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WHAT QUALITIES DO GREAT LEADERS HAVE?

Posted on September 22, 2014 by Trinity HR

Here are some of the qualities identified in a Forbes Magazine article on leadership:

1. Honest
2. Have a positive attitude
3. Confident
4. Intuitive
5. Good communicator
6. Inspirational

Are great leaders born with these qualities?

There are some individuals who are born with qualities which lend themselves to these individuals becoming a good or even great leader. However, even for these lucky few, these qualities need to be developed in order for their leadership to reach its full potential.

  • In sports, some individuals are born with exceptional athletic ability. Athletes who come to mind are Michael Jordan and LeBron James.
  • However, both of these great basketball players are said to have spent hours practicing all aspects of their games and thus developing their natural ability.

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An initial key step in developing leadership is having insight into one’s natural behavioral style. This is because that style greatly determines:

  • The way in which one leads
  • How that leadership is viewed by others – especially individuals who are different than the individual who is leading
  • The effectiveness of the leader

Team Trinity can provide an assessment of your behavioral style of you and the style of each of your leaders through a tried and true methodology.

Posted in Strategy, Management & Leadership

ARE YOU READY FOR A U.S. DEPARTMENT OF LABOR AUDIT?

Posted on September 15, 2014 by Trinity HR

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The Wage and Hour Division of the U.S. Department of Labor filed 8,126 lawsuits in the 12-month period ending March 31, 2014 for violations of the Fair Labor Standards Act (FLSA). This represented a 5% increase over 2013.
arrow-bulletThe FLSA applies to all employers regardless of their number of employees.

Typically these lawsuits were due to employers:

  • Wrongfully classifying employees as exempt (meaning not required to be paid)
  • Failing to pay overtime to non-exempt (meaning entitled to overtime) employees at time & ½ for all hours worked in excess of forty hours in a week

An employer found to be inBecause of the access of internet, these drugs can be purchased easily. cialis 20 mg http://robertrobb.com/inelegant-but-functional-ed-funding-deal/ together with other drugs for elevated blood pressure could double the effect of the branded cialis. non-willful violation of the FLSA is subject to:

  • Making back wage payments going back 2 years
  • Liquated damages equal to the amount of back

If a willful violation, an employer is subject to:

  1. 3 years of double back payments to employees
  2. Criminal prosecution with a $10,000 per employee penalty for the 1st offense and imprisonment for the 2nd offense
  3. Punitive damages

If your organization needs help in ensuring you are in compliance with the Fair Labor Standards Act or other employment regulatory requirements, Trinity’s Team of Consultants can conduct an audit expertly and economically.

Posted in HR Legal & Compliance

IS YOUR ORGANIZATION’S PAY ON TARGET?

Posted on September 8, 2014 by Trinity HR

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Do you know the answer? Are you confident that your answer is correct?

  • The only way this very important question can be answered with a high degree of accuracy is if your organization periodically conducts a thorough market compensation analysis.

Here’s what a thorough compensation analysis by Trinity does:
1. Compares your organization’s positions to comparable positions in other organizations that are:

    • In your industry
    • Of similar size (as measured by revenue and/or number of employees)
    • In the geographical area in which you would recruit for a position—be that locally, regionally or nationally

2. Does not merely look at a position’s title, but considers its:

    • Duties and responsibilities
    • Education and experience requirements

3. Takes into account the incumbent’s:

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    • Qualifications in comparison to the position’s requirements
    • Performance
    • Other relevant factors

4. Analyzes not just annual salary plus also:

    • Incentive compensation
    • Commissions, if applicable
    • Other forms of compensation

5. Provides position-by-position, person-by-person compensation recommendations based on the analysis

Trinity utilizes an up-to-date, reliable data base of market compensation to expertly and economically perform a customized market analysis for your organization.

Posted in Compensation & Performance Management

CHANGE MANAGEMENT: PART 4 – SIX PRINCIPLES OF CHANGE

Posted on September 1, 2014 by Trinity HR

8-4-2014At some point every organization realizes that it needs to make changes. In some cases, the change is necessary to continue to be successful. In other instances, it is necessary in order to survive.

In either circumstance, there are six principles that determine, to a large extent, the degree to which the change will be successful and the amount of pain involved in achieving success.

Principle #1: Vision

  • People follow a leader whose vision is a desirable objective.
  • Very little changes without someone championing the desired change.

Principle #2: Communication

  • People follow a leader who effectively communicates her/his vision & the plan to achieve it.

Principle #3: Motivation (also known as the Principle of “WITC-FM”)

  • WITC-FM is not the name of a radio station, but it is similar to one in that, when change is taking place, people listen for What’s In This Change For Me.
  • People follow a leader who gives them compelling reasons for achieving the vision.

Principle #4: Credibility

  • People follow a leader when they believe in her/him.
  • People follow aBoil Down Fever Ginger tea gets the ability to increase the circulation of blood in your body. learn this here now cheap cialis leader when they have confidence in her/him & the leader’s vision & plan.

Principle #5: Obstacle Removal

  • People follow a leader who removes the obstacles to achieving objectives.
  • People follow a leader who makes their job easier by busting through barriers & bureaucracy on their behalf.

Principle #6: Believers & Non-Believers

  • People fall into three categories or groups when it comes to change:

arrow-bullet Group 1 readily believes in & quickly accepts the need for change.
arrow-bullet Group 2 immediately resists.
arrow-bullet Group 3 are undecided – they stand on the sidelines & wait to decide.

  • It is important to identify who is in which group because that determines your approach to those within each group.

The Trinity team can provide expert and economical assistance in helping to implement change successfully.

Posted in Organizational & People Development

INVESTING IN YOUR PEOPLE

Posted on August 25, 2014 by Trinity HR

investing-people

Your organization probably regularly invests in a number of items on a planned, budgeted basis. Examples of these items typically include:

  • New equipment
  • Updating of technology (computer systems, smart phones, etc.)
  • Improvements to facilities

But when is the last time your planned, budgeted investments included a significant investment in your people? Common comments on this topic that are heard from employees are these:

“My company says its people are its most valuable resource. If they really meant that, they’d show it by providing
us with opportunities to grow and develop.”

“I can’t remember the last time I received training.”

“When business slows down, the first thing that gets cut is training.”

While making non-employee investments are readily seen as a sound business decision, many employers consider employee training and development as a costly and unimportant expense. Such thinking fails to recognize the benefits of investing in employees an organization gets.
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So what is the Return on Investment to your organization by training and developing your employees? Here are four ways your ROI is achieved:

1. Job satisfaction, employee motivation and morale are increased, reducing employee turnover and related expenses to recruit and train replacement staff.

2. Increased skill and knowledge enables staff to be more effective and more efficient, thereby improving productivity.
arrow-bullet“Effectiveness is doing the right things; efficiency is doing things right.”
      – Peter Drucker, renowned management expert and best-selling author

3. Better supervisors and managers means better people management, and therefore fewer employee problems/issues and lower legal fees to defend accusations of wrongdoing (for example, sexual harassment, discrimination and wrongful discharge).

4. Developing your senior leadership team members enables your organization to think more strategically and act in a more unified way.

If your organization needs help in designing and delivering training and development programs at the professional, supervisory, managerial or executive level, Trinity’s Team of Consultants can do so on a wide range of topics.

Posted in Organizational & People Development

CHANGE MANAGEMENT: PART 3

Posted on August 18, 2014 by Trinity HR

8-4-2014

It is important that you fully prepare for an important fact about any major change initiative – it will be a lot like a rollercoaster ride. Below is a model that depicts what this ride looks like:

(Source: Centre for Strategic Management)
8-18-2014

If your organization needs to undergo change, Trinity’s Team of Consultants can help you plan and implement it.

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Posted in Organizational & People Development

CHANGE MANAGEMENT: PART 2

Posted on August 11, 2014 by Trinity HR

8-4-2014
Regardless of business size or sector, there are three key aspects to consider when approaching change management:

1. Intellectual Understanding – why the change is necessary
2. Emotional Engagement – stakeholder discussions and the perceived ownership of the changes
3. Sustained Action – implementing long-term transformative actions

Ignoring these principles can have an irreversible and detrimental effect on any potential success because the following negative results can easily occur:

  • Resistance by employees and/or customer or clients
  • Damage to morale
  • Reduced business efficiency

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  • Roadblocks that prevent building momentum

If your organization needs to undergo change, Trinity’s Team of Consultants can help you plan and implement it.

Posted in Organizational & People Development

CHANGE MANAGEMENT: PART 1

Posted on August 4, 2014 by Trinity HR

8-4-2014In today’s business climate, change happens fast–and the pace is accelerating. No wonder adapting to change is hard for many companies. What then is sound practical advice for leaders who are responsible for implementing organizational change initiatives?

There are a number of change-related theories and models that provide guidance to change leaders. However, they can be confusing and even provide conflicting suggestions. So let’s “KISS” it—Keep It Simple Sir.

 

There are three essential ingredients for a successful, sustainable change process.

1. Helping People Recognize and Understand the Need for Change

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2. Creating Opportunities for Involvement and Participation

3. Instilling a Willingness within the Its Employees for Doing Things in New Ways

If your organization needs to undergo change, Trinity’s Team of Consultants can help you plan and implement it.

Posted in Organizational & People Development

STRATEGIC HR PLANNING: PART 2

Posted on July 28, 2014 by Trinity HR

7-21-2014

As stated in STRATEGIC HR PLANNING: PART 1:

  • Most organizations have some form of a strategic plan that guides them in successfully meeting their missions. The strategic plan routinely includes financial plans to ensure the mission and goals are viable from a financial standpoint.
  • However, that strategic plan often fails to consider the extent to which the achievement of the organization’s mission and goals are viable from a people standpoint.

Strategic Human Resources planning predicts the future about the people-related needs of the organization.  It does so by analyzing the:

  • Organization’s current status related to its people
  • External labor market
  • Future HR environment in which the organization will be operating

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The basic questions answered by strategic HR planning are:
1. Where are we going?
2. How will we develop HR strategies to successfully get there, given the circumstances?
3. What skill sets do we need?

For information about how Trinity’s Team of consultants can help your organization to create or to improve its HR Strategic Planning, e mail Trinity at info@TrinityHR.net.

 

 

Posted in Strategy, Management & Leadership

STRATEGIC HR PLANNING: PART 1

Posted on July 21, 2014 by Trinity HR

7-21-2014

Before talking about strategic HR planning, let’s define strategic HR management:

Integrating Human Resource management strategies and systems to achieve the overall mission, strategies, and success of the firm while meeting the needs of employees and other stakeholders.

We started with a definition of strategic HR management because strategic HR planning is a vitally important component of it. Strategic HR planning is what links HR initiatives and activities directly to the strategic plan of your organization.

  • Most organizations have some form of a strategic plan that guides them in successfully meeting their missions. The strategic plan routinely includes financial plans to ensure the organization’s mission and goals are viable from a financial standpoint.
  • However, that strategic plan often fails to reflect the extent to which the achievement of the organization’s mission and goals are viable from a people standpoint.

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The overall purpose of strategic HR planning is to:

  • Ensure adequate talented people to meet the strategic goals and operational plans of your organization – the right people with the right skills at the right time
  • Keep up with social, economic, legislative and technological trends that impact on human resources in your area and in the sector
  • Remain flexible so that your organization can manage change if the future is different than anticipated

For information about how Trinity’s Team of Consultants can help your organization to create or to improve its HR Strategic Planning, e mail Trinity at info@TrinityHR.net.

Posted in Strategy, Management & Leadership