Posts tagged northstar360
School’s In Session … For Your Employees
Jul 30th
Stores are stocking shelves with back to school items; folders, pink erasers and glue sticks galore. This time of year is a great reminder of the importance of preparing for education; although this reminder should not end with your kids back packs. Education should extend long beyond those yellow school bus days. Organizations that incorporate education and training into the workplace are more successful and profitable, and their employees are happier.
In a recent study of 550 U.S. CEOs, 25 percent identified the need for workplace education programs as a top challenge. Research shows that improving employee skills creates employees who work smarter and better cope with change in the workplace, management relations and result in higher profitability. When employees learn that high-quality work is crucial to the success of the organization and to their own job security, they are more meticulous. Understanding how their efforts fit into the big picture, and then receive the skills to meet those demands, the quality of their work generally rises.
This leads to a host of direct economic benefits for the employer, including increased production of products and services, reduced time per task, reduced error rate, a better health and safety record, reduced waste in production of goods and services, increased customer retention and increased employee retention. It also produces a variety of indirect economic benefits, such as improved quality of work, better team performance, improved capacity to cope with change in the workplace and improved capacity to use new technology. These indirect economic benefits, although less tangible and more difficult to measure precisely than the direct benefits, have an important impact on organizational performance.
Organizations can take baby steps to get started. An important first step is assessing the education needs at your company. Understanding what skills and learning gaps exist is essential to designing a well-founded program. Education and training partners like NorthStar360 can help design and implement a survey tool to help the management team assess and prioritize these training needs. Next comes the training and then an assessment tool to see quantitative results. The qualitative results are evident in the new found confidence of your employees and new energy in the hallways.
Auto Recycler Drives Growth with Assessments and Employee Development
Jul 30th
“When it comes to businesses our size, you hear consultant and you think $60,000. Six months later, you’re broke and the consultant wasn’t much help,” describes Steve Dykstra, owner of Metro Recycling and Metro Auto.
Griffith, Ind. based Metro Recycling and Metro Auto Recyclers are your typical growing small businesses. With humble beginnings, this family-owned recycling buy-back center and auto scrap service has achieved steady growth, carving out a very specialized niche in Northwest Indiana and Chicagoland. In Ind., the company also has locations in Valparaiso and Indianapolis in addition to its location in Blue Island, Ill.
But Dykstra wanted more. After much discussion and deliberation, the management team decided to bring in … that’s right, a consultant.
The consultant team worked with Dykstra to identify key business goals that were impeding growth. Susan Riddering, vice president for NorthStar360 Business Solutions, LLC, explains Employee Assessments are a smart first step for organizations. It helps them take a snapshot of where their company and employees are, and identify specific, measurable goals for the future.
The team agreed the employee assessments were the best first step. For Dykstra, the assessment process helped to accomplish two things: 1. Measure current employees’ strengths and areas for development and 2. Ensure new hires were a great fit for the position. Current employees have learned about their strengths and what they bring to Metro. For managers, skill gaps have been identified and they attend concept-based workshops designed to bridge those specific gaps. After each seminar, managers work with a business coach to talk about how they have implemented those new skills and concepts at Metro.
“The coaching requires follow-up and holds each person accountable. They have to think about what they learned and how to apply it day to day. It’s really a key component of the learning,” advocates Dykstra.
The pre-employment assessment is a useful tool for Metro as well and is now an integral part of the hiring process. When used in combination with the application and interview, the assessment helps identify candidates that are a good fit for a particular job.
“It is nice to have a tool that identifies candidates who are a good fit. It’s not just a gut-check anymore for us,” explains Dykstra. “The process also shows prospective candidates that our team is prepared and focused.”
Dykstra said the results for Metro have been business-changing, increasing employee productivity, retention and morale. Employees are happier and more fulfilled. “Our people see we’re trying to develop them so we can grow to new levels. We care about them, and we have created more credibility as a company,” he explained.
As for the bottom line, there are direct savings from decreased turn-over. “We all know turnover costs money; in searching for a candidate, training and day to day turmoil from having a vacant position,” said Dykstra. In addition, there are savings from indirect costs like productivity, retention and morale.
Metro owner Dykstra and CEO Neil Samahon are confident, the growth they have experienced would not have happened as seamlessly without hiring NorthStar360. “Two years ago I wouldn’t have wanted to grow to this extent. Now owners and upper management are ready. All the work we’ve done gives us the confidence to plan for growth,” cites Dykstra.
Dykstra admits; hiring a consultant can be scary because businesses associate it with a high cost. But for this family owned business, it was exactly what he needed to launch ahead, and Dykstra assures businesses there is a great return on investment. He recommends companies research area consultants. For Metro, NorthStar360 specializes in growing small to mid-size businesses with a niche for companies with 50-500 people, a perfect fit for Metro. “Rick and Susan at NorthStar360 are our experts,” said Dykstra.
Preparing New Supervisors
Jul 30th
We have all heard the saying, “Employees don’t leave companies, they leave supervisors.” The impact that a supervisor has in today’s workplace can be either very valuable or very costly to an organization. When a worker becomes promoted to a new supervisor position, it may be new territory. How do I supervise? Motivate? Engage my employees? Without the proper training during that transition process organizations may end up losing productivity and ultimately affecting the success of the company. These are mistakes that organizations simply cannot ignore.
Take a look at these top mistakes made as well as possible responses from employees they supervise.
Top 10 Mistakes of New Supervisors
- Seizing power and attempting to hold onto it.
- Failing to solicit feedback.
- Delegating without authorizing.
- Reprimanding employees in the presence of others.
- Supervising everyone the same way.
- Keeping the interesting work for themselves.
- Siding with team members.
- Distancing themselves from those they supervise.
- Promoting an us versus them attitude.
- Engaging in illegal behaviors.
Potential Responses:
- Low employee morale
- Loss of respect from superiors
- Low productivity
- Legal ramifications
- Poor individual performance
- Negative career impact
- Lack of organizational trust
The good news is that it can be turned around. Most leaders are not born with these skills, they can be taught. For any supervisor, training is the key to success when it comes to delegating, motivating, delivering criticism, training new employees and organizing people, projects, and schedules. There are many new skills a supervisor must obtain in a short amount of time. A strategic supervisory training program or workshop can help address any skill gaps and identify individual strengths and weaknesses. A good boss can be a powerful catalyst in organization, providing a good work environment for employees; serving as motivators, innovators and leaders who inspire team members to achieve great things.
Keeping Your Talent in Your Company
May 23rd
You’ve spent significant time and money hiring and training good employees. Now how do you keep them? If you are happy to have them, your competition would be too, especially since you made the initial and often costly investments of taking them from the “maybe” group to the “proven” stage.
Before you look up to see your treasured performer standing in front of you with resignation in hand you may want to ask yourself a few serious questions.
1). Would I want to work for me?
2). Do my employees feel appreciated?
3). Am I paying enough?
4). Do the people here feel they are part of a community?
5). Do my people feel they make a difference?
6). Are my employees proud to be part of my organization?
7). Would I want to work in this environment?
8). Does everyone here believe they have a future?
9). What am I not seeing?
10).Is the existing orientation process working?
People that are thrown into unfamiliar situations without clear expectations and understanding may never even begin the process of becoming part of your company.
Many times we fall into the rut of thinking that the way things worked yesterday will be fine for tomorrow. Meanwhile the people that want to take our spot in the marketplace are searching high and low for that added edge. Keeping the people we need to perform our tasks at maximum efficiency may be as easy as asking ourselves, “What would keep me here?”
Administrative Assistants Day Provides Opportunity for Development
Apr 18th
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. April 25 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.
Based in Dyer, Ind., NorthStar360 Business Solutions was founded to help businesses maximize their success through comprehensive hiring practices and in-depth employee development programs. The company customizes its training and tailors its development programs to meet the specific business goals of its clients. For more information on NorthStar360, please call (219) 864-1576 or visit www.northstar360.com.
Employment Assessments Identify Strategies for Accomplishing Business Goals
Feb 6th
Employment assessments are a useful tool in business, it helps quickly measure and identify specific traits that can be used to accomplish business goals. For example, employment assessments can help companies during the hiring process, identifying the candidate who is the best fit for the job. Organizations can also use assessments to measure employee engagement, sales aptitude and management skills. Assessments are a great first step in accomplishing business goals because the data they generate are used to develop a strategy to accomplish those goals. The strategy is a custom-fit to the organization. When used in combination with a training and development program, organizations may see an increase in productivity, sales, accomplishment of goals and even a decrease in turnover.
Try it out. NorthStar360 offers a complimentary personality profile on their website. After completing this three-minute questionnaire, respondents will receive their results via their company email account. This assessment measures 17 personality traits and provides respondents with a snapshot and score in a variety of areas like time management, creativity and sensitivity. Click here and try it for yourself. It takes less than 3 minutes.
NorthStar360 offers a multitude of assessments, each is customized to fit the business’ specific business goals. Over 23 years of research and development have gone into this employment assessment system to ensure that organizations have fast, accurate, cost effective and EEOC compliant results.
Be an Empowered Leader
Feb 6th
Current day organizations look for leaders who can empower teams, not control them. So, what factors differentiate these two categories of leaders? Recent studies have identified five qualities expected of an empowering leader:
* Vision. The empowering leader has a vision and the ability to develop and a share it for the entire team. They are driven by a strong motivation and passion for the shared vision.
* Rapport. The empowering leader is able to establish high levels of rapport and trust among the team members, under this leadership the team achieves organizational goals and objectives.
*Enthusiasm. The empowering leader avoids controlling and coercing team members and is able to induce a high degree of enthusiasm and zeal from the team members toward the committed goals.
* Positive. The empowering leader believes in all team members and demonstrates a positive, nurturing quality in all interactions which result in a work atmosphere that is conducive to synergy and achievement.
* Take Charge. The empowering leader is able to take charge of the needs and aspirations of the team members and ultimately, shapes the organizational climate and growth.
Excerpt taken from 360Solutions, LLC. Read the entire whitepaper here.
Compass Series Explores Leadership
Feb 6th
The next workshop in this series will investigate the Five High Performance Leadership Roles. In this workshop, participants will develop an understanding of three core elements of team effectiveness, the five roles of leadership and the need to balance the five roles. Additionally, learners will become aware of tactics for “leading from the balcony” and identify a set of diagnostic questions to utilize within their leadership style. Attendees will apply these leadership principles directly to their workplace experience.
This half-day workshop takes place from 8 a.m. to 11:30 a.m. at Providence Bank in Schererville and is designed to develop productive employees, an essential characteristic for those who are supervisors and managers. Space is limited. Contact Susan Riddering at (219) 864-1576 or e-mail at susan@northstar360.com for complete details and pricing.
This workshop is part of the Compass Series workshop program, composed of 11 topics designed to increase personal effectiveness. These training materials have been used by several Fortune 500 companies including: AT&T, BP, Ford Motor Company and Hewlett Packard. Each workshop consists of a mixture of facilitated lectures and discussions and high-energy, interactive exercises to help participants internalize the principles and apply the lessons to workplace experience.
Three workshops remain for the 2011-2012 series, including:
The Five High Performance Leadership Roles, Feb. 9
The Role of Trust, March 8
The Integrity Model, April 12
Businesses can participate in all three programs or select a specific workshop. Contact Susan to reserve your space.