Newsletter Detail

MVHRA Connections - July 2021

 

JULY 2021

 

EMPLOYMENT CORNER

Check out these exciting Human Resources job opportunities:

  • HR Assistant – South Community
  • HR Coordinator – IDC Spring
  • HR Business Partner – Crocs Ohio Distribution Center
  • HR Generalist – VRI
  • Benefits Specialist – Tailwind Technologies, Inc.
  • Training Coordinator – South Community

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


THIS MONTH'S ARTICLES

 

Human Resources Professional Certification Study Course at Wright State University

Submitted by Betsy Brown

Interested in prepping for the PHR, SPHR, SHRM-CP or SHRM-SCP? The Human Resources Professional Certification Study Course (HRPCSC) will prepare you to gain credentials to advance your career. The Fall session begins Saturday, September 11, 2021 and runs for 10 consecutive Saturdays from 9:00am -1:00pm. Classes are held on the Wright State University campus with a streaming option also available.

Information for the HRPCSC can be found at https://business.wright.edu/management-and-international-business/human-resources-professional-certification-study-course

Registration for the upcoming HRPCSC is $1,199. Register by July 31 and receive a $99 early bird discount by using promo code EARLY. Organizations registering 2 or more participants receive a 10% discount when using promo code MULTI. Participants with a WSU degree will receive a 10% discount when using promo code WSUALUM. Sign up now and take advantage of these special pricing options.

 


 

Little League Leadership Lessons

Submitted by Steve Black

Nerves were on edge, sweat dripped, tension mounted as my son stood on the pitcher’s mound.  No, he was composed and collected.  It was me, who was on edge.  If you are a parent of a pitcher, you know the stress it causes!  The opposing team was in first place.  All we needed was one more strike, and our team would win.  We led by one run with the bases loaded.  He stared at the batter, and he began his pitching motion…here it comes!  AND…he hit the batter.  Oh no!  Fortunately, the batter was not hurt.  However, it did walk in the tying run.  With the score now tied, we needed one more out to force the game into extra innings.  Ball one…ball two…ball three…ball four.  On four straight pitches, the batter walked, and it forced in the winning run.  I looked at my son dejected on the mound.  After congratulating the other team, we got in the car.  This car ride turned into a psychology session…for both of us.  This event, though, exemplified many leadership lessons taught (and learned) from little league baseball.

This past summer, I had the privilege of coaching both of my sons on the same baseball team.  Our coaching staff decided to use baseball to teach the kids life and leadership lessons.  Little did we realize that these lessons would reinforce and redefine what I thought about leadership.

Here are several “Little League Leadership Lessons:”

  1. E + R = O (Event + Response = Outcome)

Developed by Jack Canfield and popularized by Tim Kight, this formula became our team’s mantra.  We wore it on our wrists, talked about it, and tried to live it out.  As a bracelet, each time a player made an error, he would snap his bracelet.  Baseball has so many opportunities that are out of a player’s control.  The umpire, the weather, the field conditions…all of these are outside of a player’s control.  These cause events (E).  Events happen with or without input from the person being affected.  For instance, if you attend a little league baseball game, you will quickly learn that umpires make mistakes.  In our league, they made lots of them!  One day the strike zone was as big as a bus and the next day it was as small as a mouse!  The only thing our players could control was their response (R).  Pitchers had to learn how to respond to throw accurate pitches.  Batters had to learn how to adjust to take advantage of the strike zone.  Any response, positive or negative, shapes the outcome (O).  Throughout the season, coaches and players (and parents) learned to focus upon what they could control…their response.  Doing this helped to create more positive outcomes as we wasted less energy on events we could not control.

In the workplace - Where is your team’s attention?  Is it focused upon uncontrollable events?  OR, is it focused upon what is controllable?  Great leaders help people see what they can control and mobilize them into action.  This current pandemic is an event out of peoples’ control.  However, there are responses and controllable events that create new opportunities and minimize failures. 

  1. Emotional Intelligence Sets the Good Apart from the Great

The great baseball philosopher, Yogi Berra, once said, “Baseball is 90 percent mental, the other half is physical.”  When our pitchers threw well, you could see it on their faces and in their posture.  They had confidence.  They had a positive attitude.  They were a catalyst igniting other players to work harder.  When they were not throwing well, though, their attitudes, actions, and body language showed it.  Bad pitch led to bad thinking, which led to more bad pitches.  Emotionally, I saw kids cry while on the mound.  Heart-breaking to see, but a fantastic opportunity to learn!   Most coaching mound visits focused upon the pitcher’s emotions and psyche.  It was not a lecture on where to throw the ball.  It was encouragement to slow down and simplify the game.  When seeing this, it reminded me of the importance of emotional intelligence (EQ).  People with high EQ are aware of their emotions, and they can regulate them.  The pitching mound may be the most difficult place to practice this as every eye in the ball park is starring.  Every motion is scrutinized.  I saw some pitchers grow in this area, and as they did, they were able to manage themselves when pitching poorly. 

In the workplace - Leaders must put a priority on teaching emotional intelligence.  These skills are as important as technical skills.  Great workplaces and teams operate with high emotional intelligence.  They understand themselves and others, and the adjust as needed. 

  1. Leadership Needs to Provide a Single and Coherent Voice

First off, our coaching staff was not filled with baseball experts.  However, we knew enough about the game to be helpful in developing players.  Parents, grandparents, siblings, and other fans all became voices yelling out instructions to players.  Many times, contradicting information spewed out from the stands.  Several players would look into the dugout confused.  They would hear instructions ranging from “swing the bat” to “don’t swing the bat!”  What is a kid to do?  It became apparent that they needed a single voice.  The coaching staff instructed the kids to listen to the coaches and tune out the crowd.  We encouraged them to learn from their families and friends, but we asked them to focus upon the single voice.  As coaches, we would listen to advice from various people…oftentimes, it was good information!  However, the players needed a single voice.  A single voice does not mean other opinions do not matter or that they do not help shape the single voice.  The single voice provides clear direction.

In the workplace - Are team-members confused upon the direction of the company?  Are team-members confused about their own priorities?  Leaders must provide a single voice that helps team-members know exactly what the company does, where it is headed, and how the person plays a role in making it happen!  Leaders must listen to new ideas, but they cannot confuse people by chasing every idea!

  1. Love of the Game Pushes Players to Work Hard

Baseball should be fun!  If a player is not having fun, they usually do not put forth a strong effort. Reminding the players to have fun should be a routine part of coaching.  In our case, players, who were not having fun, went through the motions, but they had no desire or inner drive to improve.  On the other hand, players, who had fun, spent extra time at the batting cages.  These players asked to stay after the game to practice.  It became apparent that as coaches, one of our main responsibilities was to keep the game fun!

In the workplace - Is your workplace enjoyable?  Do people enjoy coming to work?  Do they like their job?  If not, leaders are missing out on greater productivity, innovation, and engagement.  When these three factors are high, companies prosper!  It is the leader’s job to create meaningful work and find the right people to do it.

  1. Coaches Make Mistakes

Routinely, one of us would say something that was not the best direction for the given moment.  For instance, one of our coaches yelled out to a player to run from third base to home at a very bad time.  It was a close game, and there was no need to take an unnecessary risk.  The player ran, and the catcher tagged him out.  It was bad coaching.  The moment it happened, the coach owned the mistake and apologized to the player.  He went one step further.  He asked the player what the right thing was to do, and the player answered correctly.  What a coachable moment!  The coach did an amazing job of modeling a mistake and learning from it. 

In the workplace - Leaders will make mistakes.  They must own them, communicate them, and use them as learning opportunities.  This humanizes the work experience.  Humanizing it creates stronger relationships and opportunities to learn and grown.  Mistakes can be great things in the long run.  It is when they are ignored that the opportunity is squandered.

Our team did not win the championship.  We barely had a .500 record.  However, we learned many life and leadership lessons.  That is the beauty of sports.  Sports is an amazing teacher.  The next time you watch a Reds’ game (or insert your favorite team), pay attention to the leadership lessons played out in front of you.  The great thing about leadership is that even when you make an error, you can learn.  Again, Yogi Berra is helpful… “It ain’t over till it’s over.”  Keep growing as a leader, and I encourage you to look at how different aspects of this world teach us about life and leadership.

Need assistance with addressing short and long term HR and organizational development 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. 

 

 

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

 

July 22, 2021

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

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

Time: 10:00 AM - 11:00 AM

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.

 

August 10, 2021

Workshop: Culture of Engagement: Why/How to Build Passionate and Engaged Teams

Speaker: Joshua Evans

Location: Sinclair Community College

Time: 7:45 AM - 8:00 AM: Registration & Continental Breakfast

8:00 AM - 11:15 AM: Professional Development Workshop

Joshua Evans is a #1 best selling author in Leadership and Management Training, a TEDx Programmer, and the leading expert on company culture and organizational engagement ( check him out at www.joshuaevans.com ). For our August 10th PDW beginning at 8a/registration 7:45am, Mr. Evans has an exciting interactive session planned and his focus is Culture of Engagement: Why/How to Build Passionate and Engaged Teams. Learn how to build an engagement-focused working environment, obtain tools for re-engaging employees and helping them find fulfillment in their work, and learn how to identify negative triggers and eliminate workplace toxicity. A deep-dive and timely topic with tips we can immediately implement in our own workplaces. Plan now to join us for this collaborative engagement!

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

Luncheon: Culture of Engagement: Why/How to Build Passionate and Engaged Teams

Speaker: Joshua Evans

Location: Sinclair Community College

Time: 11:15 AM - 11:30 AM: Registration & Networking

11:30 AM - 12:00 PM: Announcements & Lunch

12:00 PM - 1:00 PM: Speaker

Mr. Evans will continue the “Culture of Engagement” as we meet for lunch (noon, registration opens at 11:45am) where we will discover how to increase effective communications in the workplace for authentic interactions. Joshua is on a mission to help people rediscover fulfillment, purpose, and meaning in their work. We are so excited to be coming back together in person to network and enjoy the company of fellow MVHRA members.

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

 

September 14, 2021

Luncheon: Culture as a Competitive Advantage: Creating Compelling Cultures and Teams

Speaker: Steve Black, SPHR; SHRM-SCP

Location: Sinclair Community College

Time: 11:15 AM - 11:30 AM: Registration & Networking

11:30 AM - 12:00 PM: Announcements & Lunch

12:00 PM - 1:00 PM: Speaker

Session Description:
Everyone knows the importance of having a great culture and being on a winning team. BUT, how do you create them? During this presentation, we will explore not only what cultures and teams are but also how to create compelling ones. Organizations that create compelling cultures and teams unleash competitive advantages that help them attract, develop, and retain the best people.

Speaker Bio:
With over 15 years of human capital management experience, Steve Black leads Brixey & Meyer's HR Practice Line where they work with clients to help reduce potential legal risks, build strong human capital processes and structures, create engaging cultures and retain top talent, and connect people with organizational strategic aims.  Outside of work, you will find him at some sort of sporting field/court cheering on his kids as they hit, throw, or kick some sort of ball.

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

 

 

October 12, 2021

Luncheon: Is Your Learning Strategy Making Strategic Impact?

Speaker: Jaclyn Smith

Location: Sinclair Community College

Time: 11:15 AM - 11:30 AM: Registration & Networking

11:30 AM - 12:00 PM: Announcements & Lunch

12:00 PM - 1:00 PM: Speaker

Session Description:
With our work environment and technology changing more rapidly than ever before, keeping a competitive edge through individual and organizational learning is more critical than ever. In order for us to thrive in this unprecedented space and time having the foundation of an aligned learning strategy has never been more important.

In this interactive session come prepared to learn about the following or evaluate your current strategy against these key points:

  • How to develop a learning strategy framework

  • How to ensure the learning strategy is aligned to your business strategy

  • How to demonstrate and measure the impact of learning at your organization

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