Leadership Lessons from History

 As Black History Month comes to an end, we want to share our thoughts on some influential black leaders.

ROSA PARKS
She was small but determined. Rosa had the courage to stand up for her beliefs. She was jailed for refusing to give up her bus seat for a white passenger. Effective leaders should make the right decision – even if it is not a popular one.

GEORGE CARVER
He was a strong proponent of personal responsibility. “Ninety-nine percent of the failures come from people who have the habit of making excuses.” This profound statement from the notable agricultural scientist highlights the significance of integrity. The values of an organization flow from the top positions.

SARAH BREEDLOVE WALKER
This inventor and businesswoman created and sold her own brand of cream/shampoo in the early 1900s to ease the problem of itchy skin due to a lack of indoor plumbing. Her company trained thousands of African American women to sell the products in stores, through the mail and door-to-door visits. Ms. Walker knew the importance of employee recruitment and training.

JACKIE ROBINSON
As the first African American player in Major League Baseball, Jackie was ostracised by players and fans. His non-violent approach to the Civil Rights movement emphasizes the impact of leading by example.

URSULA BURNS
She holds the distinction of being the first African American woman to lead a Fortune 500 company. She was the top executive at Xerox from 2009 to 2016 in her role as CEO and chairwoman. Organizations thrive with strong leadership.

It is crucial to have the right people in the right roles for success. Organizations rely on the Davidson Group’s experience to hire and retain the right employees. We specialize in employee training and development.

What Employees Love

Companies should be motivated to promote a healthy work environment. Happy employees are more successful, productive and collaborative. They think more creatively and are not afraid to take risks. Below are some ways to create and promote a positive workplace through these Human Resources (HR) practices.

Training

We recommend that companies dedicate at least one week to training new employees. The HR manager should create a planned onboarding program. This can include shadowing colleagues, attending meetings, reviewing strategy documents and locating key internal documents. Don’t forget to review health and safety protocols. Ongoing training should be offered as needed on specific topics.

Regular Communication

Two-way communication is crucial for organizational success. Managers should set up a regular schedule to connect with their employees, and this should be done outside of operational meetings. These check-ins can be done via text, Zoom, a phone call or over coffee. The key is having dedicated time each week to discuss projects, ideas and challenges.

Clean Up

Time is our most valuable commodity. It is respectful to clean up after yourself. That means washing your coffee cup and putting it away. It also translates to replacing paper in the copier after running a big job. Employees should be mindful of sharing key documents and attending meetings on time. Mutual respect promotes a professional work environment.

Set Clear Goals

Success is achieved when performance and goals align. Each person should have clear work objectives. Clearly explain what key performance indicators (KPI) will be used to monitor their progress. Set regular times to evaluate KPIs, which allows for tweak to be made. A company should align the goals of the employee and their team to the organization. It’s important to communicate how personal and departmental goals support the mission of the company.

If you want ideas on how to improve the happiness factor in your company, contact HR expects at the Davidson Group.

Elevate your Annual Reviews

Many organizations do their annual evaluations in the first quarter. However, research shows that managers and employees dislike performance reviews. The fundamental aspect of any evaluation is COMMUNICATION. Let’s discuss some review processes used by organizations.

360-Degree Review
Feedback is gathered from a variety of levels (i.e. subordinates, colleagues and supervisor). The employee also provides input on their view of their performance.

Pros – This can allow an organization to develop employee behavior and improve employee relationships.
Cons – This feedback tool is not customized to the needs of the organization. Some question the accuracy of results.

Hay Job Evaluation
This process allows an organization to map out different roles. Aspects of each role and a score are reported in the long profile, while the short profile details the nature of the role (i.e. accountant or sales manager).

Pros – This process provides salary benchmarks. It creates clear job descriptions and improves succession planning.
Cons – Some argue this evaluation supports the values of traditional management. It should be conducted by a trained expert.

Performance Reviews
An employee’s performance is documented and evaluated by their immediate supervisor. Although they are usually done on an annual basis, some organizations are doing them more frequently to improve communication.

Pros – It can enhance employee focus, determine training needs and improve performance.
Cons – There is a significant time lag in work and feedback. There are negative views on this process due to its subjective nature.

There are numerous other types of performance evaluations used. Instead of a lengthy review process, teach your supervisors and managers to give timely feedback. 

Contact the experts at the Davidson Group for ideas on how to improve your review process for better employee performance. 

The Importance of Human Capital

Almost 60 years ago, Dr. Martin Luther King, Jr.  delivered his “I Have a Dream” speech on the steps of the Lincoln Memorial to a massive crowd. He spoke these words to Americans in 1963, and they are still relevant today. He dreamed of equality for all Americans. 

His timeless words align with the field of Human Resources (HR), which focuses on human capital. Let’s consider a few pertinent quotes from his moving speech.

 “When the architects of our republic wrote the magnificent words of the Constitution and the Declaration of Independence, they were signing a promissory note to which every American was to fall heir. This note was a promise that all men - yes, black men as well as white men - would be guaranteed the unalienable rights of life, liberty and the pursuit of happiness.”

While companies are not guarantors of happiness, they should be motivated to promote a healthy work environment. Happy employees are more successful, productive and collaborative. They think more creatively and are not afraid to take risks (i.e. think outside of the box). If you want ideas on how to improve the happiness factor in your company, contact our HR experts.

 “We refuse to believe that there are insufficient funds in the great vaults of opportunity of this nation.”

Companies should carefully consider their goals and dreams for 2021. It’s important to ensure that your employees are using their time to achieve these strategic goals. However, employee retention and engagement are not often measured. Companies rely on the Davidson Group for employment practices that create a work environment to support your company’s mission and values.

 “So even though we face the difficulties of today and tomorrow, I still have a dream. It is a dream deeply rooted in the American dream.”

Successful companies support the American dream by providing a work environment where their employees can succeed based on hard work. The Davidson Group provides custom training, so your company gets focused attention on specific topics for maximum impact. 

"I have a dream that my four little children will one day live in a nation where they will not be judged by the color of their skin but by the content of their character.”

Organizations want the best employee for the job. Racial equality is promoted by Title VII, which prohibits racial discrimination in applicant recruitment, candidate selection and employee retention. Our assessment process will ensure your HR practices are compliant and robust. 

For your HR solutions, contact the Davidson Group by calling 336-294-5053.