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Are You Reading
column this month
(and every month)
highlighting a book a
Recruit, Inspire & Retain reader is reading!
We encourage you to use these
articles in your own communications with staff and
If this was forwarded to you, get your own copy
FUN DAYS TO CELEBRATE
March Special Days
March 4-10 – Bike Week
March 4-10 – Chocolate Chip Cookie Week & Read An E-Book Week (What are you
March 4-10 – Email of Appreciation Week
March 4 – Hug a GI Day
March 5 – Say “Hi” to Mom Day
March 6 – Chocolate Cheesecake Day
March 21 – Great American Meatout & Birthday of Johann Sebastian Bach (bet
he ate meat!)
March 25 – Pecan Day
March 27 – Photography Day
March 28 – Black Forest Cake Day
April 1 – April Fools’ Day
April 2 – Peanut Butter and Jelly Day & Reconciliation Day (reconcile
yourself to eating PB&J for
lunch every day!)
April 3 – Chocolate Mousse Day
INC. for ideas on how to
celebrate any of these days.
Who Are 50+ Workers?
A carpenter who has worked his entire career as an employee has now retired
and wants to work as his own boss on a part-time basis.
A boomer has decided to start her own graphic arts business, but needs a
part-time job in order to pay the bills while she builds her business.
An older woman who has held one job her entire life loses it when her
organization closes its doors, forcing her to find employment in another
company or industry.
A grandmother wants to continue working part-time while she spends more time
with her new grandchild.
A recent widow needs to find work to provide her with health benefits.
A husband wants to reduce work hours in order to care for his spouse who is
In other words, there is not one single scenario that adequately depicts
these 50+ experienced workers and their motivations for work, making
attracting this market a real challenge.
Want to attract them? Identify the types of experienced workers who might
be the best fit for your recruitment needs and then develop strategies to
reach those very specific markets.
Excerpted from "Special
Report--Recruiting Experienced Workers:
A Guide for Employers to Attract Workers Aged 50+" by Catherine Fyock
a recruitment, inspiration, training, or retention idea or question? Ask by
clicking the question mark, and we’ll post your idea or question (and the
answer) in Answers & Ideas
on Recruiting, Inspiring, Training, & Retaining Great Employees at
Things to Remember
important things in your workplace are the people.
old is inevitable, growing up is optional.
the ability to not panic.
worry, you didn’t pray. If you prayed, don’t worry.
every day – it’s like inner jogging.
are the flexible, for they shall not be bent out of shape.
no key to happiness. The door is always open. Come on in.
math. Count your blessings.
God: I have a problem. It’s me.
is often misinterpreted, but never misquoted.
is a heavy thing to carry.
dies with the most toys is still dead.
not remember days, but moments. Life moves too fast, so enjoy your precious
concerned with your character than your reputation. Your character is what
you really are, while your reputation is merely what others think you are.
want to get to the end of my life and find that I lived just the length of
it. I want to have lived the width of it as well.
Love those COLORFUL QUOTE POSTERS
you see in
group training and conference bookstores?
Email or call
800-469-3560 to find out how to get packs of
the topics you need.
|| PowerPoint screen show that features
40 humorous posters that are pre-set to work on “auto-pilot”.
Makes a great “WELCOME” message or enhancement to your session
break. Runs about 5 minutes, and is set to automatically
recycle. You can add in your own slides. (a great place to slip
in your objectives!)
Get your PowerPoint screen show here!
* Gulf Coast Cruisers of SE Texas
* Scheider National
* Purchasers from the AATH Conference
Sheila Grant, a Trainer &
Instructional Design student wrote: "I just can’t thank you
enough for your willingness to interview with me especially at the
last minute. But more than that, thank you for your words of wisdom.
I really did take your advice to heart. I feel fortunate to have the
benefit of some of your wisdom. Thank you very much!"
someone we admire is reading a book, we want to read it too (if they’re
reading it, it must be good!). So here’s the first installment in our new
column to give you ideas for your reading this month.
Nickel & Dimed: On (Not)
Getting By in America
Calling all readers who work in companies with any low wage
or minimum wage staff: Read This Book Today! (Retail,
hotels, nursing homes & other residential organization,
cleaning services, call centers, trade associations staff
whose members have low wage employees...) Never, ever did I
expect a non-fiction book to be a page turner! I have a
completely different respect for people working in the lower
wage positions in the U.S.
us with what you’re reading & a sentence or 2 about why
you’re reading it or what you learned for it (can be fiction
It's Okay to Be the Boss: Be A Great One!
Excerpted from Bruce Tulgan’s new book, IT'S OKAY TO BE
IT'S OKAY TO BE THE BOSS: The Step-by-step
Guide to Becoming the Manager Your Employees Need, by Bruce Tulgan
(in bookstores March 13, 2007)
How To Use Improv as an Effective Group
Facilitator Roz Trieber says, "today's business world requires quick
thinking and the ability to see things from multiple perspectives.
Improvisation is another form of experiential training that encourages
employees to free their creative energies, to act and respond to change in
creative and effective ways. It also encourages bonding, the building of
trust, collaboration, communication, and the ability to think quickly."
REST OF LEARNING METHODS:
The facilitator explains the principles of Improv that lay the foundation
for helping people learn to lighten up, listen better, accept other people’s
ideas, be spontaneous, and emerge with new discoveries. Following each
exercise, the facilitator asks the learners to answer questions that reflect
their emotions and discover how the lessons learned from that exercise could
be implemented at work. Learners have fun as they learn and increase
confidence in their abilities to use what they know in new and different
#1: Warm - Up Slap Pass
(modified from Koppett -
Build energy, listening, spontaneity, and be aware of
verbal and non-verbal behavior
Participants stand in a circle. Someone begins and announces their name,
makes a funny gesture such as waving their arms in the air, and claps their
hands in the direction of the next person. That person repeats the first
person's name and demonstrates the gesture and then gives his or her name
and creates a new gesture. The second person then claps in the direction of
next person in the circle and the process repeats itself until everyone has
had a turn. This needs to go very quickly.
#2: Speech Tag
(modified from Koppett - 2001)
Review learning points relative to content material without fear of
making mistakes, build listening, accept offers, object less to others, and
Learners in groups of 5-7 tell a story that has never been told before,
based on content material, tagging each other when they want to take over
the narrative. This process helps facilitate successful problem solving by
empowering the learners to create action and dialogue based on their own
intuition and spontaneity. Each story must have a logical beginning, middle,
and end, following the principles of Improvisation, and remain focused on
the content topic.
- When did you choose to jump in?
- When did you hesitate?
- What was difficult?
- What was enjoyable?
- How do you feel about what you created as a group?
- What kind of offers were there to accept?
- How was questionable information handled regarding content material
while adhering to the rules of improvisation?
- Did you need to feel in control?
- Did the issue of right or wrong come up?
Facilitator Roz Trieber recommends including improvisational activities to
build trust, improve communication and help teams find new solutions to
continuously emerging problems. Additionally, the use of improvisation in
training provides an immediate vehicle for assessing how much information
the learners were able to synthesize from the training.
TRAINING SYSTEMS, INC.
Associate Roz for giving us insight into this great learning tool.
Selling Your E-Learning Inhouse
As a fan of the mystical and fantastic, I can't help but liken the
experience of HR executives to Harry Potter's first visit to the train
station -- how many are stuck at Platform 9 ¾ , unable to grasp that their
next step, as impossible as it might seem, is truly within their power? Like
Harry, sometimes HR needs to run full speed toward the wall to overcome
adversity and adopt processes that might seem impossible or better suited to
only the most well-oiled organizations.
Learn to Do Your Job
Many years ago, during my tenure at 3M United Kingdom, most of the
groups underwent Professional Selling Skills training based on materials
from Lee Dubois – an extremely valuable program. In addition, the HR team
also completed a follow-up Negotiations Skills program based on materials by
Dr. Chester Karrass.
This training equipped the HR team with many skills that now seem rare —
skills that enable us to get things done, make tough decisions, achieve
genuine win-wins, implement initiatives that the majority doesn't want in
the beginning (but that later prove effective), and take a proactive and
accountable approach to effect change. This moved our focus from being liked
and hoping to be effective to understanding that we had to sell our
solutions to the company. After embracing this philosophy, senior line
executives started to buy our ideas, our credibility increased, more
initiatives were adopted, and more commitment was given to making them work.
We started to be invited to business meetings rather than being allowed to
attend. HR became a strategic force because we sold only ideas,
initiatives, and processes we knew would prove beneficial — and we took
accountability for getting them right and for selling them.
Don't Wait for Buy-in — Sell!
HR now faces one of its most exciting times in decades. However, major
demographic and socioeconomic changes make it increasingly difficult to
recruit, train, develop, manage, motivate, reward, and retain excellent
talent. We must create and implement innovative, cutting-edge solutions.
To be sure, there is a rush that comes when you identify a solution that
maximizes the potential of human resources, improves organizational
performance, and impacts the bottom line. Often though, if your solution is
rejected, the resulting depression can be debilitating.
|Before you go
into a selling negotiation, consider the following:
||Know your audience. Identify their needs, wants, budget
and resources. Also determine who has authority (usually
more than one person) and their dominant buying motive,
including personal needs.
||Prepare well and know what you're offering. Develop the
best offer you can for your organization and remember that
it's your responsibility to make sure it is right and that
you know everything about it.
||Get the attention, then the interest of the decision
makers before trying to sell. People don't buy for one of
two reasons: Either they are unaware of their problem or
they are insufficiently disturbed by it. Highlight and show
that you are interested in their issues. Don't bore them
with your issues. Don't even try to sell until they show
attention and interest.
||Persuade. Tell them what is necessary to convince them,
not everything you know. Set out to persuade them, not to
beat them. Get a response to each selling point before
making new ones.
||Keep checking where you are. Many good ideas fail
because the decision-making process takes too long -- the
proposal goes unsold. Try to get a decision earlier rather
than later. Don't waste time or wait until interest dies.
||Handle objections and quell arguments early. Handle
objections constructively before they arise. Don't waste
time handling objections that are simply distractions.
||Aim high, but have a fallback position. Be prepared to
negotiate by giving away things to get what you want.
||Accountability. It may be each manager's responsibility
to apply HR policies and procedures, but it is HR's job to
ensure that the organization has the very best for them to
apply and to make sure that they work.
If you believe in the potential of an initiative, you have a
responsibility to sell it to others. People are our greatest asset --
but HR's inability to sell effective ways to optimize their use may be our
From Learning & Training Innovations Magazine
article by Clinton Wingrove, CEO at Pilat (2/8/06)
Winning E-Learning Proposals, by
Selling E-Learning, by Darin
Hartley. Order by emailing firstname.lastname@example.org or calling 800-469-3560.
(10% off by mentioning "RIR")
Fads That Work (Oxymoron?)
Some fads stop being called fads and become part of everyday life in
our organizations. Others we never hear of again and therefore aren’t called
fads anymore either. Hmmmm, wonder why we have to label all new things fads
What "fads" are you using to retain the best staff?:
Balanced Scorecard: Articulate your strategy and identify key
Chaos Theory: There’s a reason why you’re experiencing total
Corporate Culture: Organizations have a collection of values and
norms that don’t change easily
Customer Focus: Find ways to delight your customers
Delayering: Flatten the organization structure
Downsizing: Shrink the organization to survive
Excellence: Be fanatical about getting good at what you do
Lean: Eliminate all waste in the system to improve quality and
Learning Organizations: Think about what you’re doing and learn from
Managerial Grid: Negotiate goals with your employees
Matrix Management: Organize by function and cross-functional teams
MBWA: Get out of the office and find out what’s really happening
Quality Circles: Talk together about how to improve work processes
Quantitative Management: Study the cold, hard numbers
Reengineering: Rethink all organizational processes
Restructuring: Take apart the orgnization and put it back together a
different way for greater efficiency
Rightsizing: Increase some units while reducing others
Six Sigma: Use appropriate measures to control quality
Team-Based Management: Good teams outperform a group of individuals
T-groups: Use small groups to teach interpersonal skills
Theory X and Y: Use participative management techniques
Theory Z: Use Japanese management techniques
Total Quality Management: Lower costs while increasing customer
Zero-Based Budgeting: Justify every expense category every year
If you are using even one of these, and I bet you are using more than
one, and it’s helping you retain great staff — just laugh at the next person
that calls(ed) it a fad!
Excerpted from Christian Management Report, Jan/Feb 2007
Management Fads & Buzzwords, by
March 12-15, 2007
Christian Management Association 2007 Conference, Palm Springs
Convention Center, Palm Springs, California,
March 19-21, 2007
SHRM Global Forum Conference & Exposition, Los Angeles, CA,
March 26-28, 2007
Exhibitor 2007:The Education and Training Conference for Trade Show and
Corporate Event Marketers, Mandalay Bay Convention Center, Las Vegas,
April 30-May 4, 2007
Learning Consortium: Learning in the 21st Century,
Doubletree Hotel, Ontario, CA,
April 30-May 3, 2007
2007 International Performance Improvement Conference: Performance Beyond
Borders, San Francisco Marriott Hotel, San Francisco, CA,
June 22-24, 2007
HUMOR Project’s The Positive Power of Humor & Creativity Conference,
Silver Bay, NY,
June 24-27, 2007
SHRM’s 59th Annual Conference & Exposition, Las Vegas, NV,
July 29-31, 2007
World Future 2007: Fostering Hope and Vision for the 21st
Century, Hilton Minneapolis and Towers Hotel, Minneapolis, Minnesota,
Are your shelves full of books you’ve
already read? Join
an online book-exchange store. Select books from their site, and send in an
equal number of books in exchange.
Set a reminder to visit
daily and click this button to help underprivileged women get mammograms.
VolunteerMatch.org helps you find
organizations in your area that spark your interest in volunteering.
Global Volunteers (http://www.globalvolunteers.org)
by type of work project
by country and date
by service program conditions
Recycle yogurt containers and old toothbrushes!
Recycline’ Preserve partnered with Stonyfield Farm and is recycling yogurt
containers into toothbrush handles. Old toothbrushes are used to make
plastic lumber for picnic tables. Go to
Responsibly Dispose of Your Old Electronics
Old Cell Phones
911 Cell Phone Bank provide free emergency cell phones to needful people
through partnerships with law enforcement organizations,
PCs, cell phones, printers, CDs diskettes, etc., with GreenDisk. For
$29.95, they send a 70-pound-capacity box.When it’s full, you download
postage from their website and ship it back. Your “junk” then goes to
workshops for the disabled and are refurbished.
PCs to National Cristina Foundation,
PCs and other computer products at Hewlett Packard and Dell. See their
websites for details.
other places to recycle old PCs:
local Electronics recyclers at
EASY TO BE GREEN!
has great tips on green cleaning.
will help you get off junk mail lists.
has tips on every facet of green living.
gives advice on replacing old light bulbs w/energy efficient bulbs.
provides comprehensive "green power" info.
urges the use of recycled paper.
helps you plant trees to save the environment.
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