|Q: Does it take courage to be responsible?
Douglas Battista: Yes, it absolutely does. Assuming responsibility requires courage because I then become responsible for the outcomes and can’t lay the blame for my action or inaction elsewhere.
Q: I find myself tending to blame an event or even other people for my failures. In what ways does this hurt me?
Douglas Battista: When things don’t go as planned, it’s very natural for us to think of the reasons why our less-than-favorable outcome occurred the way that it did. We make another person or circumstance responsible for the shortfall, rather than looking inside ourselves for a solution. When we do this we’re essentially saying, “I’m Not Responsible”. These “Not-Responsible Responses” are repeated as complaints over and over again, which actually rob us of the time and energy to do something about them.
For the leaders of today’s successful businesses, the ability to motivate people and encourage team unity is essential to everyday operations, according to business professional Douglas Battista. He has spent much of his career studying the various components of human resources and learned valuable tools for building a quality staff able to perform a wide range of tasks. Douglas Battista continues to regularly attend educational seminars and read professional articles that serve as critical resources when developing plans and programs for his own work.
By encouraging training and development opportunities, a business leader can feel secure in his or her employees’ opinions and suggestions, says Douglas Battista.
Empowering people to perform at the best of their ability may require time and patience, but the rewards are worth it. In order to help people come together as a team, Battista suggests recruiting individuals with complementary skills in order to create an efficient system for internal communication.
Q: What are the most noticeable differences between a defined benefit retirement plan and a defined contribution retirement plan?
Doug Battista: The two most common types of employer-sponsored retirement plans are Defined Contribution and Defined Benefit. A “Defined Contribution” is one in which the employer contributes an amount on a regular basis to the employee, typically as a percentage match. The most common approach in a defined contribution plan is for an employer to sponsor a 401K or 403B plan in which the employee must contribute a percentage of his/her earnings. The employer will then provide a match on the employee’s contribution.
Q: What investment options are included in a defined contribution plan?
Doug Battista: In the defined contribution approach, the employee is provided with a number of investment options, typically mutual funds, that can be used for retirement savings. In essence, the employee is then responsible for his/her retirement savings, not the employer.
”Give a man a fish and feed him for a day. Teach a man to fish and feed him for a lifetime.” This old proverb could not be truer, affirms Douglas Battista, Vice President of Human Resources for Jenny Craig in Carlsbad, California. Hard work sometimes seems to be a dying art form that we are failing to teach our children, notes Battista, who believes that his father’s influence provided him the tools needed to focus on a lifetime of career goals. Nothing comes easy, and behind every success are hours of plain hard
work, says Douglas Battista, whose climb up the corporate ladder was not without bumps in the road.
Douglas Battista worked a full time/high stress job while completing his Masters of Science in Organizational Behavior. Many people believed focusing on both would be impossible, but Douglas Battista understood that in order to find his place in the world he had to make his own breaks. There is no substitute for hard work.
According to Jenny Craig’s Head of Human Resources Douglas Battista, leading integration and merger activities is a one-of-a-kind experience. Although the pressure can be intense, Battista appreciates the challenge of bringing different parties together for a common goal.
At its apex in 2008, Jenny Craig had welcomed popular celebrity endorsers Valerie Bertinelli and Kirstie Alley. The following years, however, were ones of decline for the brand. In 2013, Nestlé sold the company to private equity firm North Castle Partners. Douglas Battista says the
two companies needed to unity in order to create and develop the best wellness company on the market.
Currently, Jenny Craig is home to over 3500 employees in North America, the United Kingdom, New Zealand, Spain, Australia, France and the Netherlands. For Douglas Battista, his main priority is to lead the integration of Jenny Craig’s human capital systems, programs and structures. To that end, Battista has formulated an integration roadmap to further distinguish the important activities of the organization.
In the modern business world, a few wrong turns often lead to a full-blown disaster, says HR veteran Doug Battista. Upper management can avoid a bad promotion or hire by establishing a succession plan for when top positions are vacated by long-standing leaders. This complex process ensures management is maximizing the distinct abilities of all employees in the organization.
Established companies like Nestlé, Disney and Procter & Gamble have all used some type of talent assessment,
shares Douglas Battista. Many companies perform this on a regular basis and offer mentorship opportunities to employees with the highest potential.
|Q: How long have you been involved in human resources?
Douglas Battista: For more than 16 years, I have served in a variety of roles in the human resources field. My experiences have given me the privilege of working with a vast array of generous and intelligent leaders and mentors. Each of these talented individuals has taught me a number of important lessons that have benefitted my HR career.
Q: As a human resources director, what is your general perspective about departmental changes?
Douglas Battista: If what I’m doing isn’t adding value to the business, I will stop doing it and search for another solution. When something goes wrong, I must ask myself, “What did I do – or not do – to cause this situation?”
Fitness enthusiast Douglas Battista notes that the Crossfit program can fit into anyone’s lifestyle.
Douglas Battista, an HR professional with a busy workload, says that no matter what an individual has going in their life, or what level of fitness they have previously maintained, CrossFit fits. The CrossFit fitness program is the standard for many law enforcement and military training programs across the nation, reports Douglas Battista. By having a broad range of skills to master, CrossFit offers an all-inclusive health training program that niche workouts don’t.
According to Douglas Battista, the Crossfit program is designed to be personalized, and can be used by
both professional athletes and elderly heart patients with the same level of affectivity. Regardless of experience or past history of training, anyone can scale the program to their personal comfort zone and capabilities. The program works for everyone since individuals need varying degrees of intensity, not different kinds of activity, says Douglas Battista.
Douglas Battista Discusses Value of HR During Turbulent Times Escondido, California, United States of America (Free-Press-Release.com) May 23, 2012 — Douglas Battista has served in human resources in both good, and more difficult, economic times. As Vice President of HR for Jenny Craig, a Nestlé company, Battista has learned the value that a skilled human [...]
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