Our Under 40’s: Our Community’s Next Leaders.

Almost two years ago, The Greater Bloomington Chamber of Commerce launched its young professional program hYPe: Helping Young Professionals Excel. From its inaugural 2011 event where 125+ young people under the age of 40 attended, to the group of hYPe members who volunteered at last month’s Taste of Bloomington, this has been and is an organization about involvement. Each month hYPe members attend personal or professional development events where they learn new skills and make new connections with peers. As important, the programming of hYPE helps to create a support structure that builds leaders. Always, these young professionals are involved in the learning process – becoming better employees, stronger leaders and forging stronger bonds within their community.

This was exactly the hope when hYPe was launched.

The Chamber‘s Board of Directors recognized the importance of engaging our next generation of leaders to help generate a greater pipeline for talent within our community. To underscore their commitment to hYPe and its mission, the Board’s nominating committee selected the hYPe Steering Committee Chair – Faye Jameson, to serve on the Chamber’s board of directors. For a young professional to play an active role on a board filled by some of the community’s strongest leaders is an incredible opportunity. But, the opportunity to have a “fresh voice” of a young leader on the Chamber Board is equally as important.

You get a very different voice at a table – whether it’s in the boardroom or as part of your leadership team – when there is someone under 40. So many believe that our under 40’s only bring an understanding of technology since most all have grown up in a world where apps, social networks and smart phones are the Millennial generation’s versions of Sesame Street and Mr. Rogers. But, this limited thinking is…well, limited. Our under 40’s bring so much more.

A young professional’s fresh perspective, insight as to what resonates with their age group, willingness to try new ideas and out-of the-box thinking can benefit any organization or any board. Our world is changing at a rapid rate and our young professionals are skilled at navigating a rapidly changing world. These are individuals you want to have at the proverbial “table”.

According to one study, less than 2% of nonprofit board members are under 30 years old. In contrast, 57% of nonprofit board members are 50 and over. All they need is a chance to utilize their skills…But first, they need to be asked. I encourage businesses and organizations in our community to look for ways to engage our young professionals in meaningful professional relationships through board service, volunteer task force or committees.

Not certain how to make it happen?

  • The first step is to identify and remove any barriers to engaging young leaders. Sometimes this means you have to “break the mold” of what you usually look for from a person when filling these positions.
  • If you know and can articulate the value they will bring to your organization, you’re half way there.
  • Provide your young professionals with proper expectations and allow them to feel comfortable within your organization.
  • Finally, make a commitment to always find room for a young professional to “be at your table.” They have been reared in a world of constant communication and collaboration, so be prepared for the energy and ideas that can be unleashed.

On July 26, The Chamber and our hYPe program will host the “10 Under 40” Awards at the Bloomington/Monroe County Convention Center. If you want to see, first-hand, the amazing young talent and leadership we have in our community, please join us. For more information about hYPe or the “10 Under 40” Awards, please visit www.ChamberBloomington.org or www.hYPeBloomington.org.

First Things First- Managing Your Time

When I was younger my dad required me to read, 7 Habits of a Highly Effective Teen, by Stephen R. Covey.  He of course, read it as well, and continually lectured me on the importance of the 7 habits.

As I got older, and my dad finally assumed I encompassed those 7 habits, I became liberated of the daily references he made to Covey’s book. However, I should’ve known better, Covey reappeared when I began college.

As I faced deadlines, a constant flow of emails, and meetings as any usual employee or college student, I found the saying “Time is of the essence,” is in fact, spot on. There are only so many hours in the day I can mark tasks off my list no matter how late I try and stay up or early I drag myself out of bed.

Once again, my dad began persistently referencing Covey as a solution to my lack of time. Only this time, he referred to Covey’s adult version of the 7 habits- 7 Habits of a Highly Effective Person.  Due to I am not the only college student or employee facing the crisis of time management, I decided to for once, listen to my dad and Covey’s advice.

Therefore, today, I want to give credit to Stephen R. Covey’s time management method which all people may prosper from – Habit 3 Personal Management. Many methods of time management exist- checklists, calendars, and prioritizing our daily tasks.  One method Covey recommends which you may find more effective in the workplace and in your daily home life is a matrix of quadrants of importance.

Quadrant I- Urgent activities that cannot be ignored

Quadrant II- Important activities, but not urgent

Quadrant III-Urgent activities, but not important

Quadrant IV- Not important or urgent

 

In the matrix, the key to time management comes from Quadrant II.  If Quadrant II activities are done on a regular basis, you will find a tremendous improvement in your daily life. The time for Quadrant II activities comes from Quadrant III and IV. Covey believes that effective people do not spend time in Quadrant III or IV because such activities are unimportant to your goals in life.  One must find time to take on Quadrant I because procrastinating this quadrant results in the task getting bigger and bigger until you must deal with it. Relatively, Quadrant I will shrink with attention to Quadrant II as well with practice of classifying activities. Classification of quadrants requires: 1. Prioritization 2. Organization of priorities, and 3.Self- discipline. However, always be careful of confusing Quadrant I and II.

A critical skill for time management also requires delegation. Being able to effectively delegate tasks to others is highly important in the workplace when dealing with time management. Delegating allows you to devote your time to higher quadrant activities while enabling personal growth for other individuals.

I truly recommend utilizing or at least trying Covey’s personal management method to help you put your responsibilities into perspective. Performing time management and following Covey’s quadrants of importance will allow you to create a life congruent to your goals and values. For example, by following Covey’s method I managed to find time to write this blog!

 Adapted from “7 Habits of a Highly Effective Person,” by Stephen R. Covey

I-69: What’s Next for Section 5?

In the coming months, the footprint will be largely determined for I-69’s Section 5, the segment that stretches south of Bloomington near Victor Pike to just south of Martinsville.

In April, the Indiana Department of Transportation released a revised Screening of Alternatives outlining four potential scenarios for Bloomington’s section of highway, notably the location and design of interchanges as well as how large the route will be once constructed.

Morgan Hutton - Director of Advocacy & Public Policy

In short, Alternatives 4 and 5 are design options that were carried over from the original Screening of Alternatives published in 2007. Two new alternatives, 6 and 7, are identified as “minimal impact,” and are significantly different from the prior two in that they carry a much smaller footprint, utilizing the existing pavement, grade, structures and right-of-way of SR 37. Under these two scenarios, travel lanes would be added in urban areas on the inside of existing SR 37, with north and south lanes separated by a shoulder and centerline median barriers. Rural portions would continue to be separated by grassy medians.

With that, this column is not intended to provide a description or thorough explanation of what the highway may look like, or its utility, under any proposed scenario. (The full report can be found at i69indyevn.com) The point is – this is it, the time has come, and decisions must be made. It is prime time for members of the community – and key elected officials, to take a serious look at the options available and how we may best position ourselves to get the best deal we can.

Under each of the alternatives, there are tradeoffs. Should it be built in (smaller) or out (bigger)? At which locations is an underpass or overpass more appropriate than a full interchange, and vise versa? What types of interchange designs are more functional? Where are opportunities for non-motorist access? What is the tradeoff between desirable highway features and minimizing impacts to resources and right-of-way? There are still many questions yet to be addressed. And the clock is ticking.

This fall, INDOT will return to the Bloomington/Monroe County MPO to have preliminary engineering and right-of-way costs for Section 5 added to the local Transportation Improvement Program – a critical and timely step in the process to ensure necessary safety upgrades can happen on SR 37 before Section 4 opens to traffic bringing I-69 from Evansville to Bloomington by the end of 2014.

This means, to avoid an unnecessary stalemate between the local MPO and INDOT, we have to be prepared by knowing what our current options are and give good, reasonable input on community priorities and how those priorities serve to develop the most functional highway for the future.

How can you get involved? View the Section 5 Screening of Alternatives at i69indyevn.com and click on Tier 2 Environmental Studies. Public comment is being sought and can be submitted through the project website. Stay up to date on the latest by visiting the Hoosier Voices for I-69 website at www.buildi69.com and follow on twitter @buildi69.

Are Millennials a Drawback or an Advantage?

Businesses are continually adapting to new technology. So, why not adapt to new generations of workers?

However, before I go into further deliberation on this question, I’ll provide brief descriptions on the generational workers one may find in the workplace today.

Millennials: Adults under 30 in the year 2011. Notable characteristics include goal oriented and proficient at multi-tasking.

Generation X: Age 30 to 50. They’re distinguished by their self-reliance and their concern for workplace rights and work skills.

Baby Boomers:  Age 51to 68. This age group is predominantly characterized in the workplace as workaholics and they view that employment is for life.

As I continue with my college education, my professors frequently express that finding a job following graduation will be challenging.  My job search will not only be difficult because of the current state of the economy, but also because I am of the generation of workers referred to as Millennials.  Millennials present new challenges to companies because of their key differences that differentiate them from senior employees classified as Generation X and Baby Boomers.  While I tried to deny that the studies my professors referred to only stereotype my generation, I admit my inclination was I encompass many of the characteristics detailed in the studies.

Soon, Millennials will comprise the majority of in the workforce and therefore businesses will have to accept the inevitable differences between generations, understand why they arise, and how to use them to their advantage.

Therefore, it only seems fitting, to detail the key characteristics of the immerging Millenials workforce and how businesses can adapt to these new generational workers.

Set up benchmarks. Millennials are inherent planners and therefore want an employer to take an interest in their future. Millennials have had much more time to practice time management and adhering to a schedule compared to Baby Boomers and Generation X.  Setting up benchmarks will allow you to gauge your employees’ accomplishments and progress while simultaneously helping them plan their future.

Provide guidance. Millenials want direction and like feedback. When assigning Millennials tasks, they prefer short-term, specific activities which provide them with direction so they can gage when they’re off track. Employers can use this to their advantage in prioritizing objectives to accomplish.

Offer hands-on-guidance. Millennials, unlike Boomers, trust authority figures and look towards them for guidance in the workplace. Although, employers may see this as a misuse of valuable time, smart employers will realize Millennials need for direction helps minimize errors.

Encourage informal socializing.  Millennails love to stay connected with a large group of people. They want constant interaction and collaboration with their bosses and co-workers. This may seem as a dilemma to employers who associate socializing with unproductivity. However, top-rated employers such a Google encourage informal socializing amongst the staff.

Emphasize positive impact. Millennials want to contribute to causes they see as ethically and socially important.  They want to feel connection with the community and want that connection to be reflected of their place of work. Employers can encourage Millennials to arrange innovative philanthropic events that can help broaden the face of the business within the community.

Incorporate advanced technology.  Young adults are always ‘wired’. Therefore; it’s not hard to guess that Millennials like to work for a business which uses cutting-edge technology. They value technology because it allows them to stay connected with their colleagues.  Employers need to integrate technology into their daily business operations not just to stay ahead of competitors but to gain bright new workers.

Adapted from “Why Generations Matter,” by LifeCourse Associates, lifecourse.com

 

Finalist in 2012 Chamber of the Year!

We were thrilled in 2011 to be honored as Indiana Chamber of the Year. Now we are keeping are fingers crossed to win the 2012 American Chamber of Commerce Executives (ACCE) Chamber of the Year! We are so proud to be one of the finalists in ACCE’s prestigious Chamber of the Year competition. We thank all of our tremendous board leaders, dedicated volunteers, and our engaged members for allowing us to reach this level of recognition!

Below is the official press release with more information on the ACCE  competition:

The Greater Bloomington Chamber of Commerce today learned that it has been named a 2012 Chamber of the Year finalist in the American Chamber of Commerce Executives (ACCE) national competition which recognizes the dual role chambers of commerce have in leading businesses and communities. Chamber of the Year awards honor chambers of commerce in four categories based on the size of the organizations. During all stages chambers compete amongst peers from similar total income levels and up to three chambers with the highest number of points in each of the entry categories, based on total revenue, may be named finalists.  The Greater Bloomington Chamber of Commerce is one of two finalists in the $450,001–$900,000 total revenue category.

Each year up to four chambers of commerce are honored with ACCE’s Chamber of the Year designation, recognizing excellence in operations, member services and community leadership. Chambers honored with the Chamber of the Year designation have not only demonstrated success in community leadership and organizational strength, but also have made an apparent impact on key community priorities, such as education, transportation, healthcare, and cultural vitality. Applications are reviewed and scored by a committee of chamber executives and former Chamber of the Year winners.

“To be named a finalist for this award is an incredible honor for The Chamber’s board of directors, volunteers and Chamber staff who last year set forth on an ambitious strategic plan.  It is a tribute to the innovation and passion of the more than 450 individuals that work so hard to build better business and better community in greater Bloomington,” said Christy Gillenwater, president & CEO of The Chamber.  “We are deeply honored to be selected as a finalist.”

The Chamber of the Year award involves a multi-stage process, which includes the ACCE operations survey, formal application and the final interview. Winners of the 2012 Chamber of the Year will be announced at this year’s ACCE Convention in Louisville, KY from August 1-4.

American Chamber of Commerce Executives is a national non-profit association for management in chambers of commerce dedicated to furthering the business and the individual professional development of their members.

For more information visit http://www.acce.org/chamberoftheyear/chamber-of-the-year/.

Also, we made INside Indiana Business for being a national finalist in ACCE’s Chamber of the Year!                                                                                                                                      For more information visit http://www.insideindianabusiness.com/newsitem.asp?id=53809

Promoting a Healthier Workplace

Whether you are running your own business, or working for it, you may think the last thing you need to consider is health and wellness at work. However, studies have shown that stress can take a toll not only on physical and emotional health, but productivity and performance in the workplace.

Establishing a healthier work environment from the top down will increase the health and efficiency of your employees.  Workplace wellness programs encourage a healthier lifestyle that can enhance time utilization and decision making of workers.  The Greater Bloomington Chamber of Commerce formed the Healthy Business Bloomington Initiative to help businesses promote wellness in the workplace. Businesses which implement workplace wellness programs might save when it comes to medical care costs, safety problems, and rates of absenteeism.  Even if you are not in the position to employ a comprehensive wellness plan, there are many small steps your business can take to increase the health of your workers.

1. Implement healthier eating choices. Offer your employees healthy meal and snack options that help fuel their performance while satisfying their nutritional need.  Consider replacing sodas with water, milk, or tea.  If possible, stock the break room with fruits, vegetables, and other healthy options.

2. Promote exercise. Encourage 2 minute stretch breaks every hour. Organizing regular stretch breaks provides a mental break from the work routine, which results in stress reduction.  Endorse exercising by partnering with a local gym to offer a discount for your employees. An active body is linked to an active mind, so regular exercise will increase your workers clarity and concentration.

3. Emphasize health education. Break time seminars are key opportunities for helping employees learn about healthy habits. Recruit speakers to lead session on healthy meals, stress management skills, and keeping active.  Keep sessions enjoyable but educational.

4. Be attentive of mental health. Unmanaged stress can lead to job dissatisfaction and absence from work for related health conditions. Consider offering an employee assistance program for employees who have excess stress, financial problems, or depression.  Also persuade employee to take simple steps on their own to reduce stress.

5. Make health apart of the work culture. Add healthy facts to company email and communication. Or even simpler, post healthy tips in the break room.  Building a healthy environment will result in more healthy and happy employees.

If, after trying a few ideas and trial runs, a wellness program seems right for your business, consider the Healthy Business Bloomington Initiative to help your business promote a healthier work environment.

 Please visit www.ChamberBloomington.org for more information.

Adapted from “8 ways to Promote Wellness in the Workplace” by Lauren Lastowka

On the Road to Good Health

In February, The Greater Bloomington Chamber of Commerce, along with its Health Care Team, hosted the Healthy Business Bloomington Breakfast and Wellness Showcase. This was the third year for the event that helped to launch The Chamber’s Healthy Business Bloomington Designation program which was formulated to support the development and expansion of organizational policies conducive to healthier employee lifestyles.  At this year’s event, we were thrilled as we watch more than 125 individuals from varying sized organizations within our community discuss ways to make their businesses more healthy.

Worksite wellness programs and prevention are sound ideas whose time has definitely come. Wellness is more fun and costs far less than treating disease. Studies suggest that for every $1 invested in a worksite wellness programs, a company saves $3 to $5 in health and safety costs. Organizations that invest in wellness programs might reap the financial incentives through savings on medical care costs, disability pay, rates of absenteeism, turnover and safety problems.

But, what about a small business with 25 or less employees? Businesses of this size may be the most in need of a wellness program. Small businesses are the hardest hit by health insurance costs and often suffer more with frequent absenteeism or lack of productivity. Unlike larger businesses, small businesses owners frequently lack the resources to provide worksite wellness programs that feature such offerings as on-site fitness centers or customized on-line support – but that doesn’t mean that a wellness program can’t be implemented.

Many of our local small businesses understand the advantages of providing a wellness program and have created dynamic programs that work well within their business model.

To recognize the work and progress of our small businesses, The Chamber’s Health Care Team created a new Small Business Healthy Business Bloomington Designation application especially designed for those businesses with 25 or less employees. The new small business application was introduced at our February Healthy Business Bloomington Breakfast & Wellness Showcase and we’re excited to add more names of businesses to the growing list of those recognized with a Healthy Business Bloomington designation.

Every initiative – whether it’s a new diet or a new fitness regime – begins with a pledge to begin. To help businesses take their first steps towards a healthier workplace, The Health Care Team also created a new Worksite Wellness Pledge which includes simple steps a business pledges to implement as part of their worksite wellness program. The simple act of signing this pledge signals the beginning of the wellness process for both the organization and the employees. Signing the Worksite Wellness Pledge is a great way to jump start a health and wellness program for your employees.

The bottom line is that workplace wellness programs can and do benefit any size business — small or large. Since 82 % of the United States population is linked in some way to a worksite, and because employees spend a minimum of about 200 hours a month at work, the impact of a worksite wellness program can be far-reaching.

If you already have a worksite wellness program in place – we applaud your efforts and hope you will download a Healthy Business Bloomington Designation application. Please utilize the resources found throughout our community and at The Chamber’s website under our Healthy Business Bloomington section. If you don’t currently have a wellness program, I encourage you to take a closer look at how some simple, healthier changes can make a major difference within your organization. Please download a copy of our new Worksite Wellness Pledge and use that as your first step towards better health. Together, we will build healthier businesses and a healthier community.

Please visit: www.ChamberBloomington.org for more information.

Facing Failure

Throughout our careers and our lives, stumbles are inevitable. More often than not, the task of picking yourself up and moving on can appear daunting. The trouble with failure, aside from its obvious implications, is that it’s embarrassing. Not only do we have to manage the personal, internal shame of our shortfalls, but we also must be prepared for the adverse reactions of our peers and co-workers. With the right approach, we can bounce back from a fiasco of even the most epic proportions. So how do we proceed following a workplace disaster?

Don’t pretend it never happened. Rule number one: don’t ignore the existence of a problem. If you’re not willing to acknowledge your mess-ups, it’s impossible to move forward.

Don’t make excuses. It is undoubtedly obvious that your failure was an accident, so there’s no need to defend your actions. Admit the failure to yourself and your co-workers, apologize for your mistakes, and let your peers know that you’re working to prevent any future occurrences.

Don’t confuse a failed goal for a failed person. While a defeat is hard to accept, one failure doesn’t make you a failure. Keeping a positive attitude is key. Your goal should be to make up for your shortfalls with even greater success in the future.

Don’t forget that you’re not alone. Everyone fails. It happens to the best of us. Remember that even the most successful businesspeople have failed countless times throughout their careers.

Don’t ignore the bigger picture. Keep in mind that life is all about the lessons you learn. Turn your failures into successes by stepping back to analyze the positive aspects of the situation.

Adapted from “Five Rules to Rebound from Failure,” Bill Bartmann, Entrepreneur.com

Why I’m Going to the Realtor® Rally in Washington, DC

On Thursday, May 17, 2012 Realtors® from across the country are gathering on the steps of Capitol Hill to tell members of Congress that Home Ownership Matters – to people, to communities, and to America.

Why now? Because despite the heated rhetoric of an election year, Realtors® remain focused on homeownership, housing and real estate issues; we know that the challenges our country faces aren’t going away after November. We believe that everyone should have the opportunity to pursue the American dream of homeownership, and we will fight against obstacles that make it more difficult for people to buy, own and invest in real estate.

I’ve practiced real estate here in Monroe and Owen counties for 8 years. During that time, I’ve had the privilege of helping hundreds of families invest in their futures through homeownership. Over the past few years, however, I’ve also seen buyers with good jobs and strong credit histories turned down for loans; hard-working families who are unable to refinance into lower monthly mortgage payments; and people lose their homes to foreclosure because their bank was too slow to process a short sale.

There are some who say we should turn our backs on homeownership – that the government should step away from insuring and purchasing mortgages, that homeowners shouldn’t be able to take advantage of certain tax benefits, and that maybe owning a home isn’t all it’s cracked up to be, after all.

There’s no doubt that homeownership isn’t for everyone. The decision to own a home is a very personal one. But there’s a reason we’re a nation of homeowners, by-and-large. Franklin Delano Roosevelt said, “A nation of homeowners is unconquerable.” That’s because homeownership fosters stronger communities, creates social stability, and contributes to a strong economy.

Yes, Realtors® sell real estate, and cynics may view our efforts as self-serving. But in doing our jobs, we help people into homes that give them shelter, a sense of community, and the opportunity to build financial security over the long term. We help businesses find homes, too; commercial real estate is just as much a part of the fabric of our local economy as are homes for families.

As we look to America’s future, we must not lose sight of the values that helped make our country strong in the first place. Realtors® want our country’s current and future leaders to understand the vital role that real estate plays in both the long- and short-term health of this nation. And that’s why I’m going to Washington.

 

Brian Thompson

President, Bloomington Board of Realtors®

The Biggest Advantage You Have Over Your Competitors: Your Employees

They keep your business running. They keep you motivated. They help you achieve success and they are constantly being looked at by your competition. Your employees are your most valuable asset, and if they aren’t engaged in their work with the company, they may be looking for the next job opportunity elsewhere. Competition has leveled the playing field, and investing your time and resources into making building a focused workforce that is enthusiastic about working for your company is an investment in making sure your business survives and thrives.

If your business is filled with disengaged employees, who do their eight to five but are “checked out” mentally from their work, you’re losing money.

In a recent Gallup employee survey, it’s estimated that employee disengagement costs businesses $328 billion every year, with national trends estimating that an employee’s lost productivity could cost 34 percent per $10,000 of their salary.

The implication of employees becoming disengaged in their work has far reaching affects that should cause concern for business leaders. Engaged employees are more productive, more profitable, and more likely to stay longer with your company. So what can business leaders do to make sure they aren’t losing ground, and potentially profit, by having a company full of employees who have “checked out”?

Encourage Learning
Employees are looking to grow their knowledge and understanding of their industry or field, and an employer who fosters an environment of learning means employees are likely to stay. According to the Corporate Executive Board, a research and business consultation company, employees who are engaged are 87 percent less likely to leave their companies than disengaged employees. With a job market that is beginning to rebound, it’s likely that your top employees will receive interest from other businesses. When your organization offers opportunities for employees to participate in industry-related associations, attend conferences to add to their skill sets, or encourages further education with incentives, you’re building a company for the future. Mentor and future leadership programs are also a great way to create loyalty among workers.

Live Your Values
Companies that lack a set of clearly defined values that are lived and breathed by the entire organization are missing out on a facet of business that can attract, and keep, the most talented and dedicated employees. This type of organizational culture must start at the top and be present in every level of leadership down the chain of command for it to make a significant impact. The next generation of workers is looking for employers who are not only passionate about their business, but who also clearly live the values they have defined as important to them. Recruiting and keeping the youngest and brightest minds in your field will take more than just an attractive salary and benefits package. It will mean holding your co-workers and yourself accountable for living up to the values laid out by the leaders of the company.

Recognize and Reward
Studies have consistently shown that turnover is hurting small businesses, costing as much as 60 percent of an employee’s annual salary according to the Society for Human Resource Management, and when employees aren’t feeling recognized for their work, they are prone to leave. You can battle this common business cost by implementing a system that promotes frequent employee recognition with verbal and written communications, as well as rewards that will show your gratitude for a job well done. Businesses should also take advantage of performance reviews and provide regular feedback to employees as they make improvements on their past reviews.

Take a look at your current workforce. Is your business filled with employees who will work hard to see the company succeed even in difficult economic or uncertain times? If you haven’t considered the cost of disengaged employees, don’t go another day without considering how you can make sure it doesn’t negatively impact your business.

For More Info:
Tim Tucker, franchise owner
Express Employment Professionals
812-333-6210
Tim.tucker@expresspros.com