Management Retreat

HR Balance LLC is conducting it's first destination retreat.  At the Swinomish Casino and Lodge in Anacortes, Washington, this Management Retreat is designed for managers and supervisors working in Native Country - whether Native or non-Native. 

Whether you are new to the job or have been on the job for years, being a Manager/Supervisor takes a unique set of skills to manage people.  This is especially true in Indian Country, where you are often dealing with clashing cultures, family members, and continually changing circumstances.

This two-day retreat covers three major management/supervisory areas:  Assertiveness Communication, Conflict Resolution, and Dealing with Difficult Employees. 

For more details on this valuable retreat, visit the website.  It is loaded with information to show why you should be reserving your space at this event today!

 

And if you're looking to stay at the venue location, the Swinomish Casino and Lodge provides the perfect, relaxing getaway.  So, now is your chance to book a room.  Don’t hesitate to book your room today.  We have a limited number of rooms available for the special $89 per night price.  Please review the registration packet on our website for details on how you can book your room at the special, discounted price.

Spot On Supervising Workshop

You spoke... We listened. Feedback from the community has been focused on the need for a workshop on supervising skills, so we've put together a 2-day workshop entitled Spot On Supervising for Native Women and Women in the Native Community. This workshop takes place on June 15 and 16, and for more details, please go to: http://www.hrbalance.com/supervising.htm

Why Introverts can be Great Leaders

A fantastic article on why the more commonly identified leadership traits of an extrovert may actually be overshadowed by what introverts can bring to a leadership role.

Leadership Coaching | Bellingham HR Consultant

Ever thought of hiring a coach for your organization’s leadership? Many companies do just that, and the most common circumstances for using an outside coach include leaders with rapidly increasing responsibilities, organizational changes, profit pressures, and competence challenges. What coaches can do include:

• Assure success in new assignments
• Accelerate new leader assimilation
• Grow high potential leaders
• Enable cultural change through leadership action
• Address performance issues of both the leader and the people who interact with that leader
• Assure organizational alignment
• Address re-organization needs

While many believe coaching is a luxury that many organizations can pass on, more studies show effective coaching has a direct impact on the bottom line through increased productivity, efficiency, and higher work engagement.

The Art of Saying "Thank You" | Bellingham HR Consultant

Many take saying "Thank You" for granted, especially Management and Leadership. Here are some tips when it comes to telling your employees "Thank You."  I'm not talking "Thank You" as a form of politeness or courtesy.  I am talking "Thank You" for doing a good job... The ol' pat-on-the-back.

• Don't say it too frequently; otherwise, it begins to sound disingenuous.  However, not saying it enough can lead to resentment and disloyalty.  Say it when an employee has done big projects or special projects.  Making a big deal out of their daily responsibilities leads to that frequency that can get you into trouble.
• Make it personal.  Instead of making a big show of it, send a personal note.  A handwritten note sent to the employee's home address is a formal yet intimate way of letting the employee know they did something good.  It will not only be appreciated by the employee, but you'll soon discover they are talking about the note (maybe even showing the note) to their colleagues in a positive context.
• When handing out those kudos, do it in a way that the employee appreciates.  Some employees are motivated by public displays, while other employees prefer a quiet show of appreciation.  Find out which your employees are motivated by and follow through with the individual.  If you try the blanket approach to those kudos, you'll find the employees who thrive in the spotlight will wilt and second guess themselves if they receive a quiet "atta boy!" while those who prefer the quiet approach will feel embarrassed, if not humiliated, by public displays.
• When you're on the receiving end of a "Thank you," make sure you pass that sentiment out to those who work for you.  What sets a successful, effective Manager/Leader off from the pack is their willingness to share the glory and take all the blame.

By following these simple guidelines to express your appreciation, you'll go a long way in not only endearing yourself to your staff, but also increasing the likelihood of repeat performances.

Leadership Myths | Bellingham HR Consultant

There are many myths out there when it comes to leadership and management.  Unfortunately, these myths are often taken as fact - leading people and organizations toward unnecessary waste in energy, money, and ideas.  Here are a few myths to take note of:

• Leaders and Managers are the same... No, they are not the same.  Leaders are about the people.  They influence others into change, action, and results.  Managers, however, are about the tasks.  They're focus is on the end result - achieving goals through authority and discipline.  Often times I see organizations automatically label their managers as "leaders," when - in fact - they are not.  Leaders and managers have two very unique skill sets, and while it is very possible for an individual to be both a leader and a manager - it shouldn't be an assumption they are a leader simply because they are a manager and vise versa.
• Leaders are good managers... Leaders are strong innovators and strategists, but do not necessarily have the know-how to implement their innovations and/or strategies.  Often times, leaders have a focus that is so global, they do not necessarily have the linear thinking necessary to accomplish tasks.
• Leaders are born – not made... While studies on children are showing increasing evidence that leadership skills can present themselves at a very young age, the truth is leadership skills can be made.  Just because an individual doesn't present the necessarily skills and qualities of a leader today, it doesn't mean they cannot present those skills and qualities tomorrow. 

If you want your managers to be leaders and your leaders to be managers, it is important to ensure the appropriate skill sets are in place.  This requires time, energy, focus, and support.  Remember, those managers with leadership skills will not only meet your organizational goals, but they will have the vision to bring their people (and therefore the organization) toward greater successes.

Center for Creative Leadership

Looking for a good resource for leadership information?  The Center for Creative Leadership is a nonprofit organization with a primary focus on leadership. Its site emphasizes research, training and publications in leadership development, and they have been responsible for some of the most cutting-edge information on successful leadership.