Archive for the ‘Goddard Systems’ Category

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No matter what age you are, a good children’s book can provide a profound sense of comfort, especially as many of us are weathering the COVID-19 storm at home. From beautiful illustrations and engaging stories to simple life lessons that hit home, these books can help adults center themselves while engaging and enjoying time with the children in their lives.

In honor of National Reading Month, we asked Goddard Systems, Inc. (GSI) employees to share their favorite books to read with their children. Here are their recommendations.

Books Everyone Can Enjoy

GSI’s director of organizational change management, Ashley Betzendahl, says her daughter Dillion, who is almost two, has lots of favorite books. As Ashley points out, children and their parents often have vastly different tastes in reading material. However, Ashley says that she and Dillion can always agree on I Know a Rhino by Charles Fuge, Giraffe’s Can’t Dance by Giles Andreae and The Big Orange Splot by D. Manus Pinkwater.

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Books About Animals

GSI’s program development manager, Laura Mellor-Bachman says she has two clear favorite animal books to read to her 21-month-old daughter, Juliana, who prefers any story that can be sung.

“One of Juliana’s favorites from before she even began to talk is Baby Beluga, by Raffi,” Laura says. “She loves the melody and the fun pictures of the baby beluga playing with friends. We emphasize some parts with body motions and some parts we sing soft and loud. It is always fun, whether it is during bath time, sitting on the couch or even in the car. There are three copies of it in our house!”

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Laura says that she and Juliana also love to read Click Clack Moo; Cows That Type by Doreen Cronin.

“One of the first phrases Juliana ever said was, ‘No milk today!’” Laura says. “She loves to flip the pages and repeat the phrase over and over. It is the most entertaining story for different voices for both parents and children.”

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 A Book About a Friendship

Laurie Harvey, GSI’s interactive media manager, says her favorite book to read to her baby daughter, Hailey, is Your Best Friend is Coming by Nikki Hogue.

“A good friend and fellow dog lover gave us this book,” says Laurie. “We fell in love with the story, which is told by the dog’s perspective. Reading it to Hailey fills our hearts with so much love in anticipation of the friendship that she and our dog, Dexter, will form.”

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A Classic for Children and Adults

Denise Hilbert, GSI’s education support specialist, knows that you can’t get any better than a classic. She loves to share the story of The Giving Tree by Shel Silverstein with her grandchildren.

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Sharing an Important Life Lesson

For Danielle King, GSI’s communications writer, teaching her three-year-old son, Vinny, to find value in himself is paramount. She loves the book, I Like Myself by Karen Beaumont, because the message is so simple, yet so important.

“Many of us struggle with liking ourselves, myself included, so I purchased I Like Myself to read to my son to help him learn to love himself no matter what, even if he has ‘knobby knees or hippo hips or purple polka-dotted lips,’” says Danielle. “I also want to expose him to different protagonists who don’t look like him to drive the message home further that everyone is beautiful because none of us look the same, and all people deserve to love themselves, no matter what.”

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For the first time in its more than 30-year history, The Goddard School® opens its first location in the City of Philadelphia.

The newest location, opened by experienced on-site owners Jillie Staffiera and Jon Drialo, officially opened at 2201 Pine Street on Monday, Nov. 25, and is serving families that live within walking distance of the School.

“We’re excited to bring the first Goddard School to this Philadelphia neighborhood,” said on-site owner Jillie Staffiera.

The newly renovated, 12,624-square-foot, 100-year-old building was revitalized with a completely restored exterior and modernized interior. Natural light permeates from each classroom into the hallways from the newly installed windows. Inside the newly polished brick walls is a fresh, unique spin on what an early childhood education center looks like. Original, industrial-style architecture features of the building were maintained, like the exposed brick and high ceilings. But the inside was designed for children to learn, grow and have fun.

There’s even a 1,300 square-foot multipurpose room with a ‘Wall of Imagination.’ Children can use their ingenuity to build different objects using big blue blocks. This type of activity promotes social development and fine motor skills and encourages learning while having fun.

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Growth in Philadelphia’s metro area is a part of GSI’s plan to target cities across the country for new Schools, complementing the franchise system’s current suburban development model. By opening metro locations like the one at 22nd & Pine, GSI is capitalizing on metro areas in need for high-quality early childhood education facilities to help support the growing need for childcare.

“We recognize how much of a positive impact a high-quality education can have on a child’s life. Goddard’s unique nurturing approach will help children develop into joyful, confident learners who are prepared for success in school and in life,” Jillie said.

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We are proud to announce Christina Estrada as Vice President of Human Resources.  Christina is a seasoned human resources leader with experience in human capital management across multiple industries. In this new role, she will be responsible for talent acquisition, performance management, benefits and compensation, talent development, and more.

“GSI is consistently named as one of the best places to work in Philadelphia, and I am excited to further drive this positive culture for employees,” said Estrada. “My first order of business will be to meet the unique team members of GSI and find ways to continue fueling their passion for the company.”

Prior to joining GSI, Estrada held a variety of HR executive leadership positions with Fortune 500 companies, including Aramark, Time Warner, America Online, Disney Consumer Products, and Citibank. Most recently, she was the Executive Vice President and Chief Human Resources Officer for TIAA Bank, where she led the cultural integration and transition of all human capital processes, systems, and policies during its acquisition of EverBank. Estrada is passionate and committed to ensuring an inclusive workplace, and she provides ongoing leadership and advocacy to an organization’s diversity and inclusion initiatives.

Estrada holds a Bachelor of Science in Business Administration from the University of Arizona and a certificate in HR Strategy from Cornell University’s School of Industrial and Labor Relations where she has also been a guest lecturer. She was named one of Hispanic Business magazine’s “100 Most Influential Hispanics” in 2011.

Welcome to the team, Christina!

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Bhavesh Patel has been working toward his goal of opening his Goddard School located in Granger, IN for three years, in memory of his late wife.

>>>CLICK HERE TO SEE MORE<<<

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Franchisees like Priya Punugoti, owner of the newest Goddard School located in Lewisville, TX, exemplify the type of ambitious, altruistic entrepreneur that the brand attracts.

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New Goddard School in Carol Stream Now Open

Friday, February 1st, 2019

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After teaching in private and public schools for more than 10 years, Martin and Majlinda Gjini, franchisees of The Goddard School of Carol Stream, decided to open a school of their own.

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A new Goddard School will be opening in Kennesaw Farms, TN.

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After spending 10 years as a member of the Round Rock community, educating young children, Ryan Rastelli, owner of The Goddard School in Round Rock, felt it was time to extend The Goddard School’s philosophy’s reach to Austin (Avery Ranch), TX.

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Exploring Your Franchise

Wednesday, January 16th, 2019

Joe Schumacher, CEO of Goddard Systems, Inc., explains what entrepreneurs should look for when exploring franchise opportunities.

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4 Ways To Get The Most Out Of Your Employees

Thursday, January 10th, 2019

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The greatest investment companies can make is in their people. 

As the older generation departs and the new era of workers take over, companies are struggling to adapt to the reduced tenure an employee has with a company. The typical baby boomer stayed with a company for an average of 20-years while the new generation only stays for around two. 

The idea of working for one employer until retirement is non-existent in today’s workplace. According to the Bureau of Labor Statistics, the new generation of workers holds an average of 11.7 jobs with 27% of people changing jobs every year giving them the chronic job hopper title. 

Job hopping is defined as spending two years in a position before seeking out another position, typically for a higher salary or a better cultural fit. Companies are failing to accept the new job hopper mentality preventing them from getting the most out of their current talent. Instead of focusing on keeping current talent they’re investing more in recruiting new people to keep up with turnover.

According to a report published by the Society of Human Resource Management, companies spend an average of $4,426 per candidate with more than 50% of turnover happening in the new hires first year of employment. Companies lose $11 billion every year due to turnover because they’re neglecting current talent and focusing on attracting new.

Here are four ways companies can get the most out of their current talent

Cultivating Open Communication With Clear Expectations

Setting expectations doesn’t solely revolve around the goals of the actual position but also expands to cultural expectations, understanding the hierarchy and the contribution to an overall purpose.

Flattening the layers of the hierarchy and eliminating the micromanagement associated with them increases involvement and performance. Phil Shawe, CEO of TransPerfect, has found “when employees feel connected to the company and their management, they’re naturally more loyal.” He said, ”fostering a close-knit management team tends to inspire people to always consider the big picture and the overall well-being of the company when approaching business decisions.”

Keith R. Sbiral, a certified professional coach with Apochromatik says “open communication is a key component of a driven team.” Keeping employees involved in projects and processes keeps them motivated while increasing trust. Setting clear and specific expectations is one of the most impactful things managers can do for their employees.

Promoting Entrepreneurial Mindsets

Many companies are resistant to nurturing an entrepreneurial mindset in their employees for fear they’ll lose top talent. The reality is, a true entrepreneur is going to leave a company regardless how great their position is. Companies who aren’t afraid to let their employees leave show their current team they value their growth and development.

Hult International Business School describes an entrepreneurial mindset as “people with an appetite to do things differently and a talent for coming up with fresh ideas.” Employees that are given the freedom to think outside of the box are more innovative in finding more efficient ways of doing typical tasks.

Susana Yee of Digital Everything Consulting hires people who are hungry to create, grow and learn. She coaches them to better understand their thought process to solutions. After discussing possible solutions, she gives them “as much freedom as they want to solve those problems” empowering them to achieve more than they thought possible.

Fiona Adler, Founder of Actioned, fosters an entrepreneurial mindset through ownership and accountability. She created a system using a shared spreadsheet where everyone writes out their top actions for the day. As each person completes their top actions they cross them off keeping everyone updated on their own tasks. This helps to show how each person is contributing to the project. Every team member is held accountable for their daily tasks making them more deliberate about what they’re going to do for the day.

Investing in Their Development

A business is only as strong as their weakest employee. Gallup found that 87% of the new generation values professional career growth and development opportunities, yet 74% don’t feel they’re reaching their full potential.

When employees feel valued their loyalty increases reducing the overall turnover. This doesn’t always require financial output, it can be as simple as opening lines of communication, increasing responsibility and defining their journey throughout the organization.

Matt Ross, Co-founder and COO of RIZKNOWS and The Slumber Yard believes the best investment is empowering his employees by letting them take control over a project, campaign or department. Since taking a step back from directing his employees on how to do certain aspects of their job, Ross quickly realized his employees “want to feel like they’re making an impact on the business instead of just taking and executing orders.”

Driving Growth With Gestures

Giving praise is a simple and powerful way to build a sustainable culture. A lack of recognition leads to a dying culture. Employees are no longer motivated by their paycheck alone but instead fueled by praise and incentives. Recognition comes in various forms and can be as simple as a thank you. The way a business recognizes employees is entirely dependent on the culture.

The founder of Accelerated Growth Marketing, Stacy Caprio, believes in treating her employees as “an actual person.” She does this by “asking them about their day as well as letting them know they are appreciated and thanking them when they do a good job.”

Adham Sbeih at Socotra Capital implemented a peer recognition program where employees acknowledge their peers when they do something that demonstrates the company core values. He calls it “a goodie.” It doesn’t just stop there, employees are then recognized in an email blast with a detailed explanation of what they did and how it aligns to the company core values with a $25 gift card.

Companies who invest in their employees can extend their tenure by years. Start by opening up communication and creating conversations about what they need and collaborate on creating an effective strategy.

 

This article was written by Heidi Lynne Kurter from Forbes and was legally licensed through the NewsCred publisher network. Please direct all licensing questions to legal@newscred.com.