Filed under: Mayberry, Notes from Holly | Tags: "human resources consulting", Human Resources, Mayberry
February 24, 2011
Howdy! Thank you to all of the loyal followers of our blog and Holly’s Mayberry Monday blog posts! We hope you have enjoyed the stories and teachings as much as we have enjoyed sharing them with you. In fact, before we kick off a new year of “learned lessons” from the daily lives of Sheriff Andy Taylor and Deputy Barney Fife, we would like to “re-run” some of our favorite Mayberry Monday posts. We would love to know your favorite Mayberry story. Do you have a favorite episode of The Andy Griffith Show? Share your favorites as we share a few of ours over the next few weeks.
Mayberry Monday – “The Loaded Goat”
By Holly McLeod, PHR
First posted August 9, 2010
Wouldn’t it be delightful if we could count on others to do what they’re supposed to do, motivate themselves, strive for perfection, self-correct when needed, and maintain a sunny disposition and spirit of cooperation at all times? Even in idyllic Mayberry that’s not always the case. For instance, Sheriff Andy Taylor and Deputy Barney Fife once met a stubborn goat named Jimmy that definitely lived by his own agenda.
In “The Loaded Goat,” Andy and the mayor are talking in Floyd’s Barbershop and we hear the sound of dynamite blasting in the background. Andy and the mayor – that’s Mayor Stoner, the pretentious and meddling one I don’t like –are talking about the work being done at a construction site outside of town to complete the “new underpass.” Local farmer Cy “Hudge” Hudgins walks in the barbershop with his beloved goat, Jimmy.
Hudge loved Jimmy and spoke to him like he was his best friend, which in all probability, he was. Hudge had brought Jimmy to town and, after leaving the barbershop, tied Jimmy up to a bench on the sidewalk and told him to wait there. Hudge then left to run his errands, but as you can guess Jimmy didn’t do as he was told. As goats tend to do, Jimmy chewed through the rope and subsequently walked off. He briefly entered the courthouse after hearing Barney play his French harp (aka harmonica), but Barney shoed him out.
As the blasting continues a little while later, Hudge comes in the courthouse looking for his lost Jimmy. Andy and Barney help him look, and to their horror find evidence to indicate that Jimmy had apparently eaten a bunch of dynamite that was being stored for the underpass project. Upset and embarrassed at Jimmy, Hudge replies, “Ain’t that the way it always is. First time he comes to town, he figures he’s got to do everything.”
As you can imagine, everyone was understandably concerned about having a “loaded” goat running around town with the possibility of exploding (“going blooey”). With the responsibility of protecting the folks of Mayberry, Andy and Barney set out to find Jimmy before he could cause any harm.
While Andy and Barney are out looking for Jimmy, Jimmy comes in the courthouse again. He walks into the jail cell where he encounters a very intoxicated Otis Campbell, who mistakes Jimmy for his Uncle Nat. When Otis realizes Jimmy isn’t his uncle, Otis starts to wrestle with Jimmy to get the goat out of the cell so that he can sleep off his recent revelry. Andy and Barney enter the courthouse and see Jimmy thrashing his head from side to side in anger.
Andy tells Barney to get out his French harp. As Barney starts to play, Jimmy starts to settle down. The longer Barney plays, the calmer Jimmy gets. After a moment or two, Andy opens the door to the courthouse and motions for Barney to start walking. As Barney walks outside while playing the song, Jimmy starts to follow. Andy and Barney, led by Barney and his harmonica, eventually lead Jimmy out to the country where he no longer poses a threat to himself or others.
Now personally, I’ve never been up close and personal with an angry goat. But I’ve got to tell you that I’m not sure I would stick around with one, especially knowing that it was full of dynamite. Hudge did his best to instruct Jimmy to stay put and out of trouble, but Jimmy had other plans. After all, Jimmy was just being Jimmy.
Some employees are like Jimmy. You do your best to guide them, but they march to the beat of their own drum. You expect them to do things a certain way in order to reach collective goals, but the Jimmys of the world think of their own way to reach the goal. It’s quite possible that these employees will even have their own goals in mind, disregarding yours altogether.
When you come across a Jimmy or two in your organization it might be easy to get frustrated, and even cause you to want to give up on them. Don’t be quick to give up. Employees like Jimmy call for guidance, not abandonment. Jimmy isn’t necessarily bad, he may just be a little challenging to manage. Or, it may be that Jimmy is simply enthusiastic and wanting to march forward to finish the job in his own way.
Of course there are some employees who are either incapable or unwilling to follow rules or work toward the goals you set, and that must be addressed. If such behavior continues, you may indeed end up having to let that particular Jimmy go to find other opportunities. However, for most of the Jimmys out there, much of what may be frustrating you is that they are not doing things exactly the way you would do them.
Now tell me… do you want everyone to act, think and do everything just like you? I hope not. Different personalities, approaches and opinions can not only make your organization greater, but some of the most productive and forward-thinking ideas can come from the free spirited employee. There is a short story by B.J. Gallagher and Warren H. Schmidt called A Peacock in the Land of Penguins, which creatively demonstrates why you shouldn’t try to force energetic and enthusiastic employees into a certain mold. If people are working toward common goals, it should be OK if Jimmy or Jimmette wants to do things a little differently – as long as your goals are being met.
What you need is to find ways to steer your employees the way you want them to go. There are many different and positive ways to motivate, inspire, guide, direct and engage employees – too many to address here. Just do a quick Google search on “employee engagement” or “motivating employees” and you’ll find an abundance of resources on the subject. Andy and Barney steered poor Jimmy with a harmonica and a lot of patience. What ideas can you come up with to help your Jimmy?
See you in Mayberry next Monday. Stay tuned…
Holly McLeod is a Human Resources Manager for Landrum Professional Employer Services and Landrum Consulting. She is a certified professional in human resources (PHR) and has more than 15 years of human resources consulting in the corporate world, healthcare and manufacturing environments.
Filed under: Landrum | Tags: Corporate Citizenship, employees, Fun, Fundraising, Volunteer, Working a Better Way
February 15, 2011
Keeping the “Fun” in FUNdraising
Letting your employees lead your community outreach events promotes camaraderie.
written by: Joni Humphreys
edited by: Melissa Miller, PHR, and Holly McLeod,PHR
Establishing a community outreach program for your business can be beneficial to employers, employees and recipients alike. Employees can develop relationships and leadership skills through community outreach opportunities. Allowing employee-led groups to identify and coordinate community service projects not only builds camaraderie, it also builds employees’ self-esteem and self-confidence. Landrum started a Community Outreach Committee comprised of employees from all departments and all levels of our company, and we found it to be very successful in multiple ways.
There are many ways to go about starting and implementing a community outreach program. Here are some things that have worked for us:
1. Throughout the year employees are encouraged to nominate organizations and projects to be supported during company wide fundraising and community service projects.
2. After the activities have been decided upon, employees take charge to lead the company project from inception to completion. Employees have the opportunity to exercise leadership and public speaking skills as they coordinate activities with the recipient organizations and internal staff. Community service events provide a unique opportunity for employees to become more acquainted with senior leaders from other parts of the company as they work side by side for a common cause.
Here is a sampling of ways to encourage employee participation in fundraising and volunteer activities:
• Give employees the opportunity to nominate charitable organizations as part of the selection process for a fundraiser beneficiary
• Organize an email-based silent auction of homemade baked goods or dinners with proceeds going to a selected charitable agency
• Plan pot luck breakfasts and/or lunches with proceeds going to a selected charitable agency
• Put together a recipe book made up of all the delicious meals made by your employees during your lunch and breakfast events and sell them for a nominal amount (they make great client gifts too)
• Conduct seasonal supply drives, such as school supplies, pajamas, winter coats, and Christmas gifts for foster kids as well as newborn baby supplies and groceries for needy families
• Allow employees to showcase their talents; hold drawings for employee-made crafts, jewelry or woodworking projects with proceeds from ticket sales going to a selected charitable agency
• Allow groups of employees to volunteer on a local phone bank for a non-profit agency telethon
• Participate as a company in a community-wide work day such as the United Way Day of Caring
• Invite local non-profit agencies to your company staff meeting for a check presentation so that the employees can share the moment and hear more about the agency
A dedicated community outreach program can be successful for many business organizations, Landrum’s commitment to our community is a solid part of our corporate culture, and we can say from experience that it is very rewarding for all involved. We encourage you to consider developing your own program. Remember, the key to having a successful volunteer and community outreach program at your workplace is to keep the FUN in FUNdraising.
Does your organization have a community outreach program? We would love to hear your “fun” FUNdraising ideas!
Joni K. Humphreys
Filed under: Benefits | Tags: Employee Development, employees, Human Resources, wellnes
February 7, 2011
A Wellness Program for Your Employees
by Candace Rorrer
Envision a company motivated to be physically active; employees walking to co-workers’ desks to discuss issues face-to-face instead of sending an email, joining peer groups to walk or run after work or during lunch, and participating in charitable races on the weekends as a company team. Not only will employees acquire the benefits of being in good physical shape, but the company will enjoy lower medical costs due to a decrease in illness, increase in work productivity and an increase in attendance.
The Wellness Committee at Landrum offers educational opportunities for employees by improving health awareness in the areas of nutrition, physical activity, and emotional well-being. To promote nutrition, the wellness committee has invited local experts to come in and educate employees on properly reading nutrition labels and provide tips on eating healthier. To promote physical activity the committee created a walking program – a run/walk team that trains for local races, and a “boot camp” and yoga class that takes place in the office after hours. The committee promotes emotional wellbeing by inviting motivational speakers to teach the staff. Classes cover the topics of health and humor, stress, and managing emotions.
There are a number of ways to promote wellness in the office while promoting positive reflections to a company’s bottom-line. Start by organizing the following strategies:
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Maintain Senior-level support
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Determine goals and objectives
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Recruit a team
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Develop a budget
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Promote activities
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Decide on incentives
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Have a kick-off celebration
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Sign up participants
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Evaluate progress
Have little to no money to put towards a wellness program? Check your organization’s insurance carrier for discounts. Most insurance companies offer discounts to gym memberships, weight loss programs and educational materials. Contact local gyms, spas or weight loss programs to see if they offer a company discount. You also might want to consider employees paying a registration fee to put towards a cash prize for the person that logs the highest number of steps or miles walked, as an example. Here are a few web-based tracking programs that start promoting physical activity.
http://www.startwalkingnow.org
http://www.acsworkplacesolutions.com/activeforlife.asp
Let’s get active!
Candace Rorrer, Benefits Accounting Specialist, Landrum Human Resource Companies, Inc. Candace serves as the Cobra Coordinator and tracks paid leave policies for over 300 Landrum client companies. She has 12 years experience in the healthcare field and is currently working towards a degree in Exercise Science. Candace oversees Landrum’s internal Wellness Program.
February 7, 2011
Introducing Mayberry Mondays – A look back at when it all began. First posted July 2010
By Holly McLeod, PHR
I am a lifelong fan of The Andy Griffith Show (TAGS). It began airing a few years before I was born, but something about that television show touches me in a way in which no other program has done. It introduces us to the innocent world of Mayberry, USA, at a time when things were serious if you held someone’s hand, when neighbors were neighborly, and when broken hearts were mended with a hug and a slice of Aunt Bea’s homemade apple pie. Life in Mayberry simply oozes with good old-fashioned values. As we celebrate our country’s freedom and independence this week, I thought it appropriate to talk about those values.
Values are so prominent in TAGS that Landrum used it to demonstrate our adopted Standards of Excellence to employees. We gathered on “Mayberry Monday” for several weeks, with a brown bag lunch in hand, and watched selected episodes of TAGS that demonstrated each of our Standards. I recently had an epiphany when I realized that the values TAGS demonstrates are also sound HR principles. Depending on the episode, it either teaches what someone (employer and/or employee) should or should not do in any given situation.
Take the episode “Man in a Hurry” as an example. According to The Andy Griffith Show Rerun Watcher’s Club, as of this date this episode is the #2 fan favorite in an ongoing poll (second only to The Pickle Story, which we’ll save for another day). In “Man in a Hurry,” the car of a hard-working businessman breaks down in Mayberry when the man is anxious to get to his destination. Gomer Pyle, who operates the “fillin’ station,” doesn’t work on cars; he only knows how to add gas, water and air if needed. The businessman, Mr. Tucker, was incensed that no one could fix his car that day. You see, the car broke down on a Sunday, and Wally, the owner of the fillin’ station, didn’t work on Sundays. Therefore, Mr. Tucker had no choice but to wait in Mayberry at the hospitality of the town’s sheriff, Andy Taylor, and his beloved Aunt Bea.
Mr. Tucker sat in disbelief as he watched Andy pass the time away by trying to peel an apple without breaking the skin. He was dumbfounded at the town’s party phone line, when he couldn’t make a call because the Mendlebright sisters were chatting about someone’s feet falling asleep. He was outraged when Barney continually talked about going over to Thelma Lou’s to watch a little TV, instead of getting up and actually doing it.
Eventually, Gomer was able to get his cousin Goober to fix Mr. Tucker’s car. By that time Mr. Tucker had spent the afternoon with the Taylors and experienced what life in Mayberry is all about. He was touched at Gomer’s numerous attempts to help get his car repaired. He was appreciative when Aunt Bea 
prepared him a homemade picnic meal to take on the road. And he was tickled when Andy’s son Opie was disappointed Mr. Tucker wasn’t spending the night so that Opie could sleep on the ironing board (also known as adventure sleeping).
By the time he was supposed to leave, Mr. Tucker had learned a valuable lesson… that it’s not always best to be in a hurry. I think we can all learn a lesson or two from Mayberry, as Mr. Tucker did. Sometimes it’s best to appreciate those around us — our family, friends, neighbors, employees and colleagues — rather than always focusing on doing things better and faster. Sometimes there is a far greater reward in slowing down and truly enjoying the good things in life.
In the end Mr. Tucker decided to stay the night in Mayberry. He fell asleep on the front porch of the Taylor’s house with an apple and knife in his hands, trying to peel the apple without breaking the skin. To this day I try to do the same thing every time I peel an apple. Mayberry has lots of lessons to teach us about how to communicate, behave, treat others, and live. Continuing the tradition of Mayberry Monday, I hope you’ll plan to visit Mayberry with me each Monday as we review those lessons. Stay tuned…
Holly McLeod is a Human Resources Manager for Landrum Professional Employer Services and Landrum Consulting. She is a certified professional in human resources (PHR) and has more than 15 years of human resources consulting in the corporate world, healthcare and manufacturing environments.
Filed under: Human Resources, Notes from Ted | Tags: Employee Development, Library, Personal Development
February 1, 2011
Benefits of a Personal Development Library in Your Organization
You will probably find that many of your employees have purchased books, audio books, programs on DVD, etc., related to personal development. Rather than gathering dust on a bookshelf, why not collect and share them with co-workers? Your library can begin with resources your organization may already own. Add to those resources any materials your employees are willing to share and you’ll probably have sufficient resources to establish your library.
You can augment your library with new materials acquired at conferences, trade shows or industry publications, etc. Additionally, used book stores, charity sales, and even garage and estate sales can provide additional material for your library.
Our company took an underutilized closet and turned it into a useful library. Checkouts are entirely on the honor system. And though we did not experience abuse of the library or inappropriate materials being added, it is something to consider when setting up your own guidelines for usage.
While you will never compete with your local library, a convenient (and free) opportunity for your employees to study subjects that interest them could be a real winner for your employees and your organization.
Does your organization have an in-house library ? Do you have written guidelines or a formal “library usage” policy in place? If so, let us hear your experiences and ideas.
Ted A. Kirchharr, Vice President and Chief Operating Officer, Landrum Professional Employer Services and Landrum Consulting Services.
Ted is responsible for Landrum’s strategic planning, benefits administration, risk management, human resources and marketing.
He has helped hundreds of organizations pursue strategic planning, institute quality control management, hone organizational development, instill leadership training and improve employee retention. He is Past-President of the Florida Sterling Council and has a Master’s in Administration from Central Michigan University.
Filed under: Mayberry, Uncategorized | Tags: Communication, Mayberry, Trust
January 31, 2011
Thank you to all of the loyal followers of our blog and Holly’s Mayberry Monday blog posts! We hope you have enjoyed the stories and teachings as much as we have enjoyed sharing them with you. In fact, before we kick off a new year of “learned lessons” from the daily lives of Sheriff Andy Taylor and Deputy Barney Fife, we would like to “re-run” some of our favorite Mayberry Monday posts. We would love to know your favorite Mayberry story. Do you have a favorite episode of The Andy Griffith Show? Share your favorites as we share a few of ours over the next few weeks.
Mayberry Monday – “Poor Horatio”
By Holly McLeod, PHR
(First posted August 2010)
In my experience of watching The Andy Griffith Show, a few episodes stand out as having brought me to tears from laughing so hard. One of those episodes is “Opie’s Charity.” In this episode, Sheriff Andy Taylor learns a valuable lesson when he realizes things aren’t always as they seem.
Andy has been told that his son, Opie, only gave three cents to the Underprivileged Children’s Drive. Andy is embarrassed because he thinks this reflects negatively on him and his position as Sheriff of Mayberry, so he talks to Opie and tries to make him see the error of his ways. The ensuing dialogue between Andy and Opie is so priceless it would only be lessened by interpretation. You can view it here; otherwise, please enjoy the following near-verbatim transcript:
Andy: I’m talkin’ about the Underprivileged Children’s Drive.
Opie: Oh, they collected for that at school, Paw.
Andy: Oh I know they did, and when they called your name you gave the large, generous
amount of three cents. My, that’s big of ya, Diamond Jim!
Opie: Did I give ‘em too much, Paw?
Andy: Too much?
Opie: I could ask ‘em to give back two cents.
Andy: Now looky here! We better talk about this thing. Opie, you can’t give a little bitty
piddlin’ amount like three cents to a worthy cause like the Underprivileged
Children’s Drive. I was readin’ here just the other day where there’s somewhere
like 400 needy boys in this county alone, or one-and-a-half boys per square mile.
Opie: There is?
Andy: There sure is.
Opie: I never seen one, Paw.
Andy: Never seen one what?
Opie: A half-boy.
Andy: Well it’s not really a half a boy – it’s a ratio.
Opie: Horatio who?
Andy: Not Horatio – A ratio. It’s mathematics, ‘rithmatic. Look, now Opie, just forget
that part of it. Forget the part about the half-a-boy.
Opie: It’s pretty hard to forget a thing like that, Paw.
Andy: Well, try!
Opie: Poor Horatio.
Andy: Now look, Horatio is not the only needy boy … Son, didn’t you ever give
anybody anything just for the pleasure of it? Somethin’ you didn’t want anything
in return for?
Opie: Sure. Just yesterday I gave my friend Jimmy somethin’.
Andy: Now that’s fine. What’d you give him?
Opie: A sock in the head.
Andy: I meant charity.
Opie: I didn’t charge him nothin’.
Andy: I meant somethin’ for the joy of givin’.
Opie: I enjoyed it!
Opie went on to tell Andy that his friend Jimmy had made fun of his girlfriend Charlotte. Opie also told Andy he was saving his money to buy her something. Andy replied, “All I can say is if your head can be turned by a pretty face at your age, Heaven help you when you’re grown up!”
All Andy could see was that Opie was being stingy. He wasn’t listening to Opie when he tried to explain what he planned to do with his money. He only saw what he wanted to see. Andy complained to Aunt Bee about Opie only giving three cents to charity, and it was Aunt Bee who helped Andy realize he should have more faith in Opie.
After the admonishment from Aunt Bee, Andy called Opie down from his bedroom (where he had been sent, without supper). Andy told Opie that he could spend his money any way he wanted, even if it was to buy a toy for his girlfriend. Opie then told Andy he wasn’t going to buy a toy — he had noticed that Charlotte’s coat was torn and dirty, so he was saving up his money to buy her a new coat for next winter.
After Opie realized his Paw wasn’t mad at him any longer and that he was going to be able to eat with the family, he asked Andy what they were going to have for supper. Andy said, “Well, you and Aunt Bee are having fried chicken. I’m having crow.” Andy thought Opie wanted to foolishly spend his money on a toy for Charlotte. It wasn’t until he listened to Opie that he realized his son not only understood the concept of helping those less fortunate than himself, but that he was unselfishly saving all of his money in order to help with a recognized need.
No, things aren’t always as they seem. Andy finally saw this when dealing with Opie, but perhaps this applies to dealing with employees as well. A Survey of Trust in the Workplace, conducted by Paul Bernthal with Development Dimensions International, showed that from a subordinate’s perspective, one of the top five trust-building behaviors of leaders is that he/she “listens to and values what I say, even though he or she might not agree.” Likewise, one of the top five trust-reducing behaviors is that he/she “jumps to conclusions without checking the facts first.”
The next time an employee or colleague appears to be doing something you don’t agree with, take a pointer from Andy and make sure you gather all the facts before jumping to judgment. It might save you some embarrassment down the road, and it would definitely go a long way in establishing trust with your staff. Besides, fried chicken is much better than crow.
See you in Mayberry next Monday. Stay tuned…
Holly McLeod is a Human Resources Manager for Landrum Professional Employer Services and Landrum Consulting. She is a certified professional in human resources (PHR) and has more than 15 years of human resources consulting in the corporate world, healthcare and manufacturing environments
