Advancing to Faculty Status - U of Phoenix

Who says that you can't teach an old dog new tricks? 10 years ago, I had serious questions about employees who wanted to be reimbursed by the company's educational assistance program for online college courses. I mean, if you're not "in class" with everyone else and a professor, where is the value of that? I actually denied some employee requests for assistance in online courses!

For the past four weeks, I have been in an online faculty preparation course for the University of Phoenix, preparing to teach masters level courses in Safety Management, and eventually courses in Human Resources. What I thought would be an easy time actually turned out to be a rigorous schedule of about 20-25 solid hours per week, learning the U of Phoenix learning process for online courses. The good news is that today I received notice that I successfully completed the four week course, and now move on to the next step, mentorship.

Mentorship will be where I facilitate an online course, while guided on the side by an experienced faculty member.

The online environment allows one to attend class from anywhere in the world, and I am looking forward to the diversity of thought and opinion in these courses, with folks who have advanced already to a level in their working career. Although student privacy will not allow specifics, I will look forward to sharing some of the great stories in this new venture...teaching online.

Honesty - Needed? Truth Not Always Easy!

I had an interesting experience this past weekend. I am the part-time volunteer Rowing coach for the University of Scranton women's Crew. We had our last races of the Fall this past weekend in New Jersey and Philadelphia. The weather was awful on Saturday for the Frostbite Regatta, and wonderful on Sunday for the races on the Schuylkill River. But that is not the content of this story....

On Saturday night, after we finished our races on the Cooper River, the team loaded up the boats back on the trailer, and I pulled the trailer back over the Delaware River to Philadelphia for the races the next morning. While attempting to back our trailer into place in the parking lot on the Schuylkill River (there were already trailers with boats on them in the parking lot,) I unfortunately hit the bow of a boat belonging to Stony Brook U. There was no one around to talk to, so I decided to see someone the next morning.

The next morning, I went first to talk with the police stationed there. When I told them what happened, their response was, "well, were your boats damaged?" To which I replied, no. Their answer was, "well, you don't have to tell them (the other crew." Not liking this answer one bit, I went to a race official, who told me the same thing! Hmmm....that kind of consistency is not what I was looking for.

Anyway, the Stony Brook Crew did arrive a little later, and I went over to talk to the coach, told him what happened, gave him my card, and told him that I would also make sure that the folks at U of Scranton knew about it on Monday. Good news was, they were not using that boat that day, they called it an old "piece of crap," and we will move forward from there.

Interesting. Are your employees honest? If so, great! If not, might that be hurting your business at all? There are ways to find this out.....

Highly Focused Employees Increase Loyalty from Customers

Highly Focused Employees Increase Loyal Customer Base

Ever try to pound a square peg into a round hole? Are all employees customer-focused?

When we moved from Los Angeles to New Jersey years ago, I was continually told that the pace of business in New York/New Jersey was faster than the West Coast. Now, after having lived on the East Coast since 1984, I can tell you, it is not faster, it is just different. And in many cases, it comes with poor customer service. Hmmm, there is poor customer service on the West Coast too.

It hit me hardest when we went to a grocery store in Budd Lake, NJ, spent over $200 on groceries, had to bag them ourselves and were told that there was no help. Same store had a big red and white sign out front that said “Open 24 Hours.” They typically were closed by 7 pm several nights per week. When we moved to Atlanta, went to a Kroger, the bagger had our 4 items in a bag for us right at the checkout, and asked if we needed help to take the one bag out to our car….we told them we had just moved from New Jersey, and needed time to get used to a customer-focused attitude again!

Sorry New Jerseyans, please don’t get me wrong, there are plenty of examples of poor and great service all over the country. But, if your customer-facing employees are focused on providing assistance the customers will want to return, and keep on returning.

On the other hand, customer-facing employees who have a hard determining which tasks to focus on can be a detriment to your business. This is even worse when those same employees can’t seem to come to work each and every day they are scheduled.

The key to increasing your customer base with focused employees is to make sure that your employees are focused at the right times and on the right things – delighting the customer. There are Six Crucial Behaviors for Customer-Facing Employees. These crucial behavior are Trust, Tact, Empathy, Conformity, Focus and Flexibility. For instance, Empathy is a very different process from sympathy. Empathy is the ability of your employee to understand and put themselves in the customers shoes, even though they may not be able to change what the customer is unhappy about, and still make the customer know that they understand.
About Resources for Performance and Profiles International

We help organizations create high-performing workforces. Through comprehensive employment assessments and innovative talent management solutions, our clients gain a competitive advantage by selecting the right people and managing them to their full potential. For more information about our suite of human resource management solutions, visit our website at www.resourcesforperformance.com

University of Phoenix Faculty

I have begun the process of becoming a faculty member of the University of Phoenix for the online Masters level courses in HR and Safety. Looking forward to the process, and to sharing experience with our next generation of leaders.

Fans and Employees

Interesting...while I grew up as a Cubs Fan in Chicago, I've also had the opportunity to live in Los Angeles, Atlanta, New York, and Baltimore. In each location, I still kept my allegiance to the Cubs.....still do. Dad will turn over in the grave when they win the World Series, and no one will know how to handle it...it's coming...some day.

But is there a connection between Fans and Employees? I think there might be. In Atlanta, when the Braves were losing, my children and I used to be able to go to the games, sit in the outfield, and never have anyone near us...when they started winning....that all changed. You could not find a seat in the stadium. Sorry Braves fans, if I call you "fair weather fans" the label sticks no matter what you can say.

In Baltimore, the fans are a little more steadfast. They continue to support the Orioles in a tough division. In Los Angeles....the story is somewhat different. Win, and you get support, lose....well....

What are your employees doing....today? Are you winning? Great! Keep it up! A re you not where you want to be? Are your employees engaged? Are they still "in the stands?" Or are they on the field with you? Do you have the right...supportive... team? If not, we need to talk!

Recruitment and Selection - What Works?

Job fit. One of the most elusive parts of the attraction and selection process in employment. Beyond that, Performance Management is not a viable process in most organizations. Why is this? Too often, other business needs put this process into low gear. But are you missing the boat here?

What do most companies miss? Taking the process seriously at times! Did you know that many decisions to hire are made in the first 4 minutes of an interview? All based on gut feel. Sometimes, this works, but what do you do when it doesn't?

Interviews are like the tip of an iceberg....what you see is on the surface, but you may be missing quite a bit below that surface. Most candidates present a pretty good face....although I have had some that were honest....and from the start, unacceptable to be chosen as a team member.

How do you get below the surface? And do it cost effectively and quickly? Remember, the best candidates are hired quickly, so time can be of the essence. Consider a range of assessments, that give you needed information on a candidate. That is where we excel, in helping you get the information you need to be able to put some "hurdles" in the selection process, and bring your success rate...hiring the candidate who will succeed in the role...to a higher level.

I've begun the next phase of my career, taking nearly 35 years of management, manufacturing, continuous improvement and organizational development, and will match that with an unparalleled resource for assessing the strength of individuals and teams. Honestly, this is the first time I've struck out on my own, and it is somewhat intimidating, but I have the support of both my family, and the capabilities as a Strategic Business Partner with Profiles International. Over the coming weeks, I will set up shop, as that resource, as I engage with Profiles. I am very much looking forward to this next phase, and the ability to share a little knowledge with companies that don't have strong HR departments.

Summary of Experience

Experience in both manufacturing operations and human resources. Full generalist knowledge, with a focus on Performance Management, Employee Relations, Training and Development, including excellent platform skills in training. Strong ability and focus on completion of projects.

Specialties

Union Avoidance, Mergers and Acquisitions along with integration, training and development, project management skills.