Filed under: Human Resources, Notes from Jim, Succession Planning | Tags: "human resources consulting", Human Resources, succession planning, Working a Better Way
October 19, 2011
You’re Leaving the Company – But What’s Your Legacy?
by Jim Guttmann, SPHR
Let your imagination run rampant for a moment as we explore a very common situation in today’s world. As an employee of Backward Thinking, Inc., you hold a position of Operations Director in which you are responsible for supervising a staff of 20 employees. You’ve been with Backward Thinking for 20 years now, having built an outstanding reputation and remarkable track record of achievement with the Company. You really enjoy your role there and without a doubt you are a vital member of the management team. But, as you approach the later part of your working career you’ve been privately considering a new adventure in life; the pursuit of a dream of owning your own company that makes banana bread. You didn’t want to share that dream with anyone else at work for fear of repercussions from Backward Thinking management if they knew you had any thoughts of possibly leaving your job. After all, who thinks anyone would ever leave Backward Thinking?
Suddenly, a perfect opportunity for starting this business comes up and it just happens to be where the rest of your family lives. It’s an offer you can’t refuse. After carefully thinking this decision over, you deliver a bombshell to everyone at work that you will be leaving in a couple of months. I realize that it may be hard to believe, but your staff and management team who have put their faith and trust in you over the years are not exactly thrilled with the news. They are left wondering who could possibly fill your shoes, especially on such short notice. As you consider their feelings on the matter and how company operations will be hindered for the near term, you start to feel a bit conflicted. You start thinking about your legacy and what kind of thoughts and feelings that co-workers will have about you in years to come. You get a sinking feeling because the last impression they will have of you is that of an individual leaving them without someone being there to carry on the mission for which you’ve laid such a solid foundation. Your legacy is ruined!
Okay, it’s really no time to panic because you wake up in a cold sweat quickly realizing that you were only experiencing a bad dream. In truth, you work for Forward Thinking, Inc.. Like the name implies, Forward Thinking is a very forward thinking company and has developed an effective Succession Plan. Several years ago, Forward Thinking realized the value in having such a plan because:
1. Management realized that survival of the organization depends on having the right people in the right places at the right times to do the right things and get the right results.
2. Management understood that, in a downsizing period, great care must be taken to identify promising candidates early and actively cultivate their development and retention.
3. Management realized that in the absence of a formal succession plan, job incumbents tend to identify and groom successors who are remarkably like themselves in appearance, background and values. Formal succession plans promote more opportunity for diversity which makes the company stronger.
And as baby-boomers continue to retire en masse from executive suites, managerial offices, and specialized or technical jobs, the question of who will take their places becomes ever more pressing. This loss of valuable institutional memory has made it apparent that organizations can’t afford to be without a strong succession program. According to William J. Rothwell in his book, “Effective Succession Planning – Ensuring Leadership Continuity and Building Talent from Within,” the biggest benefits that organizations experience from formal succession planning programs are:
1. It will take less time and expense to fill vacancies because the talent has already been identified and prepared.
2. People development efforts have been aligned with the organization’s strategic objectives so that the right people will be available at the right times and in the right places to meet the right objectives.
3. The organization is prepared to deal with sudden, catastrophic losses of key people.
Back to ideal world of Forward Thinking, Inc., you feel far more at ease about departing from the company fully knowing that your position has been turned over to a very capable, trained and developed individual who will keep the company headed in the right direction. Part of your legacy is that you were a key contributor in the development program of your successor, and the legacy of your outstanding service to Forward Thinking remains intact!
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Jim Guttmann, SPHR
As a Landrum Professional Human Resources Manager, Jim is certified as a Senior Professional in Human Resources (SPHR) and has over 20 years of HR generalist experience for a large government contractor and Fortune 500 Company. He holds a Masters in Business Administration from Florida State University and is an active member of the Greater Pensacola Chapter of the Society for Human Resources Management (GPCSHRM), previously serving as their Vice President of Information Services and Chairman of the Workplace Diversity Committee. Jim is also certified as a County Mediator and in the administration of the Myers Briggs Type Indicator (MBTI).
Filed under: Consulting, Human Resources | Tags: "human resources consulting", Grant, Human Resources, Training, Working a Better Way
2012 Working A Better Way Grant
Do you know of a non-profit agency that would benefit from the development of a strategic vision, enhancement of supervisory leadership skills or having an expert HR Manager on call? Help us help them by encouraging them to apply for the Working a Better Way Grant.
Our goal at Landrum Consulting is to help organizations and employees work a better way. Each year since it’s beginning, Landrum Consulting has provided thousands of dollars in pro-bono work to local non-profit organizations. Our Working a Better Way Grant is a way for us to formalize this community service and extend the opportunity to all community non-profits.
Landrum Consulting Services, a division of Landrum Human Resource Companies, is now accepting applications for the 2nd Annual Working a Better Way Grant. The grant is opened to 501 (c) (3) nonprofit organizations located in Escambia, Santa Rosa, Okaloosa, Walton and Bay counties who have been operational for at least one year as of the application deadline. Interested organizations can view the application guidelines and apply on-line for the Working a Better Way Grant at www.LandrumConsulting.com/grant.
Through the Working A Better Way Grant program, Landrum Consulting will award three grants in the following categories:
Strategic Planning: Many organizations spend time and money on “strategic planning”, only to let the great ideas that were brainstormed lie on a shelf collecting dust because they didn’t know where or how to begin. Landrum will help your organization outline a Strategic Plan to help your organization establish and achieve their desired goals and vision. The difference in Landrum’s method is that we help organizations focus on the most important things, establish measurable outcomes for those goals, and most importantly, establish an accountability system so that the goals will not fall by the wayside and be forgotten.
Leadership Training: Competent leadership is much more than knowing the right things—it is using the right skills, knowledge, insights, perceptions, and sensitivity to help employees deliver services and products according to expectations. This certification series is designed to enhance leadership skills for all levels of experience including those new to the supervisor role, experienced supervisors/managers who have not had formal training in management education, and seasoned managers who want to further develop their leadership skills. The certification program requires participation in (6) core courses:
1. Boot Camp for Supervisors
2. Hiring 101
3. Dealing with Difficult Employees
4. Sexual Harassment
5. Developing and Sustaining a Customer Service Culture
6. Supervisor Safety Skills
Human Resources Support: Landrum On-Call is human resources management consultation and assistance at your fingertips. Landrum will provide Human Resources support by assigning a certified Human Resources Manager to assist your organization with employee relations issues. Landrum provides guidance and support in the following areas:
• Compliance with Pertinent Employment Laws
• Discrimination and Harassment Claim Avoidance
• Employee Disciplinary Actions
• Investigation of Employee Claims and Disputes
• Conflict Resolution
• Employment-Related Policies
• Job Descriptions
An informational session for interested non-profits will be held Friday, October 14, 2011, 3:00pm – 4:o0pm at the Landrum Corporate office, 6723 Plantation Road, Pensacola, FL 32504. This session will explain and review the application, the supporting documentation needed, and services that are provided under the grant. Register for the informational session by calling Melissa Miller at 850-476-5100 or emailing; Grant@LandrumHR.com .
The deadline for receipt of grant applications is November 4, 2011. The Working A Better Way grant recipients will be chosen by Pensacola area Human Resources professionals and announced December 13, 2011.
Working A Better Way Grant Application
Filed under: Human Resources, Landrum | Tags: employees, employment, Human Resources, interview, Jobs, Landrum Staffing, Resume Writing
October 13, 2011
How to Get Your Resume Noticed – A Job Seeker’s Guide
Did you know that a very important part of your job search is the ability to sell? Remember from our recent blog post Feel Confident about Your Next Interview – A Job Seeker’s Guide; you most likely will be competing for the same job with several other candidates. The ability to sell yourself, your skills and your experience will play a big role in where your resume ends up in the growing stack of applications on an HR Manager’s desk.
Clear, Concise, and Comprehensive
One of the best tools to help you secure an interview – and ultimately “the job” – is a well written resume. As the saying goes, “You have one chance to make a good first impression.” The following guidelines will help you create an effective resume that will get noticed and could put you on top of the stack.
One Page
Your resume should be concise and comprehensive. No more than one page unless you have more than 10 years of experience.
Clearly Stated Job Objective
This should be adapted depending upon the particular job you are applying for. It needs to be well thought out and not just a standard line.
Include Your Accomplishments
This is what will make you stand out from the crowd. Include a listing of your major work accomplishments and place emphasis on the most recent ones. Quantify your accomplishments in goals met, dollars saved for the company, fewer accidents, award-winning attendance, etc.
Sell Yourself
You are a one-person sales team and the product you are selling is YOU. Your resume may be the only chance you have to make a lasting first impression. Remember, your resume is really a snap shot of you.
Error Free
Your resume reflects you and the quality of your work. Make it perfect.
Employment Lapses
It is not a good practice to list reasons for lapses in employment or terminations on your resume. You are better off explaining these items in person during the interview.
References
Always have your references listed on a separate and single sheet of paper and available to present if/when asked by the interviewer. It is acceptable to include “References Available upon Request” on your resume although not always necessary. Prospective employers will expect that you have a reference list available at all times. A good reference contact would be a past employer or supervisor, school teacher or college professor, counselor, or community service leader. You want your references to be professional individuals who can speak of your work ethic, character, and accomplishments. Include the name of your reference, place of business, title, address and phone number. With permission from your reference you could also include an email address and/or cell phone number. Most importantly, confirm with your contact that you have listed them as a reference and that they may be contacted.
Why a Cover Letter?
You need to do every positive thing you can do to set yourself apart from the crowd. Unfortunately, the crowd is getting bigger and more competitive. A cover letter is designed to personalize your resume. You should use it to emphasize your assets and strengths in a way that will make the employer want to interview you.
Easy to Read
Try to limit your cover letter to a single page and make sure it is grammatically correct. Make sure spelling, punctuation, paragraph length and margins are correct. Remember, this is also an example of the quality of your work.
Address to a Particular Person
Personalize your letter to the person making the hiring decision if you can. No one wants to receive a “form” cover letter.
Formal Letter
Remember, this is a business letter – not a text message.
Delivery
When you’re ready to submit your resume to a prospective employer it is always beneficial to know the delivery method in which the employer prefers. If you are answering an advertisement for a job and the ad specifies exactly how and where to send your resume, by all means do as the ad states. In many cases, employers use this as a way to test your ability to follow directions. Of course you won’t always know a company’s preference, so making a quick phone call to ask is acceptable. Other means of acceptable resume delivery are: email, postal service, or hand delivery. AVOID faxing a resume whenever possible.
Extra Copies
When you go on a scheduled interview always take extra copies of your resume with you even if you previously sent one to the company or interviewer. In some cases, employers will ask that you speak with more than one person in the company and having extra copies of your resume will demonstrate preparedness.
Does your resume meet the 3 C’s rule? Is it Clear, Concise and Comprehensive? Have a comment or question? We are glad to help and would like to hear from you.
Next in our Job Seeker’s Guide series, learn the importance of being prepared for your interview and steps to help you plan.
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This article was authored by Joni K. Humphreys, Director of Marketing and Communications and Denise T. McLeod, SPHR; Edited by Holly McLeod, PHR, Human Resources Manager
