Tag Archives: Boone Management Group Inc.

When Faced with a Challenge in Your Business, How Quickly Do You Adapt?


Last week I received an email from my regional strategist in Seattle which talked about our marketing strategy and how we utilize our website to generate leads. We surfaced some of the challenges that we are finding and immediately called our marketing strategist to take the issue to the table and put a solution in place to help us meet our goals. Within two hours we had set the wheels into motion to revamp the strategy and help our organization to continue adding value to our clients.

So how do you handle challenges when they are presented?

Letting issues fester and remain unresolved can be a great hindrance to organizational success. Even a challenge that may seem like a small issue if left unaddressed can cause great harm. Allowing larger issues to go on without properly dealing with them can be catastrophic.

So what can you do?

Please take a couple minutes to view this short video with my tips on managing business challenges.

To recap, here are three tips to help you address business challenges:

Deal with issues right away! I know I am stating the obvious but whether it is an employee issue or a business challenge you must take steps to correct the problem and not let it go too far.

Assemble your team! You don’t have to deal with issues alone or operate in a silo. Pull your team together. I do this with my team. We call it “bringing issues to the table.” Something that is bought to the table is discussed and a plan of action is set to address the issue. We a person to be accountable for execution of the plan and we follow up at the next meeting to make sure we are on track. Don’t have a team? No worries, reach out to your trusted advisers and connections to get perspective on the issue. Then put your plan into action.

Follow through to mission completion! Some issues can e resolved in a day and some will take months. Make sure you see it all the way through to completion. Don’t let an issue fall by the way side. We are all busy and I understand that business leadership is challenging. In order to be the best that you can and lead your organization to success you must make sure that there is follow through and execution. Be sure to plan frequent check-ins for status updates to ensure goal attainment.

Your challenge can be a problem employee or a problem process. No matter what the issue you must promptly address it and put a plan in place to resolve it. Remember, those who don’t address issues stay stagnant those who do excel. Which one will you be?

Melonie Boone, MBA, MJ, PHR, Founder of Boone Management Group Inc., is a business strategist and executive leader with comprehensive experience in business optimization and human resources strategy. She works as a member of senior management to optimize strategic planning in support of organizational growth, bringing proven results in business strategy advising and directing human resources operations in diverse organizations across multiple states. Contact Melonie directly: mboone@boonemanagementgroup.com.

Is Human Resources a Power Player in Your Organization?


After working over 14 year in companies of varying sizes and industries and now supporting various clients through Boone Management Group, there is one thing that I know for sure; Human Resources has a huge impact on an organization. HR leaders/future leaders need to have the skill and competence to be power players in their organization by adding quantifiable value while contributing to organizational success.

You can’t settle for just giving HR a seat at the table. Human Resources has to be a power player tying strategic HR initiatives to organizational goals. Create a value add department that produces results and contributes to the organizations growth.

In the evolved business world, a Human Resources leader must transcend the typical administrative cost center stereotype and be seen as a valuable contributor. Whether you have an internal person handling your Human Resources function or you work with a consultant, strategy has to be the top priority.

So how can you make this transition for your organization? You have to have the right person in the HR seat! Look for a person or consultant who:

Knows the whole business: Don’t go for the stereotype of “it’s just HR”!Your Human Resources Leader should have a good understanding of all aspects of the business including Finance, Operations, IT, Sales & Marketing and the overall Business Strategy. This person should get out and asking questions. Find out what’s going on in the organization. Talk to leaders as well as employees to strengthen their relationships.

Measure, Measure, Measure: Create quantifiable metrics that not only measure the department’s success, but the impact on the company’s bottom line. This is a collaborative function that should work with other leaders in the organization to determine what measurements are important to them. Add these measurements to what is important to the HR department and share the data. HR can help identify efficiencies and inefficiencies. Help put a plan in place to address the organizations challenges. Implement the plan, measure success, hold people accountable and be a solution provider.

Continuous Development: Human Resources is a field that is ever-evolving so your HR Leader and team must devote themselves to continued development. Learning opportunities all around us don’t let them pass your team by.

Internal & External Networker: Building and maintaining relationships and alliances across organizational functions could be the difference between success and failure. Your HR leader shouldn’t spend all their time networking externally and forget about internal opportunities. Having someone who has a strong network of people in the HR industry and in other disciplines as a resource will add to the organizations knowledge-base and the leader’s effectiveness in their role.

Create the Culture: Create a culture of respect and value for your HR department and team. Except nothing less than the best and remember to balance the organizations and the employee’s needs. Leverage your HR power player to grow your business.

The role of human resources has evolved. The human resources professional of today must be tasks masters, strategists, creative problem solvers, innovators and organizational leaders. There will certainly be challenges but when you are able to quantify your organizations HR initiatives, tie them directly to the organizations goals and help your organization grow, you have created a paradigm that will help your organization gain momentum and thrive!

Melonie Boone, MBA, MJ, PHR, Founder of Boone Management Group Inc., is a business strategist and executive leader with comprehensive experience in business optimization and human resources strategy. She works as a member of senior management to optimize strategic planning in support of organizational growth, bringing proven results in business strategy advising and directing human resources operations in diverse organizations across multiple states. Contact Melonie directly: mboone@boonemanagementgroup.com.