Ellen and Richard Hohmann - Contributors in South Jersey Biz Article

Ellen and Richard Hohmann asked to be contributors to an article titled, “No Problems to Report” by Jennifer Nelson (South Jersey Biz, Volume 2, Issue 1).

The article focused on the difficulty facing supervisors and managers today in terms of having to deal with a wide range of personality traits and behavior. Some of the contributors felt that over 30% of an employee’s performance in the workplace is tied to their individual behaviors. In the article, Elizabeth Faircloth, Vice President of Augur, Inc. stated that, “I don’t think many companies realize how important an employee’s personal actually is. Both Ellen and Richard know for a fact that they don’t.

Ellen and Richard Hohmann have specialized in teaching companies and their people to better understand both the differences in personalities and the resulting behavioral tendencies that they will exhibit in the workplace. Individual performance and the productivity of the organization can certainly be linked to this. It is also important that managers or supervisors understand the cultural and generational differences present in the workplace today. After all, the effectiveness of any organization is a direct reflection of people being engaged with the company’s business strategy. This engagement cannot occur without a better understanding of these “people” traits.

Engagement is certainly one barometer that can be used to measure if the personality of the workers is understood. After all, a more engaged workforce is more productive making the company more profitable. Sure makes sense to us. Richard also uses Behavioral Assessment Instruments with every Executive Coaching client. It is important that excellent communication be achieved and assessment help with that immensely.

The uniqueness about the Leadership Courses offered by Innovative Leadership is that they don’t focus on content, they focus on the expected behavioral change needed by the participant to be more productive. Adults learn differently than children and content driven programs have been shown to deliver little of no change. Behavioral-oriented programs do make a change…in the employee and the company. As our slogan says, “We change companies, one employee at a time”.

Read the Full South Jersey Biz Article Here

There's No "ME" in Training, But There is "ROI"

Many people believe that our economic vitality depends on having a skilled and experienced workforce. It is being reported that too many young people are unprepared to succeed in a knowledge-driven global economy. A broad skills gap that already exists in our nation is contributing in one new report calls the “great divide” between what a worker has to offer and what employers expect and demand. The substandard consequences are real and are growing worse.

The real problem is that many of us are asking, “How do we improve the skills of future workers while developing our own talent pipelines?”

Employers must invest in a process that allows them to grow their future leaders organically. Most companies concentrate their efforts on the basic workforce readiness skills of their entry–level, lower skilled employees and, in some cases, prospective employees hoping to secure full time positions. To do such requires considerable time and expense. A recent report titled, “Why Companies Invest in ‘Grow Your Own’ Talent" demonstrably shows employers that embrace workforce-readiness training are finding promising results and an impressive and measurable ROI.

Most of the benefits noted in the report revolve around employee retention, increased workforce diversity, and greater community engagement. The real success lies in the fact that companies are successfully cultivating new generations of talent with new career opportunities, who positively impact organizational effectiveness, better known as corporate profitability.

It is time that we understand, an applicant arrives at a company because they are interested in the roles and responsibilities associated with the position and if they find the compensation package adequate, they take the position, BUT they only stick around if two other things are satisfied; what are they? 1) That their new company demonstrates an interest in them 2) There is a future opportunity for growth. Now, who doesn’t feel that training and development of your people is valuable?

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Article written by Richard J. Hohmann Jr., Senior Business and Management Consultant for Innovative Leadership, a strategic partner with Fitzpatrick, Bongiovanni, & Kelly, PC, and also a member of the Collaboration Team for Leadership Management International. Richard can also speak at your next organization’s meeting, to invite him to speak call 609-390-2830, For your business solutions click here: InnovativeLeadershipDV.com

Management reSOLUTIONS for 2012

Managers - Have you set your reSOLUTIONS for 2012 yet? It's not too late. Here are 15 suggestions for a more productive workplace and higher employee engagement!

1. Be a More Effective Listener and a Better Story Teller
2. Provide Feedback in a Timely Manner
3. Get to Know Your People as More Than Employees
4. Learn to Delegate and Begin to Cross Train
5. Focus on Diversity and Inclusion for Productivity
6. Be More Goal-Oriented
7. Tie Your Corporate Business Strategy in with People's Values
8. Be Consistent with Your Performance Management Process
9. Realize Your Primary Role is to Develop People
10. Prioritize Your Roles and Responsibilities Daily
11. Manage Your Email and Turn Off Message Alerts
12. Be Positive - Learn to have a "Positude"
13. Find Opportunities to "Stretch" Your Skill Set
14. Schedule Time with Yourself, Don't Multi-Task
15. Establish Trust as the Foundation for All You Do!
    

Business Owner reSOLUTIONS for 2012

It's not too late to start your reSOLUTIONS; Here are 15 suggestions for Business Owners.

1. Get employees to Think like Owners
2. Create a Build a Great Workplace
3. Understand that You Can't Do it All
4. Utilize Your Professional Team of Advisors
5. Create an Advisory Board
6. Don't Accept Status Quo
7. Participate in Community Activities
8. Learn to Work "On" Your Business NOT "In" Your Business
9. Open your Mind to Innovation and Creativity
10. Be a Forward Thinker - Focus on the Design of the Outcome
11. When Defining Your Vision of the Future, Set Clear Goals
12. Measure Your Results
13. Set a Budget and Stick to it!
14. Link Your Goals to Your Financial Outcome
15. Practice Continuous Improvement
    

HR reSOLUTIONS for 2012

It's not too late to start implementing reSOLUTIONS into your daily activities as a Human Resources professional. Here are 15 suggestions to get you started on a new and exciting path:

1. Increase Employee Engagement
2. Reduce Stress in the Workplace
3. Get a Grasp on Social Networking
4. Increase the Use of Temporary and Part-Time Employees
5. Be the Point Person for Succession Planning (Be prepared for Those in Retirement Age)
6. Integrate Strategy with People Value
7. Make HR a Strategic Partner
8. Manage Change in Culture and Growth
9. Focus on Employee Relations
10. Provide Legal Updates to Managers and CEO's
    
11. Develop a Performance Management Process
12. Establish Coaching and Mentoring Programs for Employee Retention
13. Develop a Leadership Program
14. Create an Onboarding Process vs. Orientation
15. Tie in Your Recruitment Practices with Strategy, Culture, Mission and Vision