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Featured Ministry
SonLight Power
SonLight Power, Inc., a ministry based in Cincinnati, Ohio, made history in June when its volunteer team installed a solar electric system in a school in a remote region of Honduras. This was the 50th installation of sustainable solar power by this organization whose work is making a significant and sustainable impact in schools, medical facilities, churches and other remote service facilities in Africa, Haiti , Mexico , Central and South America . The 50th installation also marked the kick-off of a cooperative project with the Honduran Healthy Schools Program that will bring solar power to nearly 400 rural schools throughout Honduras .o follow.
SonLight is a Cincinnati region member.
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| Featured Members |
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Last month Christian Business Network had its 4th annual charity golf outing. We were able to give $3000 to WFCJ's Christian Concert in the Park.
There are 3 very special ladies, who have served in different leadership roles within Christian Business Network, who took this event on for a 2nd year and made it a big success. They are:
Sarah Mays: CDR/The Path
Yvonne Reese: Camelot Enterprises
Lindsay Williams: St Leonards Retirement Community
They certainly deserve our featured members. Thank you all for all you do.
If you have a suggestion for Featured Member, please send it to the editor. |
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Happenings/Events | | NEW CINCINNATI CHAPTER; Wednesday May 28th our Cincinnati region started their East chapter located in Batavia at the Golden Corral. Thirty-Two Christians enjoyed
lunch, fellowship and networking together. Two new membership
applications were submitted at the end of the meeting. Individuals commented that they were glad a chapter opened on the east side of Cincinnati. We are truly blessed.
We meet the 4th Wednesday of every month from 11:30 - 1:00 at The Golden Corral near the East Gate Mall.
For reservations and information please contact Carol Venn or call 513-378-7653.
Let us know what is going on in your region! |
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Helpful Business Hints |
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A GREAT EVENT
THIS MONTH our helpful Business Hint is an event you won't want to miss. On Oct 23rd SmallBiz Success Network is having an all day Expo. This event will include a breakfast with Lt Governor Lee Fisher, exhibitors, workshops and panel discussions and a Business after 5 Mixer.
You have heard me mention the great newsletter this organization produces. Many of our Dayton members have joined and we also have a large group that are doing workshops as well as a networking panel. Besides all of that we are a presidential level sponsor and a breakfast sponsor with table places available for the breakfast.
The organization is very active in Dayton and Columbus with plans shortly to be in Cincinnati. This event is 2 minutes from the I 70/75 interchange and one minute off the highway.
We are always looking for tips for saving time and/or money or help with producing additional revenue. Please share them with others. |
| Don't Forget
Constant Contact |
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Don't forget CBN-USA is a business partner of Constant Contact. By subscribing to Constant Contact through CBN-USA you can save additional money and provide us with a little income.
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From the Editor...
by Bill Gaffney
The name change is still imminent. We have decided on a name. We are currently working on getting it trademarked so we don't have to do this again in a few years. Until them we will keep it under wraps.
We are aware it has slipped out. We won't say who let it slip Cincinnati. My lips are sealed unless someone offers me some good money. I asked if I let it slip would they terminate me as editor? That one didn't work.
On a little more serious note personnel changes are still occurring positively within Christian Business Network. Jennifer Drury has had to step down as the Dayton and National admin. Amy Wollenhaupt, who is a long time member and has been in leadership here in Dayton, has stepped forth to do the role. Thank you both for all your assistance.
On a final personal note I want to put out a special thank you to someone. I have been blessed throughout my business career with extraordinarily talented "partners" who have made the work easier and enjoyable. Amy Cary is one of the ones at the top of that list. She was a charter member of Dayton, served as secretary and in all kinds of other roles keeping me out of trouble. She is, among other things, the newsletter guru. She has been my right hand since we started doing the Dayton newsletter and my in house expert in assisting me with questions on this one.
Amy has turned over her remaining official duties to do with newsletters. We all will miss her. She will remain in regional leadership.
THANKS AMY!! You have truly been a blessing.
Enjoy this month's newsletter.
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DO YOU HAVE A STRATEGY TO GET CUSTOMERS?
By Steve Marr
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Tom, Owner of Pine Tree Construction, chased every bid opportunity, spending untold hours preparing detailed bids ranging from large commercial buildings to small private job and from custom homes to remodel work. Tom would even bid as a subcontractor when the opportunity arose.
The problem? Tom lacked a strategy to determine in advance what work he should bid on and what opportunities he should let pass by.
Sreve Marr is an author, speaker and business consultant. Steve has a popular radio show titled "Business Proverbs". Web Site |
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FIND A NEED AND FILL IT
By Zig Ziglar
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In sales, we explore by asking questions to find out where our prospect "opponent" is weak, that is, needs help of some kind. Only then are we in position to offer our goods and services designed to "strengthen their weakness." To be successful, any business must provide goods or services that meet the weakness - that is, need - of the potential customers.
Zig Ziglar needs no introductions. As an author, speaker, sales trainer and Christian, for over 50 years Zig has been at the top of his field. Web Site |
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MANAGE BY BEING A PEOPLE PUSHER
By Ed Gill
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As Christians we are charged to be people pushers. Now before anyone gets the wrong idea and sends the Church police after me, let's be clear. We aren't charged to push people around. Rather, we need to push them up. Ed Gill has 25 years of experience in trucking, including as vice president of a major logistics and transportation company in the Midwest. Today he is owner of Brightpoint Business Coaching. |
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DOING EXIT INTERVIEWS
By Ernest Oriente
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TResearch has shown that a person who resigns from your company is leaving for one of three possible reasons: a new career opportunity, an unsolicited job offer or for a grievance that has not been handled correctly. Whenever a person resigns from your company for voluntary reasons it's normally a surprise and it can be expensive to replace a valuable team member. This article will outline three important steps for conducting exit interviews, a process which will reduce employee turnover and improve profitability at the same time.
Implementing exit interviews: Start by explaining to your team that an exit interview will be conducted for any person who is voluntarily leaving your company. When done respectfully, exit interviews send a strong message to your team because it says that you and your company want to know why they are leaving. An exit interview process will also help you and your company clearly understand why people are leaving and may give you valuable clues as to where some improvement needs to be made from within your company. An exit interview process will also give former employees a chance to tell you why they are leaving and this form of closure is both healthy and productive prior to their departure.
Tip From The Coach: As you begin to review your exit interview forms, look for trends that might point to deeper problems or might help you see new opportunities. Here are some trends to look for: the average length of time a person works for your company before they voluntarily resign, the top three reasons why a person leaves your company, the top three positions with the most turnover, what internal changes might prevent team members from leaving, do you see any turnover patterns within a specific department or group, and what are you doing on a personal level to prevent future resignations.
Conducting exit interviews: The next step is to determine how exit interviews are going to be done in your company. Here are some typical ways to conduct an exit interview: give an exit interview form to the person who is leaving and ask them to complete it before their last day, give an exit interview form to the person who is leaving and ask them to mail it back in a confidential envelope, meet with the departing person on their last day and conduct a verbal exit interview or schedule a time to have this person call your human resource department for a telephone exit interview.
Tip From The Coach: With most of our clients, we have been asked to conduct exit interviews with some of their departing employees, as a neutral third party. We use a custom exit interview form for each company and then create a summary of our findings. From this summary, we then begin to address the internal areas that will either reduce employee turnover or make for a more productive and profitable organization.
Questions to ask during an exit interview: It has been our experience that each of our clients want to create their own custom exit interview form. Here are some sample questions to get you started with yours: What did you enjoy the most about working for our company? What did you enjoy the least and why? What suggestions or feedback can you share that would make our company stronger and more successful? Did we handle your complaint/grievance in an appropriate and timely way? Were you clear about your career path and future within our company? What would it take for you to stay, if that were possible? Is there anything else you would like to share as your final comment?
Tip From The Coach: Remember, if exit interviews are handled respectfully, you and your company will gain a wealth of knowledge to help grow, refine, polish and solidify the success of your organization. In addition, a departing employee will more than likely offer honest commentary about what is and what is not working in your company. Are you ready to really listen to what they have to say? More importantly, are you ready to take the action steps to resolve, fix, and improve whatever is necessary? Research has shown that a person who resigns from your company is leaving for one of three possible reasons: a new career opportunity, an unsolicited job offer or for a grievance that has not been handled correctly. Whenever a person resigns from your company for voluntary reasons it's normally a surprise and it can be expensive to replace a valuable team member. This article will outline three important steps for conducting exit interviews, a process which will reduce employee turnover and improve profitability at the same time.
Implementing exit interviews: Start by explaining to your team that an exit interview will be conducted for any person who is voluntarily leaving your company. When done respectfully, exit interviews send a strong message to your team because it says that you and your company want to know why they are leaving. An exit interview process will also help you and your company clearly understand why people are leaving and may give you valuable clues as to where some improvement needs to be made from within your company. An exit interview process will also give former employees a chance to tell you why they are leaving and this form of closure is both healthy and productive prior to their departure.
Tip From The Coach: As you begin to review your exit interview forms, look for trends that might point to deeper problems or might help you see new opportunities. Here are some trends to look for: the average length of time a person works for your company before they voluntarily resign, the top three reasons why a person leaves your company, the top three positions with the most turnover, what internal changes might prevent team members from leaving, do you see any turnover patterns within a specific department or group, and what are you doing on a personal level to prevent future resignations.
Conducting exit interviews: The next step is to determine how exit interviews are going to be done in your company. Here are some typical ways to conduct an exit interview: give an exit interview form to the person who is leaving and ask them to complete it before their last day, give an exit interview form to the person who is leaving and ask them to mail it back in a confidential envelope, meet with the departing person on their last day and conduct a verbal exit interview or schedule a time to have this person call your human resource department for a telephone exit interview.
Tip From The Coach: With most of our clients, we have been asked to conduct exit interviews with some of their departing employees, as a neutral third party. We use a custom exit interview form for each company and then create a summary of our findings. From this summary, we then begin to address the internal areas that will either reduce employee turnover or make for a more productive and profitable organization.
Questions to ask during an exit interview: It has been our experience that each of our clients want to create their own custom exit interview form. Here are some sample questions to get you started with yours: What did you enjoy the most about working for our company? What did you enjoy the least and why? What suggestions or feedback can you share that would make our company stronger and more successful? Did we handle your complaint/grievance in an appropriate and timely way? Were you clear about your career path and future within our company? What would it take for you to stay, if that were possible? Is there anything else you would like to share as your final comment?
Tip From The Coach: Remember, if exit interviews are handled respectfully, you and your company will gain a wealth of knowledge to help grow, refine, polish and solidify the success of your organization. In addition, a departing employee will more than likely offer honest commentary about what is and what is not working in your company. Are you ready to really listen to what they have to say? More importantly, are you ready to take the action steps to resolve, fix, and improve whatever is necessary?
Ernest F. Oriente, The Coach, is the founder of PowerHourŽ a professional business coaching/recruiting service and the author of SmartMatch Alliances™ and a friend of the editor. Web site
By the way I would strongly recommend SmartMatch Alliances. Ed
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SPECIAL EDITION |
Next month we want to do something a little different. We want to have an issue devoted to why you like Christian Business Network, how it has helped you and how it has helped others you know. This can be business, personal growth, encouragement, prayer support, etc. Have we had any couple get married yet because of meeting one another due to the organization?
Please limit your "testimonies" to 50 words or less. This is about half the amount in the featured ministry. I know this is short but we want to print as many as possible. The staff (me) reserves the right to edit for length.
Of course we will continue to have all the same features in the left hand column.
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