We’re LIVE! ITL launches “Inside Transformational Leadership” Podcast

Mondays at 8 AM PT 11 AM EST on VoiceAmerica Business Channel

We are excited to announce the start of our weekly podcast “Inside Transformational Leadership”, a show dedicated to examining the “inner game” of transformational leadership. ITL Director Kate Ebner will host insightful and inspiring conversations with corporate leaders, leadership coaches, academics, and community organizers.  We’ll also take questions from our audience. Email your questions or topics you’d like covered to itlprograms@georgetown.edu or send us a tweet at @GeorgetownITL.

Live podcasts take place on Mondays at 11am EST, though all episodes are archived so you can listen any time. Our first show kicked off with Dr. Neil Stroul, who talked about the theme of “stories we tell ourselves” and making leadership development a life quest.

Listen Now! >> 

Spread the word to fellow grads, students, leaders, and coaches.  Follow us on Twitter @GeorgetownITL!  Download the podcasts to your iPhone today!  Just search for “Inside Transformational Leadership”.

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How Uber is Changing Work

uber

Ask most people to describe Uber and the typical response is that it’s an iPhone app that connects people who want to get somewhere to on-demand drivers. It’s a modernized and convenient taxi service made possible by new technology (i.e. smartphones, analytics, etc.) and drivers with flexibility.

Ask Uber what they think of themselves and they will tell you that they are a logistics company seeking to disrupt how people, goods, and just about anything gets moved from point A to point B. Their app is just the tip of the iceberg. Need proof? Yesterday, Uber announced that it will open a robotics research facility to build self-driving cars. How can they do that? Well, they have sales of $1 billion and a valuation of $40 billion.

So if you’re a taxi driver, you’re worried.  And there have been legitimate protests.  But what about other professions?  We’re ok, right?  Well, it depends.

The Economist just published an article about the On-Demand Economy. Essentially, companies like Uber are changing the nature of work, not just for taxi drivers, but for many professions such as doctors, lawyers, and accountants. Technology and changing social habits are giving rise to freelance workers available at a moment’s notice, much like Uber drivers.

These changes will reshape the nature of companies and the structure of careers. How? For one there will be more freelance workers. The Economist estimates there are already 53 million in the U.S. –  and the number is growing.  While those who value flexibility in work may benefit from this trend, many will not have access to benefits typically enjoyed by full-time workers such as pensions and sick leave (though they can now get affordable healthcare). That has to change with new labor laws and regulations that ensure all workers have access to resources and opportunities.

Secondly, it will become more important for professionals to master multiple skills and to take more responsibility for their professional development and learning. We all have to make a life-long investment in learning.  Those with in-demand skill sets, the ability to adapt, and the know-how to market themselves will be at an advantage. Career paths will also become more varied and diverse.

So there are two conversations that should be taking place. First, on a broader level, how should we as a society support the growing number of freelancers and contractors? Secondly, on an individual level, how can I as professional stay up to date with my skills?

Companies like Uber are not going away. As with all change, there are trade-offs, winners and losers, and no easy answers. Just ask any DC taxi driver today…or your Uber driver.

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Analyzing the Economy in Real-Time

big_data_economyOn January 29, the CCPE Data Analytics program hosted in partnership with Data Community DC Micheline Casey, the first Chief Data Officer of the Federal Reserve Board of Governors. Micheline talked about the need for the Federal Reserve to set up the Office of the Chief Data Officer – 100 years after the founding of the Fed – as a means to leverage new data sets and sources to provide new insights into the economy and inform decisions of the Federal Open Market Committee.

With new data sources and tools, the Fed has started to focus on “now-casting” (in addition to forecasting) to better gauge the pulse of the economy in real-time and with more granularity. She talked about using Twitter feeds to monitor consumer feedback on financial products, tapping into data generated by Square for gauging the health of small businesses, scanning e-commerce sites for price data, and aggregating tax data from Intuit (of course all in compliance with privacy regulations). Her bottom-line message: The Office of the Chief Data Officer is just getting started in its mandate to use big data to help the Fed better achieve its mission of price stability and full employment.

Follow Micheline at @michelinecasey.

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Cybersecurity Awareness

Hack-Lock

(Photo via Yuri Samoilov, Flickr)

Cybersecurity dominates our lives, although we may not always be aware of it. Recent news stories have covered cyber threats that range from high level government activities to Sony Pictures data to social engineering tactics like phishing. Hacking is serious business and the criminals are becoming more sophisticated. Awareness of this issue is crucial on every level, from how we create passwords to government protections.

An article on trends for 2015 from the Society of Human Resource Management quotes research from PricewaterhouseCoopers stating “global cybersecurity incidents are predicted to increase by 48 percent this year.” In a survey from the Pew Research Center, 91% of American adults say that consumers have lost control over how personal information is collected and used by companies. Americans are concerned about government access to data, but even more concerned about advertisers collecting data, especially when it comes to the privacy of our children’s information. A greater percentage of survey participants wanted more government regulation in that area. In his most recent State of the Union address, President Obama expressed concern of vulnerability and urged Congress to pass legislation to meet the evolving threat of cyberattacks.

As we continue to integrate more technology into our daily lives, through new devices and third-party storage like clouds, it is imperative that information security remain a high priority for every individual and organization, and that strategies are evolving to meet new challenges.

For more information, visit the Department of Homeland Security’s Cybersecurity page and the PricewaterhouseCoopers Global Information Security Survey.

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Revise, Don’t Resolve

Train Switch SunlightIt’s that time of year when our minds turn to New Year’s resolutions. I’m not a fan though. This often sets us up for disappointment. Making a new list every year can be defeating. According to an article in Forbes that cites research from the University of Scranton, only 8% of people who make resolutions achieve them. We can truly beat ourselves up about what we can’t check off the list. Life happens and we can’t be consumed by our lists. Here are some ideas that work for me (or that I’m working on!).

  • Revise: Look over last year’s resolutions and revise them to fit your life right now. A lot happens in a year and the importance of some resolutions may have shifted.
  • Fail: Appreciate the experience. No one achieves everything on the first try. Think like Thomas Edison, “I have not failed. I’ve just found 10,000 ways that won’t work.”
  • Learn: As adults, we want to learn fast and achieve results immediately. Think like a child, enjoy the process and work until you get the desired results. Note that I didn’t say ‘get it right.’
  • Grow: Look back on what you accomplished in the past year and take some time to celebrate. Use that energy to propel yourself forward.  I started off 2014 thinking that I might enroll in a particular certificate program at CCPE. Where I ended up was in the Social Media Management Certificate program and I’m now contributing regularly to this blog—not what I expected to be doing at this time.

Remember that a year isn’t a long time. Life is a work in progress, so don’t be consumed with resolutions. Enjoy life and revise as needed.

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The Job Market: Short Term vs. Long Term

robotsOn December 15, the New York Times published two articles side-by-side.  The first article had the title “Economic Recovery Spreads to the Middle Class“. The second article was entitled “As Robots Grow Smarter, American Workers Struggle to Keep Up“.  They are seemingly contradictory at first sight.  But dig deeper and you can find the connection.

Yes, the labor market is finally feeling the effects of our economic recovery.  With increasing consumer spending, healthy hiring, low interest rates, and plunging oil prices, the U.S. economy is poised for moderate growth. This has translated into moderate wage gains for many American workers.

But for how long?

This is where the second article becomes relevant.  It highlights structural changes in the labor market brought on by technological advances. Many professional jobs once thought impervious to technology – those in knowledge or service jobs – are now (or will be) under pressure due to advances in machine learning, artificial intelligence, and robotics.  Think about it: self-driving cars, robotic surgery, decision engines – these are all technical advances that are happening now, though on a very small scale.  One day, the technology will be good enough to scale.

So what to do about it? We shouldn’t stop technical advancement because there are simply too many benefits.  But we can’t assume everyone will “win”.  As the article points out, “the most worrisome development is how poorly the job market is already functioning for many workers.”  This is where education’s role becomes paramount. The most important skill that schools – from K-12 to higher ed – can impart on graduates is the ability to learn how to learn.  Those with critical thinking skills, strong writing and communications abilities, and mathematical and technical fluency will be forever adaptable.  Those without, won’t.

It’s great that the economy is improving and workers are beginning to reap some of the benefits…in the short term. But we have to keep our eyes on the long-term.

As they say, the best time to mend a roof is when the sun is shining.

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Online and Onward

Universities are always looking for innovative ways to provide educational opportunities that are open to everyone. CCPE is no different. We have a tried and true portfolio of certificate programs, and our students benefit from the in-person interactions with faculty and fellow students. You see this at our downtown campus every day. Some programs work best in person, but for others the key to providing well-rounded and accessible programming lies in our ability to adapt to the changing state of education and try out new methods for teaching.

As students look for ways to fit school into their busy schedules, and technology rapidly moves forward, the solution for many is online education. For those reasons, we are offering an online version of our PMI-approved Certificate in Project Management program starting in March 2015. We’ve partnered with Georgetown’s Center for New Designs in Learning & Scholarship (CNDLS) and Program Management faculty to create an online program that offers the same rigorous & effective programming that you’ve come to expect from Georgetown.

Read more here.

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Back to School: 6 Tips for Integrating Learning into Your Lifestyle

You work full time and you might wonder how to fit classes into your schedule, but the decision to go back to school could pay off both professionally and personally. Institutions of higher education can help you transition back into school and take part in an engaging and rigorous educational experience at any age. Here are some helpful tips for non-traditional students:

1. Find the Right Reason and Stay Motivated
Don’t go back to school just to list another certificate or degree on your resume. Taking classes can be a way to increase your workplace value and your salary, but be sure to choose something that excites you.

2. Use Your Experience
Whatever your age, you’ve already got experience that will help you. You’ve likely held more than one job and learned how to adapt and grow in each of them. All of us face a multitude of challenges and things competing for our attention, so take some time and find that place inside yourself that sees learning as exciting and new again.

3. Manage Your Time
Time management can be an issue, but think about your daily life. Each day you take care of your tasks at home and work. You’ve adapted to changes in your life—moving, having children, changing jobs, adopting an animal—with regularity. You’re already an expert in time management. Use what you know to adjust your priorities and your schedule.

4. Transition at Your Own Pace
Start slowly by taking one class a month or jump in and take an accelerated program. Figure out what works for you. Get your family on board and let them know you need their support. And that you appreciate it!

5. Take It All In
Learning is give and take. You listen to other perspectives, discuss, and revise your world view every day. Going back to school will focus your attention and give you new opportunities to learn. Your teachers and fellow students will be of all ages and walks of life. They, in turn, will learn from and value you for your experience.

6. Be a Lifelong Learner
Successful people continue learning and don’t let fear of change hold them back. Think about what you feel passionate about, focus your energy to learn as much as possible, and live every day in pursuit of your goals. Deeper study into your area of expertise or a new career could be what it takes to keep your life satisfying and fulfilling. Isn’t that what we’re all looking for?

For an inspiring story on lifelong learning, watch this Ted Talk.

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Join Us!

join_us-copyIt’s that time again … another information session at CCPE! (Yes, Halloween is also coming up.) Please join us for a Certificate Program Information fair on October 30.

Here are the details:

  • 6:00pm-6:30pm: Event registration opens
  • 6:30pm-7:15pm: Information Fair- opportunity to meet with faculty and program advisors
  • 7:15pm-7:45pm: General Q&A with Associate Dean Edwin Schmierer

We look forward to meeting you and promise not to scare you. (Our building is not old enough to be haunted.)  RSVP here.

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Veteran Success at Georgetown

With Veterans Day coming up on November 11, we want to shine a spotlight on our veteran students. There’s been a buzz around Georgetown since we were ranked #1 College for Veterans in 2015 U.S. News & World Report. It’s not surprising though—at CCPE we speak with veterans every day and witness their enthusiasm and dedication to professional development firsthand.

All of our certificate programs are approved by the U.S. Department of Veterans Affairs and Assistant Director Lauren Dyer is the Certifying Official for CCPE. She works with an average of 3-4 veterans every day and meets several in person each week. Over the past year more than 130 veteran students have taken one of our certificate or custom programs.

Here are some recent highlights:

If you’re a veteran interested in continuing education, start by reading Lauren’s post: 5 Steps to Use Veterans Benefits.

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Georgetown’s Mission in Action

Melanie_resizedOn Oct 17, a group of CCPE alums from the Organization Consulting and Change Leadership (OCCL) program and fellows from the East-West Center gathered at the School of Continuing Studies downtown campus for a discussion on change leadership. She called it The World Café on Change Leadership in the U.S. and Globally.

Christina is a leadership education specialist with the East-West Center and she received a certificate in Organizational Consulting in Spring 2014. She had a feeling that bringing these two groups together would result in a meaningful and reflective dialogue.

IdeasWhile I sat in on the event, watching the participants interact and listening to their great ideas, I realized that these alums embody the spirit Georgetown, particularly the value of Women and Men for Others (you can read more about Georgetown’s mission and values here). By volunteering, they were using what they learned at Georgetown and sharing it with the world. As a member of the Georgetown community, there’s nothing more exciting than seeing this in action.

Read more about the event here.

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Why Overhead is Critical to Social Innovation

Overhead.  It’s a dreaded word in management. Ask managers what they think when they hear the word “overhead” and the response is usually bloat and inefficiency, or an expense that by all means needs to be minimized or reduced as much as possible

This is especially true of non-profits, charities, and social innovators who are trying to solve some of the world’s most difficult problems.  Their spending is scrutinized by donors, recipients, politicians, and the general public.

But according to Dan Pallotta, an activist and fundraiser, we have it all wrong.  Focusing on minimizing overheard causes social innovators and charities to think small. It is only through leveraging overhead that social innovators can have a big impact on some of the world’s most intractable problems.  To think big (and do good), you have to embrace overhead. In his words, “We don’t want to be the generation that kept overhead low.”

Watch his 19-minute Ted Talk below.  It’s changing the conversation on overhead, charity, and social innovation.

pollatta3

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Leading the Charge

Amy Levine and Kyle Burns (right) accepting   the UPCEA New Program Development Award

Amy Levine and Kyle Burns (right) accepting the UPCEA New Program Development Award

On a perfectly crisp fall day, Kyle Burns (Director of Custom Education and Instructional Design) and I drove north on 95 for 2 hours and arrived at the University of Delaware ready to focus on learning, advancing and growing our professional skills in Continuing Education.  The UPCEA Mid Atlantic Regional Conference was hosted by the University of Delaware and included over 100 participants from multiple institutions, all who came together for 3 days in order to share ideas and lead the charge in continuing education.

While an obvious highlight of the conference includes being asked to present on “Launching New Certificate Programs: The Market-Based Approach,” the true excitement came from being recognized by our industry peers with the Award for Excellence in Program Development.

Kyle and I accepted the award on behalf of the CCPE team (all 13 of us!) and I feel honored that our team was recognized for the Furloughed Employee Program.  Remember the government shut down that started last year?  Well, CCPE responded by creating a program, in a matter of hours, for affected government employees and contractors in the DC area.  Acting on our commitment of service to our local community, we were able to offer 18 free courses to more than 675 government employees.  During the New Program Showcase, we were able to test the boundaries of what is possible for noncredit continuing education. To demonstrate that a highly motivated and conscientious administration can pull together the resources of a university to meet an excepted need in the community.  It demonstrated that in a changing learning landscape, noncredit continuing education in particular is uniquely positioned to meet emerging need with speed, agility and quality.

Congratulations again to the CCPE team for truly, “Leading the Charge” in noncredit education.

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Innovation and the “Consensus” Tax

board_roomBefore making a major decision, most managers seek consensus. This is generally good, right? Well, the answer is – it depends.

Mark Wessel, a member of the Forum for Growth and Innovation, a Vice President of Innovation at SAP, and an investor with Washington, DC’s NextGen Angels, recently wrote an article for the Harvard Business Review about the “consensus tax”. While gaining consensus has its benefits – multiple perspectives, stakeholder buy-in, etc. – there are often overlooked disadvantages. Some are obvious – gaining consensus is messy and often slow. More importantly, it diminishes risk-taking and experimentation – which more companies must do.  Consensus often leads to mediocrity.

So what can managers do? Mark offers three recommendations:

1. Be flexible: Not all investments are the same. Organizations and managers must analyze different opportunities with different lenses and criteria. A one-size-fits-all process to evaluate potential projects will not work.

2. Empower Employees:  To be nimble, hire smart people that you trust. Make sure they understand the mission and vision, and how to define success. Then let them go and experiment. Otherwise, you as a manager will drown in endless meetings with little progress.

3. Cultivate a Culture of Trust, Accountability, & Risk-taking: As Mark puts it, “Don’t punish failure. Punish waste.” What’s the difference?  If someone fails but had the best intentions for the organization, pushed boundaries, and had a reasonable plan or process, there’s a lot of good that can come from that. The organization and employee will learn and adapt, which raises the probability of succeeding next time. But if someone fails deliberately or tries the same plan twice (i.e. didn’t learn and wasted more time/ resources), then there must be consequences.

So when making decisions, there are times for consensus and times for experimentation. To find the right balance, managers should be flexible, empower others, and focus on culture.

Follow Mark @maxwellelliot.

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Bring Your Future Into Focus

Fall is in full swing here at CCPE. It’s hard not to add a pun about ‘falling in’ or insert a photo of autumn leaves or gourds, but, all silliness aside, it’s been an exciting semester so far. Some of our courses have been so full that we’ve had to come up with creative solutions to accommodate more students. Just two days ago we started our very first online course in collaboration with the Institute for the Study of International Migration, and by all reports it’s off to a great start.

It’s already October so you might think that you have to wait until the next semester to start a certificate program, but it’s actually a great time to register for a course. The schedule is full of courses that start next week and into early December. Our portfolio of professional certificates is always evolving and we’re pleased to offer several new programs this year: Advanced Marketing Management, Cybersecurity Strategy, Data Analytics, and Education Policy and Program Evaluation.

Advanced Marketing Management was created to fill the needs of senior marketing professionals and, along with our Marketing and Digital Marketing certificate programs, covers a full range of marketing expertise. Cybersecurity Strategy and Data Analytics cover two hot-topic areas that are increasingly important as we become more and more reliant on technology in our daily routine. This fall marks the debut of Education Policy and Program Evaluation courses at our downtown campus bringing together participants from higher education institutions, k-12 schools, think-tanks and advocacy non-profits to learn to develop evaluations.

A question we get asked quite often at information sessions is “How do I apply?” That’s a great question and several of our certificate programs are application-based, but the majority are open enrollment. In fact, you could enroll today! For most certificates, open enrollment means that you can pick a program and sign up for a course at any time they’re scheduled throughout the year. In order to complete a certificate program, you must successfully complete the required and elective courses for your chosen certificate within two years. To see the full list of certificates, click here.

“A year from now you may wish you had started today.”
―Karen Lamb

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USO Franchise Program Finishes Strong in El Paso

Class of students completing the custom learning program: Franchise Venture Planning

Class of students completing the custom learning program: Franchise Venture Planning

This past Saturday marked the conclusion of a multi-iteration custom-learning program in which wounded, ill and injured soldiers received an educational experience designed to teach them about Franchise Venture Planning. Sponsored by the USO and offered twice on campus, and three times at sites around the country in the past year, this program has helped some of our deserving veterans see new employment possibilities as they transition from military service to the civilian workforce.

Faculty member Dr. Ben Litalien has been with our service men and women each step along the way. He continues to offer support and guidance through LinkedIn group conversations and connecting his students through his vast and helpful network of franchise professionals.

The enthusiasm for the program, and more for the students that it serves, caught on as local press at Ft. Bliss in El Paso, Texas provided coverage of the course. (See news story here.)

At CCPE we could not be more pleased and humbled to have partnered with the USO to make this program happen. Our custom learning programs are always designed to give a high quality, high impact learning experience – and this is one incredible example.

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Move over, IQ & EQ. What’s Your CQ (Curiosity Quotient)?

formulaWe’ve all heard of IQ and EQ. But what about your CQ? According to Dr. Tomas Chamorro-Premuzic, an international authority in personality profiling and psychometric testing, CQ stands for curiosity quotient, which is a measure of how inquisitive and open to new experiences you are. While not as researched as much as IQ or EQ, people with high CQ tend to generate more original ideas and are counter-conformist.

Why should you care about your CQ? Today’s business world is defined by increasing complexity and disruptive change, and evidence suggests that those with CQ have a higher tolerance for ambiguity and a commitment to lifelong learning. Coupled together, these two traits result in adaptability, which is needed to manage complexity and change. And if you don’t have a high CQ, the good news is that it can be developed over time.

As Albert Einstein once said, “Imagination is more important than knowledge.”

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Why Apple Matters to Labor Day

Apple_gray_logoOn the first Monday of every September, we celebrate labor day to recognize the contributions of 155 million American workers who work hard every day.  While the American workforce continues to grow, employers and employees have to ask ourselves how we – each employee and company – can reach our fullest potential.

One answer lies in employing and valuing a diverse workforce.  While much has improved over the last century, we still have ways to go. Take the tech industry for example. Apple recently released its diversity report and revealed that it, like its peers Google and Facebook, is overwhelmingly white (55%) and male (70%), especially in senior leadership roles. While Apple should be commended for its transparency, it should also be concerned since its success – like all companies – is dependent on creating new products and services in a highly competitive market in a world that is increasingly more complex and diverse. And we should all be concerned since the tech industry is an engine of job and economic growth, and in many cases tech jobs pay 60% more than the average salary. This is not to say that the people currently working at Apple are not talented (they are), but that if they want to continue their success, they’ll have to look for new sources of growth, which requires diverse perspectives.

Too many employers and employees mistake diversity and inclusion with compliance and equal opportunity law. It’s not. It’s a business driver that directly effects long-term competitive advantage. Sales, talent recruitment, product innovation – all core to a successful sustainable business – are directly impacted by diversity and inclusion. It’s also important to note that diversity is not just about race and gender, but also about age, experience, thought, background, skills, etc. It’s the richness that each individual can contribute.

Businesses exist to provide value.  They do so by solving problems. A company’s ability to solve problems is severely curtailed if everyone in the room has had the same experiences and is talking to the same people. Re-defining and embracing diversity is not a panacea for intense competitive pressures, but it is a step in the right direct to building a long-term, sustainable, and successful organization.  It also means every worker has a greater probability of reaching his or her greatest potential.

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The Value of Diversity and Inclusion Education

Posted on behalf of Sukari Pinnock, Georgetown CCPE Faculty Advisor, Strategic Diversity and Inclusion Management and Jaya Koilpillai Bohlmann, MA, APR, Founder & President of consulting firm Designing Communication

Diversity and Inclusion (D&I) are considered business imperatives for nearly every government agency, activity or company today. However, few executives really know how to define, strategize, and lead D&I. For those seeking to add value to their organizations or advance their careers, that understanding and expertise is crucial … and if you have the combination of knowledge, a formal credential and a network of professional peers in D&I your chances of success in this area is greatly enhanced.

D&I Careers

Career paths for D&I graduates include diversity consulting—both independent consultants and those employed at consulting firms are in higher demand now, because of the business imperative of D&I to their bottom line goals. Another path is the in-house route—D&I experts are needed in human resources, organizational development and training departments of most organizations.

Within the federal government, the need to attract the best and the brightest could not be more urgent. With the issuance of Obama Presidential Executive Order 13583—Federal agencies are now part of a coordinated “government-wide” initiative to promote D&I in the workforce. The demand for human resource professionals with expertise in D&I, as well as a strong skill set in cultural competence, is on the rise in the public sector.

Facts and Statistics on Diversity

  • The labor force is aging, but older workers are staying in the workplace – by 2020 older adults will comprise 25.2% of the workforce (BLS, 2014)
  • Four, sometimes five generations now strive to work together in the workplace (Journal of Intergenerational Relationships, 2013)
  • The buying power of the LGBTQIA adult population in the U.S. in 2013 was estimated to be $830 billion (Curve Magazine, 2013)
  • Shift continues to Emerging Markets (China, Brazil, India, Turkey…) paving the way for businesses to acquire new, diverse consumer bases (The Economist.com, 6/23/2014)
  • Women make up 40% of the global work force (World Bank)

You can read the full article by Sukari Pinnock and Jaya Koilpillai Bohlmann here.

We are now accepting applications for the Strategic Diversity and Inclusion Management Certificate program. The deadline is September 1, 2014.

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NLRB Position Threatens Franchising

For decades the franchise model has quietly created millions of jobs and business opportunities across the U.S. However, the recent opinion issued by the General Counsel of the National Labor Relations Board to pursue McDonald’s corporately for the employment practices of its franchisees has sent shockwaves across the sector.  According to the International Franchise Association the NLRB position is “wrong and unjustified” and would reverse decades of legal precedent by the IRS, FTC, SBA, State and Federal courts.  There is significant speculation that efforts by labor unions are a factor in this dramatic departure in the NLRB’s position so that collective bargaining might be possible for franchise workers operating under a common brand.  This represents either a lack of understanding in the franchise model, which as a strategy represents an “independent contractor” relationship between the franchisor and each franchisee, or a blatant disregard.

As companies using a franchise strategy digest this opinion by the NLRB’s GC it would serve many well to deepen their understanding of the issues at stake, and take an inventory of their internal practices relative to involvement with franchisees on employment related matters.  A key tenant of the franchise model rests on the independence of the franchisee’s and their motivation in owning their own business, to make decisions on hiring, firing, wages and benefits, and to market their business locally.  A change in the relationship between franchisor and its franchisees could substantially alter this proven model that has resulted in unparalleled job creation and business opportunity for millions.

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