Early in the pastoring part of my career we studied the homogeneity principle—essentially that like attracts like. Folks with similar incomes, education, experience, ethnicity, and interests will be naturally drawn to each other. The more homogeneity, the more they congeal.
Topics: homogeneity, stewardship based leadership, organizational development muse, Mark L. Vincent, Design Group International, creating a culture of generosity, expansiveness
Topics: process consulting, organizational development muse, Mark L. Vincent, Design Group International, process vs. sales, society for process consulting
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...why...would I want to condemn a person
to a
this-world immortality with their
broken
and aging body?
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Topics: Suffering, Lorie L. Vincent, Mark L. Vincent, Design Group International, leiomyosarcoma, lorie vincent, Leadership courage
Topics: process consulting, Process Consultation, Value Proposition, organizational development muse, Mark L. Vincent, Design Group International, CEO peer-based advising,, peer-based executive teams
Topics: organizational development muse, Mark L. Vincent, Design Group International, leadership communication, leadership formation, organizational love, spirituality and business, long term decision making, leadership wisdom, vocation vs career, career vs vocation, capacity building, personal clarity, selfless leadership, self-aware leader, millennials in the workforce, organizational development process, higher education, leading organizational change, faith-based community, Transforming Influence, Effective Leadership, Krysta DeBoer
It is baked into the DNA of Design Group International that our consultants price our work as a fixed price, tying the price to a client’s objectives. The client needs to be focused on building their organization, not on whether costs are exceeding what they budgeted!
Topics: process consulting, organizational development muse, Mark L. Vincent, Design Group International, mark vincent, Communicating about money, decluttering the company, consultant platform, process vs. sales, organizational development process, clear measurement, business, nonprofit, fundraising and campaign consulting
The following is a presentation made this past week at the Christian Leadership Alliance's Conference in Dallas, TX. It was part of a summit on Steward Leadership. Portions of what you will find below include input from summit participants.
Topics: process consulting, fiscal responsibility, board development, denominations, Stewardship Development, stewardism, associational systems, Mark L. Vincent, Design Group International, Fiscal Health, steward leadership, Executive Development, Five Stewardship Confusions
Over the years, we've turned, repeatedly, to the subject of Steward Leadership, especially as articulated in Scott Rodin's book on the Steward Leader. I've been privileged to support this work through some writing contributions to other titles:
Topics: process consulting, it begins with design, Matthew Thomas, stewardism, organizational development muse, Mark L. Vincent, Design Group International, steward leadership, David Van Winkle
We recently hosted a conversation on millennials in the manufacturing workplace and posted the notes from those proceedings here. It sparked some significant response and a wide amplification across a variety of market sectors. It also prompted the following response from Sterling Balstead, GM of the Minnesota facility for Engineered Pump Systems (full disclosure: I serve on the board of the company):
I hired three young engineers in the last two years and work with them daily. Previously, I worked with two other engineers who were 26 and 33 years old. I am [personally] right on the edge of this conversation at 36.
When I think about our younger employees I see we need to engage and work with them differently than older generations, or hold on and hope they change into their grandparents. Our company is used to employees who like or at least tolerate “8 hours per day + lots of overtime and few questions”---“nose to the grind stone”. It also seems important for these same people to “start on time every day”. Overtime seems to be proof of character[upon which] one can build identity. Another obstacle we face is the length of time it takes to train our engineering team. It takes 2+ years of employment to build the competency some of our current white collar job descriptions require, which I imagine is typical of small service based companies. This is a big deal given millennials seem willing to change jobs, locations, and maybe career paths more easily than previous generations. The younger generation seems to desire looser work schedules, working from home, and protecting personal time. I understand and admire some of these concepts.
Your conversation notes seem to highlights millennials liking well communicated goals and performance reviews. It also states they are jaded. I wonder if this is what non-millennials perceive when millennials are trying to make sense of “why” we are so rigid. To reframe the entire conversation positively, millennials may be asking: “who cares what road we take as long as we get to the final destination on time”.
This GM, Sterling Balstead, is paying attention, thinking about the changes needed rather than resisting the tide, and moving forward--not just in technical innovation, but with personnel recruitment and workplace consideration.Topics: process consulting, Process Consultation, organizational development consulting, Organizational Leadership, Mark L. Vincent, Design Group International, leadership development methods, millennials in the workforce, Millennials and manufacturing
The Convene Team I chair is blessed with the perspective of several manufacturers. After some recent case studies regarding hiring and some content on millennials in the workplace, it was noted that a great deal of the content they had come across didn't provide practical solutions for manufacturers seeking to hire and engage millennials. Most of the illustrations pointed to other industries like tech, health and service, perhaps more suited to flexible hours, a team culture and a quick succession of challenges. Finding there to be a virtual des
ert of ideas, we decided to gather senior leaders from several companies and pool experiences and ideas to see what might develop. What follows below is a summary of a conversation held on 18 October 2016, in Grafton, Wisconsin, at UFS.
Topics: process consulting, Convene, Mark L. Vincent, Design Group International, millennials in the workforce, Millennials and manufacturing
