February 2008 Newsletter
IN THIS ISSUE
News from Dulles Chapter of SHRM and other timely HR information
March Chapter Meeting
"The New Roles of Employers in Employee Benefits"
Wednesday, March 12, 2008 (Dinner Meeting)
Our speaker for March, Chris Barnik, will present an informative program on the new roles of employers in employee benefits. Join us as he discusses issues involving each of the following employer roles and the best practices to manage each new responsibility.
- Educator - the different types of plans, cost saving initiatives, why costs are increasing, etc.
- Wellness Guru - what programs to use, what is driving costs, how to incentivize participation.
- Financial Planner - now we have HSAs that allow employees to manage funds and invest them like a 401(k).
Chris Bartnik is the Health & Welfare Practice Leader for Wachovia Insurance Services’ Chesapeake Partnership, which includes the Washington, DC, McLean, VA, and Baltimore, MD offices. The Health & Welfare Practice assists clients in the analysis, design, implementation, communication and administration of employee benefits plans. Chris has over 16 years of experience in the employee benefits field and has extensive knowledge in managing employee benefit programs from both an employer and consultant perspective.
Chris is a frequent speaker on various health and welfare topics for Wachovia Insurance Services and was the moderator for the Greater Washington Board of Trade roundtable "Emerging Trends in Health Care: An Employer's Response." In 2006, he founded the Greater Washington Employer Benefit and Work/Life Survey in conjunction with four local Human Resources associations.
Chris received his B.S. in Insurance and M.B.A. from the Pennsylvania State University. He has also been awarded the professional designations of Chartered Life Underwriter (CLU), Registered Health Underwriter (RHU), and Registered Employee Benefit Consultant (REBC) from the American College in Bryn Mawr, PA. Chris is an active member of the Society for Human Resource Management (SHRM) and the Society of Financial Services Professionals.
We welcome our March sponsor, Jobfox. Based in McLean, Va., Jobfox was founded by Rob McGovern, former CEO and founder of CareerBuilder. Hailed as the ‘eHarmony’ of the job marketplace, Jobfox is the fastest growing online job site. With confidentiality controls, highly matched job opportunities, and a free “My Jobfox Page” career web page, employed candidates are drawn to Jobfox in droves. Hundreds of major employers such as Geico, UPS and Hitachi use Jobfox to reach an entirely new pool of employed candidates.
Jobfox has attracted national media attention and “…could become an industry standard” according to The Boston Globe (September 2007). For more information on the fastest growing online job site, visit www.jobfox.com.
Note: This program has been approved for 1.0 recertification credit hours through HRCI.
Register online at www.dullesshrm.org.
Embry Rucker Shelter Donations Update
Members who attended the December meeting donated $65! The Embry Rucker Community Shelter provides 70 beds each night for men, women, and families. In the winter, another 15 beds are made available to prevent hypothermia among people who are homeless. For more on how to help, check out www.restoninterfaith.org.
February Community Speaker - Emily Malsch, Ticket to Work
The government-funded Ticket to Work program provides an opportunity for your businesses to generate revenues while hiring qualified candidates with disabilities. Under the program, your business can become an Employment Network (EN). As an EN you can hire job seekers with disabilities who receive social security benefits, also known as “Ticket Holders”. Not only does the program offer you this source for candidates, but also a source for additional revenue. For each Ticket Holder you hire, you receive financial rewards than increase the longer you retain the individual. For more information on Ticket to Work please visit: http://www.socialsecurity.gov
As a diversity leader in your industry, your company can provide an excellent career path for these individuals and mutually obtain their and your employment goals. And the SSA Ticket to Work Recruitment and Outreach Team can provide you the resources and support needed to take you thru the EN application process – and help to connect you with this untapped labor pool.
Ready to learn more? Contact Emily Malsch, Account Representative, today! Telephone: 703-448-6155 ext. 203. Email: mailto:emalsch@cessi.net
Important Dates/Events to Remember
“Doing Business with the Feds from a Small Business Perspective”
SCI Consulting, Inc. presents Doing Business with the Feds from a Small Business Perspective on
Thursday, February 28
8:00 AM - 12:30 PM
Fairview Park Marriott
3111 Fairview Park Drive
Falls Church, VA 22042
Join presenting keynote speaker, Lynette Spano, and friends for this half-day seminar discussing what it takes to successfully persevere in the federal contracting maze. Come and learn from past experiences and be motivated to take those next steps on your journey to success. Special guest speakers from leading organizations throughout metro DC and a great networking opportunity.
Cost for this event is: $99
3rd Annual Greater Washington Employer Benefits and Work/Life Survey
The Top 5 Reasons to participate in the Greater Washington Employer Benefit and Work/Life Survey:
~ Benchmark your benefits to shape your competitive strategy - and attract and retain top talent.
~ Participants include employers of all sizes and all industries in the local area.
~ New survey tool includes individual username/passwords, which allows you to complete the survey on your
own time.
~ Prior-year participants can simply update last year's data.
~ Survey results are complimentary for survey participants!
Find the survey now:
http://www.wachoviainsurance.com/washingtonsurvey
Survey open until February 29.
Results released in early April in time for 2009 renewal planning.
Prior Year Participants: An email with your username and password will be sent by Ashley Walley at Wachovia Insurances Services the week of January 22, and will appear in your inbox from mailto:Ashley.Walley@wachovia.com or mailto:Snap@snaponline.snapsurveys.com.
New Participants: Please click on the survey link above to obtain your unique username and password.
(Participant data is confidential and will not be shared with any parties.)
2008 HR Leadership Awards of the National Capital Area
Contributed by Nancy Zsebo
Since 2001, the prestigious HR Leadership Awards of Greater Washington has recognized the outstanding contributions that HR leaders put forth every day. All of our local chapters have participated and assisted with this great program noting the achievements and the educational contributions made to further support the development of our HR profession.
Every segment of our business community has helped though donation of staff time and or actual monetary sponsorships. Recognition has grown and since 2001, and 34 outstanding professionals have been recognized for their achievements. Last years award winners were our peers including:
- The SRA Cares Team
- Cathy Grantham, Fannie Mae
- Leslie Weatherly, KnowledgeBank
- Bridget Atkinson, GTSI Corp
- Katherine Nix, Ventera Corp
- The BF Saul Hotel Division HR Team
Nominations for the 2008 awards have begun! The Human Resource Awards honor human resource innovators and teams for outstanding contributions to their organizations and to the field of human resource management. Awards are granted in the following six categories:
- Leadership
- Strategic Alignment
- Innovation
- Mentoring
- The Sister Eymard Gallagher Award for Corporate Social Responsibility
- The Dr. J.P. London Award for Promoting Ethical Behavior
The nomination process and more about the awards and the ceremony can be obtained on the website at www.hrleadership.org
Please think about our peers and nominate! We need to recognize our mentors and those who are setting forth best practices and innovative strategies. Nominations are due by February 29, 2008. The Awards Ceremony is June 3.
Annual SHRM Employment Law & Legislative Conference
The results of this year’s presidential election will likely have a tremendous impact on the HR profession. Prior to Election Day, SHRM would like to ensure that our members have access to as much information as possible that will allow them to make informed decisions that will help them perform their jobs and serve their organizations’ best. Plan to attend this year’s SHRM Employment Law & Legislative Conference and take the inside track in serving the needs of your organization.
When and Where:
March 10-12, 2008
Capital Hilton
Washington, D.C.
www.shrm.org/conferences/leg
2008 Helios HR Apollo Awards
In partnership with Washington SmartCEO magazine and Washington metropolitan chapters of the Society for Human Resource Management (SHRM), Helios HR proudly announces the 2008 Helios HR Apollo Awards TM. The Apollo Awards recognize organizations that promote employee growth and development as an integral part of their organizational culture.
Nominate your organization by March 14: http://www.helioshr.com/2008-apollo-awards.php
Celebrate this year's winners at the Apollo Awards breakfast ceremony!
WHEN: Friday, June 6, 2008
WHERE: Fairview Park Marriott in Falls Church, VA
Contact Becky Herring at Helios HR (703) 860-3882 or bherring@helioshr.com for event details and sponsorship opportunities, http://www.helioshr.com/2008-apollo-sponsorships.html
HR Anew Presents…
“ANEW” Workforce of the Future Is Rising
An EEO, Affirmative Action, and Diversity Conference
In an effort to inform employers of the rapid changes in today’s workforce, HR Anew, a Columbia, Md.-based human resource management and consulting firm, will host an Equal Employment, Affirmative Action, and Diversity Conference this spring. Entitled, “Anew Workforce of the Future Is Rising,” the conference will be held March 26, 2008 from 7:30 a.m. to 5:00 p.m., at Martin’s Crosswinds located in Greenbelt, Maryland.
The conference fee is $175 for early registration through Feb. 25; and $225 beginning Feb. 26 through the day of the event. To register for the event or for more information about the conference visit the company’s website a www.hranew.com or call its corporate offices at (410) 381-5220.
VA SHRM State Council – Pathways to Workforce Readiness Statewide Summit
VA SHRM State Council is sponsoring a Statewide Summit on April 1st at the Richmond Conv Center – 9-2:30pm, cost $60; topic is Pathways to Workforce Readiness. Individuals attending this event will be updated on initiatives at the regional and state levels, including the Governor’s vision and goals on workforce development. In addition, participants will have the opportunity to offer suggestions and ask the panel questions relating to workforce readiness in challenges they have encountered. Information can be found at: http://www.shrmva.org/ConferenceWorkforceReadiness.htm
Save The Date
Looking for the best return on your investment?
Like to shop? Want to know where to find the hottest deals?
April 30, 2008
2008 Dulles SHRM Business Partner Fair
Members Providing Members with Value!
What? Meet your fellow Chapter members who provide HR services and dialogue with them about their services.
Where? Cox Communications
3080 Centreville Road
Herndon, VA 20171
When? Wednesday, April 30, 2008
5:30 – 8:00 p.m.
Why? Relationship building and member connections
- Connect with members who provide expert services you need
- Voluntary participation in “hot topic” discussions
- Nibble while networking with hidden talent!
Who? Open to Dulles SHRM Members and Friends of Dulles SHRM
-
If you are a service provider/vendor, member of Dulles SHRM and wish to participate as one of the 30 exhibitors: contact Denise Henderson for more details ( dhenderson@artelinc.com).
-
If interested in being an attendee, and want to learn more about the services your fellow Chapter members provide: save the date (April 30), and look for upcoming registration details during Chapter meetings, in newsletters and on the Dulles SHRM website.
Your Foundation at Work: “Promoting Ethics in the Workplace”
Contributed by Mary Roome-Godbolt, National SHRM Representative
In this age of accounting scandals and corporate wrongdoing, progressive organizations are seeking ways to foster a more ethical corporate culture. The SHRM Foundation demonstrates how one organization is meeting this challenge in its new DVD, Ethics: The Fabric of Business. The video profiles Lockheed Martin, Inc. and explores their work in promoting ethics in the workplace. Thanks to your generous donations, the Foundation is able to distribute this DVD free of charge to chapters, educators and businesses. All SHRM chapter presidents received a complimentary DVD in November 2006 for use in chapter programs. A companion discussion guide and slide presentation is available on the Foundation website - www.shrm.org/shrmstore for use in educational presentations.
The SHRM Foundation: 40 Years of Advancing the HR Profession
Chapter Discussion Group
"Successful Time Management"
Thursday, March 6, 2008
Are your days too short? Do you have too much on your plate? Or are you one of the highly efficient people we hear about who just seem to get it all done? Regardless of what side of the isle you are on, there is always something new we can learn or share about how to manage our time better to successfully accomplish our goals.
In preparation for this discussion, please reflect on the following questions:
• What are your time management problems?
• How do you organize your time to be as productive as possible?
• Victim or volunteer – how do you say “no”?
• How can you share this with others in your organization to help them become more productive?
Come share your experience with us and our facilitator, Sheila Maher. Sheila has been an executive coach for ten years and has dealt with time management issues with executives in profit and non-profit organizations.
You are invited to bring examples from your experience, or, if you have had no previous experience in this area, consider this an opportunity to learn from your colleagues. There is no charge for attending. Please confirm your participation by registering on-line, at least 24 hours in advance, on the Dulles SHRM web site, Career Growth/Chapter Discussion Groups (http://www.dullesshrm.org). If you have questions, feel free to call Janet Geib at 703-303-4427. Participation is limited to the first 25 people who sign up.
Date: Thursday, March 6, 2008
Time: 7:30 a.m. to 9:30 a.m.
Place: Greenblum & Bernstein, PLC
1950 Roland Clarke Place, Suite 100
Reston, VA 20191
Contact: Wistaria Krigger 703.716.1191
Directions:
From the Beltway or I-66, take the Dulles Toll Road (Route 267) to Exit 13, Wiehle Ave. Turn left on Wiehle Ave. At the second traffic light, turn right onto Sunrise Valley Drive. Proceed approximately 0.7 miles and then turn right onto Roland Clarke Place. We are located at the end of the block on the left.
From Dulles Airport, take the Dulles Access Road to Exit 12, Reston Parkway. Turn right onto Reston Parkway and at the first light, turn left onto Sunrise Valley Drive. Proceed approximately 1/2 mile and then turn left onto Roland Clarke Place. We are located at the end of the block on the left.
What’s New At SHRM In Case you Missed It.....
Sue Meisinger Announces Retirement
SHRM President and CEO Susan R. Meisinger, SPHR, has announced her intent to retire from the Society in June 2008. Meisinger has held senior executive roles with in the Society for the last 20 years, and she has served as CEO since March 2002. The SHRM Board has begun the process of recruiting a new CEO. Under Meisinger’s leadership as CEO, the Society’s membership grew substantially. In addition, SHRM opened offices in China and India, and it was recognized by the ASAE as a remarkable and visionary association in its book, 7 Measures of Success: What Remarkable Associations Do that Others Don’t.
Updated DOL FMLA Forms
www.shrm.org/hrtools
In 2007, the DOL reissued its FMLA Certification Form WH-380 and Request for Leave Form WH-381, with a current OMB control number that expires on Sept. 30, 2010. While both forms are optional for employers to use when designating FMLA leave, each form clearly states that “Persons are not required to respond to this collection of information unless it displays a currently valid OMB control number.”
The SHRM Mentor Program*
www.shrm.org/volunteer
The SHRM Mentor Program provides opportunities for senior HR professionals to share their knowledge and experience, and to give back to the profession by helping fellow members. Through a unique, mentor-matching tool, mentees are provided a list of potential mentors that match the mentees’ needs. All contact between mentors and mentees may be conducted through the tool
SHRM Customized Benchmarking Reports*
www.shrm.org/research/benchmarks
Customized for your organization, SHRM Benchmarking Reports can help you:
Justify additional HR staff
Defend recruiting and HR budgets
Make the case for better 401(k) matching
Devise competitive health care plans
More than 140 benchmarks are now available!
Workforce Readiness
SHRM believes that if our present and future workforce possesses the skills, competencies and behaviors to succeed, our competitiveness as a nation will improve and the U.S. economy will benefit. Here are some valuable resources in the area of Workforce Readiness:
Job Shadow Day (www.jobshadow.org)
Junior Achievement (www.ja.org)
America’s Promise (www.americaspromise.org)
HR Compensation Data Center*
www.shrm.org/compensationdata
The HR Compensation Data Center features information on salaries, salary ranges, bonuses, other cash compensation and total compensation for approximately 170 HR positions FREE access to compensation data for five HR positions for SHRM members Customized reports based on HR position, geographic areas, industry classifications, organization staff size and revenue size, for-profit/not-for-profit status and much more.
Free SHRM Webcasts, Podcasts and Videos*
www.shrm.org/webcast
Webcasts are one-hour online seminars
Free for SHRM members
Video interviews
Most count for recertification credit
Learn new HR information from your desk
Webcasts are archived for viewing at any time
Transitioning Membership
www.shrm.org/members/transitioning
SHRM provides active members who are unemployed at the time of the membership renewal a one-time opportunity to extend their membership for up to one year—at no cost! SHRM believes this continued affiliation to our loyal members will help transitioning members stay current on the issues impacting the HR profession and provide them with the necessary resources to assist them in their job search.
SHRM LIVE HELP
Do you have a question about an HR-related issue? If you are a SHRM member and can’t find the information on the web site, you can ask the HR Knowledge Center by completing the form at www.shrm.org/kc or calling (800) 283-7476, option 5. Or you can use the LIVE HELP button on that site. Live Help is an interactive online messaging feature that connects you directly to a certified HR Knowledge Advisor for assistance. Hours: Monday through Friday, 8:30 a.m. to 8:00 p.m. ET.
For more information about any of these issues or new member benefits, visit www.shrm.org/memberkit. Non-members visit www.shrm.org/infokitrequest
Congratulations! Mentoring Program Class of 2008
Contributed by Chas Sumser, Certification Representative
The NOVA/Dulles Mentoring Program would like to congratulate the fifteen new participants for 2008:
Lindsay Ahrens, Amal Babar (PHR), Jennifer Bizub (PHR), Scott Donnelly (PHR), Carol Fehlings (PHR), Sharifa Gomez (CHRP), Jessica Griffiths (PHR), Nidhi Kanungo (PHR), Cindy Loison (SPHR), Brooke Matheson (SPHR), Camryn Macnichol (PHR), Heather McNeil (PHR), Maggie Moore, Valerie Sargent, Carol Anne Snider (PHR).
Jennifer Bizub, Nidhi Kanungo, Cindy Loison, Camryn Macnichol, and Valerie Sargent, are all members of Dulles SHRM.
Please also congratulate 2007 Dulles SHRM graduates of the program: Amy Rigney-Gay, Adriana Mattson, and Sherian Roggeband.
The 2008 program kick-off meeting will be held on Wednesday, March 12 at 6:00 p.m. at the Deloitte Consulting offices in Tyson’s Corner. If you have questions about the program, please contact Mary Kitson, Program Director, at mkitson@mitre.org
Welcome to New Members
Contributed by
Jamey McNamara, Assistant Vice President, Membership
The Dulles Society of Human Resource Management SHRM welcomes our newest members. Thank you for choosing our chapter.
Henry Bernal, Human Resources Manager, The Lane Construction Corporation
Alicia Church, HR Business Partner, SAIC
Jeneane Fraker, Recruiter, Spectrum Group
Scott Garten, Account Executive, Robert Half Legal
Amy Holtz, VP - Human Resources, BSI Management Systems
Deanna Lyons, Director - Human Resources, Ennovex Solutions Inc
Camryn Macnichol, Director - Human Resources, Wireless Matrix
Kate McCormick, Recruiting Manager, Spectrum Careers
Johnny McGinley, Program Officer, NGA
Bonita McKnight, Sr. Benefits Administrator, NeuStar Inc.
Jade Merrithew, HR Specialist, Greenblum & Bernstein, P.L.C.
Courtney Nicholson, Manager, Emond, Berger, Suyama & Associates
Janet Njoku, HR Generalist, Kettler
Chris Nusbaum, Branch Manager, Axiom Staffing Group
Cheryl Orr, Assistant Director - Human Resources, Fairfax County Government
Dan Pennington, Benefits Advisor, Independent Benefit Services, Inc.
Eric Ramirez
Valerye Spratling, HR Manager, Headstrong Services
For members that join or renew and pay at the door, please remember to log into our system at www.dullesshrm.org and complete a new and/or renewing membership form if you haven’t already done so. Thank you.
Mark Your Calendar
2008 Chapter Breakfast/Dinner Meetings:
- April 16th (Breakfast) – “Action Learning in Action – A Powerful New Tool for Solving Problems and Building Leaders, Teams and Organizations” Presenter: Mike Marquardt, President, World Institute for Action Learning, Focus: Performance Management
- May 21st (Dinner) – Topic: Hiring and Terminating Presenter: Theresa Burke Wright, Jackson Lewis Law Firm, Focus: Hiring and Terminating
- June 18th (Dinner) – “New Leader Integration” Presenter: Lynn Lorenz, AOL, Focus: Training and Development
- July 16th (Breakfast) – “The Hidden Dimensions of Organizational Change” Presenter: Bob Marshak, Professor, American University, Focus: Organization Culture
- August 20th (Dinner) - TBD
- September 17th (Dinner) – Topic: Employment law issue to be determined after annual member interest survey. Presenter: Misti Mukherjee, Odin, Feldman & Pittleman, Focus: Employment Law
- October 15th (Breakfast) – “Challenges in Integrating Cultures During a Merger or Acquisition” Presenter: Terry Mellendorf, Retired VP, Human Resources, Nextel, Focus: Mergers and Acquisitions
- November 19th (Dinner) – “Get ‘Em Started Right – Enhancing Performance and Retention Through Effective On-Boarding” Presenter: Ilona Birenbaum, The Wynhurst Group, Focus: Retention
- December 3rd (Dinner) – Holiday Party
HR LEGISLATIVE ISSUES
Contributed by
Les Eszenyi, Legislative Liaison
State and Federal legislative issues are of monumental importance to all SHRM professionals. We will attempt to inform and educate our members with the latest action taken by our legislators, and by SHRM in general. Most legislation is governed by the Feds, and shadowed by the State Legislatures, so our concentration will be on Capitol Hill. The following bullets are the latest Federal HR issues:
-
SHRM 30-second Ad exposed to nearly 5 million Viewers - The CNN Democratic debate in Myrtle Beach, SC made history Monday night and SHRM was there to witness it. Almost 5 million people viewed the telecast on CNN, making it the highest rated debate in cable news history.
-
SHRM Board chair appointed to White House Council on Financial Literacy - On January 23, 2008, President George Bush announced the appointment of Ms. Janet Parker, Chair of SHRM’s Board of Directors, to a newly established White House Advisory Council on Financial Literacy.
-
ADA Restoration Act (H.R. 3195) a bipartisan bill introduced by Representative Steny Hoyer (D-MD) and James Sensenbrenner (R-WI). The following is the SHRM stance on the above bill. [1] By redefining the term “disability” to simply mean “a mental or physical impairment,” the ADA Restoration Act would change the ADA to cover far more people-virtually the entire workforce. [2] This change would effectively strike the ADA’s requirement that impairment must substantially limit an individual in performing daily activities. [3] The ADA Restoration Act would take the unprecedented step in employment law of shifting the burden of proof in disability discrimination cases to the employer from the employee. Under current law, employers can establish job qualifications and, if an employee requests accommodation, will enter into an interactive process to see if an accommodation can and should be made.
-
New FMLA Rules – The U. S. Labor Department released new proposed rules for implementing the Family and Medical Leave Act (FMLA) on Monday, February 11, 2008. The proposed regulations which are likely to include guidance on implementing the new military leave provisions that were signed into law by President George Bush in January.
-
“The Bermuda Triangle” ADA – FMLA – W/C update and explanation will be provided in the next Legislative Issues.
Plans are underway for a “Day Inside the Beltway” and a face to face meeting with real live Legislators in May 2008. Stay tuned and look for the date which has not yet been determined
New Compliance Alert!
United States Department of Labor Compliance Assistance Update - FMLA Amended
On January 28, 2008, President Bush signed into law H.R. 4986, the National Defense Authorization Act for FY 2008 (NDAA). Among other things, section 585 of the NDAA amends the Family and Medical Leave Act of 1993 (FMLA) to permit a “spouse, son, daughter, parent, or next of kin” to take up to 26 workweeks of leave to care for a “member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness.” Additional information and a copy of Title I of the FMLA, as amended, are available on the Web site - http://www.dol.gov/esa/whd/fmla/NDAA_fmla.htm
The Bad Will Do You Good
By Martha I. Finney, President and CEO of Engagement Journeys, LLC
Excerpted from The Truth About Getting the Best from People: Get Rid of the Carrot and the Stick, by Martha I. Finney, Financial Times, February 2008; reprinted with permission
You may not believe in divine retribution, but you have an employee who makes you wonder what you did in the past – or past life – to deserve this nightmare now. Whatever it was, it must have been pretty bad.
He gets the job done, and then some, so you can’t ding him on performance. Darn it. But he has zero respect for authority, not to mention lesser social conventions like, say, socks. His work schedule seems to be synchronized to a time zone on the other side of the planet. So you can just forget about him showing up to any regular meetings, which is just fine by you anyway.
He’s subversive, sarcastic, hard to motivate, and impossible to threaten. When your more gentle creative employees come up with a good idea, they politely propose it to the group asking, “…why not?” But when he comes up with an idea, he’s in your face, demanding to know, “why the hell not?”
He clearly thinks you’re a doofus. And worse yet, he has the power to make you think that maybe he’s right. He’s a walking poke-in-the-eye, dastardly disguised – but just barely – as a human being. Ah….mavericks. You gotta love them.
No. Really. You have to love him. He could be the best thing that has happened to you. Mavericks are passionate, revolutionary, ingenious, independent, and completely dependable. (You just have to figure out what they’re dependable for and go then go with that.) They’re the ones who take nice little companies and transform them into roaring change machines that write not only the new code but also the new vocabulary and rules.
Great or beloved companies are started or spun on the ideas of mavericks. Apple, of course. Whole Foods. ING Direct. Patagonia. Pixar. FedEx. Industrial Light and Magic. Cirque du Soleil. Wikipedia. Craig’s List. If you have a maverick in your group, whisper a silent prayer of thanks and then hang on tight.
Your main job is to keep mavericks on your team – and to keep your team from wringing their necks when you’re not looking.
Give them a goat – In horseracing, high-strung horses used to be assigned pet goats to keep them placid in their stalls (hence the saboteur’s expression: “to get one’s goat”). Everyone needs a friend, even mavericks. And mavericks especially could use a trusted counterpart to bounce ideas off of and to share insecurities and questions with. If you notice your maverick congenially pairing off with another coworker, find ways to keep them together. Don’t try to engineer the relationship according to preconceived ideas of what a good goat is. You’re not necessarily looking for someone who’s meek to complement the one who’s wild. Even if you’re looking at two mavericks who have found each other, great! Put them together. At least they’ll stop bugging everyone else. Maybe.
Give them all the latitude they want, without special treatment – If your company offers some sort of flextime, give your mavericks all the elasticity they’ll run with. Just make sure they know you expect to actually see some productivity. If they do their best work at 1 a.m., there’s comfort in knowing that at least you’re getting good training for running a global team.
Hear them out – Much of that in-your-face energy that they bring to meetings (or conversely, the what’s-the-point-of-even-trying energy) comes from a past of being discounted by people who dismissed their originality. Be the first manager who actually listens, even to the point of asking them questions that draw out additional ideas about implementation, distribution, marketing, etc. Be the one they know they can trust with a half-baked, but brilliant, notion. And they’ll see you as one of their team members who might not be such a doofus after all.
Ask them if they have any friends – Believe it or not, they just might. And you can bet these people are just as smart and visionary as your staff mavericks. If you mix more brilliance in your group, you could end up with a well-balanced team of collaboration, breakthrough ideas, and the round-the-clock energy to make those ideas reality.
Who knows? Maybe those mavericks will make you their mascot!
Bio: Martha Finney helps companies achieve their mission-critical goals by leveraging the passion of their people. A consultant specializing in employee engagement, and a speaker, she is also co-author of HR From the Heart: Inspiring Stories and Strategies for Building the People Side of Great Business, with Libby Sartain. She can be reached at martha@marthafinney.com
Dulles SHRM Members: Look for chapters from Martha’s book in upcoming newsletters!
EMPLOYER STRATEGIES FOR THE WORKPLACE
By Allan Appel
Contributed by Evelyn Kaiser, Diversity/Workforce Education Director
Making a workplace disability-friendly serves to enhance everyone’s work experience. Adopting and implementing a corporate policy of inclusion also promotes the concept of teamwork. And customers with disabilities tend to patronize businesses with disability-friendly policies.
The U.S. Department of Education’s Office of Special Education and Rehabilitative Services published a document titled Disability Employment 101. Its content was adapted from information prepared by the Virginia Business Leadership Network. The document’s Appendix I outlines strategies to include people with disabilities in the workplace.
First and foremost, the business must make an all-inclusive commitment to include the disability community. That should encompass the involvement of every level of the business, from serving on the board of directors to senior management and all other skill positions.
It is important to integrate people with disabilities into all levels of the workforce as well. Staff orientation materials should appear in alternate formats, such as large print or Braille or captioned. Employees with disabilities can act as mentors for new hires who do not have disabilities. Support groups can be formed to discuss disability employment issues and to make appropriate recommendations to management. These groups can also be used to disseminate information about opportunities for training and advancement for management and supervisory positions.
This effort should extend to informing new job applicants of the accommodations made by the business. A concerted effort to recruit applicants with disabilities can be woven into an overall campaign to attract new employees. This could include attending job fairs for candidates with disabilities or targeting students from colleges or vocational schools with a known population of disabled students. Coordinating with school guidance counselors or job placement officers may help the employer identify good candidates.
All company facilities and services should be fully accessible. Everything from buildings to parking lots to workspaces to communication systems. All employees should be trained to fully welcome workers with disabilities and to make them feel like an integral part of the corporate family.
An outreach program can be developed to promote volunteerism in the community. This could include visits to high schools and vocational centers to spread the word about the company’s efforts to mesh with its neighbors. Employees with disabilities can be made available to spearhead this effort with local civic groups.
Allan Appel writes a biweekly column about disabilities. He can be reached c/o Scripps Treasure Coast Newspapers, 1939 S. Federal Highway, P.O. Box 9009 , Stuart , FL 34994 , or e-mail at aappel223@yahoo.com.
That’s all for this month unless you have any ideas or suggestions? This is your chapter - let us know what’s on your mind!
Sarah Cower, PHR
President
Dulles SHRM
sdcconsult@hotmail.com
Newsletter Archive
January 2005 Newsletter
February 2005 Newsletter
March 2005 Newsletter
April 2005 Newsletter
May 2005 Newsletter
June 2005 Newsletter
July 2005 Newsletter
August 2005 Newsletter
September 2005 Newsletter
October 2005 Newsletter
November 2005 Newsletter
December 2005 Newsletter
January 2006 Newsletter
February 2006 Newsletter
March 2006 Newsletter
April 2006 Newsletter
May 2006 Newsletter
July 2006 Newsletter
August 2006 Newsletter
September 2006 Newsletter
October 2006 Newsletter
November 2006 Newsletter
December 2006 Newsletter
January 2007 Newsletter
February 2007 Newsletter
March 2007 Newsletter
April 2007 Newsletter
May 2007 Newsletter
June 2007 Newsletter
July 2007 Newsletter
August 2007 Newsletter
September 2007 Newsletter
October 2007 Newsletter
November 2007 Newsletter
December 2007 Newsletter
January 2008 Newsletter
|
