Breslin Strategies Blog

Blog

The War For Talent: Chapter 1

Posted on by Mark Breslin

The Battle Plan

 

Whether you like it or not, you are in the middle of an all-out battle, a race to hire an ever-shrinking number of motivated and qualified workers and develop Next Gen Leaders. A War for Talent. How do you win?

PLANNING AND STRATEGYNext Gen Leaders Construction Speaker

Take the time to perform a simple five-step analysis to make sure your organization is still relevant in the years to come – prepare to win.

Since 2008, I have traveled over a million miles and talked to more than 300,000 people. One of my primary messages during this time period has been about the coming demographic shift and its impact on the U.S. and Canadian workplaces.

Ten years ago, this topic was met with a yawn. Five years ago, leaders said, “Yeah, well, I’m good.” Today? Completely different story. Everyone’s pants are on fire, to put it bluntly. The real question is, “How on fire are they, really?” In other words, how do you figure out the extent to which the demographic shift will impact your organization? I would like to provide you with a method of determining the answer to this question and discovering where YOU stand in the War for Talent.

I give all of my major clients – utilities, contractors, labor organizations and other groups – an upfront homework assignment that I suggest you complete as well. The assignment is deceptively simple, but it is the absolute best place to start if you want your organization to remain even marginally relevant in the coming years.

5 ACTION STEPS FOR YOUR ORGANIZATION

Here’s What To Do:
1. Perform a demographic analysis of your entire workforce.
2. Determine how many Baby Boomers (born between 1946 and 1964) you currently employ.
3. Perform a projection of their overall retirement attrition.
4. Perform a detailed analysis of field leader and manager attrition numbers.
5. Project how many new skilled leaders and lead employees you will need between 2018-2022.

This critical numerical analysis will predict the future story of your organization. After you’ve finished, you will likely find that you are somewhat short of skilled talent. Now think about the news reports you see on an almost daily basis about industries that can’t find enough skilled leaders and employees. One thing should become painfully clear: whether you like it or not, you are in the middle of an all-out battle, a race to hire an ever-shrinking number of motivated and qualified workers…a War for Talent.

It gets worse. You can’t win this war by throwing money at it. No. The only way to win is through planning and strategy – through recruitment, retention and rewards. But it all begins with performing the simple five-step formula above. Do it today. Do it NOW.

Next time, in Chapter 2 of The War for Talent, we will look at two contractors are facing this issue. One is succeeding. The other? Not so much.

Remember: Success is about people. Focus on your human capital first.

For more information on developing Next Gen Leaders, click here.

Microlearning Comes To Construction

Posted on by Mark Breslin

Millennials Embrace A New Way Of Learning

Microlearning is the process of learning in short, effective segments. It works by providing learners with digestible, relevant, interactive learning resources they can apply right away.

A study lead by H.F. Spitzer found that modern learners forget 80% of content from a training session or workshop. Experts also say that you lose part of your younger audience at 90 seconds and a majority of the audience at 3-4 minutes.

Here’s why: Gen Xers and Millennials prefer short duration, high value content. They want critical information in a condensed format and they want it delivered electronically to be used on their time schedule.

The benefits of microlearning are clear:microlearning and coaching

  • Efficiency – short training are easier to fit into an already busy workday and can be applied immediately
  • Retention – retention is higher with digestible, relevant learning focused on one topic
  • Cost Savings – microlearning courses can be produced in 300% percent less time and 50% less cost than traditional courses.

Sounds great, right? But how do you implement a whole new training around microlearning? Breslin Strategies is the first company focusing on microlearning lessons specific to the construction industry. The Professional Construction Leader (PCL) leadership coaching videos were created with these specifications in mind; focused content, cutting-edge micro-learning lessons and the flexibility of mobile technology.

Microlearning + Construction

Watch Sample Training Video

Professional Construction Leader (PCL)

An on-demand video library providing leadership strategy, practical advice and an inspiring message to transform your field leaders. The PCL Series provides provoking insight into critical areas that improve job site performance, communication and motivation.

 

“I think the Professional Construction Leadership training is excellent. Just long enough and focused on a simple and very important concept.”  Paul Grunau, Learning and Development, Api Group

Over 7,000 construction field leaders are already benefiting from our PCL leadership microlearning and coaching!

 

Click here for more information on Professional Construction Leader (PCL) microlearning and coaching.

 

Don’t Let Someone Else Tell Your Story

Posted on by Mark Breslin

employee engagementRECRUITING TOP TALENT: TELLING YOUR STORY

No matter if you are a contractor, labor organization, utility, oil company, manufacturer or service provider, if you want to attract real talent today you have to be good at telling your story. And that story is most often told online – if not by you, it will be told by someone else. You have to tell your story and tell it well, or you might get your ass handed to you.

On one hand I have the client organizations struggling to find qualified help; dealing with employees leaving for more money or lack of interest and completely absent from any form of social media. On the other hand I have clients whose CEO hits up almost every employee on LinkedIn and Facebook on great jobs every week; the contractor who gets over 60% of his hires from employee referral and my good friend whose employees regularly turn down more money to stay where they are communicated with and appreciated. How do we project organizational values? Job growth? Management interest and support? How do we maintain employee engagement? And how do we reach employees and job candidates in this brave new world?

It was not that long ago that I laughed off Facebook. I made fun of it as a stupid time-wasting social enterprise for undisciplined people with too much time on their hands.

Then I got hit in the head with a two-by-four.

A very heads-up young business agent in the Midwest showed me a discussion group on Facebook. It was made up of qualified, skilled craft workers in construction and energy turn-around, connecting peer-to-peer and sharing information on where the jobs are; the quality of certain employers; industry trends; and, in some instances, just screwing around with each other in a good-natured way.

HERE’S WHAT CHANGED MY ENTIRE VIEWPOINT:

THE FACEBOOK GROUP HAS 30,000 MEMBERS

I share this as one small example that the employment world has changed drastically. It is the era of Yelp, Trip Advisor and Glass Door. People are used to evaluating products, services, companies and careers. You have to tell your story and tell it well.

Here are four items that you might want to consider implementing to tell your story more effectively:

  1. Add high-quality video to your home or landing page on the web. Today, the narrative of who you are, what you stand for, how your employees or members feel, and what opportunities exist can be told best in visual form. If I can go on Realtor.com and find ten fixer-uppers in three minutes, shouldn’t I be able to find out all about you without searching a bunch of pages or having to read a ton of narrative? Add video. Don’t cheap out.
  2. Create a high-quality LinkedIn presence. This site is the number one location for talent procurement in the country. Every one of your employees on LinkedIn is available to be recruited 24-7, and every prospect working for someone else that could be working for you is in the same arena. Having a company or organization page, as well as a group, is certainly not a bad way to tell your story, and barely costs anything. Post cool project pictures. Recognize company awards. Tell your workplace safety story there, etc…
  3. In the Careers Section of your website, make sure to include testimonials, especially from Millennials. This group uses third-party validation as their number one reference when making decisions. And if you can combine this with the video idea, you have doubled your impact.
  4. Put up a Facebook page. Yes, it really is important. Think of your organization like a big extended family unit. They want to know what’s going on with the other family members. These can be crews, divisions or simply those working far away. Maximize the engagement and connection of what everyone is doing in this centralized way. This is a place for positive personal engagement to occur, to show camaraderie and tell your story in a more informal way – not only to prospective employees, but to your own people, as well.

Click here for more information on employee engagement and training.

Remember, connection and engagement matter to everyone.

Honoring The Field

Posted on by Mark Breslin

This article is dedicated to the men and women who work in the field. Yes, contractors in our industry take 100% of the risk, but they can do nothing alone. It takes the combined effort and integrity of the tens of thousands of dedicated union craft workers who together build our communities, our states and our nation. They deserve respect and should be honored for their efforts every day.

It angers me that sometimes those who work in our industry do not get the recognition for the expertise they bring to their jobs – not to mention their work ethic and the sacrifices they make pulling two or even three-hour commutes each way to support their families. Success is not a cubicle and a keyboard for everyone. Our craftsmen and women create things of lasting value with their heads, hearts and hands — and often make a very good living doing so. Some people simply can’t appreciate the fact it might not fit their ideal of what “success” is in America today.

My dad was a union Carpenter and went on to become a union contractor. My grandfather and great-grandfather were blue-collar Italians who went on to become builders in San Francisco. They all worked their asses off. Their work ethic was legendary. It was their example — not my college GPA — that made me who I have become. The roots of America were forged by working people. And construction, most interestingly, has been the economic ladder used for more than a hundred years by those who wanted a better life. First the Irish, Italians, Chinese, Eastern Europeans and African Americans climbed that ladder. Now Mexican and Central American craftworkers are doing the same.  Some were discriminated against or looked down upon at first, but they kept going, fueled by their total commitment to their own potential, their families and their future. They chipped away enough to create a handhold on the American Dream. They deserve the honor and respect for their hard-won success against so many odds.

In today’s society, young people often admire those who have made fortunes by creating ideas. Yes, we are in the “idea economy” today, and to a lot of young people it looks easy and accessible. But the world doesn’t operate solely on a fast-money digital platform. Working people still form the backbone of what makes America great. I have tried hard in my parenting to pass that message on to my children. The lady at McDonald’s in her paper hat; the maid at our hotel; the truck driver in that rig; the janitor at your school; the waitress at Chili’s – they are not there to serve you. They are there because that is the best job they can get to take care of their families. And they may have another job on top of it. And you, I tell my children, will pay attention; you will stop and appreciate them. And you will not take for granted any advantage life provides for you. Working people work hard, and they will be respected for it.

Construction Unions and Associations have a similar philosophy. They support and serve union contractors who are committed to providing their workers what they need and deserve. Those who work for union companies receive some of the highest pay and best benefits in the nation, and they know that is something to live up to. There are cheaper ways to do contracting – but it is often on the backs of those who do the work. These contractors (many of whom carry frayed union cards in their wallets) understand their people and have a kinship with them that transcends the paycheck. They understand the importance of working people, and no matter their own success, they know that without those willing and loyal craft workers, there can be no industry.

Honor the field – it’s the right thing to do.

Preparing for 2018: What’s Your Story?

Posted on by Mark Breslin

As you look ahead in 2018, chances are you’re thinking in terms of budgets, new work opportunities, equipment purchases and a thousand other details involved in running a successful business. Manpower is probably right at the top of your list, too. How are you going to find a new crop of bright, qualified people eager to get after it and work their tails off?

Regardless of whether you are a contractor, labor organization, utility, oil company, manufacturer or service provider, if you want to attract real talent next year – and beyond — you have to focus on one thing above all others: tell your story, and tell it well.

In today’s business environment, having a great story to tell is essential. A 2016 Forbes article called storytelling “the new strategic imperative of business.” People respond to a powerful, authentic story about what your organization does, why you do it, and your goals for the future. It motivates them and makes them want to be a part of what you’re doing.

Continue Reading

The Abuse of Apprentices Stops Now

Posted on by Mark Breslin

“I can’t believe I signed up for this s***.”

And so began a tale of stupidity, short-sightedness and tradition that reflects a broken culture and wasted talent.

The words were spoken to me by a young man in March 2017 after I gave a presentation  to 400 young people serving their union apprenticeships. During my talk, I asked a question that I have been asking for over 10 years to well over 100,000 union craftsmen and women: “How many of you during your apprenticeship were hazed, teased, called names, given meaningless work, ignored or not taught because the guy in front of you was afraid for their job?” And in that room, like the other 200 times before, 95% of the hands slowly rose into the air.

Ninety. Five. Percent. In the year 2017. Not 1970 or 1990. Today. Now.

Continue Reading

The Skilled Workforce Illusion, What Good Leaders Look Like & How To Find Them

Posted on by Mark Breslin

Skilled Workforce Illusion

Podcast: Play in new window | Download | Embed

Subscribe: Apple Podcasts | Android

The Construction Leading Edge podcast from www.constructionleadingedge.com is an interview with Mark Breslin of Breslin Strategies, and in this construction podcast, we cover topics including the following:

Topics covered in this construction podcast:

  • Why we need a well-led workforce, not just a skilled workforce.
  • Common mistakes contractors make when it comes to their field level leaders.
  • What is the ROI for investing in field leaders?
  • Characteristics to look for when you’re hiring or promoting leaders.
  • How to move up in the ranks of your company if you’re an up-and-coming leader.
  • Key areas to train your leaders on.
  • What progressive project owners understand about field leadership, and what they’re doing to make sure they get it on their projects.

Hey Employers: Shut the Heck Up: 90% vs 10%

Posted on by Mark Breslin

Most of the union employers I know have at one time or another complained about the quality of their apprentices. For sure the reviews over the last few years is that the training is getting better, the instructors are more professional and that they see progress. But the reality of the situation is this: the union and apprentice program only have their hands on an apprentice for around 10% of their hours during apprenticeship. The employer has him or her for the other 90%.

In my view then, the quality of the apprentices reflects the employer community’s ability and commitment to developing the apprentices. Their complaints might be best directed at the mirror.

This is a big shift in mindset. Most employers want to simply call the union hall and get a qualified individual sent out ASAP. But in the case of apprentices, this is simply unrealistic. That 90% of on-the-job training is going to make all the difference in their performance, attitude, and behavior. The link here is for the foremen and lead men on the jobs. Employers need to communicate to them the critical importance of coaching and development.

Apprentices cannot be the necessary evil or the pain in the ass new guy or girl.  Apprentices are the foundation for the future. And employers, whether they like it or not, have the majority of the responsibility to develop apprentices into top craft workers. This is a conversation that has to occur time and again until they get it. Most will reject it, thinking that is what the union is for. But this discounts the partnership that labor and management must engage in. Whoever wins the War of Talent, wins the War for Market share.

Remember, the partnership of talent development is an absolute necessity – so reach out to at least one employer a month to ask for the necessary help and support to build our next generation.

The Three Most Important Words a Leader Can Live By

Posted on by Mark Breslin

Three words sum up one of the greatest challenges and opportunities for most leaders. And those three words are as simple as this:

ASK, DON’T TELL.

These words are critically important for leaders at every level of an organization. No matter if you are a CEO or an aspiring rookie leader.

Here are five reasons why everyone needs to Ask, Don’t Tell:

1. Leaders are usually great at giving directions. Telling people what to do is fine, but does not engage them.
2. Asking people their viewpoint prior to taking action creates higher levels of buy-in.
3. Input leads to innovation and improvement. Can’t do it without the “ask”.
4. Asking people before telling them trains them to think for themselves and allows you to test and evaluate their judgment.
5. Asking shows respect, appreciation, accessibility, and humility. All these lead to higher levels of loyalty.

Now if you are like me, a hard charger Alpha type, this is not easy. Especially if you are under a deadline or under pressure of any sort. But by using these three words religiously, I have turned my job from Director to Teacher. From Dictator to Team Leader. From Quarterback to Coach. I can tell you for certain, those three words will do more than you can imagine. And the cool part is, you can’t really forget the concept.

Hey, it’s only three words.

ASK, DON’T TELL.

And remember its people before projects. That’s what makes the difference.

 

Seven Tips for Effective Delegation

Posted on by Mark Breslin

Delegation is the key to advancement. If you can’t find effective ways to move things off your plate and onto others’, you cannot advance.  If you can’t delegate in a manner that leverages the talent of those around you, then you can’t advance.  If you hoard tasks and responsibilities because you like them, have always done them, or are afraid to let go, then you cannot advance either.  So here are seven strategies to delegate well:

  1. Be clear in identifying the desired outcome, including the deadline.
  2. Be clear with your original directions. Do not assume they can or will fill in the blanks.
  3. If necessary, make them write down key details. Sometimes people are too embarrassed to take the notes they will need an hour, day, or a week later.
  4. Ask them if they have any questions before they engage in the task. This saves both you and them time.
  5. Tell them they can come for help if necessary. But if they encounter a problem in execution, tell them not to bring you a problem only but at least one alternative to solve it. Otherwise, you create a dependent workplace culture where thinking for one’s self is not encouraged or required.
  6. Delegation frequently leads to mistakes. Analyze the mistake. Avoid blaming. Determine whether a mistake is someone else’s fault or your own. That’s right. Yours. If you did not help someone understand a task, timeline, technical aspects, or other vital information, how can you expect that person to succeed? If it is the employee’s mistake find out how it was made. Does he or she have a skill deficiency? Poor analytical or judgment skills? A lack of confidence? An inability to obtain the buy-in of others? Spend the time this time so that the problem is unlikely to occur next time.
  7. Praise accomplishment. Delegation has a payoff for you and them. You don’t have to do the tasks, and employees get ownership of a positive outcome. Let them know if they did well. For many people that is the best motivation for taking on more responsibilities next time.

For more resources on training leaders to delegate and prioritize click here.

Remember, delegation is the ladder of advancement for almost all of us.  If we don’t let go of things we like to do, we won’t move on to things we need to do.