g etting b ack in the r ing : b uilding r esiliency in f inancial a id p rofessionals pasfaa h...
TRANSCRIPT
GETTING BACK IN THE RING: BUILDING RESILIENCY IN FINANCIAL AID PROFESSIONALS
PASFAAHARRISBURG, PAOCTOBER 30, 2012
Helen Nunn
Director of Financial Aid
Susquehanna University
Bonnie Lee Behm
Director of Financial Assistance
Villanova University
OVERVIEW A few words from the Experts:
Keeping Good People: Strategies for Solving the Dilemma of the Decade
Zapp! The Lightning of Empowerment
Applying these principles to the real worldHiring the right peopleCommunicationMentoringStaff expectationsCreating positive condition for staff to re-energize
KEEPING GOOD PEOPLE: STRATEGIES FOR SOLVING THE DILEMMA OF THE DECADE
The Value of Good People Set the pace Motivate others Reliable, persistent Bring expertise Supervisors of Good People are the critical link
between the mission and the execution So, hire the right people and learn how to keep
them!
ZAPP!Zapp!The Giving of Power
SappTheTaking of Power
ZAPP!
Your job belongs to the company
You are just doing whatever you are told
Your job doesn’t really matter
You don’t know how well you’re doing
You always have to keep your mouth shut
Your job is something different from who you are
You have little or no control over your work
Your job belongs to you
Your are responsible
Your job counts for something
You know where you stand
You have some say in how things are done
Your job is a part of who you are
You have some control over your work
When you are Sapped you feel like…
When you are Zapped you feel like…
ZAPP! not SAPP
PERSONALITY TRAITS OF THE HAPPY FINANCIAL AID STAFF…
Some they bring with them, others they learn Work independently and as part of the team Communicate effectively Can manage change Like the variety of the work Like learning Like teaching Can defuse or channel stressful situations Don’t take it personally
HIRING THE RIGHT PEOPLE
Look for people with enthusiasm for the work
Look for skills that aren’t already part of the team so you can build a stronger team with new skill sets
They can learn, right?
Involve staff in the hiring process Important to them to want the new person on
their team
COMMUNICATION
Employees should be able to say ‘YES’ to these questions… Do I know what is expected of me? Do I have the materials and equipment I need? Do I have the opportunity to do what I do best? In the past 7 days, have I received recognition or
praise for my work? Does my supervisor, or someone at work, care
about me as a person? Is there someone who encourages my
development?
MENTORING
Be a mentor yourself or help staff connect with another mentor (in or outside of your organization)
TeachShareExplainEncourage
STAFF EXPECTATIONS
Understanding the institution’s mission and where they fit in the “bigger picture”
Autonomy Trust Attention Feeling good about what they do and
that it makes a difference Opportunities for advancement, better
pay, benefits, professional development
CREATE CONDITIONS FOR STAFF TO RE-ENERGIZE
Professional Development
Membership on Committees
Growth/Promotion Opportunities
Create Open Climate
CREATE CONDITIONS FOR STAFF TO RE-ENERGIZE
Use technology to make things work better
Look at the work day / office differently
Celebrate success – Have fun!
REFERENCES
Collins, Jim (2001). Good to Great, Why Some Companies Make the Leap…and Others Don’t, New York, NY: HarperCollins Publishers, Inc.
Herman, Roger E. (1997). Keeping Good People, Strategies for Solving the Dilemma of the Decade, Summerville, NC: Oakhill Press.
Osland, Joyce S., Kolb, David A., Rubin, Irwin M. Turner, Marlene E. (2007). Organizational Behavior, An Experiential Approach, Upper Saddle River, NJ: Pearson Press.
William C. Byham, Ph.D.(1989) Zapp! The Lightning of Empowerment, Pittsburgh, PA: Development Dimensions International Press.