Team BLOG and VLOG celebrating members!
One of our winning teams (Henry Augustin, Marti Mongiello, Tyler Davis, Josiah Nimely, and Clarissa StClair) sent to New York which won two gold trophies and was rewarded with Grand Champion status and then featured on the TODAY SHOW at Rockefeller Plaza.
In 2016 we began to review our celebrations of team members and team manuals. Marti Mongiello considered some of the most dynamic and new programs available that would engage team members across the internet, and social media to offer unprecedented awards and rewards. This includes multi-voting by team members as to which workers should be getting rewards and removes such from management - a long-held belief system taught to Marti by the late, Doctor Stephen R. Covey when they first met in the White House. Marti is spearheading the companies with his wife, Stormy, a PHR with SHRM, into the future and in 2017 selected the Culture Building Platform from O.C Tanner Global Rewards & Recognition System. Their system revolves around "VICTORIES (TM) RECOGNITION people love. Make celebrating workplace heroes social, mobile, engaging, and fun. YEARBOOK (TM) YEARS OF SERVICE awards reinvented. Enjoy more personal, memorable, and meaningful career anniversaries. WELLBEING wellness that works. Challenges and healthy activities that engage and inspire. Tools and resources that help build better habits." These systems turn the entire corporation upside down and celebrate the real value of money and power - that which the people provide who work for the family company.
In 2018, Marti enrolled in Lenoir Rhyne University for an MA degree in Leadership with a written recommendation letter from Doctor Ralph Griffith. He was assisted by Doctor David Jones (a veteran of the USAF and USCG), Doctor Hank Weddington, and Doctor Lisa Fournier (LEGAL DISCLAIMER: Lenoir Rhyne University has no legal, nor business connection, to Mongiello Holdings, LLC group of companies and DBA's, The Inn of the Patriots, LLC, our attorneys, CPA's, and financial advisors worldwide. Martin CJ Mongiello is a student at the university and owns 100% of all of his companies registered in the Chancery of Delaware and with the Secretary of State in North Carolina).
Bringing the university classroom into the real world of business means today's enrolled student is filming, blogging, and recording near everything they say and do for the human race to review, scrutinize and postmarks online. Guests, team members, and clients already discuss and score all behavior and results daily. In that way, all business, or team members, can continuously feel engaged, capable of effecting change, and knowing we each hold ourselves responsible. "We believe that the simple act of appreciating great work drives behavior, unifies teams, improves retention and significantly impacts your bottom line." O.C. Tanner
To follow along on our Facebook and Twitter blogging and updating daily please scroll down to our front page to see our live posts. Our CEO, Marti Mongiello's Linkedin account is robust with daily blogging, and for a two-year continuous archive of all newsletters, news releases, media advisories, and press releases, please see our Press Office.
4/28/2018 Reflecting back over the years on Mongiello Holdings The Inn of the Patriots and museums, two primary embedding mechanisms are showcased in events of three years ago. How leaders react to critical incidents is noted when a fire broke out next door at two in the morning. The ownership was on site and responded in bathrobe and underpants to attack the fire with 100 foot of garden hose and protect the museum and inn. Meanwhile, guests had been gotten up and were being evacuated to avoid any risk while waiting on the fire department. Reaction times were swift and within 30 seconds (measuring and what they pay attention to) of leaping out of bed as the neighbor's barn reach fire heights of 100 foot in the sky and flames 50 feet in diameter. Safety meetings for ten years on a quarterly basis have shown what is paid attention to at the corporation. These two assume that people care about life safety, details, and reacting in the face of death to save others. Many do not, and many cannot.
Another primary embedding mechanism seen is the recent award of a gold medal around the neck of a housekeeper, with red, white, and blue ribbon - who has worked with the team for eight years. The ceremony occurred in front of close to 100 people during a Chamber of Commerce event hosted on the property. This mechanism assumes leaders want to be kind to team members and reward them in front of others – not privately.
Some secondary reinforcement and stabilizing mechanisms identified are stories about famous events like the fire – often told and how the people rebuilt things while never closing one day. The rites and rituals of the company stem from military service such as the award ceremonies. These are reinforced with organizational command and control structures, discipline, love, caring for the real team members, and specified procedures in detailed handbooks.
Recently, in seeking to expand our public positions on TimesUp and #MeToo with financial donations, a public exhibit on Presidents of the United States engaging in sex in broad daylight in Central Park and the White House, and embracing the movement, we have found little denial. However, there has been some small resistance in not understanding how forced arbitration clauses and settlements have been damaging to society. To change the culture; we have highlighted the often illegal nature of awards as evidenced by Shea (1998) towards both parties. Ultimately, the worker is showcased by Sternlight (2014) as losing out and the consequences shown by Cline, Walkling, and Yore (2017) to the individual assaulted, and the company is terrible. Change is being effectuated and sought to finalize this month our posters, training, and policy papers informing guests, contractors, and team members that we do not settle sexual assault and criminal claims to avoid police reporting and law enforcement investigation. As a vast change worldwide, it is believed this should be endorsed and adopted by companies. Companies that try to hide sexual assault reports in HR and Legal departments with payoffs should announce that is not allowed now. Posters on walls with signed policy papers will let the entire workforce know the only avenue is to call law enforcement. Since we have never had such a claim, report, or incident we feel leading the way is the thing to do. This program is the change sought by all companies to copy.
Cline, B. N., Walkling, R. A., & Yore, A. S. (2017). The consequences of managerial indiscretions: Sex, lies, and firm value. Journal of Financial Economics.
Shea, J. D. (1998). An Empiracle Study of Sexual Harassment/Discrimination Claims in the Post-Gilmer Securities Industry: Do Arbitrators' Written Awards Permit Sufficient Judicial Review to Ensure Compliance with Statutory Standards. Suffolk UL Rev., 32, 369.
Sternlight, J. R. (2014). Disarming employees: How American employers are using mandatory arbitration to deprive workers of legal protection. Brook. L. Rev., 80, 1309.
This post was initially submitted as curriculum work to the university, earlier in April 2018.