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In the middle of June, I suddenly came to feel like my to-do list was my entire personality. I’d find myself mumbling, “ok, what’s next?” all the time! Even when I was doing something I liked, I considered it something to “get through,” rather than something to experience and enjoy. Family gatherings, vacations, even my beloved book clubs (note the plural!) were items on a list to be crossed off instead of fun and meaningful activities. My time wasn’t feeling like my own, and when I did have a small piece of it, I seemed to waste it doing something mindless while I worried about the next obligation.

The worst part was that it was summer! It was the time for fun, and I suddenly considered fun an obligation. I needed to add one more thing to my to-do list: Self-reflect.

For me, that meant carving out time in my schedule to sit quietly and journal. I needed to ask myself some questions so I could figure out how to reprioritize all the things I had to do, scratch out things I didn’t need to do, and make space in my schedule to just breathe.

When it comes to self-reflection, some people are naturals. They have an aura of calm about them and (probably) a yoga mat in their car ready to roll out at any opportunity. Others (like me) understand the importance of self-reflection and have had great self-reflective practices in the past but tend to drift away from those practices when life gets in the way. And that’s just when we need it most!

Taking the time and making the effort to check in with your feelings is an important part of self-care. After nutrition, hydration, and sleep, it is a critical tool in maintaining emotional, mental, and even physical health.

What is self-reflection?

Alex Linley of defines self-reflection as, "…the act of looking inward with the goal of understanding who you are, how you feel and where you want to be. It’s a tool that helps you gain perspective on your strengths, behaviors, thoughts and desires.”

Inward reflection can help provide a deeper understanding of our personality traits, values, strengths, and areas for growth. It also helps you recognize triggers and stressors (something I desperately needed to be aware of at the start of the summer). And it makes room for personal growth and development.

There are a number of approaches or tools available to help facilitate self-reflection. Here are a few options:

1. Journaling

I communicate best in writing, so journaling is a great tool for me, now. When I was younger, it did not work for me at all! I was so self-conscious about what I was writing, and I would cringe every time I thought about rereading or (the horror!) having someone ELSE read what I had written. But I realized it was the writing itself that helped me sort things out, so I started writing with the goal of making my words illegible. It’s just a way to pull thoughts out of my head and process them, and I find myself feeling relieved and relaxed afterward. And I don’t have to worry about anyone (even me) reading my journal because it’s TOTALLY illegible.

There are a number of ways to journal: Guided, gratitude focused, the bullet method to name a few. If putting pen to paper appeals to you, consider trying a few different types to find something that resonates.

For me, journaling is less about documenting my thoughts to review later and more a form of …

2. Meditation

Meditation is a practice intended to quiet the mind and focus us on the present moment. There are types of meditation for every kind of personality, background, and temperament. With some exploration you can find what’s right for you. These practices are designed to help you become attuned to tension in your body and observe your thoughts without judgment to help you gain a clearer understanding of your inner world.

3. Solo Walks or Nature Time

Take solitary walks in nature or spend time in quiet settings. In Japan, this is called shinrin-yoku, which translates to “forest bathing.” According to the Japan National Tourism Organization, “Being in a forest and paying attention to our surroundings stimulates the senses enough to ease the drive to do something, yet is calming enough to allow us a moment of peace.” The serenity of nature can help you detach from distractions and focus on self-exploration.

4. Regular Check-Ins

We’re all busy, and we all can have little slips, like I did, into a way of thinking or being that isn’t serving us. It’s helpful to set aside time regularly (weekly or monthly) to assess your progress, celebrate achievements, and identify areas for growth. Put it on your schedule and treat it like a real appointment! Make a list of questions to ask yourself: How do I feel? What is the best thing I’ve done this week (month)? What do I regret not doing more of?

Answer honestly! Lying to yourself during a personal check-in is like cheating in Solitaire. Sure, you “won,” but what was the point in even playing? Make a mindful decision to watch out for actions and reactions you’ve found haven’t served you.

5. Mindful Self-Reflection Activities

Engage in activities like art, music, or hobbies that allow you to explore your thoughts and emotions in a creative and introspective way. Since I’m being honest (see above), this is something I really need to do more of! Creating something with your own hands is a way of making magic, and even if you don’t love the final product, you can’t help but learn something about yourself along the way.

If this slip from mindfulness can happen to me, it can happen to anyone. I work for a behavioral assessment company, for goodness’ sake! And my job is analyzing assessments! I know how important it is to be mindful of why I act and feel a certain way so I can leverage strengths and minimize challenge areas. But when day-to-day life became hectic, my mindfulness was shoved aside so I could get things done. I just forgot to experience them and enjoy them.

So where did these exercises lead me? After journaling, deep breathing, and walking in nature (which is abundant around me), I realized that I needed to be saying “No” more. And not to other people -- to myself! My personality type is an analytical helper. I found I was constantly trying to analyze what other people wanted and offer it to them while not considering what I wanted or even needed. That is a challenge of my personality. I LOVE to help people, but they don’t always necessarily need my help. And they don’t want me to give it at my own expense.

More often than not, what everyone wanted from me is what I wanted for myself: for me to be present, relaxed and happy. So, I learned to pause before offering more of my precious time to someone who wasn’t even asking for it. And I reminded myself to be present. I’m not perfect at it, but I’m getting better. I also learned to evaluate what “fun” means for me. Sometimes it’s quieter and more casual than summer demands. I need fewer trips to the lake and more time swinging on a hammock while reading a good book.

If you’re feeling stressed or overwhelmed or just not as content as you would like, maybe it would help to explore one of the self-reflection methods above. If you are looking for some insights into your behavioral responses to stress and paths to development at work, contact The Omnia Group to explore our behavioral assessment options.


Also read: 

The Power of Self-Reflection
Mindful Communication: 4 Tips for Interacting with Introverts
The Mindful Leader's Edge: Introducing the Path to Mindfulness
The Mindful Leadership Paradox: How Being Soft Can Make You Strong


Picture this: you’ve just gone through a long recruiting process and found the perfect individual who is talented and possesses all the skills and potential to contribute significantly to your organization. Now the question arises, how do you ensure that this fresh talent is seamlessly integrated into your team, fits into your culture right away, and is set up for success. The answer lies in the art of onboarding, an intentional and well-structured approach that sets the stage for a productive and fulfilling journey for both the new hire and your company as a whole. Let’s dig in and explore why onboarding a new employee the right way is critical to unlocking their full potential, fosters loyalty, and ultimately propels your organization toward success.

First, let’s talk about why it matters. A recent BambooHR survey revealed that 89% of employees surveyed said an effective onboarding process helped them feel very engaged at work. The survey also showed that employees who had effective onboarding feel up to 18x more commitment to their workplace, compared to employees who feel their onboarding was less effective. Unfortunately, in spite of the critical importance of getting it right, only 12% of employees believe their employer's onboarding process is adequate or successful.

The good news is it doesn’t take much to get it right. Here are 5 steps to take to create a great experience and ensure success for your next new hire.

1. Set Clear Role Expectations and Goals

Setting clear role expectations and goals is crucial to successfully onboarding an employee and ensuring their long-term success and productivity. By clearly defining the responsibilities, tasks, and objectives associated with the role, managers provide a roadmap for the new employee's performance and progress. This clarity minimizes confusion and ambiguity, allowing employees to align their efforts with organizational goals. It also helps managers to evaluate performance accurately and provide relevant feedback, which should be done immediately after a new employee performs their first major assignment in the new role, and regularly from that point forward.

While setting expectations at the onset, it’s also important to be sure there’s alignment.  During the recruiting process, both the hiring manager and the candidate can gloss over some fine details while getting caught up in the task at hand –finding a job or finding a great candidate fast. A behavioral assessment is a valuable tool for understanding the employee's traits, strengths, and areas of development and how well they fit with the new role. If you used a pre-employment assessment for the hiring process, and I sure hope you did, share the results now with your new hire. You both can use this insight on your new hire’s personality, communication style, work preferences, and problem-solving abilities and where there is alignment in the role expectations and where there may be challenges.  This information allows managers to tailor their onboarding approach, assign appropriate tasks, and provide support where needed.

2. Implement a Comprehensive Orientation Program

A comprehensive orientation program is vital to successfully onboarding an employee and setting them up for long-term success. This program is crucial in acclimating new hires into the company's culture. It serves as a foundation for their integration into the organization and helps them understand their role within the larger context.

The orientation program should include an overview of the company's mission, vision, and values, ensuring that new hires align their efforts with the organization's objectives. Another critical aspect of orientation is employee development. This enhances productivity and fosters a sense of loyalty and long-term commitment among employees. Furthermore, an effective orientation program should facilitate networking and relationship-building. Providing opportunities for new hires to connect with their colleagues and leaders encourages collaboration and establishes a support system within the organization.

3. Conduct Regular Check-Ins and Provide On-Going Feedback

By conducting frequent check-ins, managers can gauge the progress and well-being of their new hires, ensuring they have the necessary resources and support to excel in their roles. During these check-ins, managers should create an open and comfortable environment where employees feel encouraged to share their thoughts, concerns, and ideas.

The Omnia Development Report can be a big help here to understand your new hire’s unique personality type and communication style. Some employees prefer direct feedback, while others may prefer you soften the approach and deliver feedback in writing, so they have time to process it before a discussion. Managers should tailor their feedback and coaching techniques to suit the employee's personality type. Some individuals may be more receptive to visual aids, while others prefer detailed explanations. Recognizing these differences and adapting your approach can greatly enhance the effectiveness of the onboarding process.

It’s also important to keep feedback balanced – delivering positive, affirming feedback regularly, while also giving straightforward and constructive advice on how the employee can improve and see more success. Keep it specific and actionable. Managers should guide new hires in areas where improvement is needed while acknowledging their strengths and achievements. This helps employees understand their performance expectations and motivates them to strive for excellence. Regular check-ins and constructive feedback foster a culture of continuous improvement and provide employees with the necessary guidance to excel in their roles. It instills a sense of support and motivation, making new hires feel valued and appreciated, which increases their productivity and encourages them to stay with the organization for the long term.

4. Assign an Onboarding Buddy

Assigning a mentor or buddy is crucial to onboarding a new employee and fostering long-term success. By pairing them with seasoned team members, managers can provide the necessary guidance and support to navigate the intricacies of the organization and its team dynamics. A mentor or buddy acts as a trusted advisor and sounding board for the new hire. They can offer insights into the company culture, unwritten rules, and team dynamics, helping the employee acclimate faster. This relationship goes beyond formal training and provides an informal avenue for the new hire to ask questions, seek advice, and share concerns. The mentor or buddy can offer practical guidance on collaborating effectively within the team, building relationships with colleagues, and understanding the team's communication style and expectations.

They can also provide feedback and advice on the new hire's performance, helping them identify areas for improvement and aligning their efforts with team goals. This pairing accelerates the learning process and fosters a sense of belonging and camaraderie. A supportive mentor or buddy creates a safe space for new employees to voice their ideas, share challenges, and receive constructive feedback. It also helps in building a strong professional network within the organization.

5. Provide Resources and Support

Throughout the employee lifecycle, managers should provide adequate resources and support to not only facilitate a successful onboarding process but also ensure the employee's long-term commitment and productivity. Managers can empower new hires to perform their roles effectively and efficiently by offering the right tools, information, and assistance. From day one, managers should provide access to the necessary technology, software, and equipment required for employees to carry out their responsibilities. This includes granting them appropriate system permissions, providing login credentials, and ensuring their workspace is appropriately set up. And make sure this is all set up before the new hire’s first day.

In addition to tangible resources, managers should offer comprehensive training programs that align with the employee's role and responsibilities. This can include on-the-job training and formal learning opportunities to enhance their skills and knowledge. Managers should also be readily available to address any questions or concerns during onboarding. Regular communication and check-ins enable employees to seek guidance, clarify expectations, and gain support to overcome challenges. Moreover, ongoing support beyond the initial onboarding phase is vital for long-term employee success. This includes offering access to mentorship programs, professional development initiatives, and resources for continuous learning and growth.

Effective onboarding requires managers to adopt a proactive and collaborative approach. By combining these five strategies, managers can build a culture of continuous improvement and propel their organization to new heights.

We’re here to help! Whatever your hiring and onboarding challenges are, our skilled Customer Success team is available to provide guidance throughout the recruiting and hiring lifecycle. Our behavioral assessments  are quick, powerful, and now mobile friendly. Contact us today to ensure your next new hire is a huge success.


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Enhance Workplace Effectiveness through Behavioral Assessments


Summer is about to get into full swing, and there are a lot of things to look forward to. Days at the beach or pool. A more relaxed schedule for the kiddos. Vacations. Cookouts with extended family. Wait…did I just hear a fretful gasp? If that last one makes you grimace rather than smile, perhaps you are recoiling at the potential for conflict when everyone gathers around your grill.

Fear not! As a life-long conflict-avoider and peacekeeper (column 2 specialties), here are some tips I’ve learned along the way, with the help of Omnia, that can make your family gathering less tense and more relaxing. (Sorry; I can’t help with the mosquitoes.)

Communication Style

Everyone has a unique way that they interact with others. If you don’t consider that when speaking with someone, it could result in negative assumptions and possible conflict — or at least some irritation. Many people are naturally gregarious and outgoing. They enjoy conversations, weaving stories, and generally being around people. Others are more reserved and concise when they speak. These individuals often listen more than talk and may be careful with their choice of words. They are not necessarily unfriendly, but they might need time to warm up to new people.

Imagine a socially expressive person (let’s call her Brenda) and a socially discreet individual (we’ll call her Amy) trying to have a conversation. If Brenda and Amy do not take each other’s communication style into account, then some friction could occur. Extroverted Brenda might think introverted Amy is aloof or uninterested. Reserved Amy could feel overwhelmed by outgoing Brenda’s attempts at drawing her into conversation.

Now imagine if both participants considered the other person’s natural way of communicating. Gregarious Brenda could talk with Amy one on one to avoid making her feel put on the spot and to give them the opportunity to get reacquainted in a low-key way. Succinct Amy might ask Brenda questions during the conversation to show that she’s interested in what Brenda is saying. And they would both feel that their unique styles were understood and respected, which can help stop conflict long before it begins.

Level of Assertiveness

There is another dimension to consider that affects communication style. Though “assertiveness” sounds like a type of communication style itself, it actually impacts how strongly someone will come across in their interactions with others. An assertive person who is socially outgoing might be the life of the party but might also have potential to dominate conversations. An assertive individual who is socially reserved, while not reluctant to offer their insights when asked, might sometimes come across as blunt or very direct.

Conversely, a person who is unassertive but socially oriented might be friendly, though a little less boisterous in how they interact with others. Someone who is both unassertive and socially subdued could find it challenging to engage in conversations, especially with people they don’t know. They may prefer listening in on discussions more than actively participating until they become more comfortable.

These traits — or combination of traits — have the potential to come across in both positive and negative ways depending on who is at the receiving end of the interaction. But acknowledging and understanding these differences can help mitigate interpersonal conflict. From my experience, discerning the different communication styles and the various personality aspects that impact them has saved me a lot of frustration and potential offense when speaking with people through the years. The benefit of the doubt goes a long way too. Your uncle who responds to your question in a straightforward way might not intend to be curt. Or your aunt who goes on and on probably isn’t trying to talk you out of the conversation. It’s just the way they communicate.

Assertiveness – Part 2

Just like someone’s level of assertiveness impacts their communication style, it also affects their comfort level with conflict in general. Assertive individuals are competitive and win driven; they can handle contentious situations with confidence and not bat an eye. They may even enjoy a little back and forth and find minor squabbles entertaining. Cautious personality types do whatever they can to avoid conflict; they thrive in harmonious, supportive environments and feel drained and sometimes stressed when even a hint of dissention is in the air.

When thinking of yourself and your family members, you can probably easily identify who is comfortable with conflict and who avoids it at all costs. So, if you’re someone who enjoys a spirited debate, stick to likeminded personalities with your verbal sparring. If you prefer the harmony and ease of family unity, perhaps spend some quality downtime with similarly low-key people. Of course, you can’t dodge everyone — nor should you — but be cognizant of the interactions that energize you as well as the ones that deplete you and choose your conversations wisely.

All this presupposes that everyone at the barbeque wants an easygoing time, and let’s be honest, some people just like drama. Unfortunately, I don’t have much advice on dealing with those personalities other than giving a lot of grace and a wide berth. For the rest of us, though, understanding these personality dimensions can go a long way to ensure a peaceful kick-off to the summer.

And wouldn’t it be great to know the communication styles, levels of assertiveness, and other personality traits of your employees and colleagues to minimize conflict on the job too? Omnia can help with our simple, quick, yet incredibly insightful behavioral assessment. Contact us today, and let us help you bring this summertime ease into your workplace. Happy grilling!


Other popular blog posts to read:

Enhance Workplace Effectiveness through Behavioral Assessments
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Did you know May is National Pet Month? I didn’t, but I should have. You’d think one of my pets would have mentioned it! Of course, my cats think every day is national cat month (although they don’t have too much interest in other pets), and my puppy is just happy to be involved in any kind of celebration. Recent celebrations include: breakfast, a treat, one of the cats walking by, and me standing up to get more coffee.

Despite our new mobile friendly assessment, I haven’t had much success having my critters complete an Omnia Behavioral Assessment. The cats just ignored me, and the puppy tried to eat my phone case. So I’ve had to learn about their behavioral traits by close observation. Fortunately, they’re really cute, and I observe them all the time. Since they’re not at all self-conscious, they’ve agreed to help me illustrate the columns that make up the Omnia Assessment.

Just a little background for those of you who are new to Omnia. The Omnia employee behavioral assessment is a quick and powerful adjective checklist that results in an easy-to-read, easy-to-interpret eight-column bar graph. This graph displays four behavior groups (assertiveness, communication style, pace, and structure) as pairs of columns, because every trait has an opposite. It is easy to interpret, but my pets have nothing better to do right now, so they are here to illustrate it further, with…

The Omnia Assessment in Pictures, featuring my pets — two orange boy cats, one tiger tabby, one snowshoe(ish) girl kitty, and a black lab puppy. Please note: I refer to my pets as people, both in this article and in real life. For example: “Hey! People don’t like it when you steal their food!” and “If you people don’t behave, there will be no treats!”

Column 1: Assertiveness/Ambition

This column indicates assertiveness, comfort taking charge, and a desire to earn individual rewards for successes. People with a tall column 1 set ambitious goals for themselves and take risks to achieve them.

Here, Drax leads his siblings in advocating for more food.

Here, Harvey illustrates his willingness to take a risk to capture our Christmas elf.

When people are very assertive, it can seem a little aggressive, as shown by Elsa trying to knock the camera out of my hand.

Column 2: Helpfulness/Caution

This column indicates team focus, collaboration, and helpfulness. People (or pets) with a tall column 2 like to support others and work well as part of a team. Here, Drax (top layer of cat) comforts Groot (bottom layer of cat) during a thunderstorm.

People with a tall column 2 appreciate reassurance and like to provide it to others when they can, like Coki here, who is checking to make sure I’m ok.

Column 3: Gregariousness/Sociability

With a tall column 3 comes an expressive, engaging way of communicating and a desire to interact with others. Elsa is never shy about sharing her feelings, and she likes to work through her problems by discussing them with me. At length.

People with a tall column 3 care about their image and can be quite stylish. Here, Harvey shows us how handsome and festive he is when settled inside a fall wreath someone clearly left out just for him.

Column 4: Social Reserve/Pragmatism

People with a column 4 tend to be more reserved and take time to get to know people. With this column comes introversion and a preference for thinking problems through in solitude.

People with a tall column 4 prefer to avoid the spotlight and blend into the background.

Column 5: Urgency/Flexibility

Although all my pets show time sensitivity when food is involved, Coki is the only one who regularly (as in almost all the time) moves with a sense of urgency. She is ready to run and chase at a moment’s notice, quick to respond to any opportunity for a treat, and reacts immediately to the sound of the bus returning her favorite human to her in the afternoon.

Column 6: Patience/Persistence

Column 6 reflects a more methodical way of doing things. These people prefer not to rush or change gears too quickly. They like the opportunity to plan. Groot is a BIG planner. It should be noted that Groot is just as effective at being a cat as Coki is at being a dog. The key to efficiency is his measured and systematic way of doing things.

Column 7 Independence/Big-Picture Orientation

Column 7 indicates self-reliance, a preference for freedom from strict guidelines, and comfort with thinking (or sleeping) outside the box. People with a tall column 7 come up with innovative ways of doing things.

They prefer to leave details to others.

With a very tall column 7, carefully handling paperwork may not be a strong priority.

Column 8: Preference for Structure/Detail Orientation

Tall column 8 indicates an appreciation for structure and a willingness to think inside the box.

Or basket, as it were.

People with a tall column 8 follow procedures and are meticulous when handling details. I’m sorry, I don’t have pictures of any of my pets acting like this.

I hope this celebration of pet life has helped make the Omnia Behavioral Assessment clearer. If you have any questions, please don’t hesitate to reach out to our service team! But I wouldn’t ask Elsa. She hasn’t really been paying attention.

Women and manufacturing have come a long way. Do you recognize the name Mary Bittorf?  She was one of the first women in the workplace, and it was in a factory, making manufacturing one of the first industries to hire women in the United States in 1905.

And that brings us to Allison Grealis. Allison created a national manufacturing association dedicated to supporting women in the industry. While manufacturing has traditionally been a male-dominated industry, it’s Women’s History Month and we recently celebrated International Women’s Day. Let’s talk about women in the industry and why it’s important.

First, it’s always a good move to do anything that promotes diversity and inclusion. Why? Diversity and inclusion lead to more innovation and more creative work environments. Women bring different perspectives and experiences that lead to new ideas, products, and solutions, and that’s never a bad thing. Women in the industry are needed to break down stereotypes to inspire even more women to pursue manufacturing careers. A diverse workforce helps companies both attract and retain top talent.

According to the U.S. Census Bureau:

As I reflected on women in the workplace, and manufacturing in particular, I had the honor of sitting down with Allison Grealis, founder and president of the Women in Manufacturing® Association (WiM), a national trade association focused on supporting, promoting, and inspiring women in the manufacturing sector. Grealis is also the host of Hear Her Story, a monthly podcast celebrating the stories of women in manufacturing careers.

Taking the Road Less Travelled

Like all great stories, Allison’s started with a deviation from her original plan. Allison had intended to attend law school but quickly realized that her passion was improving lives and forming deep personal connections through her career. She was drawn to mission-driven organizations. Allison’s first job was with PIRG, a nonprofit organization focused on public interest in areas such as consumer protection, government, public health, waste and recycling, and clean water. This is when she really saw the importance of volunteering and giving back to the community.

Grealis earned a BA in English with a certificate in Women’s Studies from Ohio University and a master’s degree in Public Administration from the University of Akron. She went on to work with the trade association Precision Metalforming Association (PMA). She worked closely with small to mid-size business owners. This is when Allison got the opportunity to meet women rising to leadership within the industry. Many of the women she met shared with her the lack of support for women in manufacturing. After struggling to find any national or local associations dedicated to women in manufacturing, Allison, always ready to help, saw the void and stepped in to fill it. She began by creating virtual and social events, then took the leap with her first summit in Cleveland. The summit drew over 130 women from manufacturing. The event was a huge success, and she received requests for more of these events. And then WiM was born.

Our Conversation

I had the opportunity to sit down with Grealis and ask some questions about women in manufacturing and here’s what she had to say.

Question: What advice do you have for women considering a career in manufacturing?

Answer: My advice is to look at all the opportunities available in manufacturing. Do your research. There are so many positions and sectors to choose from. And financially, the manufacturing industry offers a higher average salary compared to non-manufacturing roles. Not only that, but manufacturing offers advancement opportunities and the chance to be involved in innovation and growth. Currently, we see more than 850,000 open positions nationally, so there are a ton of options and opportunities for women interested in the industry.

Question: What changes have you seen through the years in manufacturing?

Answer: There are so many. For example, we have seen more creative benefits and perks for employees, which is vital for attracting people to, and keeping them in, the industry. And of course, there’s so much new technology and smart changes with automation. In the last 5 years, we have seen more focus on culture as well. Unfortunately, something that has not changed is the difficulty surrounding recruiting talent.

Question: What are some of your goals for WiM?

Answer: To grow and strengthen our chapters. We currently have 32 chapters across the US and about 17,000 members. We have been going strong for 12 years. We want to grow our resources for our members and offer more support to leadership. WiM is always looking for ways to support our communities with recruiting, job boards, and opportunities to sponsor.

If you want to learn more about WiM (Women in Manufacturing) chapters, please contact Audrey Imes at


The Omnia Group specializes in personality and cognitive assessments. An employee personality assessment doesn’t only help when you’re looking to fill a new role. The insights you’ll gain from our behavioral assessment can be used throughout the entire employee lifecycle. The Omnia Assessment can be used by industry leaders to effectively manage, motivate, and engage their teams. As the manufacturing industry tackles the problems surrounding recruiting and looks to create more people-centric cultures, the use of personality data is another tool in their arsenal.

Want to learn more about Omnia? Visit me at

March 2023 marks The Omnia Group’s 38th anniversary and our 38th year calling Tampa Bay our home. Those who live here know what a special, vibrant community the Tampa Bay area is. We always welcome opportunities to thank our neighbors for making this area so special by giving back in some way.

During the pandemic, our leadership team decided to select an organization that we could contribute to and support with a long-term commitment. We asked our employees to tell us what issue/cause made their hearts sing or ache, and we received close to a unanimous response about concerns for the homeless or unhoused.

We reviewed our options, and because of the important work Habitat for Humanity does in building and strengthening our community, we were eager to partner with the Hillsborough County chapter when the chance arose. They have a local and active presence and a great reputation, and they were one of the organizations that had very little overhead, where donations and work go directly to those who need the benefit, which was really important to us. The leadership team spent a lot of time reviewing various charities looking to avoid ones that had huge overhead with executive salaries and administration fees or were on the toxic charity list. Habitat lived up to its excellent reputation and stood high and above many others.

Habitat for Humanity is a global nonprofit organization that seeks to eliminate poverty housing and homelessness. It works by partnering with community businesses, volunteers, and recipient families to build safe, decent, and affordable housing. Habitat for Humanity believes in providing “a hand up, not a handout.” The organization also works as advocates to change existing systems and policies which create barriers to safe and affordable housing.

For the past two years, the Omnia Group has donated a portion of our annual profits with a cash donation to Habitat that we send on behalf of our clients (we no longer send a corporate gift to clients), and we are now committed to doing more of these local builds and home preservation programs as an opportunity to get our remote team together where we can bond, put in hard labor together, and leave the day feeling like we’ve made a difference.

When most people think of Habitat for Humanity, they think of its work building new homes for deserving families in need of decent housing. That is their main mission, but did you know Habitat also helps with repairs and restorations?  The Home Preservation Program partners with homeowners and community volunteers and uses donated materials to help eligible homeowners live more independently and securely in their homes. In addition to working alongside volunteers (sweat equity), homeowners repay some of the costs, allowing the program to serve other members of the community. The program is currently open to area veterans only, although there may be additional availability starting next January.

It was a Home Preservation project that brought Omnia’s ten-member team of employees and their family members together with an area veteran and his wife bright and early on the first Saturday of March.

Omnia Habitat for Humanity before

After meeting the Habitat for Humanity representatives and learning the mission (painting the home’s exterior and trim, raking leaves, and helping to remove debris from the yard), the team got to work.

The Omnia team had the opportunity to work closely with the homeowners and get to know them. They also learned new skills, leveraged their existing skills, enjoyed the beautiful Tampa weather, got a great work out, and earned an excellent night’s sleep!

Eager to get the job done, many were able and happy to stay beyond the end of the 2:30 pm scheduled end time to see the finished product.

Naomi Viglas, Sales and Marketing Coordinator, who also coordinated the event, said “I think one of the most special things about participating in a Habitat for Humanity project is getting to work alongside the people who are benefiting from the program. The experience is both rewarding and humbling. Everyone should try to participate at least once.”

Tony Curtachio, volunteer and Omnia’s IT Application and Systems Administrator, found it gratifying to be able to help a veteran by making his family home and property more enjoyable.

The Omnia Group has been honored to take part in a number of wonderful volunteer opportunities from toy drives, shoe drives, harvest gleaning, and mentoring. All have been rewarding, but volunteering with Habitat for Humanity was such a remarkable experience, we hope to repeat it soon.

If you are interested in getting involved with Habitat for Humanity of Hillsborough County, you can visit their website at or go to to find a local branch and  learn more about their programs, volunteer opportunities, and ways to donate.


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