<span style="color: black; font-family: 'Times New Roman'; font-size: small; line-height: normal;"><br /></span></div>
<div style="background-color: white; color: #666666; font-family: 'Trebuchet MS', Trebuchet, sans-serif; font-size: 13px; line-height: 18.200000762939453px; margin: 0in 0in 0.0001pt;">
<span style="color: black; font-family: 'Times New Roman'; font-size: small; line-height: normal;">I hope you have an opportunity to serve and make a difference today!</span></div>
<div style="background-color: white; color: #666666; font-family: 'Trebuchet MS', Trebuchet, sans-serif; font-size: 13px; line-height: 18.200000762939453px; margin: 0in 0in 0.0001pt;">
<span style="color: black; font-family: 'Times New Roman'; font-size: small; line-height: normal;"><br /></span></div>
<div style="background-color: white; color: #666666; font-family: 'Trebuchet MS', Trebuchet, sans-serif; font-size: 13px; line-height: 18.200000762939453px; margin: 0in 0in 0.0001pt;">
<span style="color: black; font-family: 'Times New Roman'; font-size: small; line-height: normal;">Kellee Webb, SPHR</span></div>
<div style="background-color: white; color: #666666; font-family: 'Trebuchet MS', Trebuchet, sans-serif; font-size: 13px; line-height: 18.200000762939453px; margin: 0in 0in 0.0001pt;">
<span style="color: black; font-family: 'Times New Roman'; font-size: small; line-height: normal;">PurposefulHR@gmail.com</span></div>
<div style="background-color: white; color: #666666; font-family: 'Trebuchet MS', Trebuchet, sans-serif; font-size: 13px; line-height: 18.200000762939453px; margin: 0in 0in 0.0001pt;">
<br /></div>
</div>
Anonymoushttp://www.blogger.com/profile/01433890968733715768noreply@blogger.com0tag:blogger.com,1999:blog-8035338267227787051.post-89722781244347606612014-06-09T06:00:00.002-07:002014-06-09T06:00:51.597-07:00HR Focus – Employee Development vs. Personal Fulfillment<div class="MsoNormal" style="background: white; line-height: 12.75pt; margin-bottom: 7.5pt; margin-left: .25in; mso-margin-top-alt: auto;">
<span style="color: #333333; font-family: Arial, sans-serif; font-size: 10pt; line-height: 12.75pt;">As a non-profit organization, we understand many people desire
to work where they can serve, and that's why they apply with us.</span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 10pt; line-height: 12.75pt;"> </span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 10pt; line-height: 12.75pt;">They want work
to be fulfilling and rewarding, not just in their job duties, but by helping
others.</span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 10pt; line-height: 12.75pt;"> </span></div>
<div class="MsoNormal" style="background: white; line-height: 12.75pt; margin-bottom: 7.5pt; margin-left: .25in; mso-margin-top-alt: auto;">
<span style="color: #333333; font-family: "Arial","sans-serif"; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">In order to develop our team members who typically have a high drive to serve, we do have several of
the standard leadership and career development programs in place, but strongly feel we should be doing more
than just development for work/career.<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white; line-height: 12.75pt; margin-bottom: 7.5pt; margin-left: .25in; mso-margin-top-alt: auto;">
<span style="color: #333333; font-family: "Arial","sans-serif"; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">We know many companies that give employees opportunity to volunteer
and give back to help their communities and thereby increase personal fulfillment,
but when jobs within your organization are already about giving back, how do
you assist with further personal fulfillment?<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white; line-height: 12.75pt; margin-bottom: 7.5pt; margin-left: .25in; mso-margin-top-alt: auto;">
<span style="color: #333333; font-family: "Arial","sans-serif"; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">Last year, we started sending out
information to team members about opportunities </span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 13px;">about once a quarter </span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 10pt; line-height: 12.75pt;">on how they can contribute through various
methods, including donations of money, time or effort:</span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 10pt; line-height: 12.75pt;"> </span></div>
<div class="MsoListParagraphCxSpFirst" style="background: white; line-height: 12.75pt; margin-bottom: 7.5pt; margin-left: .75in; mso-add-space: auto; mso-list: l0 level1 lfo1; mso-margin-top-alt: auto; text-indent: -.25in;">
<!--[if !supportLists]--><span style="color: #333333; font-family: Symbol; font-size: 10.0pt; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">
</span></span><!--[endif]--><span style="color: #333333; font-family: "Arial","sans-serif"; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">Charity Miles is a
phone app where you log any time you walk, run or bike, and you can choose a charity to
which the program donates based on the miles you walk/run/bike. A personal fav because
it also supports our wellness initiative.
<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="background: white; line-height: 12.75pt; margin-bottom: 7.5pt; margin-left: .75in; mso-add-space: auto; mso-list: l0 level1 lfo1; mso-margin-top-alt: auto; text-indent: -.25in;">
<!--[if !supportLists]--><span style="color: #333333; font-family: Symbol; font-size: 10.0pt; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">
</span></span><span style="color: #333333; font-family: "Arial","sans-serif"; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">Giving Tuesday, which follows Black Friday and Cyber Monday during
the holiday shopping season, focuses on the importance thinking of those in need during the holidays and donating on that day. <o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="background: white; line-height: 12.75pt; margin-bottom: 7.5pt; margin-left: .75in; mso-add-space: auto; mso-list: l0 level1 lfo1; mso-margin-top-alt: auto; text-indent: -.25in;">
<!--[if !supportLists]--><span style="color: #333333; font-family: Symbol; font-size: 10.0pt; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">
</span></span><!--[endif]--><span style="color: #333333; font-family: "Arial","sans-serif"; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">We also do a toy drive
during the holidays, and the toys are collected for the children of our clients
who are in treatment, and unable to purchase something themselves. It is amazing to see both the child’s face as
well as the parent’s faces light up during the family visits! <o:p></o:p></span></div>
<div class="MsoListParagraphCxSpLast" style="background: white; line-height: 12.75pt; margin-bottom: 7.5pt; margin-left: .75in; mso-add-space: auto; mso-list: l0 level1 lfo1; mso-margin-top-alt: auto; text-indent: -.25in;">
<!--[if !supportLists]--><span style="color: #333333; font-family: Symbol; font-size: 10.0pt; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">
</span></span><!--[endif]--><span style="color: #333333; font-family: "Arial","sans-serif"; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">iCitizen is a phone app
that was shared with all employees who wanted be more aware of our political
system, to know who their representatives are, to understand upcoming
legislation, or who has voted on past legislation, and just to get more
involved. We had great response to this
app. <o:p></o:p></span></div>
<div class="MsoNormal" style="background: white; line-height: 12.75pt; margin-bottom: 7.5pt; margin-left: .25in; mso-margin-top-alt: auto;">
<span style="color: #333333; font-family: "Arial","sans-serif"; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">Also last year, we also adopted a title one elementary school in
Houston. Our corporate office organized clothing
drives, school supply drives, participated in clean up days and volunteered as “surrogate” moms
and dads on the days they have Muffins with Moms and Donuts with Dads, so the
kids do not have to sit alone on those days. We also had spouses of team members show up for these events. The gratitude from the kids and the school is so very genuine and
rewarding, and we’ve already had more people sign up for next year.<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white; line-height: 12.75pt; margin-bottom: 7.5pt; margin-left: .25in; mso-margin-top-alt: auto;">
<span style="color: #333333; font-family: "Arial","sans-serif"; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">And the efforts don’t stop with our staff, our clients work and donate
as well. During the holidays, our
clients adopt families who are in need.
They will hold car washes and have other fundraising activities to give
back to the communities where they are receiving services. All while they are in treatment working on their own personal issues; they are truly an inspiration.<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white; line-height: 12.75pt; margin-bottom: 7.5pt; margin-left: .25in; mso-margin-top-alt: auto;">
<span style="color: #333333; font-family: "Arial","sans-serif"; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">Giving back, no matter how you do it, gives your team members a
sense of fulfillment and accomplishment, and they know they have contributed to
something greater than themselves.<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white; line-height: 12.75pt; margin-bottom: 7.5pt; margin-left: .25in; mso-margin-top-alt: auto;">
<span style="color: #333333; font-family: "Arial","sans-serif"; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">I’ll close with one of my favorite quotes: </span></div>
<div class="MsoNormal" style="background: white; line-height: 12.75pt; margin-bottom: 7.5pt; margin-left: .25in; mso-margin-top-alt: auto;">
<span style="color: #333333; font-family: "Arial","sans-serif"; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">"I slept & dreamt life was joy. I
awoke & saw life was service. I acted & behold, service was joy.”
Rabindranath Tagore</span> <o:p></o:p></div>
<div class="MsoNormal" style="background: white; line-height: 12.75pt; margin-bottom: 7.5pt; margin-left: .25in; mso-margin-top-alt: auto;">
<br /></div>
<div class="MsoNormal" style="background: white; line-height: 13.65pt; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="color: #333333; font-family: "Arial","sans-serif"; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">I hope you can give your team members an opportunity to serve and make a difference today!<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white; line-height: 13.65pt; margin-bottom: .0001pt; margin-bottom: 0in;">
<br /></div>
<div class="MsoNormal" style="background: white; line-height: 13.65pt; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="color: #333333; font-family: "Arial","sans-serif"; font-size: 10.0pt; mso-fareast-font-family: "Times New Roman";">Kellee Webb, SPHR<o:p></o:p></span></div>
<span style="color: #333333; font-family: "Arial","sans-serif"; font-size: 10.0pt; line-height: 115%; mso-ansi-language: EN-US; mso-bidi-language: AR-SA; mso-fareast-font-family: "Times New Roman"; mso-fareast-language: EN-US;">PurposefulHR@gmail.com</span>Anonymoushttp://www.blogger.com/profile/01433890968733715768noreply@blogger.com0tag:blogger.com,1999:blog-8035338267227787051.post-15698209408728890022014-05-28T18:06:00.002-07:002014-05-28T18:06:52.391-07:00Why great in your niche might not be good enough! A few lessons from #TLNT Conference<div style="margin-bottom: .0001pt; margin: 0in;">
<span style="font-size: 13.5pt;">So I am at the High Performance Workforce Summit in Atlanta this
week, being hosted by TLNT. Great content, meeting amazing HR pros
(@broc.edwards, @kenHRInnovator, @Frannyo, just to name a few on twitter,
but many more)!! Presentations were awesome, and round table
discussions were invaluable. Great info in every session.<o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">It was TLNT's first year with this
conference, so it is a smaller crowd than typical conferences I've attended. But I have to say I am getting SO much out of
this intimate setting, speakers are upper echelon of HR pros with great insight,
and just better, deeper networking opportunities. <o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<u><span style="font-size: 13.5pt;">But I have also come to an eye-opening
realization today!</span></u><span style="font-size: 13.5pt;">
While Cenikor Foundation is “cutting-edge” for the non-profit world, and
several of our programs are well beyond most non-profits (even some orgs much bigger
than us), it is NOT ENOUGH!!<o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">I have an elevated vision of HR since our
sessions today. A few quotes impacting me:<o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">1) The CHRO/VP of HR is in the best
position to drive strategy. Talent is the driver of performance, and
performance is the only way to drive growth and profitability (or more services
for non-profits). @kenHRinnovator had great information, they are doing
great things at his org!<o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">2) Defining engagement - there are two
parts, psychological and behavioral. Traditional engagement definitions
focus on the behavioral part - not only is the work done, but they go above and
beyond. That's great, but why? Psychological engagement is when you
have won their hearts, when they have pride in working for your organization,
and give selflessly to meet the mission. Much harder to measure, because
it's what they feel, not what they produce. <o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">3) We live in a VUCA world (Volatile,
Uncertain, Complex and Ambiguous). How do we engage in a VUCA world to
engage and retain high performers? We've got our culture principles and our
culture survey we do every six months. But that's what we want to measure
and improve. I'm going to do deeper work to determine what our employees
value, what keeps them engaged, thanks to Tina Vos, Director of HR at Air
Wisconsin.<o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">4) Panel discussion at end of day was so
intriguing with some subject matter on automation/robotics in the overall topic
of TOTAL TALENT workforce. But one statement from Ron Mester, CEO of ERE
Media, parent company of TLNT really stood out. It gave me
"permission" for my current perspective as an HR pro. Ron’s
quote: "HR is becoming a department of getting work done effectively, not
a department just to take care of employees." I will always be fair
with employees, but you must ALWAYS be executing on our mission. <o:p></o:p></span></div>
<div style="margin-bottom: .0001pt; margin: 0in;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">So, it boils down to I am not going to be
satisfied with being a great in our niche, a great non-profit. There were
so many bigger, for-profit organizations with many more resources I was able to
tap into today. I will be prioritizing the information and tools I have learned
in this first day of conference to step up my HR game! <o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<br />
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">Being a great non-profit is not good
enough - I want to position us to successfully compare to any company with top-notch HR initiatives.<o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;"><br /></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">I hope you have an opportunity to serve and make a difference today!</span></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;"><br /></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">Kellee Webb, SPHR</span></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">PurposefulHR@gmail.com</span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
Anonymoushttp://www.blogger.com/profile/01433890968733715768noreply@blogger.com2tag:blogger.com,1999:blog-8035338267227787051.post-85648124192160042812014-05-19T05:46:00.002-07:002014-05-19T05:46:37.514-07:00Maintaining Your Company Culture - Money Talks and BS Walks!<div style="margin-bottom: .0001pt; margin: 0in;">
<span style="font-size: 13.5pt;">There is plenty of information out there on how to determine or
define your culture; obviously that is the first step. The hard part is
implementing and maintaining it, and it not just being a blurb on your website
or maybe on a nice shiny plaque in your reception area.<o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">At Cenikor, the core principles of our
culture are so important to us that we created an anonymous survey by which we
score every manager and above (including our CEO) with the following questions:<o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">Does this person consistently add value to
meet our mission of service for Cenikor clients?<o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 7pt;"> </span><span style="font-size: 13.5pt;">Does this person demonstrate a consistent positive, respectful
attitude with staff and clients?<o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">Does this person work effectively as an
active participant of your team?<o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<u1:p></u1:p><span style="font-size: 13.5pt;">Does this person consistently role model
appropriate, professional behaviors? <o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">Does this person consistently act with
integrity (i.e., honest communication, keeping commitments, openly addressing
issues)?<o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">The scoring is:<o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">5 points - Consistently demonstrates
(~85-100% of time - no one is perfect)<o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">3 points - Somewhat consistent
(~65-84% of time)<o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">1 point - Not consistently<o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">MOST IMPORTANT POINT: Comments are
REQUIRED for each question and this is part of the instructions. Positive
feedback on what you would like the person to keep doing and the impact, or
constructive feedback on areas for improvement and how it impacts you as a team
member. The feedback is the "meat" of this survey; it is from
this information we learn the most.<o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;"><br /></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">It's conducted every 6 months, and completed by 8-12 participants for each person, a combination of direct
reports, peers and supervisor. It is anonymous in the fact that each
person being surveyed does not see individual surveys. HR combines scores and all comments into one report to maintain anonymity, unless someone self-identifies with a comment. </span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">Here's where the money talks: the
scores are tied back to annual variable pay. The combined scores from the
2 surveys each year make up 20% of the annual variable pay potential.
There is a stair-step down from 100% of bonus to 0%, depending on your
combined scores. Scoring is setup to
pay out fairly generously. Again, the most critical component of this is to
get honest feedback for our managers on how they are consistently upholding our
culture, not to "ding" them on their bonus.<o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">Most of our employees who did not have a
positive survey the first time around were open to coaching and training, and
their scores have improved, many drastically. Interestingly enough, a few
of those that did not show improvement after multiple surveys and had a lack of
response to follow up coaching have self-selected out of employment with
Cenikor (BS walks).<o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">For those non-profits who do not have
funds for annual variable pay or perhaps your funding streams do not allow
staff bonuses, you can still implement a similar program just not tied
specifically to money. If you have multiple locations, perhaps the
location with the highest scores after each round of surveys gets to celebrate
with management bringing in lunch. You can get creative on how you
reward, but remember this should never be punitive or you may have team mates
manipulating scores/comments to help keep each other out of trouble.<o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">It will not be without some bumps in the
road, we've had to do training with some of our newer managers on how to give
constructive feedback, instead of criticizing or labeling.<o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">As a non-profit, we need to be focused on
our mission and hitting our goals, and just as focused on the culture we want to
uphold, and how we interact and serve each other as team mates. We spend
way too much time at work for it not to be enjoyable to work together.<o:p></o:p></span></div>
<div style="margin: 0in 0in 0.0001pt;">
<br /></div>
<br />
<div style="margin: 0in 0in 0.0001pt;">
<span style="font-size: 13.5pt;">I hope you have an opportunity to serve
and make a difference today!<o:p></o:p></span></div>
<br />
Kellee Webb, SPHR<br />
PurosefulHR@gmail.com<br />
<br style="background-color: white; color: #666666; font-family: 'Trebuchet MS', Trebuchet, sans-serif; font-size: 13px; line-height: 18.200000762939453px;" />
<br />
<br />
<br />
<br />
<br />Anonymoushttp://www.blogger.com/profile/01433890968733715768noreply@blogger.com0tag:blogger.com,1999:blog-8035338267227787051.post-21184251627229625042014-05-18T08:10:00.001-07:002014-05-18T09:14:42.592-07:00Purposeful HR - So why another HR blog?So here we go with my first blog post, and I had to ask myself why? There are many knowledgeable HR pros putting out usable information every day. Some of my favorites include HRCapitalist.com, HRBartender.com, HRNasty.com, UpstartHR.com, as well as those sites with multiple contributors like FistfulofTalent.com and TLNT.com. But I've yet to come across the HR blog for non-profits, and there are some unique challenges faced by non-profits.<br />
<br />
Me personally, I've worked for both for-profits and non-profits, but my passion is to work for a non-profit; it's where I am most fulfilled. However, I have found there is a continuum with idealism on one end and accountability on the other. Too many non-profits are so far to the idealistic side, and all too often accountability and the ability to set goals and make good business decisions just goes by the wayside, or funding doesn't allow for necessary improvements, and the non-profit does not achieve their mission. While I am passionate about working for a non-profit, I am DEFINITELY on the accountability side of the continuum and was struggling to find an organization who had the right mix.<br />
<br />
In July 2009, problem solved! An opportunity became available, and I finally found the perfect "home". I was hired by Cenikor Foundation, a non-profit with a mission of serving those in need of behavioral health and/or substance abuse treatment. I am part of an executive team and report to a CEO who believes as strongly as I do about running a non-profit as professionally as a for-profit, with a laser focus on our goals for our mission, finances and culture. Over the past several years, we have put tools and processes in place that have been hugely successful, and we've been invited to speak at national conferences for our industry about our culture, our leadership development program and our outcomes. The participants were eager for the information and we were happy to share. The industry interest in our success, along with some prompting from Kris Dunn, HR Capitalist, got me to thinking I may have something to contribute to the blogosphere.<br />
<br />
And then most recently our executive team worked with Lane Sloan, author of <i>Develop a Leadership Plan, Become a Great Leader. </i>I know you might be thinking, OK, another leadership book, so what? For me, the session with Lane helped specifically define my personal purpose not only to be a servant leader, but to inspire an army of servant leaders who want to make a difference in the lives of others, both in Cenikor and in other non-profits. Therefore, the creation of PurposefulHR.<br />
<br />
So now you know a bit about me and the purpose of this blog. I look forward to sharing information on both the successes and the misses as I strive to be a servant leader and nurture this culture at Cenikor Foundation and beyond. Whether you are the HR pro, a manager, or executive for your organization, hopefully you will find this perspective useful for how you lead and serve to achieve your mission.<br />
<br />
I hope you have an opportunity to serve and make a difference today!<br />
<br />
Kellee Webb, SPHR<br />
PurposefulHR@gmail.com<br />
<br />Anonymoushttp://www.blogger.com/profile/01433890968733715768noreply@blogger.com0