Investing In Your Employees: Lisa I. Perez Of HBL Resources On The Benefits of Offering Continuous Professional Development (CPD) Initiatives For Employees
An Interview With Chad Silverstein
Improves Employee Engagement: When employees are given the opportunity to continuously develop their skills, they tend to be more engaged and motivated in their work. CPD fosters an employees sense of purpose and helps employees see a clear path for their career progression. Studies consistently show that engaged employees are more productive, creative, and committed to the company’s success.
Investing in team development has become increasingly crucial for forward-thinking companies, who understand that their greatest assets are their people. From implementing innovative training programs and wellness initiatives to cultivating a supportive work environment, these strategic investments play a vital role in enhancing employee satisfaction and retention. As the business landscape evolves, mastering effective methods to support and retain employees is pivotal for achieving long-term success. I had the pleasure of interviewing Lisa I. Perez.
Lisa I. Perez, SPHR, SHRM-SCP is a USA Today Best-Selling Author, Founder of HBL Resources, Inc., The Complete Manager Makeover, National Management Training Week. Her firm is an approved provider of recertification credits for SHRM and HRCI and Lisa speaks on her mission of Transforming the Human in Human Resources®. She volunteers for The Jim Moran Institute, S.C.O.R.E. and her local chamber and been recognized with two 2020 American Business Awards® Silver Stevie Awards for Entrepreneur and Human Resources Professional of the Year. Originally, from Brooklyn, NY, she is a wife, mom, grandma and considers herself a craft geek.
Thank you for joining us. To start, could you share a little about yourself, and how you got started?
Yes, Thanks for the invitation! I got my true start in 1991 when I entered the hospitality industry. At the age of 22, I was transitioning out of the legal field, was excited about the change and eager to learn and apply my skills in a new industry. I enjoyed a very successful career complete various promotions that usually required relocation. After about 10 years, I launched my first HR Firm which remained open for almost two years but I realized I needed additional entrepreneurial skills so I put my business ownership dream on hold to upskill myself. It would take another 10 years for me to prepare to go for it again. Then, in 2011 after 20 years in HR, I left my corporate c-suite role to relaunch my HR consulting firm and return to my lifelong dream of entrepreneurship. Now, my firm HBL Resources, has completed 13 years in business, we’ve launched a training and development division under “The Complete Manager Makeover” brand and founded National Management Training Week. It has been challenging and rewarding at the same time, and we are just getting started!
What was your biggest challenge in those early days?
In the beginning of my managerial career, before launching my firm, being young and standing at an “impressive” 4’10, I was one of the only Afro-Latina women in upper-management. I always believed I had to work harder to demonstrate my competence and constantly prove myself but that was not always the right perspective. Having excelled in my roles and achieving great results for my organizations, I quickly rose up the corporate ladder but was also very aware that I needed to develop additional proficiencies. This became a major priority for me and required me to take a deep, introspective look at myself, allowing me to identify opportunities for growth that would enhance both my personal development and my leadership skills. As I started to better understand myself, and others through courses such as DISC, I was able to personally and professionally improve myself, particularly my leadership abilities. Fortunately, it didn’t take long for my work to stand on its own merits and my self-improvement to flourish. While there were definitely some bumps throughout the journey, I found my way in the industry and persevered.
Was there anything specific that inspired you to prioritize CPD initiatives in your company?
Because of my own career experiences, Continuous Professional Development is at the heart of what I do. After decades in the workforce, I both saw and experienced a need for ongoing support and training to ensure managers had the people skills necessary particularly to navigate the human element of managing teams. Management and the HR function is so much more than paperwork. Managers must realize that they are a true human resource in the workplace and when provided the proper guidance, training, and real life “know-how”, leaders are better equipped to lead effectively yet empathetically, which results in improved overall performance.
Can you explain why this is important for the success of a business?
The best thing I’ve found about CPD is that it transcends the office and supports individuals in every area of their lives. Professional Development training like DISC, Generational Diversity, Fundamentals of Communication, Collaboration and Team Development, assist people managers to better navigate their responsibilities. When managers are equipped with real-life “know-how” and continuous learning, they can better adapt to their changing workforce and workplace. It also provides a foundation to improve adaptability so they can remain agile and innovative, positioning themselves and their organizations for sustained growth. In essence, investing in CPD fosters a more engaged, efficient, and stable workforce, ultimately driving the individual’s and their organization’s success.
Can you please share with us, and briefly explain the first major initiative you started that directly benefited your employees?
One of my first major CPD initiatives was while I was working at one of the most Iconic Hotels in Miami Beach. At the time, this hotel’s guest service and employee opinion survey scores had a lot of opportunities for improvement. Morale, teamwork and recognition were critically low and as the Director of HR, I was at the forefront and expected to lead the way to improve it. My first major initiative was to assemble a committee called the Team Member Council (TMC). This group had one representative from each of the 26 departments within the hotel. We met regularly and part of it was focused on the groups CPD. It was through every single one of them that positive organizational change was created. These 26 team members became an extension of the HR department and positive voices for change throughout the hotel. They were responsible for helping to develop and promote the positive employee relations initiatives while ensuring that every department was involved. As I facilitated the meetings and steered the committee, we created employee recognition processes, developed and administered a hugely successful suggestion program called “Bee a Solution”, and we flawlessly executed hotel-wide employee events that fostered the sense of camaraderie and improved morale throughout the hotel. Together, with a shared mission, the power of CPD that strategically developed the TMC into a high performing team, we were able to positively change the workplace environment resulting in the improvement of our employee survey and hotel guest service scores. We were so successful that both the hotel and I received industry recognition. It remains one of the highlights of my career.
Do you have an example of a situation where you didn’t get the result you were looking for, and tell us what happened as a result?
I honestly can’t recall a time when I implemented CPD initiatives and they were unsuccessful.
What has been the most impactful CPD initiative you’ve seen other companies offer, and how did it inspire or influence your own approach?
One of the most impactful CPD initiatives I’ve seen was one that I experienced first-hand. It was part of a CPD program early in my career. At the time, I was a Human Resources Administrative Assistant for a hotel management company with over 200 hotels nationwide. I participated in what they called the Hourly in Development (H.I.D.) program. It required me to rotate through various positions across the hotel, spending a week or two in each role. This initiative provided me with a solid foundation in understanding the job functions and expectations of every position within the hotel, from front desk to housekeeping to food service.
This program greatly influenced my own approach to CPD initiatives. It demonstrated the value of immersing employees at all levels in different roles to gain a holistic understanding of the business and its interdependent workforce. That experience has influenced my implementation of similar programs throughout my career. Recognizing how crucial it is for employees and their leaders to experience different facets of the organization. It also inspired me to create job shadow and mentoring programs which provide additional learning opportunities and foster a well-rounded workforce.
What challenges might companies face when implementing these initiatives, and how can they overcome them?
One common challenge companies face when implementing Continuous Professional Development (CPD) is time constraints. Employees often feel overwhelmed by their daily responsibilities and struggle to find time for training. To overcome this, organizations can adopt microlearning strategies, where content is delivered in small, manageable chunks that fit easily into the workday. Additionally, a company can really demonstrate their commitment to CPD initiatives by allocating specific times for CPD activities which ensures employees have time for both their regular tasks and professional growth, making it easier for employees to engage in continuous learning. Another challenge is definitely budget constraints, especially for smaller organizations with limited resources. Training programs can be expensive, but companies can maximize their impact by utilizing free or low-cost options like online courses, chamber of commerce webinars, access to LinkedIn Learning via local library card programs or in-house mentoring programs. To make the most of available resources, it’s also important to prioritize development initiatives that yield the highest return on investment, focusing on training that directly addresses current skill gaps and aligns with business objectives.
Can you share a story of an employee who significantly benefited, and how it affected their performance or career trajectory?
So many amazing employees come to mind. Throughout my career, I’ve witnessed countless numbers of employees commit to their own development by taking advantage of the CPD opportunities provided and then watched them excel in their careers achieving promotional opportunities and lateral job transfer opportunities as well. One particular colleague comes to mind having started as a front desk clerk and through consistent CPD and her own drive to excel has consistently experienced an upwardly mobile career in hospitality culminating in a Corporate Office role. Additionally, my own commitment to growth and development was exemplified when early in my career, I too she started in hospitality as a front desk clerk, then progressed within the HR discipline and
accomplished the role of Corporate Director of Recruitment and Succession Planning within 10 years. That’s the impact CPD can have!
Could you please list the “Top Five Benefits of Offering Continuous Professional Development (CPD) Initiatives For Employees”? Can you explain what you mean?
“Top Five Benefits of Offering Continuous Professional Development (CPD) Initiatives For Employees”?
- Increases Employee Retention: Investing in CPD shows employees that the company truly is committed to their personal and professional growth which leads to greater job satisfaction and loyalty, since employees will inevitably feel valued and supported. When employees have opportunities for growth, they are more likely to stay with the company, reducing turnover and saving on recruitment costs.
- Attracts Top Talent: Offering CPD initiatives identifies a company as an Employer of Choice which attracts top talent and positions the company as one that values learning and development. Today’s workforce is looking for a company that will support their continued growth and advancement. A strong commitment to CPD makes the company more appealing to the high-performing individuals who want to be part of an employee centric, forward-thinking, growth-oriented company.
- Improves Job Performance: CPD equips employees with the latest skills and knowledge they needed to excel in their roles. By staying on top of industry trends and training employees in the best practices, employees enhance their performance while contributing to the organization’s goals. This improved job performance translates into higher productivity and better business results. CPD is just good business overall.
- Improves Employee Engagement: When employees are given the opportunity to continuously develop their skills, they tend to be more engaged and motivated in their work. CPD fosters an employees sense of purpose and helps employees see a clear path for their career progression. Studies consistently show that engaged employees are more productive, creative, and committed to the company’s success.
- Prepares Employees for Greater Responsibilities: CPD initiatives help employees build the necessary skills and competencies not just for their current roles but prepares them to take on additional responsibilities within the organization. This is the foundation of a thriving Succession Planning process. By preparing employees for additional responsibilities including leadership roles, CPD supports internal promotions, successful succession planning, and the businesses ability to grow. This proactive approach ensures that the company has a pipeline of qualified individuals ready to step into key positions as they become available.
How do you measure the success and ROI of these CPD initiatives?
Measuring the success and ROI of Continuous Professional Development (CPD) is all about looking at how it impacts both employees and the organization as a whole. One of the main things to watch for is improvement in employee performance, which can be seen in their productivity, quality of work, and overall efficiency before and after taking part in CPD programs. It’s also important to check how the program affects retention and turnover — when employees are more engaged and feel supported, they’re more likely to stick around. Employee feedback through engagement surveys helps gauge how motivated and satisfied they are before and after professional development. Another sign of success is when you see more internal promotions, showing that CPD is doing its job of preparing employees for leadership roles and helping with succession planning. Finally, you can look at the financial side by seeing if CPD leads to cost savings from reduced turnover and better productivity, along with any revenue growth linked to improved employee performance. Collection and analysis of various data points both before and after CPD implementation is critical to gather information and get the ROI information required to support its continuance.
Looking forward, how do you see the role of CPD evolving in the next 5–10 years?
We are already witnessing the future of CPD and its placing greater emphasis on soft skills, such as emotional intelligence, self-leadership, team leadership and adaptability. These will be increasingly essential in navigating the ever-changing workplace. In addition, with the fast-paced advancements in technology, automation, and artificial intelligence, the need for continuous upskilling in these areas will become essential. Finally, CPD must become fundamental to an organization’s strategic initiatives, helping them develop talent but also stay competitive and agile in an ever-changing business landscape.
What advice would you give to business leaders who are hesitating to make these changes?
I encourage them to see it as an investment, not an expense. While it may seem like a commitment of time and resources, CPD helps build a more skilled, engaged, and loyal workforce, leading to increased retention and higher productivity. Even starting small can have a big impact, as it shows employees you value their growth. In a rapidly changing business environment, those who invest in upskilling their teams will stay competitive, while those who don’t risk falling behind. The benefits of implementing a CPD initiative far outweigh the risks of failing to do so.
Can you share any upcoming initiatives or plans you have for further investing in your employees?
At the forefront of our initiatives is supporting organizations with their employees. We want to increase awareness of National Management Training Week ensuring organizations routinely focus on implementing CPD initiatives for their employees and especially their managers and leaders. We are also dedicating resources to develop E-Courses for the Complete Manager Makeover curriculum, ensuring that organizations have the necessary support for implementation of CPD initiatives to invest in their employees at every level.
How can our readers follow your work?
Readers can follow our work and stay updated on initiatives like National Management Training Week by visiting our website at www.hblresources.com and subscribing to our newsletter. They can also connect with me on most of our social media platforms @hblresources where we regularly share insights, updates, and resources related to The Complete Manager Makeover training and other professional development initiatives. Engaging with our content on these channels will keep them informed about upcoming events, workshops, and valuable resources to enhance or support their organizations CPD initiatives.
This was great. Thank you so much for the time you spent sharing with us.
Thank you, it was a pleasure sharing insights with you, and I appreciate your invitation for me to participate.
About the Interviewer: Chad Silverstein is a seasoned entrepreneur and Thought Leader with over 25 years of business experience. He has founded, operated, and exited multiple companies and now builds into a handful of high impact CEOs. Chad has launched multiple online communities, including a recent leadership development platform, and also serves as a strategic advisor for Authority Magazine’s thought-leader incubator program.
To learn more and connect with Chad visit: chadsilverstein.io
Investing In Your Employees: Lisa I Perez Of HBL Resources On The Benefits of Offering Continuous P was originally published in Authority Magazine on Medium, where people are continuing the conversation by highlighting and responding to this story.