Dave Hoff

About Dave Hoff

This author has not yet filled in any details.
So far Dave Hoff has created 9 blog entries.

Developing Veterinary Employees

By |December 3rd, 2014|

In this webinar, we will focus on employee growth and development.  Want your employees to learn to do things more efficiently or to learn something new? We will show you how you can identify activities in your business that can be developmental for your employees.  What is there to learn in each of these activities?  How do you create a plan to make this learning happen?  How do you support your employees while they are working on this assignment?  In this session you will learn tips for broadening your employees’ capabilities.  Research says that employees that are learning new skills are more likely to be engaged and stay with their employer longer.

View the webinar slides here: Developing Veterinary Employees

What Is One Of The Greatest Challenges For Small Businesses?

By |June 16th, 2014|

Succession Planning.Blood is thicker than water. You can pick your friends but you can’t pick your family. That is true unless your family also owns a business that employs your sisters, brothers, nephews, cousins and grandchildren. While family businesses create a sense of pride because the family’s and company’s name is on the door, it also creates a problem because it is not always clear where family ends and the business begin.Disciplining, giving negative feedback, and termination, which are the ultimate form of discipline, are difficult tasks for any manager. In the case of termination, a “regular” employee leaves the organization and may never be heard from again. If you fire or even discipline a family member you still may have to sit at the same table with them for Thanksgiving dinner.I worked for a publicly held but family-run business in St. Louis for many years. I watched the CEO’s son join the organization and rise rapidly through the ranks. […]

Are You The Best Interviewer In The Port City?

By |June 3rd, 2014|

So, who is the best interviewer in the Port City? What is the secret of his or her success? Sound the buzzer. If you said “gut feel” or any variation of that, you’re wrong. And I’m going to tell you why.In my line of work, I have seen too many hiring decisions made after the person who is doing the hiring has a casual conversation with a prospect and decides she really likes him or her. But why does she like that person? Without data to support her position she might as well flip a coin to make her decision.It’s crazy that one of the most important activities in choosing human capital is handled so casually and in many cases without any preparation. It’s like deciding to bake a cake, not reading the directions, randomly throwing in some ingredients you think ought to be in a cake, putting the results in the oven and hoping for the best.There is a […]

The Biggest Challenge of 2014? Human Capital

By |June 3rd, 2014|

It is refreshing to finally hear human capital cited at the No. 1 challenge in 2014 based on The Conference Board’s global survey of more than 1,000 corporate leaders. These leaders further described human capital as involving how to develop, engage, manage and retain talent. This is a great list, and I am pleased that human capital is finally getting its rightful place in how to win in the marketplace. At the same time, I am a little disappointed not to see talent acquisition on that list. Some of the need for development, engagement and retention will be reduced if you get the “right” people on the bus to begin with. Using well-developed tests and assessments can be a tremendous help in screening problem candidates out of the selection process before they become your employees. I’ll get off my selection bandwagon until another time. I do want to share my thoughts about development, engagement and retention, how I define them, and how […]

A How-to Guide to Employee Development

By |June 3rd, 2014|

In a recent column, I wrote about my reaction to a recent Conference Board Study that cited human capital as the biggest challenge for CEOs in 2014. The article went on to cite three particularly challenging aspects of human capital management: engagement, development and retention. In the first column, I said that I would come back and talk about how to “do development” in a later column. That column is now.
In the first column, I described my experience with line managers who wanted to develop their people but did not know how. The Center for Creative Leadership in Greensboro has focused on manager/leader development for the last 40 years. In the 1980s, three of the center’s faculty members, Mike Lombardo, Anne Morrison and Morgan McCall, published a book entitled, “The Lessons of Experience.” The most significant finding in the book was that the place where most executives learn and develop is on the job. I remember when I first read the book […]

Will Management Ever Learn? Select Slow And Fire Fast

By |June 3rd, 2014|

Having been in the working world for many years I have been through a number of economic cycles.  They are pretty predictable. The economy starts to grow and businesses expand and then the economy contracts and companies try and “right size.” Right size is a euphemism used in the business to describe getting costs in line with revenue, a process that typically involves laying off people. Here is the thing that no manager in his or her right mind would ever admit to you: when business starts to slow and the meeting is held where managers are informed that they need to reduce their headcount by 10 percent, there is a collective sigh of relief in the room. Why is that? It’s because the managers who did not deal with their problems early on now have an easy way out. Let me explain further. Most managers do a lousy job of selection. That doesn’t change, but the economic environment does. It expands […]

Want to Improve Productivity? Improve Employee Engagement

By |June 3rd, 2014|

This is the third column is a series I have written in response to a Conference Board Study that identified human capital as the biggest challenges for CEOs in 2014. The study went on to detail three parts to human capital management:  development, retention and engagement. This column will focus on engagement, what it is, and how you can increase it.

I said in the first column in this series that W.A. Kahn, a professor of organizational behavior, has defined engagement as “… the extent to which a person is psychologically present in work roles.” Said another way, engagement is the degree to which an employee will demonstrate discretionary effort in a situation if given a choice. In any organization, it is fairly typical for a third of the workforce to be engaged, another third of the workforce to be neither engaged nor disengaged, and the other third to be disengaged. If you could get the two thirds of the organization that is […]

Practical Budgeting Tips Webinar

By |June 3rd, 2014|

Practical Budgeting Tips

The webinar was led by Rachel Gaylord, CPA, a Manager with Lacher McDonald & Co., CPA’s. Rachel’s focus is Accounting, Tax, and Practice Management Consulting to the veterinary profession. During the webinar, she will help you understand why a budget is important and discuss practical tips specific to a veterinary practice. The webinar is scheduled for one and a half hours and this includes time for questions from the attendees. Topics covered will include: • Why a budget is important • Identify current spending habits • How to set attainable goals • Distinguish between variable and fixed costs • How to monitor progress

Solve Problems For Clients

By |May 27th, 2014|

Despite your team’s best efforts, there will be times when service errors occur or clients become disgruntled about something.  Empower your staff to address and handle problems for clients when they occur.  Clients will be happier and impressed if your employees can quickly take action to resolve lapses in service or help them with their problems.  For example, if a client needs to pick up or drop off their pet outside the regularly scheduled time period, they will be thrilled when a team members works to accommodate their schedule.  Likewise, when breakdowns in communication occur, clients appreciate an apology and actions to improve communication.

Efforts to create an exceptional client service experience and promote a service-oriented culture are on-going.  Assess your service on a regular basis and formulate action plans to improve service when needed.

You are about to leave the Live Oak Bank website

Disclaimer: This link will take you to a website outside of the Live Oak Bank site. The new site may offer a different privacy policy and level of security. Live Oak Bank is not responsible for the products or services that are offered or expressed on other websites.

Yes, I understand, please continue.

×
You are about to leave the Live Oak Bank website

Disclaimer: This link will take you to a website outside of the Live Oak Bank site. The new site may offer a different privacy policy and level of security. Live Oak Bank is not responsible for the products or services that are offered or expressed on other websites.

Yes, I understand, please continue.

×