Hiring the Right People is at the Root of Building a Great Organization

Human resources

Great people make great organizations. This is universally true, no matter what kind of business the organization does, and what its size. Having great people in organizations is like a sportsman having an optimum level of fitness. Just like how injuries or illnesses impede her ability to compete; the same goes for mediocre people in organizations.

We can consider great people in organizations to be a powerful, well-turned engine in a vehicle that is set to take part in a race. The vehicle has a solid chance of winning when it runs on such an engine, but the opposite is equally true when it is expected to race having a bad engine.

Multifold benefits of hiring the right people

The reasons for which organizations need great people are obvious: The organization brims with energy, spirit, enthusiasm and excellence. Great people are defined by their creativity, innovativeness and the quality they bring into work. Because of these, the organization is able to deliver better results.

Even though it is the intention of all organizations to hire great people, sometimes, they end up making hiring mistakes. This may not be a deliberate mistake on the part of HR or management, for no organization likes to hire people with below par abilities, but it is just that hiring managers fail to put the emphasis, effort, direction, and focus and planning into the hiring.

Most bad hiring decisions are made because hiring managers are not fully aware of the importance of getting the most appropriate, best suited and most brilliant people on board. The hire’s credentials sometimes don’t match with the needs and requirements of the organization. This mismatch is the recipe for disaster.

Opportunity to learn the skills needed for hiring the right fit

Want to understand the proper ways of making the right hiring decisions in order to get that elusive perfect fit? This is the lesson a highly valuable and entertaining training session from TrainHR, a leading provider of professional trainings for the human resources industry, will be offering. At this webinar, David Rohlander, author of Amazon-bestselling book, The CEO Code and Idiot’s Guides: Management Skills, published by Alpha Books/Penguin in November 2014, will be the speaker.

Interested in understanding what perspective this illustrious speaker/author brings into how to hire great people? Then, please enroll for this webinar by visiting TrainHR. Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Learning on all the elements of hiring right

At this session, David will show the importance of adapting hiring techniques for attracting the best talents to fill each position in a company. A proper hiring process leads to a quality fit, as a result of which everyone in the organization benefits. David will show the ways of doing this to hire great people.

The critical elements, practices and insights for how to hire the best people will be imparted at this session. The skills taught at this webinar will make the job of hiring high quality people for organizations easier and more effective. Participants will learn how to improve the organization with great hires. The speaker will help them to master the techniques needed for this with practical examples.

People in critical roles, such as CEO’s, Presidents, Vice Presidents, Leaders, Managers and Supervisors, as well as those who have been identified as Future Leaders within an organization will benefit immensely from this training session.

David will cover the following areas at this webinar:

  • How to Find Great People
  • How to Qualify Candidates
  • How to Select, Interview and Evaluate
  • The Best Way to Use Assessments, Tests and Exercises
  • Designing a Hiring Process that Works
  • Effective Communication from Start to Finish.

The Endless “Born or Made” Debate about Leadership

leadership_600x280

Leadership, as we all know well, is the biggest factor in an organization. It is the most significant ingredient in an organization’s success or failure. An organization is known by its leadership ability, just as a nation, too, is known by it. Some organizations, like nations, have shown exemplary leadership at times of crisis to steer the team out of trouble. Many leaders have gone down in history for taking momentous decisions.

While there is no doubt about the role and importance of leadership to an organization; the big debate in management, psychology, social, academic and many other circles is this: Is leadership born, or is it made? The starting point of this debate is almost impossible to ascertain. It is perhaps as old as leadership itself. It is not likely to end till as long as the human race continues to produce leaders, analysts, debaters and academicians!

Subjective and difficult to determine

While the topic of whether leadership is innate or inculcated is one of the highly dividing and polarizing debates that we can get to see; it is interesting to see that the distinguishing lines are often blurred. It is not always possible to arrive at black and white answers to a grey question such as this. There is no outright winner in a debate on a topic of this nature.

While people who argue that leaders are born are forthright in their assertion about their thinking and back their viewpoint with examples, statistics and the like; the other side of the camp is equally convinced about its own perspective, being equally strong in its articulation that leaders can be made.

Get a fresh perspective on the topic

Want to take the debate farther and try to understand the interplay between natural and imbibed leadership abilities, or what one may consider the debate between nature and nurture? An interesting and highly perceptive, entertaining learning session from TrainHR, a leading provider of professional trainings for the HR industry, will bring forth many aspects of this debate.

Harold P. Brull, a licensed psychologist and has taught industrial/organizational psychology at the undergraduate and graduate levels for 17 years and served as Senior Vice-President of Personnel Decisions International (PDI), now Korn Ferry Leadership Consulting, for 36 years, during which he has designed selection processes and systems for over 1,000 organizations ranging from ford Motor Company to the Peace Corps; will be the speaker at this webinar.

Want to understand the perspectives on the born vs. made leadership that this senior leadership professional brings? Then, please attend this webinar, to do which all that is needed is logging on to TrainHR

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Discussion of the elements of leadership

000

It is just that some people slide into leadership roles much more easily and naturally than many others. It is not that the others cannot do the same, but it is just that they are not at as much ease in doing this. This is the triggering point of the debate about whether leadership is born or made. Why or how is it that some people get it more naturally and more easily than many others, despite starting at the same point and despite being of the same sociocultural, economic or educational background?

At this webinar, Harold will give participants an increased understanding of what constitutes effective leadership and what others expect of those they follow. He will examine how organizations develop their leaders in order to compete successfully in the global marketplace. This webinar will examine leadership from a variety of perspectives, focusing on how leadership has been studied and how organizations have attempted to develop leadership talent.

This session is of high utility to anyone who aspires to leadership position, anyone who wants to understand themselves and their bosses better, anyone wanting to understand how nature and nurture interact in terms of leadership, and anyone interested in developing their own leadership skills.

Harold will cover the following areas at this webinar:

  • Why Leadership Matters
  • The History of Identifying Leaders
  • The Interplay between Nature and Nurture
  • The Distinction between Leadership and Management
  • What Matters to Followers
  • How Organizations view Leadership
  • Research on Leadership Effectiveness
  • What’s needed for tomorrow’s world?

Best Practices for Dealing with Workplace Violence

images (5)

Workplace violence is one of the most serious issues facing the American workforce. Workplace violence manifests itself in a multitude of ways. Threatening to carry out or carrying out an act of physical violence, intimidating, harassing or disrupting the activities of colleagues at the workplace come under the definition of workplace violence.

Occupational Safety and Health Administration (OSHA) estimates that up to two million Americans get affected by violence at the workplace, an alarming piece of statistics for one of the world’s most highly developed nations, in which the workplace is central to most peoples’ lives.

Mixed picture of workplace violence statistics

Since general awareness about workplace violence went on the ascendant in the 1980’s, there has been a remarkable dip in the incidence of workplace homicide, which is surely the most serious form of workplace. Killing a colleague over a difference at work is certainly the most barbaric form of workplace violence.

OSHA put the number of workplace homicide for 2014 at just over 400, which, although is a figure that has been steadily falling over the years; is not negligible. The bad news, however, is that other forms of workplace violence, such as intimidation, discrimination, bullying, hostility, and harassment, have been steadily rising over these few years.

Workplace violence is not taken seriously enough by employers

The tragedy about workplace violence is that a majority of the cases go unreported. As much as 60% of crimes committed against women at the workplace didn’t get to the enforcement agencies in the form of complaints between 1993 and 1999.

What is of equal worry is that nearly half of corporate executives don’t consider workplace violence as being serious enough to warrant intervention. Two thirds of American executives do not believe that workplace violence will create a negative impact on their budgets.

Many organizations are far behind in taking measures aimed at tackling workplace violence. Organizations need to identify the factors that precipitate and trigger workplace violence. Some of the most common factors that are directly linked to workplace violence include:

  • Confrontational behavior of a few employees
  • Exchange of money, which could lead to bitterness that could turn into violence
  • Serving alcohol in the office premises
  • Targeting people who work in lonely or remote locations at odd hours
  • Women at the workplace, who are vulnerable to becoming targets of workplace violence

Completely outmoded laws

A major problem facing the American workplace today is that most laws and methods of dealing with workplace violence are pretty outdated. Many organizations continue to be governed by rules that were made when workplaces were vastly different from those that we see today. The workplace before the advent of the New Economy was far different. Cybercrime, for instance, was unborn a few decades ago. Another of the outlets for initiating workplace violence, the social media, was also not born at the time of formulation of many of the laws that govern many organizations. Yet, the laws and rules on workplace violence have failed to keep pace.

Complete learning on dealing with workplace violence

So, how do organizations deal with workplace violence in the current scenario? All these aspects of how they can do it will be the learning a highly valuable, yet entertaining webinar from TrainHR, a leading provider of professional trainings for the healthcare industry, will be offering.

This webinar will have Dr. Gerard Lewis, an international consultant and trainer, who has worked with national and international government agencies, healthcare facilities, educational institutions and private businesses on a wide range of work, behavioral health and organizational issues; as speaker.

In order to gain full understanding of the area of workplace violence and to get an understanding of the ways of dealing with it, please register for this webinar by visiting TrainHR

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program. This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Updating policies to stay current

Dr. Lewis will show how organizations can stay current with their policies and protocols to include workplace violence as a major part of the agenda. He will offer a comprehensive overview of best practices for organizational hostility mitigation and the role of HR.

Participants will be able to understand best practices for responding to workplace hostility, be able to provide policies, procedures and programs to their client-organizations, know the current changes in statistics as well as terminology relative to this ongoing issue, and understand how and when to provide psychological interventions around workplace hostility incidents.

The following areas will be covered at this webinar:

  • A brief overview of statistical trends
  • Updated definitions of violence, hostility, bullying, weapons, harassment, etc.
  • Sample policies for Workplace Hostility Mitigation Policy
  • Strategies to handle restraining/protective orders
  • An understanding of how to provide psychological interventions around a workplace hostility incident
  • Identifying the “at risk” employee and how to intervene
  • When to get a fitness for duty evaluation, what to expect from the evaluation and the role of the HR
  • Case examples.

 

Guarding against Ransomware

ransomware-expert-tips-featured

Ransomware is a malicious software that attacks the vital IT systems of organizations. Most ransomware attacks come in the form of normal mails, eliciting that the user open an attachment. When unsuspecting employees or individuals do so, the virus blocks their access to files in the system. The attackers unlock or release the access to the files only when the ransom, usually in the form of money, is transferred to their account through surreptitious means. Hence the name.

Typically, people who operate ransomware hold sensitive personal and organizational date to ransom. Sometimes, they could even seek just information and not money in return for releasing the files. This adds to the complexity and variety of the issue.

The size of the organization is not a criterion for a ransomware attack

The traditional belief has been that small organizations are vulnerable to ransomware attacks. However, the recent WannaCry attack has demonstrated that the reach and power of such cyberattacks are wider and stronger than believed. If governmental organizations such as the UK’s National Health Service could be targeted, one can imagine the fate of smaller organizations. This recent WannaCry attack also showed the particular penchant that these attackers have for assailing data related to health. It is true that in the US, health information commands a higher price in the black market than even social security and credit card information.

This, however, is not to suggest that other sector need to be complacent and develop a sense of false security. Just any organization, doing a business of any kind, located in any part of the world, and of any size, could be a potential target for ransomware attacks. If this were not to be the case; the estimated loss that organizations around the world suffer on account of ransomware attacks would not be amounting to around the $ 3.5 trillion annually that they currently do.

Learning on how to prevent ransomware

Given the nature and intensity of the problem, and considering that almost any and every PC, laptop, tablet or mobile –i.e., just about any device –could be a source of a ransomware attack; how do organizations deal with an issue as big and serious as this?

The ways of learning to spot a ransomware attack and preventing it will be the learning a webinar from TrainHR, a leading provider of professional trainings for the human resources industry, will offer. Paula Pierce, an Austin, Texas attorney who provides legal services to identity theft victims, has authored numerous publications for victims of identity theft and for attorneys and is a frequent speaker on identity theft and financial fraud, and previously founded a regional legal services program for victims of identity theft and financial fraud; will be the speaker at this webinar.

Want to understand how to tackle ransomware? Please register for this webinar by visiting TrainHR  to benefit from Paula’s rich experience in this area. Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM. Credit is awarded based on the actual educational time spent in the program.

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

In this highly relevant session on this very pertinent topic, Paula will cover the following areas:

  • What is Malware?
  • What is Ransomware?
  • How does Ransomware Work?
  • How can Employees Recognize Potential Malware?
  • What should Employees do when they see Potential Malware?
  • What should you do if you become the victim of a Ransomware Attack?

 

The Balanced Scorecard is a Good Tool for Optimizing Organizational Performance

Companies_using_balanced_scorecard

The Balanced Scorecard (BSC) can be a good metric to have in an organization. It is not really a new concept, as it has been in use for about a quarter of a century, when the Harvard Business Review published a paper on this topic from Robert S. Kaplan and David P. Norton. Initially developed by these two; the BSC was hailed for introducing the human element in conjunction with the financial aspects of the organization, calling for alignment between the two disciplines. This fusion was considered a pathbreaker at the time of its introduction.

By the mid-1990’s, its initial small flaws had been polished, with the result that from then on, the Balanced Scorecard has been adapted by many organizations around the world. Hailed as one of the most significant management ideas of the past 75 years; the Balanced Scorecard differs from other management principles and tools in a qualitative manner. As time passed, with the advent of newer technologies and more management techniques; the Balanced Scorecard evolved, too, and integrated more functions other than Finance, giving rise to variations such as the following among others:

  • Performance prism
  • Results-based management
  • Third-generation balanced scorecard

The core value a present-day Balanced Scorecard serves can be summarized in the ways in which it helps in the following:

  • Communicating what the organization is trying to accomplish
  • Aligning employees’ day-to-day work to the organizational strategy
  • Prioritizing and harmonizing the organization’s products and services and its projects
  • Quantifying and monitoring the path to strategic targets

Putting all factors into place

The Balanced Scorecard is a very powerful tool in coordinating and gelling together crucial parameters of the organization, such as mission and vision, aims and objectives, focus and strategy, goals and results, and initiatives and measures.

Given the comprehensives and the effectiveness of the approach the Balanced Scorecard tool takes; it is no surprise that according to a study by Gartner, around half of all American fortune 1000 companies and around two fifths of all European fortune 1000 are using the balanced scoresheet. Its prominence has been rising in parts of Asia and Africa.

Widespread scope for implementation

Yet, the problem is, at the global level, far too many organizations are yet to adapt the Balanced Scorecard. This means that the potential for the adaption of this tool is vast. The ways of how to do it for raising the organization’s rate of success will be explained at a highly entertaining webinar from TrainHR, a leading provider of professional trainings for the human resources industry.

At this session, the speaker is Grant Schneider, who is president and founder of Performance Development Strategies, which helps organizations achieve greater results by aligning people in the organization with the organization’s mission and strategy.

Want to explore the ways of adapting this powerful tool to boost the overall performance in your organization and derive the benefit of Grant’s experience and learning? Then, please register for this webinar by visiting TrainHR   Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program. This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

All that needs to go into creating a Balanced Scorecard

At this webinar session, Grant will help participants get an understanding of how to construct a Balanced Scorecard. He will show which inputs and variables need to be factored in and how to survey the key deliverables for success, how to measure them, how to set standards, and how to assign values to each, all of which constitute the heart of a Balanced Scorecard.

Apart from these, Grant will also explain how to use the balanced scorecard as a basis for a bonus system for managers and executives. To illustrate this, he will show an actual example from the restaurant/hospitality industry for creating a Balanced Scorecard.

Building a thoroughly designed Balanced Scorecard helps an organization achieve balanced results. It will prevent improper and incomplete utilization of human capital within the organization that happens when employees focus on one task or objective at the expense of another, often equally important or impactful one. For example, extreme focus on achieving sales should not come at the expense of customer satisfaction. Many such examples and instances can be avoided using the Balanced Scorecard.

During the course of this webinar, which HR professionals such as CEO, Senior Vice President, Vice President, Executive Director, Managing Director, Regional Vice- President, Area Supervisor and Managers will find highly useful; the speaker will cover the following areas:

  • The Purpose of the Balanced Scorecard
  • Background of the Balanced Scorecard
  • Selecting the entity to use for the Scorecard
  • Reviewing and Summarizing the Measurable Things
  • Assigning Weights and Values
  • Creating the Dashboard
  • An example used by the Restaurant Hospitality Industry
  • Using the Balanced Scorecard to Bonus and Compensation.

 

Getting the most of Telecommuting

images (3)

With telecommuting and remote working gaining in popularity as a mode of work; it is essential for managers today to add one more skill to their resume: the ability to manage remotely located teams effectively. This ability is not rocket science or a faculty present in only select individuals. It can be developed over time, with practice and persistence.

When managed efficiently, telecommuting is a great benefit to organizations, as employees will be working in a more familiar environment, will be able to give more time to their family and strike a better work-life balance, which is a major factor in higher levels of creativity and productivity, will be able to divert the time spent on travel towards work, will be relatively stress free, and can be made to work at their peak productive or creative time, which is not necessarily during office hours, and so on.

It is necessary for organizations to understand the dynamics of telecommuting and remote working if they have to manage it efficiently and get the most out of it. If this is not done, the whole idea goes topsy-turvy, resulting in many roadblocks and hardships.

A complete learning session on how to get the best out of telecommuting

A webinar from TrainHR, a leading provider of professional trainings for the human resources industry, will explain all the nuances of how to manage telecommuting and remote working, so that employers understand how to get it right, the result of which will be the full range of benefits listed above, and more.

Chris DeVany, who is the founder and president of Pinnacle Performance Improvement Worldwide, a firm which focuses on management and organization development, will be the speaker at this webinar.

Please visit TrainHR to register for this webinar. Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Areas of concern

This session addresses some of the core concerns of managers who manage teams remotely, such as

  • Concern about the loss of time and productivity lost by members of the team because they are spread out
  • Unnecessary paper work
  • Being out of touch with members of the team since they are located far away.

This webinar teaches participants the ways by which they can acquire the skill of managing teams remotely. To make this learning relevant and meaningful, the speaker at this webinar will make this session a hard-hitting workshop with powerful exercises, models and case studies specifically designed for managers of multiple locations.

Almost real life-like

This learning session is a unique one, since it offers participants a practical method of fine-tuning off-site management skills in a simulated, almost real-life environment where they don’t have to worry about making a costly mistake. This session serves as a dry run for the real assignments that they can handle immediately after attending this session. It will impart proven, effective strategies that they can implement into their real life situations as soon as they have finished this learning.

This session will help participants:

  • Boost productivity at every location
  • Significantly cut down on paperwork
  • Know off-site employees are following the rules, period, including home-office rules
  • Spot problems even when they are far away

At this webinar, Chris will cover the following areas:

  • Maintain Order While Managing Long-Distance
  • Stay In Touch – And Control – No Matter What
  • Establish Quality-Minded Teams You Can Rely On
  • Troubleshoot Off-Site Problems Like A Pro

Personnel who are involved in time management and efficiency of their employees will benefit in a big way from this webinar. These include CEO, Senior Vice President, Vice President, Executive Director, Managing Director, Regional Vice President, Area Supervisor and Manager.

Managing Workflows Requires Quite an Ability

workflow-300x218

 

Managing workflows is a serious talent. Managers and many other employees are required to handle umpteen tasks, all of which need to be completed at more or less the same time. When tasks are scheduleding tightly, most of the doer’s attention is concentrated purely on getting the job done. This is no doubt important, but most people do not plan for a contingency.

Whenever jobs or tasks are lined up in close succession to each other; the problem arises when some tasks are planned purely for killing time, and many other tasks leave us with no time to accomplish them. One task whose slot gets extended pushes up other tasks, leading to accumulation, something like a traffic jam. Imagine if half the workforce faces this problem.

The ill effect such a situation has on the organization, where most of the productive time or resources are spent on unproductive tasks, is unimaginable.  It kills the productive work time, hampers the proper utilization of employees’ skills and talents, and brings a bad name to the organization, since it is always under pressure to deliver on time.

Planning is the foundation

Planning is the key to avoiding such situations. A workflow chart is a great means to helping people plan their tasks, so that they optimize their time and maintain their efficiency.

A workflow is some kind of priority chart that guides people on their tasks. These are some of major issues that arise when planning a workflow:

  • Should the planner embark upon more tasks even as there are many others that are in the pipeline?
  • What if a task is finished ahead of schedule? What should be done with the spare time? If a task is allotted say, an hour, and it gets over in about 40 minutes, how should the remaining 20 minutes be spent?
  • Should the tasks on hand be completed and only then should the next ones be taken up?
  • If an emergency task comes up and has to jump the queue; what happens to the tasks that are pending?

Thorough learning on managing workflows efficiently

All the core aspects of creating and managing workflows will be the learning a webinar from TrainHR, a leading provider of professional trainings for the human resources area, will offer. At this webinar, Jan Triplett, CEO of the internationally recognized Business Success Center, and an entrepreneur, author, speaker and small business activist; who is a frequent keynote speaker on business growth models, funding and pricing strategies, alliance building, personnel management, and sales processes, will be the speaker. Want to get complete knowledge of how Dr. Triplett can help you overcome the roadblocks associated with lack of the right workflow? Then, please register for this webinar by visiting TrainHR.

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Learning on how to handle changes midway through

The heart of this learning is the solution that Dr. Triplett will offer on revaluating key processes that create spaces for making changes and rebuilding plans before the worst happens, and to improve efficiency and productivity at the same time. She will direct participants’ thinking towards how to look for more than just checklists as a means to accommodate major planning activities for tasks. They will understand how to manage options and learn to ask “what if” when something goes wrong, and also how their tasks are perceived by others who get affected by or are involved in them.

Organizations that want to enhance the value of the time that employees spend on tasks will have to learn to achieve these goals:

  • Understanding how tasks are really done
  • Identifying opportunities and threats as well as strengths and weaknesses and considering options and alternatives
  • Recognizing and planning for key decisions that will be made that also affect other areas of the business including staffing, pricing, and profit as well as potential legal standing and compliance
  • Planning for and including stakeholder input.

This webinar provides a framework on which to begin this efficient and thorough rebuilding process.

Dr. Triplett will cover the following areas at this webinar:

  • How to evaluate the current procedures in place (written and unwritten) for problem areas
  • Damage control options to use before changes can be made and take effect
  • How to use task analysis, job descriptions, mission, code of ethics, and stakeholders to create better workflow efficiency and perception by all internal and external stakeholders
  • How to create a plan, timeline for implementation of the new workflow, and budget to revise critical processes in delivery of goods and services in each of the six areas of business (sales, marketing, operations, administration, financial, books and records)
  • Key decisions – using outside resources, managing current workload, balancing guidance, freedom to operate, and limits, while managing expectations
  • Getting “buy in” and support for the workflow from the top to the bottom of the organization and the stakeholders
  • Putting the new procedures in place
  • Tracking, evaluating, and improving the new procedures.