News
Creating a Smooth Transition from Technician to Supervisor
Apr 22nd
When there’s a vacant supervisor position within your organization, it’s natural to look within. Who’s the best guy or gal we’ve got? You want to take your best technician and promote them because its logical to think that you’re best technician will naturally be a great supervisor. Maybe not?
“Often times growing companies take their best technician and promote him or her to a managing position. Just because you’re really great at your job, doesn’t necessarily mean you’ll be a great manager. Managing requires a much different skill set,” explains Rick Riddering, president of NorthStar360.
More than half of organizations (58 percent) do not offer a formal training program for new supervisors, according to a Career Builder survey. Although the technician has a familiarity of their previous job and may feel as though they know it “like the back of their hand,” their new role as manager brings with it unfamiliarity and uncertainty.
New supervisors cite specific challenges like:
- Dealing with issues between co-workers on my team
- Motivating team members
- Performance reviews
- Finding the resources needed to support the team
- Creating career paths for my team
All size organizations can provide a formal training program for new supervisors. A basic training program should include education on key topics like giving and receiving feedback, resolving conflicts, and communicating as a manager. Organizations can also utilize a mentor program and pair new supervisors with veterans, and check in with new supervisors to keep the communication lines open.
“Investing in your new supervisors today will build a strong organization for the future,” says Riddering.
By providing new supervisors with training and development, organizations can save recruitment costs and the time associated with the learning curve a new employee would have. It also increases morale for employees who notice your organization promotes from within. NorthStar360’s “Mastering the Management Essentials” seminar would be an excellent training opportunity for a new (or seasoned) manager looking to be more effective. This seminar is coming up May 16 & 17 in Glenwood, IL and June 5 & 6 in Munster, IN. Check out www.northstar360.com/events for more info.
Quotes about Mom from Leaders
Apr 22nd
There’s no question that behind almost every great leader or thinker there is a great mom. With this in mind, here are a few quotes from famed leaders and thinkers about good ol’ mom!
“I remember my mother’s prayers and they have always followed me. They have clung to me all my life.” Abraham Lincoln
“Mothers are fonder than fathers of their children because they are more certain they are their own.” Aristotle
“Youth fades; love droops; the leaves of friendship fall; A mother’s secret hope outlives them all.” Oliver Wendell Holmes
“All that I am or ever hope to be, I owe to my angel Mother.” Abraham Lincoln
“No one in the world can take the place of your mother. Right or wrong, from her viewpoint you are always right. She may scold you for little things, but never for the big ones. “ Harry Truman
“My mother was the most beautiful woman I ever saw. All I am I owe to my mother. I attribute all my success in life to the moral, intellectual and physical education I received from her.” George Washington
“My mother had a slender, small body, but a large heart – a heart so large that everybody’s joys found welcome in it, and hospitable accommodation.” Mark Twain
“The mother’s heart is the child’s schoolroom.” Henry Ward Beecher
“There is no doubt that it is around the family and the home that all the greatest virtues, the most dominating virtues of human society, are created, strengthened and maintained.” Winston Churchill
“Biology is the least of what makes someone a mother.” Oprah Winfrey
Happy Mother’s Day from everyone at NorthStar360!
Training Planned for Managers and Supervisors-May 16-17, June 13-14
Apr 1st
Dyer-based NorthStar360 will be offering a training program to help frontline managers and supervisors manage more effectively. These training sessions are being offered May 16 & 17 in Glenwood, IL and June 13 & 14 in Munster, IN.
Managers and supervisors of frontline employees have a significant impact on performance, in fact a larger impact than managers at any other level. These managers have a direct impact on things like employee performance, engagement, and retention. We tend to look to the top of organizations for direction and leadership, although frontline managers have the most impact on our employees!
“Often times, frontline managers have worked their way up the ranks because they were great employees. But, just because you’re really great at your job, doesn’t necessarily mean you’ll be a great manager. Managing requires a much different skill set,” explains Rick Riddering, president of NorthStar360.
This 2-day seminar will teach managers just that – the skills essential to their (and your organization’s and your employees’) success; skills that will improve productivity, employee engagement, retention, and profitability.
“Investing in your new managers today is essential to build a strong organization for the future,” says Riddering. “Providing your managers the opportunity to attend this training session will pay back your organization for years to come.”
Participants may choose from the two sessions: May 16 & 17, located at Glenwoodie Country Club in Glenwood, IL or June 13 & 14 at the Hampton Inn in Munster, IN. The program runs from 8:30 a.m. to 4:30 p.m. both days. Registration for the 2-day session is $695 per person and includes all materials, customized action plan, two breakfasts and one lunch. There is a $70 early bird discount for those who register by May 1st.
Complete registration information is available at www.northstar360.com/events, or contact NorthStar360 at (219) 864-1576 or email to info@northstar360.com.
Employee Engagement: Crafting a Working Environment
Mar 17th
Employee engagement affects every corner of your organization, from productivity and efficiency to quality and customer service. When you have engaged employees, it shows! And, unfortunately the opposite is true for disengaged employees. Nearly two-thirds of U.S. employees are not fully engaged in their work and are less productive as a result, according to a recent Towers Watson survey. Let’s put your organization in the engaged side of that equation.
As part three of this series exploring Employee Engagement, we are going to review the steps an organization can take to craft their work environment. Once your organization has assessed your environment and drafted a plan, its time to work on the environment itself.
Crafting a working environment that drives engagement is based on trust specifically that you have faith in your employees’ integrity, competence and show compassion. Trust is exhibited in your verbal communication, body language and ability to listen. It can be tougher than you’d think.
One strategy we can use immediately to create trust in the workplace is the way we handle feedback. It is such a great opportunity for us to learn and improve, yet often times our immediate knee-jerk reaction is defensive. Here are five strategies we can use to better handle feedback, and develop trust in our work environment.
- Recognize feedback is an opportunity to improve
- Listen and try not to interrupt
- Ask for clarification and examples to help you understand what you are hearing
- Look for positives as well as negatives
- Find ways to implement the feedback
Handling feedback in a positive manner is one way you can build trust as a leader in your organization. Remember, we’re focusing on small changes which can yield big results. So, keep your organization moving forward. And stay tuned for next month’s newsletter as we delve into the next step in creating an environment for employee engagement: Supporting Employee Development.
Creating a Smooth Transition from Technician to Supervisor
Mar 17th
When there’s a vacant supervisor position within your organization, it’s natural to look within. Who’s the best guy or gal we’ve got? You want to take your best technician and promote them because its logical to think that you’re best technician will naturally be a great supervisor. Maybe not?
“Often times growing companies take their best technician and promote him or her to a managing position. Just because you’re really great at your job, doesn’t necessarily mean you’ll be a great manager. Managing requires a much different skill set,” explains Rick Riddering, president of NorthStar360.
More than half of organizations (58 percent) do not offer a formal training program for new supervisors, according to a Career Builder survey. Although the technician has a familiarity of their previous job and may feel as though they know it “like the back of their hand,” their new role as manager brings with it unfamiliarity and uncertainty.
New supervisors cite specific challenges like:
- Dealing with issues between co-workers on my team
- Motivating team members
- Performance reviews
- Finding the resources needed to support the team
- Creating career paths for my team
All size organizations can provide a formal training program for new supervisors. A basic training program should include education on key topics like giving and receiving feedback, resolving conflicts, and communicating as a manager. Organizations can also utilize a mentor program and pair new supervisors with veterans, and check in with new supervisors to keep the communication lines open.
By providing new supervisors with training and development, organizations can save recruitment costs and the time associated with the learning curve a new employee would have. It also increases morale for employees who notice your organization promotes from within.
“Investing in your new supervisors today will build a strong organization for the future,” says Riddering.
Administrative Assistants Day Provides Opportunity for Development
Mar 17th
Administrative assistants may be best associated with the many clerical tasks performed throughout the day. We may forget to recognize the importance of a warm greeting, the filing of important documents or managing a busy calendar full of appointments; but these tasks have a resounding effect on the success or profitability of a business. Wednesday, April 24 marks this year’s Administrative Assistants Day, an annual reminder for us to say, “thank you.”
Having a right-hand gal or guy is essential to successful business growth. A strong administrative assistant has been linked to improved employee retention, financial growth and higher productivity.
The International Association of Administrative Professionals (IAAP) founded Administrative Assistants’ Day and suggests recognition go beyond the traditional Hallmark card and flowers. The IAAP suggests recognition that provides opportunities for learning and growth, including tuition reimbursement, participation in professional organizations and business workshops.
“We work with a variety of businesses that incorporate business and leadership training as a token of appreciation,” advises Susan Riddering, vice president of NorthStar360 Business Solutions. “One of the best things is to query your administrative staff and ask what areas they would like to develop.” Workshops can focus on any aspect that would improve skills and build confidence, such as High Performance, Teamwork, Time Management, Goal Settings and Customer Service.
Consider adding professional development to your plan for showing appreciation, ”But don’t forget the flowers!” advises Riddering.
Leadership Goes to the Movies
Mar 17th
A night at the movies can be more than a relaxing evening complete with popcorn and M&Ms; it can be an inspiration for good role models and leaders. Enjoy our top 10 leadership moments from the big screen. And the leadership Oscar goes to …
1. “Whatever comes out of these gates, we’ve got a better chance of survival if we work together. Do you understand? If we stay together we survive.”
Gladiator (2000)
2. “Men don’t follow titles, they follow courage.”
Braveheart (1995)
3. “You said we’re a team. One person struggles, we all struggle. One person triumphs, we all triumph.”
Coach Carter (2005)
4. “I’m the type of person that if you ask me a question and I don’t know the answer, I’m gonna tell you that I don’t know. But I bet you what, I know how to find the answer and I will find the answer.”
The Pursuit of Happyness (2006)
5. “I’m a winner. I’m going to win.”
Remember the Titans (2000)
6. “Even the smallest person can change the course of the future.”
Lord of the Rings: The Fellowship of the Ring (2001)
7. “Sometimes you have to ignore the rules, ignore the numbers, and concentrate on people.”
The Terminal (2004)
8. “Sometimes all you need is twenty seconds of insane courage. Just literally twenty seconds of embarrassing bravery. And I promise you, something great will come of it.”
We Bought A Zoo (2011)
9. “Watch your thoughts for they become words. Watch your words for they become actions. Watch your actions for they become habits. Watch your habits for they become your character. And watch your character for it becomes your destiny.”
The Iron Lady (2011)
10. “You all think I’m licked. Well, I’m not licked. And I’m going to stay right here and fight for this lost cause.”
Mr. Smith Goes To Washington (1939)
NorthStar360 Connects with Acclaimed Training Leader and Author
Feb 28th
Founders of Dyer-based NorthStar360 Business Solutions Rick and Susan Riddering met with Dr. Roger Allen, co-founder of the Center for Organizational Design at the annual 360 Solutions learning conference earlier this month in Dallas, TX. The three served as presenters at the conference and met to discuss the latest trends and best practices in training and organizational development.
This meeting was extra special for Rick and Susan Riddering because NorthStar360’s training programs and workbooks were authored by Allen. Allen is a respected expert in the training industry, as well as an author, coach, teacher, and co-founder of the Center for Organizational Design, based in Denver, CO.
“We were thrilled to work with Dr. Allen when we launched NorthStar360. His materials have been used and proven successful with many Fortune 500 companies. We reviewed hard data showing rates of success. In addition, we share a similar philosophy of adult learning,” explains Susan Riddering, vice president and co-founder of NorthStar360.
Dr. Allen has been credited for the development of the Transformation Model, which NorthStar360 uses to help understand an organization and guide a strategy for success. The Model breaks down the complexity of an organization to eight key variables, including: environment, strategy, core process, structure, systems, culture, results, and leadership; that form a “big picture” of an organization. Realigning and adjusting these variables will result in major improvements in customer service, quality, efficiency, cycle time, profitability and satisfaction of employees.
“Utilizing the Transformational Model that Dr. Allen developed has allowed us to provide better training to organizations in Northwest Indiana. We are able to customize concepts and tools to fit each client and mirror the kind of results cited by Fortune 500 companies,” explains Rick Riddering, president of NorthStar360.
Employee Engagement: Developing a Plan
Feb 28th
Employee engagement (or lack there of) is a growing concern for many business owners and managers. Nearly two-thirds of U.S. employees are not fully engaged in their work and are less productive as a result, according to a recent Towers Watson survey. Owners and managers have a reason for concern.
As part two of this series exploring Employee Engagement, we are going to review the steps an organization can take to improve employee engagement in their workplace, starting with developing a plan. This initiative starts from the ground up as employees alone do not drive engagement. The entire organization, its managers and its employees comprise the level of engagement. Once you have your managers on board, its time to assess your needs and create a plan. Assessment can take many forms and involves a research methodology to gather valuable information about your organization. Many times a company will propose a survey, interviews or focus group methods. Implementing this first step the right way is essential to a successful plan. If you don’t fully understand the issues and problems, your plan will “miss the boat” per se. Having a partner like NorthStar360 or another professional can ensure your assessment is valid and unbiased.
After you have received the data from the assessment, you can begin to plan. How can you help solve some issues that are important to your employees? How you align these solutions with the organizational mission and goals? Action planning demands a multi-step, concentrated, ongoing process based on management commitment, time and accountability. No single strategy or process will be right for every company. A structured approach built with an understanding of the specific needs of the organization is essential for success. Again, having a partner with expertise and an outside perspective will be invaluable in this process.
Remember, even small changes can yield big results. Take baby steps, just keep moving forward. And stay tuned for next month’s newsletter as we delve into the next step in creating an environment for employee engagement: Crafting a Working Environment.
Spring Ahead: Your Clock and Time Management Skills
Feb 28th
On Sunday, March 10, we’ll once again spring our clocks ahead one hour, reminding us of the precious value of time and how we can maximize every minute. Time management is a skill. Like any other skill, we need to practice it in order to reach our full potential. Let’s practice these four skills this month and keep our time management skills sharp!
- Make Lists: Write as much down as you can. If you don’t carry a planner or notebook already, start. It doesn’t have to be fancy; a simple, white-lined notebook will do the trick. Put it on paper and free up valuable space in your brain for other ideas and thoughts.
- Make Use of Down Time: Using walking, driving, showering, or otherwise “dead” times to plan. Think about what your goals are for that day or the next. Which goals are most important? Prioritization is the key.
- Concentrate on One Thing: The human mind works more efficiently when it is focused. As we’ve seen before multitasking is actually a disadvantage to productivity. Focus on one thing and get it done. Take care not to bleed tasks into each other. At times, multitasking may seem like a more efficient route, but it is probably not.
- Avoid Procrastination at All Costs: When trying to be more productive and trying to save time, procrastination should be avoided like nothing else. It is the ultimate productivity-killer.
With practice, your time management skills can help you take control of your planner and daily schedule. We’re still looking for the magic “pause” button that would allow us to fully catch up on all our responsibilities. We’ll let you know if we find it. Until then, we hope you join us as we recommit to practicing good time management skills.