Category: Saving

The Passion, The Spark, The Legacy The following article is a blog post from Emily Saving, HARDI Executive Vice President, on the origin of the 2018 Annual Conference Theme: Legacy.   Go to Article —>

Honestly, how often do you get the luxury of really thinking about what you’re working on? Pausing and allowing time to be creative, strategic and thorough versus just simply checking it off the list and moving on?   While the work that we do at HARDI covers a lot of ground and moves at a quick pace, year after year we find ourselves moving quite slowly in the preparation of our Annual Conference content. The…

Have you ever played the classic icebreaker game “Two Truths and a Lie?” Don’t roll your eyes; indulge me.   Truth: According to the latest research from Deliotte, U.S. employers are continuing to increase their annual dollar spend on leadership development, with small businesses spending 23% more than they did last year.   Truth: Over half of those companies would report their ROI on leadership development would land on the negative half of the scale,…

The HARDI education team is currently hiring. (Don’t all submit your resumes at once!) I’ll tell you in all honesty, what should be a really fun process, bestowing my judgment on others, is, well, what’s the opposite of fun?   The opposite of fun might be regimented. Or tedious. And that’s how I would describe HARDI’s hiring process. We go to great lengths to identify and screen for the characteristics that best equate to success…

Last year I wrote an article that was published at our annual conference, in an issue of the Conference Dailies, that discussed how to make your valuable experience at conference translate into real world results. By popular demand, I’m reiterating a few of those key points here before we all head to Orlando for the big event.   See if this sounds familiar: You attend an amazing conference, filled with relevant topics and inspiring ideas….

My first post-college job was for an insurance company, with less-than-ideal human resources practices. About a year after I started working there they decided to rebrand their employees as “associates” — a message to employees that they were considered more than mere “employees.” This change came at a considerable expense of time and money (reprinted handbooks, signage, etc.).   The ROI? Less than zero. The savvy employees recognized this tactic for what it was: mere…

This piece of clickbait got me thinking… So much attention is being paid to Millennials: recruiting, mentoring, transitioning to leadership roles, and the much-acknowledged fact that they are now in their prime childbearing years. You’d have to be living with your head under the sand to have missed the recent up-swirling of controversy about the state of the United States and paid maternity/paternity leave. This article is not quite about that.   Let’s assume for…

A common fear I hear from our members is that HVACR companies are unable to attract the best and the brightest young workers because the work isn’t “sexy.” To them I say, yes, absolutely. But also, HVACR could be cooler (pun completely intended) to younger workers than you may initially think. Allow me to explain… Companies that appear, usually by brand name recognition, to be great employers don’t have many problems attracting talent. Forbes put…

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