Recently a colleague and advisor shared a story about the Chinese Bamboo. For me it was so relevant, not because I am a horticulturist, but because it tells the story of "paced growth and slowing down." There is a book I've enjoyed reading by David Kundtz called "Stopping, How do be Still When you Have to Keep Going."

Scott Eblin, executive coach and author of The Next Level, What Insiders Know about Executive Success, has done a remarkable job of capturing the characteristics of "Next Level Leadership".

On July 22nd I was fortunate to participate on a panel and present at the 5th Annual National Veteran Small Business Conference and Expo. My presentation addressed HR Compliance from 100,000 feet. Targeted to the growing federal contractor, I addressed both federal employment regulations pertaining to all employers based on number of employees as well as a more detailed look at those unique employment regulations that impact federal contractors alone. Judging from the audience participation, the topic was useful and timely for many. If you would like a copy of the presentation you can download it here. The conference, only in its 5th year, had over 3,000 attendees. Not bad in a year when many claim that travel and attendance are down. Topics ranged from building and enhancing business growth in the federal sector, to writing winning proposals, considerations in teaming agreements to building an appropriate infrastructure to address the needs of rapidly scaling the organization.

Recently, the Department of Homeland Security's Immigration and Customs Enforcement unit sent over 650 audit notices to employers for the purpose of auditing I-9 forms. The I-9 form is used by employers to verify the eligibility of employment for employees and is required by law. The failure to properly verify the eligibility of employment can result in large fines, a criminal investigation and potential prosecution. Employers can be fined $1,000 per employee for whom the I-9 form was not properly completed. In an effort to help mitigate your risk, please take some time to consider the following:

This article is based on an interview I had with TiTi McNeill on the topic of leadership. Nearly 20 years in business, TiTi McNeill is founder and CEO of TranTech, an IT solutions and service provider to the federal and commercial sector. When congratulated for successfully growing her company to the level she has achieved, TiTi responded by saying "It's not enough. We can always do more!" After speaking to TiTi for just a few brief moments, one is drawn in by her energy, drive and passion. She is clearly dedicated to growing her business in order to provide ample opportunities for her employees as she ensures her client needs are well addressed When TiTi started her business in 1989, she was motivated by a sense of accomplishment, helping others succeed, and building a growing business. She launched TranTech in a part time capacity while working for her primary employer full time. She continued in this capacity for one year, until she had 6 employees on payroll. These early factors continue to motivate her today. She believes in constantly challenging herself, and those around her.

Best Practices of Helios HR Apollo Awards Finalists The Helios HR Apollo Awards recognize Washington, DC-based businesses that place an intentional focus on employee development. When you invest in your people, your business wins ten-fold. Employees appreciate that you care about their growth and future, and your clients and business operations feel that ripple effect. It also helps you to identify future leaders for your organization. You probably already know why employee development matters though, so let's get to what these organizations are doing that sets them apart! At a high level, some of the practices and tools used by Apollo Awards finalists included: job swapping robust and formal orientation programs consistent brown-bag training luncheons targeted career coaching leveraging the use of technology through learning management systems knowledge management programs, and structured on-the-job training. Hundreds of nominations were reviewed by an independent panel of judges with vast industry experience and were narrowed down to 27 finalists across four categories. We culled through the applications of our finalists and found some very innovative and exciting ideas that we wanted to share to assist you in integrating training and career development opportunities into your own organizational culture. Top 4 Tips with Employee Development from Leading Employers Below are the top 4 tips that should prove very useful in promoting and supporting employee development. 1. Effective onboarding is vital to fostering retention, increasing productivity, and enhancing the professional development of your team. One Apollo Awards finalist company believes the philosophy "career development is synonymous with team member engagement." For this company, career development begins during new hire orientation and assimilation.