Strong Teams Win! Bring Your Team To Peak Performance BECOME A BUILDER OF CHOICE
|
|
- Dortha Parrish
- 8 years ago
- Views:
Transcription
1 Strong Teams Win! Bring Your Team To Peak Performance BECOME A BUILDER OF CHOICE OKLAHOMA HOUSING SUMMIT Cox Convention Center August 26, :00 9:30 Charles C. Shinn, Jr., Ph.D. President, The Shinn Group / Builder Partnerships
2 Strong Teams Win: Bring Your Team To Peak Performance! In today s housing industry with qualified workforce shortages, it is imperative to have a dedicated team all pulling in the same direction. The team needs to have unity of purpose working for common goals, functioning in an efficient and effective manner to obtain consistent and reliable results. Expand your understanding of the word team to include company employees, trade contractors, and suppliers to have an engaged, dedicated and motivated team to become highly profitable.
3 Building the Team What is a Team? Together Everyone Accomplishes More A Group of People working together towards a Common Goal Team Building helps a Group function as a Unit Increase Morale, Trust, Cohesiveness, Communication & Productivity Mutual Respect of Each Team Member Mutual Support Collaboration Open Communication
4 Building The Team Understand each Team Member s Goals & Objectives Stressing Common Goals & Objectives Build it right the First Time Get on a clean, ready job site as scheduled Perform a Quality, 100% Complete Job Leave the Job and NOT have any Repeat Trips This is a WIN-WIN-WIN for the Builder, Staff, Trade Partner, Tradesman, and Supplier Everyone makes money
5 Building The Team Each Team Member needs to understand their Interdependency Work hard to develop a productive team Being considerate of the other team members needs The success & profitability of each team member depends on the team being efficient and effective Builder, Trade Partner, Tradesman, Supplier & Staff
6 Team Destroyers Lack of Focus De-motivational Environment Jealousy Cynicism Lack of Recognition Inconsiderate Team Members
7 Management s Responsibility Creating and Maintaining an Environment in which People can accomplish Goals Efficiently & Effectively Environment needs to be: Consistent Reliable Efficient Effective Instill Discipline Engage the Whole Person Not just the Physical Being Mind & Body
8 TRADE CONTRACTOR SHORTAGE
9 Trades in short supply Painters Flooring - Flooring - Interior HVAC Electricians Plumbers Drywallers Insulators Roofers Masons Framers Foundatio All Trades 0% 20% 40% 60% 80%
10 Days added 25% 20% 15% 10% 5% 0% Other
11 No Builder is Short of Trades Your Housing Market Has a Trade Labor Shortage Enough Trade Labor in Market to: Produce How Many Homes This Year What Percentage of those home do YOU build The Challenge is to have them want to work for you Trades are Reluctant to Hire Every Year there is a Shortage of Trades At Peak Construction Activity Trades will NOT staff up for Peak
12 Annual Shortage of Trade Contractors Trade Contractor Availability Home Building Activity
13 Apply the Builder of Choice Principles How do you NOT share in the market shortage Become the: Builder of Choice
14 BECOMING THE BUILDER OF CHOICE
15 Become the Builder of Choice in your market It is an Honor bestowed by the Trades and Suppliers You MUST Earn it You must Manage your company to Create and Maintain an Environment which will allow Trades and Suppliers to Accomplish their work Efficiently and Effectively Your company must be Consistent and Reliable You must instill Discipline
16 Results of Applying Builder of Choice Principles Have an Adequate Supply of Trades & Suppliers Trades will want to work with your Company Want to be a Member of your Team Will work for LESS than for other builders Will be MORE Profitable Suppliers will want to supply your Company Typically have FIVE or more Price Points You will be on the Best Price Point Many times Better than the Larger Builders
17 Builder Partnerships awarded the first Builder Of Choice Award in 2015 to recognize builders who have demonstrated leadership in their management of relationships with trade contractors and vendors in their local markets. The Builder of Choice Award (BOC) was created to provide builders with third-party validation and certification from a credible source to demonstrate their commitment to excellence in working with suppliers, trade contractors and other organizations that support the home building process. Recipients received recognition at the 2015 IBS. This award does more than offer recognition to quality builders: it provides builders with an economical and reliable third-party verification of their commitment to excellence in working within their local market. As a time when labor is becoming more and more scarce, this is something every builder can use. Application Deadline: November 1, BECOME A BUILDER OF CHOICE IN YOUR MARKET
18 Builder of Choice Award Recognizes builders who have demonstrated leadership in their management of relationships with trade contractors and suppliers in their local markets Provides third-party validation and certification from a credible source to demonstrate commitment to excellence Judged by the Trade Partners & Suppliers 10 Categories 68 Questions
19 Builder of Choice Award Winners Noblesville, IN LaGrange, GA Burlington, MA Uniontown, OH Hunstville, AL
20 WHAT DO THE TRADE CONTRACTORS WANT?
21 What Do The Trades Want Honesty Organization Leadership Professionalism Decisive Decisions On Time Job Sites No Dry Runs Clean Job Sites Ready Job Sites Current Detailed Plans Follow Up Adequate Lead Times Confirmations Accurate Estimates and Purchase Orders
22 What Do The Trades Want Fairness Consistency Good Communications Integrity Responsibility Accessibility Proper Material On Job Site To Be Listened To Problem Solver Reliable Construction Schedules Respect Recognition Steady Pay
23 BUILDER OF CHOICE PRINCIPLES APPLIED TO TRADE RELATIONS
24 Characteristics of Builder of Choice Management Well Managed Organization Team Builder Motivator Leader Communicator Organizer
25 Well Managed Organization Policies, Procedures & Rules Trade & Vendor Contracts Clear Scopes of Work Checklists Organized Job Sites Job Site Work Rules Clarifies the Working Environment No Ramrod mentality
26 Well Managed Organization Empower Trade Partners Trust the Trades No micro management Honest Fair Dealings with Trades Approachable Not Dismissive Open Minded Consistent Deals with Incompetence Firmly
27 Well Managed Organization Detailed Accurate Lot Specific Plans Accurate Purchase Orders Reliable & Accurate Schedules Accurate Detailed Specifications Few Change Orders during Construction Pay on Time
28 Team Builder TEAM: Together Everyone Accomplishes More Cooperative Team Approach Part of Company Just like an Employee Respect the Trades Everyone is Contributing Sharing both Good and Bad Let Trades Participate in Issues affecting them Encourage Trade Cooperation
29 Team Builder Stress Interdependence of Trades Introduce Tradesmen to each other Ask for Same crews Consistency Less requirement for education Facilitates team work Develop a Social Network Everyone Knows Each Other Lunch Area on Job Site
30 Team Builder Quarterly Trade Partner & Crew Breakfast Mission Statement Goals and Objectives Review of Last Quarter Forecast of Next Quarter New Initiatives Open Questions & Answers Establish a Trade Council Allows for Trade Input Mutually Discuss Initiatives & Issues
31 Motivator Motivation is getting someone to do what you want them to do, when you want it done, the way you want it done Because they want to do it. Motivation is self-motivation You must put yourself in their shoes Why is it in their best interest
32 Motivator Provide a Positive Work Environment Communicate, Communicate, Communicate Create a No-Blame Culture Encourage Initiative Set High Standards Lots of Compliments Praise in Public Criticize in Private
33 Motivator How do they fit into the picture What is their contribution Why are they important Respect Everyone on the jobsite Express your Appreciation for Job Well Done Recognition Thank You does amazing things Letter to the Boss Newsletter Feature Article Full Page Ad in Newspaper
34 Motivator Allow Trades to discuss what Demotivates them Correct Systems that cause Demotivation Feedback on Performance Quarterly Review Social Events Picnics Sports Teams Lunch with the Trades Trade Recognition Events
35 Leader Professional Organized Positive Mental Attitude Enthusiasm for the Job & People Fair and Consistent Expectations Set High Standards Non-Threatening Environment No-Blame Culture Encourage Initiative Friendliness
36 Leader Teacher Train/Train/Train Help them grow Help them make Money Listener Firm but Fair Integrity Live by your word
37 Communicator Clear Instructions Have them repeat in their words Plenty of Advanced Notice Adequate Lead Times Confirmations Construction Meeting Web Portals
38 Organizer Consistent Work Organized Job Site Organized Construction Flow House Community Company Performance Standards Job Site Meetings
39 Schedules Communication Tool Improves Communication with Trades & Suppliers Improves Coordination among Trades, Suppliers, & Superintendents Reliable and Accurate On Time Not Constantly Moving Schedule Cascading delays Lose a day = Lose a week Minimize Delays and Confusion
40 Schedules Make sure job site is ready for trades Job Ready Checklists No Dry Runs Master schedule Centralized Notification Watch trade contractor loading levels Avoid conflicts and overloading Don t compete with yourself
41 Schedules Make sure each trade completes activity Before leaving job Scopes of Work Job Complete Checklists Even Flow Construction Sales are Seasonal Production should be Consistent
42 Job Site Clear Expectations and Work Rules Efficient Effective Reliable Consistent Organized Keep Crews Productive Appropriate Materials Ready Job Sites
43 Job Site Clean Job Sites Consistent Work Few Fill-in Orders No Dry Runs No Repeat Trips No Fill-in Orders
44 BECOMING THE EMPLOYER OF CHOICE
45 The Employer of Choice Unity of Purpose Mission Statement Lots of Reinforcement Lack of Chaos & Confusion Standardize Processes & Procedures Clarify the Environment Remove Obstacles, Confusion & Uncertainty Positive, Motivational Workplace Environment Open & Frequent Communications Morale Boosting
46 The Employer of Choice Fair Treatment and Understanding of Employees Non-Threatening Workplace Environment Clear Objectives & Directives Guides Performance Clarifies Expectations High Standards of Performance Instills Pride Realistic Stretch Goals People like to be Challenged
47 The Employer of Choice Encourage Employee Initiative No-Blame Culture Give Employees a Complete Job with Measurable Results Don t over Specialize Jobs Reward & Recognize High Performance More effective than punitive measures for bad work What you reward is what you are going to get
48 The Employer of Choice Poor systems account for 85% of all Underperformance Allow people to talk about what is demotivating Correct the De-motivators Delegate Appropriate Authority Authority Responsibility Accountability Self-Management Complete Job Control Control their Destiny
49 The Employer of Choice Unity of Command People work best for One Boss. Provide Feedback on Performance Pay Attention to the Social Needs of Employees Enjoy the Comradery Social Events
50 The Employer of Choice Systems Necessary to Clarify the Working Environment Organization Chart Job Descriptions & Position Guides Policies Procedures Work Rules
51 Benefits of Applying Employer/Builder of Choice Better Performance of Team Less Management Effort Higher Morale More Loyalty Less Staff Turnover Higher Quality of Homes Better Pricing from Trades & Suppliers
52 Benefits of Applying Employer/Builder of Choice Higher Quality Trade Partners More Options Fewer Delays On Time Deliveries Higher Profits No Shortage of Trades & Suppliers
53 Questions and Comments Please contact: Charles C. Shinn, Jr., PhD Builder Partnerships 7325 S. Pierce Street, Suite 203 Littleton, CO
54 Intensive Management Education Opportunities Production Management Learn how to streamline processes, increase efficiencies, and cut costs in your production department to significantly increase your profits September 14-16, 2015 Denver, Colorado Purchasing, Estimating, and Job Costing Improve your bottom line by as much as 5% - Good estimating and purchasing is critical to obtaining superior profitability September 23-25, 2015 Chicago, Illinois February 10 12, 2016 Atlanta, Georgia The Superintendent s Job Front Line Manager Increase overall profitability and customer satisfaction through a strong focus on building the house right the first time: on quality, on budget, and on time. October 15 17, 2015 Chicago, Illinois February 18 20, 2016 Atlanta, Georgia Managing for Profit Managing for Profit is an intensive seminar designed to put you on track to improved profitability. November 4 6, 2015 Chicago, Illinois March 2 4, 2016 Atlanta, Georgia
55
56
57
58 Managing for Profit Packed with information to help you gain control of your company and improve profitability. Topics covered during the course include how to: Set achievable, profitable goals across the organization Determine what profit is reasonable for your organization Use simple management tools to increase gross margin Successfully integrate management systems, including accounting, estimating, purchasing and job costing for improved performance Effectively evaluate and control operating and construction costs Monitor your performance through the use of breakeven analysis, variance analysis and other key management techniques Maximize capital utilization to increase the value of your money
59 The Best Most Reputable Manufacturers in the Industry A sampling of the manufacturers we have in the Builder Partnerships program Contact us to participate monica@builderpartnerships.com Phone: Fax:
60 Builder Partnerships awarded the first Builder Of Choice Award in 2015 to recognize builders who have demonstrated leadership in their management of relationships with trade contractors and vendors in their local markets. The Builder of Choice Award (BOC) was created to provide builders with third-party validation and certification from a credible source to demonstrate their commitment to excellence in working with suppliers, trade contractors and other organizations that support the home building process. Recipients received recognition at the 2015 IBS. This award does more than offer recognition to quality builders; it provides builders with an economical and reliable third-party verification of their commitment to excellence in working within their local market. As a time when labor is becoming more and more scarce, this is something every builder can use. Application Deadline: November 1, BECOMING THE BUILDER OF CHOICE
61 Builder of Choice Award Judged by the Trade Partners & Suppliers 10 Categories 68 Questions
62 Builder of Choice Award 2015 Recipients Five companies were named Builder of Choice award winners, recognizing the strength and quality of their trade and supplier relationships. Bedrock Builders, Noblesville, Ind. Dan-Ric Homes, LaGrange, Ga. Northland Residential, Burlington, Mass. Wayne Homes, Uniontown, Ohio Woodland Homes, Huntsville, Ala.
63 Our team covers all areas of the builder organization. Featured areas of expertise include: Assistance with Value Engineering and Material Take-offs Quick, reasonable land valuation / project forecasts In-house customized training programs Specific market research / intelligence Evaluation of key performance ratios Advisory on how to cut costs, sell houses, and pay loans Virtual Advisory Board (hourly coaching-consultation) to help cut costs, sell houses, and develop, monitor and conform to strong financial plans Contact Emma Shinn at eshinn@theshinngroup.com to discuss service options.
64 Questions and Comments Please contact: Charles C. Shinn, Jr., PhD Builder Partnerships 7325 S. Pierce Street, Suite 203 Littleton, CO
PROJECT DRIVEN VS. PEOPLE DRIVEN TECHNICAL MANAGEMENT
BIO PRESENTATION T4 September 22, 2005 3:00 PM PROJECT DRIVEN VS. PEOPLE DRIVEN TECHNICAL MANAGEMENT Marty King Hospira, Inc. BETTER SOFTWARE CONFERENCE & EXPO 2005 September 22, 2005 Hyatt Regency San
More informationSales Coaching Achieves Superior Sales Results
Sales Coaching Achieves Superior Sales Results By Stu Schlackman Sales Coaching Achieves Superior Sales Results Why Sales Coaching? As a sales leader your days go by quickly. You are constantly multi-tasking,
More informationChapter 1 Introduction
1 CHAPTER This chapter lays the foundation for your increased understanding of the process of electrical estimating and submitting bids. It also covers the basic concepts about estimating and bidding that
More informationCut Construction Costs: 20 Proven Techniques
Cut Construction Costs: 20 Proven Techniques Presented by: Charles C. Shinn, Jr., PhD President Lee Evans Group / Shinn Consulting A. The importance of controlling and cutting construction costs 1. Largest
More informationpeer peer the white paper that clears up gray areas about peer-to-peer recognition.
peer to peer the white paper that clears up gray areas about peer-to-peer recognition. Baudville peer-to-peer recognition White Paper PAGE 1 Introduction The economic climate has challenged many workplaces.
More informationPERFORMANCE PLANNING WORKSHEET FOR PROFESSIONAL EMPLOYEES (PS-35LC)
PERFORMANCE PLANNING WORKSHEET FOR PROFESSIONAL EMPLOYEES (PS-35LC) NAME: JOB TITLE: This worksheet should be given to the employee prior to the scheduled performance review. The employee should complete
More informationExecutive Blueprints ETHICS A GUIDE TO DESIGNING & MANAGING COMPANY. www.executiveblueprints.com Executive Blueprints, Inc 2006 ethics Page 1 of 15
ETHICS A GUIDE TO DESIGNING & MANAGING COMPANY ETHICS ethics Page 1 of 15 INDEX 1. WHO HAS A PUBLIC ETHICS POLICY 2. WHAT IT IS 3. WHEN YOU SHOULD HAVE ONE 4. WHERE IT SHOULD BE DISPLAYED 5. WHY IT IS
More informationBuilding Trust in Communications
Building Trust in Communications By Noreen Kelly For more information visit: http://www.trustacrossamerica.com Copyright 2013 Next Decade, Inc. Building Trust in Communications My name is Noreen Kelly.
More informationOFFICE OF THE ASSOCIATE VICE PRESIDENT AND CONTROLLER. Mission. Vision
OFFICE OF THE ASSOCIATE VICE PRESIDENT AND CONTROLLER Mission The Office of the Associate Vice President & Controller provides administrative and fiscal leadership, direction, and services for OSU-Stillwater,
More informationTransitioning into a Supervisory Position
Transitioning into a Supervisory Position The scope of responsibility and work tasks for new supervisors may feel overwhelming. Adding to this is the fact that new supervisors are still in a process of
More informationCareer Readiness Skills
Interests, Aptitudes, and Abilities... 1 Entrepreneurship... 2 Taking an Interest Inventory... 3 TSA... 5 Keys to a Positive Attitude... 6 Teamwork... 7 Work Habits... 9 Personal Employability Traits...
More information1 CITY OF BARTOW 2007 EMPLOYEE SURVEY RECEPTION, ADMIN SUPPORT, PERSONNEL, CLERKS, BUIILDING DEPARTMENTS COMPILATION N=7
1 CITY OF BARTOW 2007 EMPLOYEE SURVEY RECEPTION, ADMIN SUPPORT, PERSONNEL, CLERKS, BUIILDING DEPARTMENTS COMPILATION N=7 A RATING SCALE TO ASSESSEMPLOYEE SATISFACTION Criteria 1. Cooperation: Team members
More informationHUMAN RESOURSES COLLEGE OF EDUCATION AND HUMAN ECOLOGY. Manager's Guide to Mid-Year Performance Management
HUMAN RESOURSES COLLEGE OF EDUCATION AND HUMAN ECOLOGY Manager's Guide to Mid-Year Performance Management Table of Contents Mid-year Performance Reviews... 3 Plan the performance appraisal meeting... 3
More informationLeadership and Management Competencies
Leadership and Management Competencies 0 The Saskatchewan Public Service Vision: The Best Public Service in Canada Our Commitment to Excellence Dedicated to service excellence, we demonstrate innovation,
More informationSuperior Sales Management
Superior Sales Management The Pivotal Skill The success of a company is based on many things, but there is no more important job than that of the sales manager. It is the pivotal position in any company
More informationSample. Employee Recognition Presentation
Sample Employee Recognition Presentation What is Employee Recognition? Any word or deed towards making someone feel appreciated and valued for who they are and recognized for what they do. A range of formal
More informationPerformance Evaluation. August 20, 2013
Performance Evaluation Discussion Points for University Support Staff August 20, 2013 Performance Evaluations method to assess job performance. A PSU system would include the following: 1. University Support
More informationWinning Leadership in Turbulent Times Developing Emotionally Intelligent Leaders
Working Resources is a Leadership Consulting, Training and Executive Coaching Firm Helping Companies Assess, Select, Coach and Retain Emotionally Intelligent Leaders; Emotional Intelligence-Based Interviewing
More informationLeadership Development Catalogue
The TrainingFolks Approach The importance of superior management, leadership and interpersonal skills are critical to both individual and organizational success. It is also critical to apply these skills
More informationMaximizing the Performance of Your Team
Maximizing the Performance of Your Team Overview How to work with your employees to ensure they re reaching their potential. Understand the individuals you manage and your team Set goals and make performance
More informationSupervisor s Guide to the New Employee On-Boarding Program
Supervisor s Guide to the New Employee On-Boarding Program Office of Human Resources Training and Development On-Boarding and Engagement What this guide will do for you The Office of Human Resources On
More informationpm4dev, 2007 management for development series Project Management Organizational Structures PROJECT MANAGEMENT FOR DEVELOPMENT ORGANIZATIONS
pm4dev, 2007 management for development series Project Management Organizational Structures PROJECT MANAGEMENT FOR DEVELOPMENT ORGANIZATIONS PROJECT MANAGEMENT FOR DEVELOPMENT ORGANIZATIONS A methodology
More informationSUPERVISORY/MANAGEMENT NEEDS ASSESSMENT TOOL
SUPERVISORY/MANAGEMENT NEEDS ASSESSMENT TOOL Partnering for Pathways to Success CSA Training & Development For more information, contact Rob Moody,(720) 913-5619 Supervisory/Management Needs Assessment
More informationEvents & Seminars 2015-2016 Catalog
Events & Seminars 2015-2016 Catalog Achieving Operational Excellence A program for senior managers of labor-intensive contractors www.fminet.com/programs/aoe $1,295 for the first attendee $1,095 for each
More informationEmployee Engagement Special Report
Employee Engagement Special Report Leveraging Engagement for Profitability What is an engaged employee and how important are they to my business? An engaged employee cares about more than just receiving
More informationCable s Rapid Reinvention
Achieving Differentiation in a New Competitive Landscape Mark Syp, Group Vice President, Major Cable and Telco Accounts, Maritz abstract The lines are blurred. The cable industry has moved into a new,
More informationProject Management: Leadership vs. Dictatorship
Project Management: Leadership vs. Dictatorship Take a look at the business section of your nearest bookstore and you will find a plethora of books focused on developing leadership skills and managing
More informationThe City of Minneapolis Approach to Performance Management
The City of Minneapolis Approach to Performance Management Table of Contents Purpose and Introduction... 1 Performance Management Process Overview.. 3 Planning Performance.... 4 Monitoring Performance..
More informationStrategic Plan. City of Chesapeake. Office of the Real Estate Assessor
Strategic Plan City of Chesapeake Office of the Real Estate Assessor Background Perspective Office of the Real Estate Assessor Strategic Plan In February 2003, William L. Rice was appointed by City Council
More informationCo-workers and Change Makers
Corporate Volunteer Development Co-workers and Change Makers Employee Volunteer Programs Steps to Success for Small-to Medium-Sized Businesses EVP 101 By harnessing the power of employee volunteering,
More informationMiddlesbrough Manager Competency Framework. Behaviours Business Skills Middlesbrough Manager
Middlesbrough Manager Competency Framework + = Behaviours Business Skills Middlesbrough Manager Middlesbrough Manager Competency Framework Background Middlesbrough Council is going through significant
More informationTop 10 Leadership Qualities of a Manager
What qualities are most important for a manager to be an effective leader? It's a question often asked and one that makes us sit back and think. Over the past few years, the people at ESI International,
More informationEstablishing Goals. How to Establish Clear Expectations. References: Excellence in Supervision, Rick Conlow, Thomson Learning, 2001
Establishing Goals References: Excellence in Supervision, Rick Conlow, Thomson Learning, 2001 All good performance begins with clear expectations and goals. Without these, employees seldom reach their
More informationHOW TO RETAIN HIGH-PERFORMANCE EMPLOYEES
HOW TO RETAIN HIGH-PERFORMANCE EMPLOYEES Beverly Kaye and Sharon Jordan-Evans Abstract: Keeping high-performing employees has become a top priority for today s organizations. A two-year study by the authors
More informationLunch & Learn Series From. Impact Factory. www.impactfactoryutah.com (801) 581-0369. Impact Factory
Lunch & Learn Series From 1 It only takes 3 seconds a first impression can make or break a business relationship! People first evaluate your physical appearance but it is your body language, mannerisms
More informationRecognizing and Rewarding Hospital Employees
Recognizing and Rewarding Hospital Employees A Revealing New Study of the Practices and Opportunities of Current Hospital Motivational Programs CURRENT STATE OF AFFAIRS Recognizing and rewarding employees
More informationPerformance Management
Performance Management WORKSHOP HANDOUTS Facilitated by: Tara Kemes, Vantage Point Knowledge Philanthropist June 2013 Page 1 of 16 Handout 1 Performance Management System Overview What is performance management?
More informationProject Manager Job Descriptions
Promotion Criteria Position Overview Statement Principal Duties and Responsibilities PROJECT MANAGER Admin Level 4 Typically >8 years in increasing responsible IT leadership role; typically managed one
More informationKnowledge is the food of the soul ~Plato. Knowledge Transferred Transferencia del Saber
Knowledge is the food of the soul ~Plato Knowledge Transferred Transferencia del Saber Unlocking your organization s workforce potential with customized key solutions Saber Academy Capacity Building Program
More informationCreating accountable Results - The 5 Steps to Success
CONSTRUCTIVE Job performance is the basis for an employer s decision to promote, discipline, demote, or fire an employee. Even though not required by law, court rulings continue to encourage employers
More informationINTERVIEW QUESTIONS: ADVICE AND GUIDANCE
INTERVIEW QUESTIONS: ADVICE AND GUIDANCE Although interviews can vary tremendously, from an informal chat to a panel interview, some questions always seem to crop up. It would be a good idea to review
More informationChapter 17 Customer Service
Chapter 17 Customer Service There is only one boss: the customer. And he can fire everybody from the chairman on down, simply by spending his money elsewhere. -Sam Walton The old adage used to be that
More informationLearning to Delegate
Learning to Delegate Overview Tips for managers on how to delegate Why is delegation necessary? Why do many managers have a hard time delegating? What to delegate What not to delegate How to delegate Give
More informationEMPLOYEE REVIEW SYSTEM
DA 230 EMPLOYEE REVIEW SYSTEM EMPLOYEE NAME (Last, First, MI) SOCIAL SECURITY NUMBER/EMPLOYEE ID REVIEW PERIOD From: No. of Feedback Sessions: To: AGENCY NAME AND NUMBER REVIEW TYPE Probationary CLASS
More informationbritish council behaviours www.britishcouncil.org
british council behaviours Mat Wright Mat Wright Mat Wright CREATING SHARED PURPOSE I gain the active support of other people so they are fully engaged and motivated to contribute effectively. I do this
More informationHuman Resources 101. Human Resources Series. Agenda - HR s Strategic Role. Module 1: HR s Strategic Role
Human Resources 101 Module 1: HR s Strategic Role University of California San Francisco Human Resources Training Series HR Development & Training Human Resources Series 1. HR s Strategic Role 2. Effective
More informationFY 2016 Course Catalog Special Interest Series
FY 2016 Course Catalog Special Interest Series These two-hour introductory courses are available to all city employees. These classes are designed to offer the participant a general introduction, covering
More information50 EMPLOYEE ENGAGEMENT. IDEAS and TIPS A LEADER S GUIDE TO EMPLOYEE ENGAGEMENT
50 EMPLOYEE ENGAGEMENT IDEAS and TIPS A LEADER S GUIDE TO EMPLOYEE ENGAGEMENT ! 50 EMPLOYEE ENGAGEMENT IDEAS and TIPS: 50 EMPLOYEE ENGAGEMENT IDEAS AND TIPS 1 2 3 4 5 BE A BETTER BOSS! Immediate manager
More informationFocus Group Summary: Residential Market for HVAC. Prepared for: SMACNA/SMWIA March, 2004
Focus Group Summary: Residential Market for HVAC Prepared for: SMACNA/SMWIA March, 2004 1 Objectives 1. To understand the dynamics of the residential market for sheet metal and HVAC services. 2. To understand
More informationPublic Service Commission
Public Service Commission Strategic Plan Part A, 2011-2016 Year 5 2015/16 Promoting and modeling excellent human resource practices Message from the Minister It is my pleasure to update the Public Service
More informationDTRQ9FO8D9N/TGDTRbzN2v4v. Sample Leader Leader Sample
DTRQ9FO8D9N/TGDTRbzNvv Sample Leader Leader Sample Feedback Report //0 About This Survey Leader Sample, //0 This multirater survey is designed to provide a basis for your professional development. As an
More information8 Steps for Leading the Change Process to a Paperless Agency July 25, 2013
8 Steps for Leading the Change Process to a Paperless Agency July 25, 2013 Today s Presenters 2 John P. Kotter & Leading Change John Kotter s Bio Former professor at Harvard Authored 18 books on leadership
More informationTechnical and Management Assistance & Consulting
Technical and Management Assistance & Consulting Since 1995 www.tmacdfw.org TMAC PROVIDES SOLUTIONS FOR Executive Leadership...5 Accounting & Finance...7 Product Development...10 Sales & Marketing...12
More informationHow to Catch em, How to Keep em
How to Catch em, How to Keep em IPMAAC Conference 2000 Rich Moonblatt AMG/RecruitCom Chevy Chase, MD Recruiters and Retention Should recruiters be involved in retention? Should recruiters focus on bringing
More informationFEASIBILITY CHECKLIST
APPENDIX A FEASIBILITY CHECKLIST Perhaps the most crucial problem you will face after expressing an interest in starting a new business or capitalizing on an apparent opportunity in your existing business
More informationInvestors in People First Assessment Report
Investors in People First Assessment Report K.H.Construction Cambridge Assessor: Lesley E Ling On-site Date/s: 3 rd September 2008. Recognition Date: Contents 1. Introduction Page 2 2. Assessment and Client
More informationLEADERSHIP AND SUPERVISION
CHAPTER 21 LEADERSHIP AND SUPERVISION To lead, you must firstbeable to follow; for without followers, there can be no leader. Navy Saying Today s Navy operates with fewer people and resources than before.
More informationQUALITY MANAGEMENT SYSTEM REQUIREMENTS
QUALITY MANAGEMENT SYSTEM REQUIREMENTS FOR BUILDERS 2014 400 Prince George s Blvd. Upper Marlboro, MD 20774 800.638.8556 HomeInnovation.com TABLE OF CONTENTS Introduction... iii Notes... iii 1 General...1
More informationLean Management and Culture Change
Lean Management and Culture Change Mike Halstead VP Operations Eastern Division Quorum Health Resources Starbucks Video 2 Why Adopt Process Improvement in Healthcare? Cost of Care Increasing $ Inpatient
More informationISO 9001 Quality Management System
White paper ISO 9001 Quality Management System Essential best practice for small businesses ISO 9001 - Quality Management System best practice for small businesses ISO 9001 Overview ISO 9001 is an International
More informationSamples of Interview Questions
Human Resources/Payroll Introductory/Warm-Up/Rapport Building How did you find out about this job opening? What attracted you to this position? What do you know about our organization? Why are you considering
More informationRPI Best Practice Standards
Recognition Professionals International (RPI) RPI Best Practice Standards Program and Standards Revised: April 2007 Recognition Professionals International 1601 N. Bond Street, Suite 303, Naperville, IL
More informationHuman Resource Research Paper
Human Resource Research Paper Human Resource Management in a Call Center Instructor: Kathryn Taft Advanced Human Resources Management BADM 382 March 16 th, 2005 Raymond Chow Executive Summary One of the
More information+ OFFICE RELOCATION. BEST PRACTICES Moving Your Office
+ OFFICE RELOCATION BEST PRACTICES Moving Your Office Preparing for an Office Move? Moving to a new location communicates a lot about your company and impacts your company s brand. It also plays a huge
More informationthe employee-customer connection
the employee-customer connection Insight Newsletter No 4: 2007 Through the Looking Glass: How the Employee Experience Mirrors (and drives) the Customer Experience By Rodger Stotz, Vice President, Managing
More informationTHE CALL CENTER S NUMBER ONE DILEMMA - Profit Erosion:
THE CALL CENTER S NUMBER ONE DILEMMA - Profit Erosion: Is Workforce Attrition Eating Away at Your Profitability? A WHITE PAPER FROM WWW.TELECORPPRODUCTS.COM THE CALL CENTER S NUMBER ONE DILEMMA - Profit
More informationBuilding Customer Satisfaction & Loyalty
Building Customer Satisfaction & Loyalty Brunetta Harris Moderator Cindy Sheridan Lincoln Military Housing Tom Adams Winn Residential Military Housing June 15-18, 2016 Moscone Convention Center San Francisco
More informationLeading and Motivating as a Manager
Leading and Motivating as a Manager Overview Ten keys to leading and motivating the people you manage. Find out what motivates the people who report to you Hire and keep people who are good at the work
More informationPerformance Management Guide For Managers
Performance Management Guide For Managers This guide applies to employees who are not covered by a collective bargaining agreement or for whom the agreement contains no provision regarding this subject.
More informationPerformance Appraisal Review for Exempt Employees
Client Company Performance Appraisal Review for Exempt Employees Employee Name Department Title Date Started Current Position Date of Review Current Supervisor Instructions Review employee s performance
More informationBuilding Trust PE R S PECTIVE S. The Critical Link to a High-Involvement, High-Energy Workplace B egins with a Common Language
PE R S PECTIVE S Building Trust The High Cost of Low Trust Low morale Lower productivity People quit but stay Increased turnover The Four Elements of Trust Able Believable Connected Dependable The Critical
More informationManaging Sales Activity and Performance. June 1, 2011
Managing Sales Activity and Performance June 1, 2011 Webinar Series 1 Paving the Way 2 The Path to Achieving ing Goals 3 Managing Sales Activity Introduction Dealing with different customer types Customer
More informationSMA/iNHSS Best Homebuilding Practices Summit 2015
SMA/iNHSS Best Homebuilding Practices Summit 2015 PRESENTATION LIST BY SPEAKER, APRIL 30 MAY 2, BOB SCHULTZ Thursday, Friday, Saturday President, International New Homes Sales Specialists (inhss) TARGETED
More informationCreating the climate to get the most from your team
Creating the climate to get the most from your team Helping leaders to create high-performing organisations NOVEMBER 2011 SHARON CRABTREE MICHAEL DODDS About Hay Group Our objectives today Look at what
More informationABOUT FINANCIAL RATIO ANALYSIS
ABOUT FINANCIAL RATIO ANALYSIS Over the years, a great many financial analysis techniques have developed. They illustrate the relationship between values drawn from the balance sheet and income statement
More informationThe University of La Verne Professional Development Class by Bill Collar
The University of La Verne Professional Development Class by Bill Collar The University of La Verne is located in Oceanside, CA. It offers a wide variety of Independent home study courses for teachers.
More informationSales Force Management 2013 Course Outline (5/10) Krzysztof Cybulski Ph.D. Marketing Chair Faculty of Management Warsaw University
Sales Force Management 2013 Course Outline (5/10) Krzysztof Cybulski Ph.D. Marketing Chair Faculty of Management Warsaw University Program of Sales Force Management Course 1. Creating The Sales Force 2.
More informationInterviewing Practice = Preparation
Interviewing Practice = Preparation What is the Purpose of an Interview? STUDENT An interview is a two-way exchange, a conversation, in which both participants have some goals. The Interviewer wants to
More informationOnboarding Program. Supervisor s Guide
Onboarding Program Supervisor s Guide Supervisor s Guide Introduction This guide has been developed for supervisors to support an effective and successful onboarding process for new employees. As a supervisor,
More informationSUPERIOR SALES MANAGEMENT
SUPERIOR SALES MANAGEMENT The most important and most overlooked skill in building and maintaining a high level of sales effectiveness in a professional sales force is that of sales management. Our experience
More informationIntegrated financial planning for business owners January 30, 2014
Integrated financial planning for business owners January 30, 2014 Baker Tilly refers to Baker Tilly Virchow Krause, LLP, an independently owned and managed member of Baker Tilly International. Presentation
More informationBUSINESS SUCCESSION: PLAN NOW FOR SUCCESS
BUSINESS SUCCESSION: PLAN NOW FOR SUCCESS 6 STEPS TO ACHIEVE YOUR VISION As a business owner, you ve invested time and effort to build a business that supports your family and many others, including employees,
More informationClassroom Management: An Ecological Model Donald F. Perras, Ph.D.
Classroom Management: An Ecological Model Donald F. Perras, Ph.D. Help Wanted! Teachers prepared to manage students limited behavioral readiness for school. This national dilemma reflects students changing
More informationHospitality and Tourism Career Cluster Hospitality, Recreation and Tourism Management Course Number: 08.45400
Hospitality and Tourism Career Cluster Hospitality, Recreation and Tourism Management Course Number: 08.45400 Course Description: The third course in the Hospitality, Recreation and Tourism (HRT) Pathway
More informationPricing for Profit What Are You Worth? What Do You Need to Charge?
Welcome to Pricing For Profit The Elusive Money Mack Heaton No Secrets Training Pricing for Profit What Are You Worth? What Do You Need to Charge? Do You Deserve a Profit? 2004 No Secrets 1 The HVAC Dealership
More informationConsiderate Constructors Scheme Site Manager s Guide
Considerate Constructors Scheme Site Manager s Guide Started in 1997, the Considerate Constructors Scheme was set up by the UK construction industry to improve its image. The Scheme is a non-profit-making,
More informationEmployee Engagement - The Missing Link in Service Excellence
Employee Engagement - The Missing Link in Service Excellence Moses Ngorima Principal Consultant PPB Africa 18 October 2010 Employee Engagement no company, small or large, can win over the long run without
More informationIndividual Development Planning (IDP)
Individual Development Planning (IDP) Prepared for Commerce Employees U.S. Department of Commerce Office of Human Resources Management Table of Contents Introduction / Benefits of Career Planning 1 Your
More informationState of Washington Supervisors Guide to Developing Operational Workforce Plans. Updated December 2008
State of Washington Supervisors Guide to Developing Operational Workforce Plans Updated December 2008 Table of Contents Introduction... 3 What Is Workforce Planning?... 3 Workforce Planning Strategy Areas...
More information55 Success Strategies to Help You Improve Your Profits and Enjoy Your Business
55 Success Strategies to Help You Improve Your Profits and Enjoy Your Business These strategies are a recipe for success. They have been compiled from workshops with thousands of franchisees. We simply
More informationEmotionally Intelligent Leadership
Emotionally Intelligent Leadership Leadership and Emotions Copyright 2005 Claus Møller Consulting. All rights reserved. This work may not be altered in any way, but may be distributed freely in its current
More informationHOW DOES THE PROSTART PROGRAM WORK?
MENTOR S GUIDE Overview benefits top 10 list WHAT TO EXPECT WHERE TO BEGIN HOW TO BE A GREAT MENTOR Helping Students Challenges WHAT ELSE CAN YOU DO? OVERVIEW WHAT IS THE PROSTART PROGRAM? ProStart is
More informationDESCRIBING OUR COMPETENCIES. new thinking at work
DESCRIBING OUR COMPETENCIES new thinking at work OUR COMPETENCIES - AT A GLANCE 2 PERSONAL EFFECTIVENESS Influencing Communicating Self-development Decision-making PROVIDING EXCELLENT CUSTOMER SERVICE
More informationKeith R. Dutton, M.S., SPHR. Connor M. Walters, Ph.D., CFLE. Department of Management & Quantitative Methods
Keith R. Dutton, M.S., SPHR Department of Management & Quantitative Methods Connor M. Walters, Ph.D., CFLE Department of Family & Consumer Sciences Illinois State University Understand what motivates your
More informationInvolve - Human Resources Management
Involve - Human Resources Management This article will describe: What Human Resource Management (HRM) is Why HRM is so important to community and voluntary organisations What typical HRM processes consists
More informationThe ins and outs. of successful. leadership. Helping you to be a more effective leader
The ins and outs of successful leadership Helping you to be a more effective leader What does your team expect from their leader? Someone who high-fives everyone from the post boy to the CEO on his way
More informationE XPERT PERFORMANC E. Building Confidence. Charting Your Course to Higher Performance. The Number 1 Challenge for New Leaders
E XPERT PERFORMANC E Charting Your Course to Higher Performance CHALLENGE: Today s leaders need to meet an increasing demand for measurable results in ever decreasing time frames. SOLUTION: Ultimately
More informationA Guide to Hiring a Custom Home Builder
A Guide to Hiring a Custom Home Builder A Guide to Hiring a Custom Home Builder Copyright 2013 Published by Christian Gladu Design 2721 NW Nordic Avenue Bend, OR 97701 All rights reserved. Except as permitted
More informationRedefining RPO: Comprehensive Talent Solutions Changing the Employment Landscape
Redefining RPO: Comprehensive Talent Solutions Changing the Employment Landscape EXECUTIVE SUMMARY Recruitment process outsourcing (RPO) has undergone a transformation. What once was a function focused
More informationBetter Onboarding to Enable Organizational Agility
RTM Consulting Better Onboarding to Enable Organizational Agility A Guide for the Support Services Executive Randy Mysliviec President & CEO RTM Consulting 2 2012-2014 All rights reserved. Better Onboarding
More information