Posted by Ellen on January 5th, 2012
Evolving – that’s my yearly resolution. While I love to reflect on the previous year to review what occurred and how my life progressed, I don’t love spending a lot of time with “resolutions.” Now this pains me a bit, because I am a goal-driven person in all aspects of my life. Defining goals, taking on challenges and then celebrating the successes is how I live. And I will debate with those who disagree, that this is the best way to move forward as a member of our American culture. Although, I do believe that other cultures find ways to evolve with less tactical means (and probably more peace).
Source: inmagine.com
But for me, it’s not about resolutions anymore…no more habit changing; no more wishful thinking; no more psychological bantering just because it’s January 1. I set goals all year long and work on accomplishing them.
What would happen if organizations only set resolutions at the beginning of the year? Would they die out as quickly as most individuals’ resolutions do? Probably, because they would be as well thought out as most individuals’ resolutions are…the same ones modified from year to year. Read more »
Posted by Ellen on November 3rd, 2011
Our world is filled with millions of different brands representing the products and services available to us within mere seconds. In addition, thousands more brands represent the causes of non-profits who are spreading ideas to create a better world.
Recently the UN determined that our world population has reached 7 billion – another set of brands. Personal branding – in the reputations of individuals carried out by their physical appearance/movement; their words/communication style and their actions/behaviors. And part of this concept is how we set ourselves up to carry our brand out through expectations we and others have for us.
Expectations …..the results that we anticipate. Low/high, realistic/idealistic; short/long term. My sons and students will tell you that I’m often heard talking about “average being overcrowded – so strive for more.” Read more »
Posted by Ellen on October 10th, 2011
Many students/educators are blessed by the opportunities they have to engage with our agencies and our people. We open our doors often to the curious minds that seek to know more about our industries. And while we give, we also receive…in the enthusiasm, the freshness, the vulnerability of these curiosity seekers. And now we also receive in another way.
We’ve started charging “admission” for an opportunity to view our agencies from the inside. Not in cash, but in something greater for a greater good. We ask students visiting us to make contributions to our partner non-profits, generally in the form of a wish list. This semester we’re focusing on Family Promise and filling their bins with personal care items and gift cards for the families who partake of their services. Read more »
Posted by Ellen on September 14th, 2011
I’ll admit it. I’ve played the role of the “typical” HR person for a number of years. Writing policies for the possible infractions, following the rules because you might be setting a precedent and hiring people for the organization’s gap in skills was my mantra.
But, I try hard not to be just average – it is overcrowded. These are all activities and results of an “average” HR person. I’ve grown and my organizations desire more from me and from my role.
Source: inmagine.com
Today, we still hire to fill the “gap.” We’re constantly assessing our organizational needs for talents and reviewing what exists within our current team. And of course, developing the skills/capabilities of our current staff is an ongoing process. But…. Read more »
Posted by Ellen on August 8th, 2011
We’re all students. And we’re all teachers. Some of us just have a more formalized role in either capacity. Great teachers are continuous students and great students continuously learn, often by teaching.
As a society, we task teachers, especially at the elementary and secondary levels, to develop critical abilities and skills within youthful minds. And they need to balance out developing skills that the students can practically use from one grade to another, while keeping their eye on the larger goal…employment. This is difficult because the skills we need for contributing team members (CTM’s) is always changing. And teachers are asked to do more with a smaller set of resources.
But, teachers don’t educate within a vacuum. They need to reach out to community members who are willing to share their stories, their challenges, and their needs. Realistically though, most teachers are limited in their engagement with community members who are family, friends and neighbors. So, how do they expand their opportunities to include a larger circle for more enriching stories to share with their students? Read more »
Posted by Ellen on June 16th, 2011
We’re off and running, biking, swimming, golfing, etc. Wellness is now on the radar of our Contributing Team Member’s minds. And a focused part of this is our Fitness Challenge. Everyone set personal goals as well as an overall goal for their teams of three. Some goals focus on weight loss, some on number of minutes exercised/week and others on specific physical performance improvements.
And we’re competitive…a number of the teams are averaging 5 + hours/week of exercise for each team member! The editorial comments are entertaining about the type of exercise that is increasing heart rates, things like….walk through “hell-like” temperatures, rollerblading while dodging chipmunks and slapping mosquitoes while biking.
For the most part, we’re moving more and having fun. And the fun isn’t just during the exercise it is also about the accountability of what counts as exercise. Our barometer is exercise that gets your heartbeat up for 30 consecutive minutes or more.
The beauty to this type of challenge is the team-like spirit, and the versatility of different exercise types/times that meets the needs of individuals. Here’s another great resource for exercise options at different outdoor locations around West Michigan EcoTrek Fitness.
Here are a couple of ideas to begin a fitness challenge:
•Have your team members create their teams (3 – 4 on each is a good number) and other components of the competition – they’re more likely to take part
•Develop goals – with individual needs in the forefront, but with the spirit of teamwork
•Provide resources/tips/ideas along the way for the competitors and even your non-competitors
Soon, we’ll have some on-site exercise classes, our kickball league begins and we’ll be teaming up for the Grand Rapids Mud Run in August.
Posted by Ellen on May 11th, 2011
I have the opportunity to work with a really amazing team within Mindscape at Hanon McKendry. Our team focuses on helping our clients use the power of the web to further their businesses. A part of this is online branding, making sure the content present in the digital realms drives customers to the right places. In the world of HR and Contributing Team Members (CTM’s), we can take this same basic concept and apply it differently.
I’m talking about employment branding . There are two perspectives to employment branding: how current CTM’s view/value what their employer provides them and how prospective CTM’s view/value the possibilities of working for an employer. Both of them play a significant role in the ability of employers to first attract and recruit great team members and secondly to create an environment that retains and keeps the team members motivated to be great.
Employers are contributing to this concept all of the time, sometimes consciously and sometimes not. Some employers want to continue the reputation they have for being difficult to work for or having a high turnover rate. More realistically, they probably don’t want to put in the work it takes to do things differently. Other employers really make it a goal (and it needs to be) to do things well and focus on the importance of who they work with. This is our Mindscape team. I’d like to give you a brief glimpse into what we do to create an employment brand that symbolizes….innovation, continuous growth and adaptability. Read more »
Posted by Ellen on March 14th, 2011
Sometimes in HR, it feels like we are stretching within a rubber band (that would be really large) or a sling shot and then bouncing wherever we may land. Either one gives you the same visual.
Human resources pros are really good at asking questions. Whenever someone comes to HR with a question, a scenario, a challenge or an opportunity, we ask questions. And while most of us are well-intentioned, the questions usually lead to “no” or “only if we allow everyone to…” or something similar.
Why is this?
Source: inmagine.com
Because the wrong questions are asked. Which really is a symptom of the problem. And what I mean by this, is that the wrong questions get asked because the overall thought process behind the questions is skewed. It’s skewed to be focused on the legal ramifications. This is important, but should not be the only consideration. HR people need to protect companies but in a way that allows us to manage our Contributing Team Members (CTM’s) effectively. Read more »
Posted by Ellen on February 10th, 2011
The content of conversations around the beginning of January often includes the promises we make to ourselves and to others to be better, otherwise known as resolutions. So, we’re closing in on the midst of February and I’m still seeing a smattering of Lean Cuisine frozen meals at lunchtime and more talk of “working out” at the gym. This is fabulous! But, how do we continue this forward in the midst of the frozen tundra of Michigan.
It’s about changing a mindset. It’s more than just calories in and calories out. It’s about how do I still get to indulge myself once in a while without the pain of guilt, or how can I take a day off from the gym when I really am too exhausted, or how can I be happy with my body and not strive for unreasonable expectations. Read more »
Posted by Ellen on January 6th, 2011
Earlier in the summer I was approached by our co-founder, Pete Brand, about participating as a business in a new initiative in Grand Rapids, Mayor’s 50. The original opportunity was to connect 50 area high school/college students with employment at 50 West Michigan businesses. On the surface it made sense, but I had to admit I was a bit skeptical. In a number of my HR roles, I’ve offered or been offered opportunities to work with interns. Some of them have worked out very well, while some of them have required a lot of effort with little return.
This Leadership and Employment, Achievement and Direction (LEAD) program, however, seemed to have more depth to it. Students had to apply and be accepted into the program and then take leadership training classes before connecting with a Mayor’s 50 business. In addition, we had the opportunity to interview a number of candidates and select the student we wanted to hire. We had four impressive students to interview, but one really stood out…Devin Rittenhouse. Read more »
