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Author: Melissa Brown

Pennsylvania Free Enterprise Week

Posted on by Melissa Brown

We want to ensure our businesses have a knowledgeable, skilled workforce. That’s why we support Pennsylvania Free Enterprise Week (PFEW). Offered by the Foundation for Free Enterprise Education (FFEE), PFEW uniquely prepares our students for successful careers right here at home.

PFEW 2023 graduate Maddie Miller from Henderson HS in Chester County explains why PFEW is so important, “My experience at PFEW was amazing. I went into the program without any real interest in business and came out as a changed person. I had no idea the tools I would gain from this. I also made incredible friends. Building a company from scratch with eighteen people that you just met was nothing short of a challenge. Throughout my time, I saw my company grow closer as a group but also grow individually as people. Personally, I developed leadership, speaking, and collaborative skills that I will take with me throughout my career endeavors. We were lucky enough to listen to some incredible speakers during our time at PFEW and their words were very influential. I am so thankful I got to participate in this amazing experience.”

PFEW is entirely funded and taught by the PA business community and is open to all rising juniors and seniors in PA. It’s a powerful hands-on program that teaches students to understand modern business and the American free enterprise system. Students form teams and manage a manufacturing company competing with other companies. Along the way, they gain the knowledge and skills that uniquely prepare them for successful careers and lives right here in PA. Since its inception, over 50,000 students have participated in this award-winning program.

FFEE offers two additional programs that prepare students for success. The Stock Market Game (SMG) is a hands-on in-class program for students in grades 4-12 that focuses on financial literacy, investing and capital markets. The Speaker Series helps students explore careers, discover regional scholarship and career opportunities, build a mentor network, and more.

FFEE’s three-pronged approach to youth and workforce development promotes the finest ideals of business and free enterprise and creates our next generation of productive, engaged employees and leaders.

To support PFEW or to learn more about these vital FFEE programs, visit www.pfew.org or contact VP of Marketing & Development Scott Lee at (814) 833-9576 ext. 8, or scott@pfew.org.

Welcome Curtis Johnson to the Board of Directors

Posted on by Melissa Brown

Curtis Johnson was approved by the State College Area School District Board of Directors as the Superintendent on March 13, 2023. Mr. Johnson has a deep commitment to the district and its students. Throughout his years with the State College Area School District, he has consistently supported students’ academic and social-emotional growth. Since 2021, he served as the assistant superintendent of secondary schools, working closely with the superintendent and district administrative team. Prior to serving as assistant superintendent, Mr. Johnson was the principal of State College Area High School
for five years after one year as interim principal and 10 years in other leadership roles at the high school. As the principal, he steered a campus of 2,400 students through the massive 4-year State High building project. When the COVID-19 pandemic struck, he again led students, faculty, and staff as they coped with hybrid learning, health and safety measures, and other challenges.
His accomplishments include improving educational equity by developing the school’s Academic Center for Enrichment (ACE), a program designed to give struggling students an opportunity to reach their academic potential and facilitating the creation of the Everyday Algebra class for students needing intensive math instruction.
During his tenure, the school launched its International Baccalaureate program for juniors and seniors, and the number of State High students taking AP courses increased by 56 percent, with almost 80 percent of AP exam takers scoring a 3 or higher.
Along with fostering academic growth, Mr. Johnson oversaw significant strides in creating a more inclusive and welcoming environment at State High, partnering with the district’s director of equity and inclusivity to elevate student voice through the No Place For Hate campaign and other student-led social justice efforts. Additionally, his priorities included helping to implement restorative practices training for staff members.
Mr. Johnson received both his bachelor’s degree and a master’s degree in secondary school counseling from Penn State and is pursuing a doctorate in educational leadership at the university.

Welcome Ellen Kline to the Board of Directors

Posted on by Melissa Brown

Ellen Kline is a realtor with Kissinger, Bigatel & Brower and works in residential, land and neighborhood development and commercial real estate. Her business is largely based on personal referrals from current and past clients. After 30 years in the business, she knows the local market, knows the local regulations, along with knowing the other real estate professionals. 

Her first career was in the Hotel industry working for Marriott Hotels. Working in full-service hotels running rooms related departments of Front Office and Housekeeping including laundry, reservations, concierge, bell stand, airport transportation. She managed upwards of 300 employees and managers at her last hotel assignment. From there she joined the startup team of Fairfield Inns brand as Director of Room Operations. Her responsibilities included developing operating procedures, equipment evaluation and purchase, site visits and oversight of the turnover of new construction to the operating team.

After moving to State College in 1993, she started her real estate career, and her customer service and systems experience has helped her excel. She has bought and sold many properties in the last 39 years and understands firsthand the stress and challenge of moving. 

Her expertise is in understanding the contracts we use in Pennsylvania, negotiating, ever changing market conditions and financing. She works with residential, commercial, multi-unit investment, land sales and new construction. Ellen has owned and managed commercial properties and was previously a co-owner of ReMax real estate brokerage.

She is currently member of the Centre Foundation Real Estate Advisory Committee. In the past, she was the President of the Centre County Association of REALTORS and Chair of the Multiple Listing Service. She is also a past board member, past chair of association services committee, and past member of the standard forms committee for the Pennsylvania Association of REALTORS. Ellen has been an instructor at Penn State University, Smeal College of Business as well as the College of Health and Human Development.

Why Treating All Employees As Leaders Can Benefit Your Company

Posted on by Melissa Brown

When it comes to building a strong, successful company, many business owners and organizations focus on cultivating the leadership skills of their top executives and managers. While this is certainly important, it’s also crucial to recognize that every employee in your organization can be a leader in their own right. By treating all employees as leaders and giving them the support and resources they need to succeed, you can create a culture of innovation, collaboration, and growth that sets your company apart from the competition.

In this article, we’ll explore the benefits of treating all employees as leaders and provide practical tips for developing leadership skills in your entire team.

Empowering All Employees Boosts Innovation and Creativity

When you give all employees a sense of ownership and responsibility within the organization, they are more likely to feel invested in the success of the company. This can lead to a culture of innovation and creativity, as employees feel empowered to take risks, try new things, and bring fresh ideas to the table. By tapping into the collective brainpower of your entire team, you can identify new opportunities, overcome challenges, and drive innovation in your industry.

As Wharton psychologist Adam Grant reminds business leaders, “Knowledge is best sought from experts, but creativity and wisdom can come from anywhere.” 

Leaders Across the Organization Can Drive Performance and Results

When you cultivate leadership skills in all employees, you create a team of drivers who can help move the company forward. Leaders at all levels of the organization can inspire and motivate their peers, take ownership of their work, and constantly strive to improve their performance.

By recognizing, cultivating, and rewarding leadership at all levels of the organization, companies can increase accountability, promote a culture of achievement, and ultimately drive results. Executive coach and Inc. contributor Robin Camarote recommends recognizing and rewarding employees for leadership behavior, including “celebrating successes, highlighting contributions, and promoting individuals who demonstrate leadership potential.”

Empowering Employees Can Boost Employee Engagement and Retention

When employees feel valued and empowered, they are more likely to feel engaged and committed to the company. This, in turn, can boost employee satisfaction and retention rates. When employees feel that their contributions are making a difference and that they are part of something meaningful, they are more likely to stay with the company for the long haul.

Leadership Development Programs Benefit the Entire Organization

To effectively cultivate leadership skills in all employees, it’s important to provide professional development and training opportunities. By creating leadership development programs that are accessible to all employees, you can help everyone in the organization improve their skills, increase their knowledge, and become more effective leaders.

Leadership development training should be specific to an employee’s role. One employee may need more skill training to support their career development. Another may need coaching and mentoring to support their management responsibilities. Employees are likely to know what they need, so when it comes to leadership training, including them in the conversation will increase buy-in and long-term results.

The Bottom Line 

By treating all employees as leaders and providing them with the support and resources they need to succeed, you can build a company-wide culture of innovation, collaboration, and growth that sets your company apart. Empowering all employees can lead to breakthrough ideas, drive performance and results, boost employee engagement and retention, and benefit the entire organization through leadership development programs. By treating all employees as leaders, you can create an environment in which everyone is encouraged to think outside the box and pursue their full potential, ultimately driving the success of your company.

The Chamber of Business and Industry of Centre County is a private non-profit organization that aims to support the growth and development of local businesses and our regional economy. We strive to create content that not only educates but also fosters a sense of connection and collaboration among our readers. Join us as we explore topics such as economic development, networking opportunities, upcoming events, and success stories from our vibrant community. Our resources provide insights, advice, and news that are relevant to business owners, entrepreneurs, and community members alike. The Chamber has been granted license to publish this content provided by Chamber Today, a service of ChamberThink Strategies LLC. 

The Power of ‘Entry Interviews’ and ‘Stay Interviews’: Tips from Adam Grant

Posted on by Melissa Brown

The hiring process can be tedious, from screening resumes to conducting interviews. But how do you ensure that you’re hiring the right people? More importantly, how do you keep them happy and engaged in your company? This is the dilemma that small business owners and managers often face. Fortunately, Wharton psychologist Adam Grant has some insights that can help you navigate through this challenge.

In a recent article in Inc., Grant shared his advice on conducting “entry interviews” and “stay interviews.” Keep reading to find out how these two methods can help you create a more positive work environment and retain your best employees.

Entry Interviews: What Are They and How Do They Work?

An entry interview is a meeting with an employee where you discuss their expectations and experiences during the on-boarding process. This can take place on the first day of work or within the first few weeks, depending on your preference. The purpose of this interview is to provide new employees with a safe space to share their past experiences and current job expectations, in addition to making them feel valued from the start.

During an entry interview, it’s crucial to ask open-ended questions that allow the employee to share their thoughts honestly. Some sample questions that Grant suggests are:

What are you hoping to gain from this role?

What do you think you can contribute to the company?

How do you prefer to receive feedback and recognition?

Remember, the goal of entry interviews is to show employees that you value their opinion and care about their experience within your company. This can lead to higher job satisfaction, lower turnover rates, and increased productivity.

Stay Interviews: Why They Matter and How to Conduct Them

While entry interviews are designed to help new employees acclimate to your workplace culture, stay interviews are for current employees who have been with your company for an extended period. The purpose of stay interviews is to identify factors that make employees stay in their current roles and identify any areas that need improvement to retain top talent.

Grant recommends conducting stay interviews on a regular basis, such as once a year or every six months. This can help identify potential issues before they become a bigger problem. During a stay interview, it’s important to ask questions such as:

What do you enjoy most about your role? Why?

What are the most challenging aspects of your job? Why?

What motivates you to stay with our company?

Incorporating Feedback from Both Types of Interviews

Now that you have a clear understanding of entry and stay interviews, it’s crucial to incorporate the feedback you receive to improve your workplace culture continuously. Make sure to show employees that you take their comments and experiences seriously by addressing any concerns that are raised. This can lead to increased employee satisfaction and loyalty to your company.

Moreover, be open to introducing new initiatives or making changes based on employee feedback. For instance, if employees express that they would like more opportunities for professional development, consider offering training or workshops to help them grow their skills.

The Takeaway

Conducting entry interviews and stay interviews is an excellent way to bridge communication gaps and build a better work culture. By implementing these techniques, you can create a welcoming environment for new employees and retain your top talent. Remember that feedback is a critical part of the process, and acting on it will show employees that you value their opinion. So, take Grant’s advice and start conducting entry and stay interviews to improve your hiring process and retain employees who are passionate about your company.

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The Chamber of Business and Industry of Centre County is a private non-profit organization that aims to support the growth and development of local businesses and our regional economy. We strive to create content that not only educates but also fosters a sense of connection and collaboration among our readers. Join us as we explore topics such as economic development, networking opportunities, upcoming events, and success stories from our vibrant community. Our resources provide insights, advice, and news that are relevant to business owners, entrepreneurs, and community members alike. The Chamber has been granted license to publish this content provided by Chamber Today, a service of ChamberThink Strategies LLC.