Newsletter Detail

MVHRA Connections - May 2021

MAY 2021

EMPLOYMENT CORNER

Check out these exciting Human Resources job opportunities:

  • Talent Acquisition Specialist – Wilson Health
  • Chief People Officer – Henny Penny
  • HR Generalist – Wilson Health
  • HR Business Partner – Wright State University
  • Recruiter – Community Blood Center/Community Tissue Services
  • Benefits Administrator – Sinclair Community College
  • HR Intern – RetireMED IQ

Details regarding employment opportunities can be found on the MVHRA website.

 


 

THANK YOU TO OUR MAY SPONSORS LEE HECHT HARRISON & SHARP LEADERSHIP DEVELOPMENT!

     

  

 

         

 

 

 

 

 

 

 

 

 

 

 


          

 THIS MONTH'S ARTICLES

 

 

Winning with People-Based Competitive Advantages

 

Submitted by Steve Black

 

Competitive Advantage

kuhm·peh·tuh·tuhv uhd·van·tuhj

 

“A condition or circumstance that puts a company in a favorable or superior business position.” (https://www.lexico.com/en/definition/competitive_advantage)

 

Deep financial pockets.  Market reputation.  Trade secrets.  Intellectual property.  Location.  All of these exemplify competitive advantages.  Any attribute enabling a company to outperform its competitors acts as a competitive advantage.  When seized upon, such advantages yield greater profit margins.  They do not have to be complex, but they must be unique and specific to an organization.  According to the Corporate Finance Institute, to truly be a competitive advantage, it “must be difficult, if not impossible, to duplicate.  If it is easily copied or imitated, it is not considered a competitive advantage.”  Sure, having a mechanical pony costing only a penny may attract kids into a store, but it is easily replicated.  Yes, placing “buy-one, get-one free” coupons on car windshields will raise brand awareness, but this is easy to do.  What is key to having a competitive advantage is that it is very difficult to duplicate.  It creates leverage in the marketplace for a single entity.  Oftentimes, there are many under-explored competitive advantages to consider related to “people.”  When explored and leveraged, “people-based” competitive advantages can propel an organization to greater success. 

 

Here are some examples of how an organization can create “people-based” competitive advantages.

  1. Compelling Cultures

When an organization TRULY knows who it is and clearly states its purposes (mission, vision, values), good things happen.When it operationalizes its purposes into core behaviors, actions, and plans, great things happen!Such alignment and clarity creates a compelling culture.Compelling cultures are cultures that attract the right people and repel the wrong people.  Such organizations create hiring practices that clearly articulate their core DNA and screen out candidates, who are not a fit.  These organizations clearly align each job to the core purposes and outcomes.  When aligned, there are ongoing clarity mechanisms (e.g.—1:1 coaching sessions, recognition and reward programs, corrective action plans) to consistently bring clarity, alignment, and accountability.

  1. Generational Synergies

In most workplaces, there are anywhere from three to four different generations working alongside each other.There are Baby Boomers (born between 1943-1964), Gen Xers (1965-1980), Millennials (1981-1996), and Gen Z (1997-2012).Each generation has a unique mindset, value set, communication style, and numerous preferences.This is a recipe for conflict.Organizations that find ways to drive synergies amongst various generations will find advantages.When trust is a key ingredient in an organization, people of different walks of life can engage in healthy conflict, which often leads to greater innovation, creativity, and excitement!What are you doing to build true teams composed of diverse age groups as oppose to mandating groups of individuals complaining about one another?

  1. Clear Communication

Anywhere you find more than one human interacting with another one, you will find communication challenges.For each additional person, communication challenges multiply.Think about your organization.How many people are there?How many daily decisions does each person make?How many communication channels (e.g.—email, phones, carrier pigeons) do you use?Each variable brings greater complexity.Workplace communication problems have the potential to have a negative impact on morale, productivity, cross-functional work team relationships, and other dynamics.When left unchecked, turnover increases, mistakes go up, organizational reputation goes down, and toxicity enters the workplace.Organizations that create clear, concise, unified, consistent, and effective communication structures work faster.Great communication is a hallmark of building trust.  When trust increases, organizations experience positive and negative metrics in the right categories.

  1. Output-Based Cultures

Where is your organization’s focus?  Does it reward inputs, or does it prize outputs?  Is there pressure to recognize activities with little connection to results?  If so, this is an input-based culture.  Such cultures reward things like hours worked, vacations missed, and disconnected/unaligned activities.  It appears that the business is doing well, but core needs are not being met.  In an output-based culture, outcomes and results trump activity.  Yes, activities matter.  BUT it is vital that the right activities are being done that lead to intended results.

  1. Willing-Able-Fit Team-Members

Hiring people simply because they are nice can lead to disgruntlement if they cannot do the job.Bringing a person onto a team solely because they can do the work, but they are not a fit will disrupt the entire team.Employing someone, who is aligned with the culture but does not enjoy the job duties may result in disengagement.It is vital that employers focus on the person’s willingness to do the work, ability to do it, and their fit with the core purposes and team dynamics.

 

“People-based” competitive advantages can exist in each organization if leadership is willing to explore them.  When organizations have a tight connection between who they are, what they want to do, and what their people actually do, greater productivity and results happen. 

 

Need assistance with addressing short and long term HR needs for your business? Contact me at steve.black@brixeyandmeyer.com, and we will address them proactively.

 

Disclaimer: This is not legal advice, but merely informed opinion or general information meant for no particular purpose.  Issues addressed often implicate federal, state, and local labor and employment laws.  This is not intended as a substitute for legal advice.  Readers should consult labor and employment counsel to determine whether their particular policies, procedures, decisions, or courses of action comply with such laws. 

 


 

Upcoming Diversity & Inclusion Committee Events

 

Thank you for your completing the D&I Survey for MVHRA. We appreciate your feedback and will be utilizing the results to develop content and programming to meet our members’ specific needs and interests around these topics. Based on survey results, the Committee has decided to plan small roundtable group discussions using some of the topics generated from the survey. These virtual roundtables will allow members to have open dialogue and discussion on topics that may otherwise be considered too sensitive for large group settings. The hope is that we can collaborate on best practices, share suggestions, and learn from one another during these roundtables over the next few months.

 

Register Today: Please click here to register for the events. Once you register, you will receive the Zoom link and login information to add to your calendar.

 

May 19th 12:00-1:00 = Training Supervisors (Roundtable open discussion facilitated by Coretta Tengesdahl)

Discuss best practices on how to train supervisors on the value and importance of D&I efforts, what can supervisors do in the workplace to make their environments more equitable, and leadership basics FAQs.

 

June 24th 12:00–1:00 = Surviving the Workplace (Roundtable open discussion facilitated by Carlina Figueroa)

If you find yourself in a toxic work environment filled with drama, negative people, bullying or colleagues with destructive behaviors, we will discuss ways to boost your resiliency and best practices to begin to change the culture.

 

 


 

Reminder:  MVHRA Legal Services Plan Available

 

MVHRA has an agreement with local attorneys to provide a legal services plan for MVHRA members (the “Plan”).  The Plan is available again for 2021 and is included as part of your current membership at no additional charge.  Further details available at http://mvhra.org/myMVHRA/legal-services.cfm

 

Note:  You must be a MVHRA member AND logged into mvhra.org to access this service within the "MY MVHRA" link at the top of the page.

 


    

See Your Article In Our Newsletter!

 

MVHRA members, do you have something to submit to the MVHRA Newsletter?  Please send it to Amy Mitchell, Newsletter Committee Chair, via email at acm@amfdayton.com.

 


 

UPCOMING MEETINGS AND EVENTS

 

 

May 11, 2021

 

Lunchtime Webinar:  Fair Credit Reporting Act Updates and Horror Stories

Speaker:  Jared Alexander and Tammy Henry from DataFacts

Time: 12: 00 PM - 1:00 PM

Location: via Zoom - you will receive login information at the bottom of your email confirmation

 

Credits: This program is being submitted for approval of recertification credits by the HR Certification Institute (HRCI) and for SHRM Professional Development Credit (PDC).
 

 

May 19, 2021

 

Diversity & Inclusion Series: Training Supervisors

Speaker: Roundtable Open Discussion facilitated by Coretta Tengesdahl

Time: 12:00 PM - 1:00 PM

Location: via Zoom - you will receive login information at the bottom of your email confirmation

 

Discuss best practices on how to train supervisors on the value and importance of D&I efforts, what can supervisors do in the workplace to make their environments more equitable, and leadership basics FAQs.
 

 

June 8, 2021

 

Lunchtime Webinar:  Employee Engagement or Employee EnCAGEment: 6 Strategies To Keep Employees Engaged

Speaker:  Davis Robinson

Time: 12: 00 PM - 1:00 PM

Location: via Zoom - you will receive login information at the bottom of your email confirmation

 

Credits: This program is being submitted for approval of recertification credits by the HR Certification Institute (HRCI) and for SHRM Professional Development Credit (PDC).

 

 

June 24, 2021

 

Diversity & Inclusion Series: Surviving the Workplace

Speaker: Roundtable Open Discussion facilitated by Carlina Figueroa

Time: 12:00 PM - 1:00 PM

Location: via Zoom - you will receive login information at the bottom of your email confirmation


If you find yourself in a toxic work environment filled with drama, negative people, bullying or colleagues with destructive behaviors, we will discuss ways to boost your resiliency and best practices to begin to change the culture.

 

 

July 22, 2021

 

Diversity & Inclusion Series: How to Develop a Diversity & Inclusion Program

Speaker: Stacey Lawson, Vice President, Human Resources, Premier Health

Time: 12:00 PM - 1:00 PM

Location: via Zoom - you will receive login information at the bottom of your email confirmation

 

In the wake of the death of George Floyd and continued unrest and racial injustice in our society, many organizations accelerated their efforts to demonstrate their commitment to diversity and inclusion. Many organizations knew that they could not be silent but struggled in reckoning with both what to do and most important, how to do it. Join, Stacey Lawson, Vice President, Human Resources, Premier Health on Thursday, July 22nd at 10:00 – 11::00am as she shares how to start a comprehensive D&I program. She will provide best practices for those who are starting on the journey and practical strategies for hardwiring D&I into the fabric of your organization.

 

 

  

 

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