Those involved in hiring or managing people will attest there’s often a significant difference between what makes a great employee on paper and what makes a great employee in actuality. How is it that we can hire team members with ideal resumes and impressive qualifications, yet quickly grow disenchanted with their job performance? And practically speaking, when a candidate looks perfect on paper, is there any way to avoid costly hiring errors and high turnover?   We believe there is. In our experience, the reason for the disconnect between expectations and an employee’s performance ..read more

The organization: C&J Catering, a full-service catering company for weddings, corporate, and social events that employs over 100 people The challenge: When C&J Catering’s owner and CEO Jamie Berger reflects on her vision for the company, she’s quick to point out that people are at the core. “Our goal is to make a difference in people’s lives; serving food is an amazing vessel.” Jamie shares. C&J’s mission is to honor God by impacting the lives of our employees, clients and community by providing an atmosphere in which our associates can thrive in delivering a delectable culinary ex ..read more

by Ray Chung, senior consultant “I wish this weren’t the exception” I’ve said on repeat since joining Rising Sun last July. Aspects of our culture, corporate values, and operations have defied my expectations of a servant leadership development firm, and as I’ve gotten to know Jim Rowell, our co-founder and CEO, as a friend and business partner, it’s become clear that Rising Sun is who we are because Jim is who he is. The more I get to know Jim, the more grateful I am. In the 10 Keys of Effective Supervision, Jim wrote in a chapter titled “valuing what you believe” of the importance of leader ..read more

The mere prospect of having a challenging conversation with an underperforming employee can invoke anxiety, but when we candidly hold team members accountable, these dreaded conversations become valuable opportunities for growth. Follow these three transformative steps to excel in giving growth-oriented feedback that holds team members accountable.  Step One: Ask Questions We all know what’s been said about making assumptions, and presuming we know why team members are behaving in a particular way is no exception. That said, whenever we prepare to engage in a potentially difficult conver ..read more

It’s possible for a manager today to oversee up to five generations in the workforce: everyone from Traditionalists born before the end of World War II to Generation Z. Over the past 35 years, the share of older working Americans has doubled, and soon the workforce will welcome Generation Alpha, emerging from the era of artificial intelligence and fully remote classrooms. Each generation has been shaped by unique experiences and values—and may feel supported and motivated by a supervisor in distinct ways. Differing perspectives on success, responsibility, motivation, conflict management, and w ..read more

We’ve heard the adage, “The only constant is change,” and it doesn’t take the wisdom of a Greek philosopher to recognize we won’t go on running our companies or organizations forever. Transition is inevitable, so succession planning is vital. Yet as leaders we confront a host of psychological and practical barriers to preparing our organizations today for unknown tomorrows. Here are four reasons we’re not planning for succession and five principles to guide us when we do. 4 Reasons: Uncomfortable conversations: None of us like to contemplate a time when we may not have our current health, c ..read more

Until a few years ago, I always thought of companies as falling into one of two categories: either you’re exploitative (of the environment, employees, or customers) or you’re ethical. As a consumer I’d tried to support ethical companies, and as a consultant, I’d offered counsel that helped companies move toward more ethical operations. But a few years ago, I became aware of a third way to work, thanks to the influence of Praxis Labs, a New York City-based organization committed to “advancing redemptive entrepreneurship.”  This idea captivated me, so I started talking about it. A lot. My ..read more

It has been a big year for Rising Sun and many of our clients taking their next step in their Servant Leadership journey! Here are a few fun highlights from our journey in 2023 – thank you for being along for the ride!   ..read more

By Ray Chung, Senior Consultant My earliest lessons in servant leadership didn’t come from a textbook. As a child in Malaysia, they came from my parents and friends, and when I moved to the U.S. to attend college, they came from a guy named Dennis. Dennis started working at Messiah University roughly around the year I was born. By the time I began my undergraduate career and work study program, he had been steadfastly serving the campus community for nearly two decades, and he’s still there to this day. Dennis operates largely behind the scenes, and for years, he oversaw groups of students who ..read more

When business leaders talk about “supervision,” many mean nothing more than overseeing team members’ productivity. Rising Sun takes a different approach. After all, we’re managing workforces of human beings, not robots. Supervisors should be coaches and mentors, not simply overseers. This approach asks far more of supervisors, but it’s also far more rewarding: in terms of relationships, morale, longevity and perhaps, yes, performance. We sum up our convictions about the pivotal role of supervisors in our 10 Keys of Effective Supervision training. We’ve recen ..read more