Greater Wichita Partnership’s Post

October is Employee Ownership Month! As a 100% employee owned company, all employees at The Greenery from the senior management team to the crews in the field earn ownership in the company. Everyone has a vested interest in the quality and services we provide and the overall success of our company. Employee ownership distinguishes us from our competitors and fosters an environment that draws some of the best people in the industry to our company. Because everyone has ownership in the company, our team cares about our clients, our fellow employees, and the company we are a part of. Working for The Greenery is more than just a job...it is a lifelong career with a company that values each employee, promotes continuing education, training, personal growth and advancement. #employeeowned #thegreenery #50yearsandgrowing #ourteam #landscape #EmployeeOwnershipMonth

Happy Equinox, all! I hope you are feeling in balance. Here in DC, we had a very warm weekend and all the cherry blossoms and magnolias and pear trees are blooming. It has been a real pleasure seeing how much interest there is in our American Bird Conservancy Conservation and Justice Fellowships! I wanted to take a few minutes to answer some of the most common questions and snags: 1. The fellowships are all remote. We do not hire fellows as staff because the work is project-based, under 10 hours a week, and flexible based on project needs. Because of this, you do not need to be based in the United States. 2. However, there are a few projects that have a strong preference for candidates based in a certain geography. Those are real preferences because we want community engagement fellows who can work directly and in person with people in those specific places. 3. Please rank up to three projects in order of preference. Project hosts will be sorting candidates based on that ranking. 4. We use the same platform for hiring the fellows that we use for full time positions and internships. Some of you seemed to have problems uploading letters of recommendation or personal statements. However, you should be able to upload multiple files - we realize these are not the standard cover letters. While we strongly prefer applications through the platform, you can email us if you had problems. 5. Please take your time! You might not want to wait until the last day or hour (please don't), but there is no advantage in rushing. Please do make sure you complete all parts of the application. 6. We mention a survey in addition to the screening questions, but that needs to be anonymous, so we will be send it to all applicants once we are past the deadline. 7. Do continue to reach out via email with questions - contact me or the project hosts and do not hesitate to send a second email if you have not heard back. I was away for a few weeks and am still catching up on responses. Apologies for the delay. 8. We trust you to submit your letter of recommendation as an attachment to your application - we do not need people to write directly to us as they might for a college application. Letters can be informal and need to be from someone who knows you, your work, and your aspirations well and can write in detail about all of that (a professor, colleague, supervisor, best friend, family member, mentor, etc.). Letters do need to include contact information so we can reach out directly to that person if we select you as a finalist. Wishing you all luck!

Nurturing and finding the right talent is the key to unlocking the door to flourishing success. Just as a skilled gardener tends to each plant, we cultivate our team's capabilities and potential, fostering an environment where hardwork and dedication thrive. In the fertile ground of shared goals and aspirations, we cultivate skills, empower minds, and watch our collective efforts bloom into achievements. With every nurtured talent, we not only pave the path for individual growth but also build a strong foundation for the company's grow. We plant the seeds of excellence, watered by knowledge and fueled by determination, ensuring that our garden of success continues to thrive." 🌱🌟 #NurturingTalent #FlourishingSuccess #TeamGrowth

Tomorrow is Park and Recreation Professionals Day! This special day is dedicated to recognizing and celebrating the hard work and dedication of park and recreation professionals who keep our parks safe, fun, and clean year-round. How Can You Participate? We invite you to join us in celebrating this day with your staff. Here are some ways you can show your appreciation: Public Acknowledgement: Use your organization's social media channels to publicly thank your park and recreation staff. Share stories, photos, and achievements to highlight their contributions. Use the hashtags #ParkandRecDay and #GoodforPA Personal Notes: Write personalized thank-you notes or letters to your staff members, expressing your gratitude for their dedication and hard work. Feature in Newsletter: Highlight the accomplishments and efforts of your park and recreation professionals in your next newsletter or on your website. Create a Fun Activity: Plan a fun team-building activity or outing to celebrate the day and strengthen team bonds. We encourage you to take a moment on July 19 to acknowledge the incredible work of your park and recreation professionals. Let's make this day a memorable one for those who tirelessly work to enhance our communities. Thank you for your continued support and dedication to our parks and recreation services. #parkandrecday #parks #recreation #parkandrecmonth #goodforPA

Now is the perfect time to dive into the January issue of Parks & Recreation Magazine 🎆 You'll find information on trends, technology and social media. Everything you need to start out the new year on the right foot. Kristine Stratton, our President and CEO shares, "In the park and recreation field, there is always something new coming our way. It is a field that touches on a remarkably wide variety of issues and topics, each one with its own set of norms, practices, knowledge and opportunities. I look at the theme of this January issue as “what’s new in our world” and, more importantly, how we can leverage what’s new to serve our missions. One of the beauties of this field is that if you are curious about or interested in something, chances are it is relevant to parks and recreation, and we want to help you do it right. I hope this issue inspires you as we step into 2024 and the wonderful opportunities that lie ahead." Access this issue of Parks & Recreation Magazine: https://lnkd.in/ge_SWY6j #PowerOfParks #WhereCommunityGrows #WhereYouBelong #ParksAndRecMagazine

As summer approaches and I see my garden begin to flourish, I’m struck once again by how important the right environment is for plants to thrive. 🌷 People are no different!  😅 Employees need to fit the environment (Core Values) in order to succeed. An analogy I share with my clients is that “ferns don’t grow in the desert” – no one is wrong, it’s just not a fit. Do you have the right plants in your environment? Do some need to be transplanted? Check in with my blog for EOS Worldwide: https://lnkd.in/gk-AWqh

 The zoo industry has many people trying to get their foot in the door and start their career. This means that finding new staff to replace those that have left is normally fairly easy.   To often it is the case that poor managers never think about why staff are leaving. They will deflect the situation of staff leaving by making out that these staff are the problem and even going as far as trying to cause problems for them, I have even seen one safari park ban those that have left from ever entering the park again (a very stupid and immature path to take on the part of the management as very quickly the reputation of the park is tarnished).   I once read that one poll taken showed that around 75% of employees leave their jobs because of their managers (Gallup), and that the two primary reasons people leave their jobs are toxic work culture and poor management.   Both of these reasons can be fixed if (and only if) the management team want to do something about it.   But if a park Director isn’t willing to try to understand why there is a constant stream of skilled staff leaving their park to join other zoos, then how would anyone expect that the management team would care.   Let’s be clear here, we are not talking about a few junior keepers moving on to other zoos. This is more about losing senior keepers, those with experience and skills that can only be obtained by working in our industry for a number of years.   If you as a zoo Director want your park to step up and make a difference, then stop focusing solely on hiring new talent it makes more sense to hang on to those with the skills and experience in our industry and to do this you should prioritize on understanding WHY your current employees are leaving.   Meet the challenge by Promoting a Healthy Culture, Train your managers and equip managers with the skills to lead with empathy and confidence. create workplaces where people want to stay and grow. And if you can’t do this then go out and find someone that can.   Because, Retention is as crucial as recruitment. timhusband2005@gmail.com

The best reward? Hearing a project member say, “Some simple changes and a different way of looking at it has made a huge impact.” Unique Places Demand Unique Approaches What began as a simple tidy-up, evolved into a thoughtful, carefully considered and pragmatic approach that has transformed the way people interact, stop, and remember Blue Burt Park and Elder Terrace in Hawker, as the gateway to the Ikara-Flinders Ranges National Park! We believe in working with people, not just for them by building on the strengths of the people and groups that make places great. Alongside The Flinders Ranges Council, three key ways we did things differently: 1 | Bringing together the depth of expertise within Council to establish an integrated working group rather than a consultant-led one. It allowed us to identify critical information, limit unnecessary information, simplify the documentation process, and develop a practical approach to on-the-ground work. 2 | Engaging openly and authentically with locals, visitors, and business owners to develop practical solutions that create meaningful impact. 3 | Developing strategies to incorporate local skills, capabilities and identifying opportunities for continuous skill development. When confidence is cultivated and supported in the delivery of projects, everyone involved enhances their ability to contribute to greater regional impact. Together, we’re creating lasting impacts that strengthen and improve peoples connection to regional places and each other. #UniquePlaces #UniqueApproaches #CommunityCollaboration #RegionalDevelopment #LocalSkills #PracticalSolutions #ImpactfulChange #RegionalConnection #IntegratedApproach #CommunityEngagement #TransformingSpaces #SharedSuccess #flindersranges #flindersrangesnationalpark #outbackaustralia #streetscapes

🌿 Exciting Times Ahead! Join the Conversation 🌍 Dear DJV Community, As we embark on our journey with the Diversity Joint Venture for Careers in Conservation, I can't help but feel a surge of excitement about the incredible goals we have set for ourselves. But here's the question: Which area of our DJV's mission gets you the most fired up? 🔹 Is it our vision of being the ultimate hub for Diversity, Equity, and Inclusion (DEI) resources and materials in the conservation sector? 🔹 Perhaps you're thrilled about us creating a unique space where Conservation professionals, DEIA&J experts, and allies can come together to network, share resources, and collaborate like never before? 🔹 Or maybe it's our groundbreaking Conservation Career Employment Network that's got your attention, promising new avenues and opportunities for everyone in the conservation field? 🔹 Are you eagerly anticipating the slew of original content we'll be creating, content that challenges the traditional perception of conservation careers and showcases the diverse faces and stories behind them? 🔹 Or is your passion driving you to be a part of rewriting the "American Conservation Story" by making your mark and contributing your skills and dedication to our shared mission? Whatever your reason for joining #TeamConservation and choosing the DJV, we want to hear from you! Share your thoughts with the group and let us know what aspect of our mission resonates with you the most and why. Together, we are shaping the future of conservation and making a lasting impact on our planet 🌱💚 #DiversityInConservation #DEIA #ConservationCareers #JoinTheMovement #DJVImpact #TeamConservation

🚣🤝🏕️💼he CT Department of Energy and Environmental Protection just announced the start of recruitment for seasonal staff. While we may think of roles like these as temporary or "summer jobs," for many in the state of CT a role like this was the first step in a lifelong career. 🛎Chime in here or message me if you are one of these people I would love to hear where you started and what you have achieved 👏 🌳 These positions range from scientific research to outdoor recreation and law enforcement. Whether it is a passion for nature and conservation or a need for adventure, there are roles for everyone. First steps AND next steps. Valuable experiences and great opportunities for career advancement are only some of the benefits of positions like these. DEEP seasonal staff become part of a broader mission to preserve our natural beauty, serve the public, and bolster #Connecticut's thriving #outdooreconomy, supporting nearly 46,000 jobs. These roles extend beyond the environment; they make a broader impact. 🌈 DEEP is actively working to create a more diverse and inclusive workforce. Whether you're keeping parks safe as a Conservation Ranger or working on projects in Fisheries, Wildlife, Forestry, or Boating, there's a position that could speak to anyone. If you are interested or want to share this with someone you think may be (repost if you can!)... 🔗 get started with this great map: https://lnkd.in/erw3J-ZP