Get’em While They’re HOT!

Facing the Labor and Skill Shortage

Implications For

Your Organization

Dr. Tony Zeiss

Wake Up Call Wake Up Call

# 1 Threat To The Economy

Lack of Skilled & Productive Workers

Alan Greenspan

# 1 Threat To Your State(Your Community)

Lack of Skilled & Productive Workers

“America is facing the greatest America is facing the greatest labor & skills shortagelabor & skills shortage

in its history!”in its history!”

Hard Facts• 10 million worker shortage in 2011.

- U. S. Bureau of Labor Statistics

• A crisis in finding skilled labor.- National Association of Manufactures;

Senator Tom Harken

• Health care providers & public schools are desperate for skilled labor~

-Get’em While They’re HotDr. Tony Zeiss

Hard Facts

• Baby boomers are retiring.

• Succeeding generations are smaller.

• Low skilled jobs are becoming obsolete or moving offshore.

• Higher skilled jobs are replacing lower skilled jobs.

• America’s talent pool is decreasing; China’s & India’s are increasing.

• Evolving leadership gap.~

Projected Growth in Supply and Demand of Workers With Some Postsecondary Education, 1998 to 2028

Source: D. O. L.

60,000

70,000

80,000

90,000

100,000

110,000

120,000

130,000

140,000

150,000

1998 2008 2018 2028

Th

ousa

nd

sJobs requiring some postsecondary experience

Workers with some postsecondary experience

Source: Bureau of Labor Statistics, U.S. Census Bureau and National Alliance of Business

Education Required

Hard Facts

• U. S. is losing manufacturing jobs.

• 80% of creativity & innovation.

• We must continue to be creative & innovative.

• Jobs of the Future require higher skills & knowledge.

• 40% to 60% of jobs in 2015 don’t exist~

Creating ChangeCreating Change

• Build Trusting Relationships

• Create Anxiety, Need

• Paint Clear Vision To Fix It

• Tap Into Organization’s Core Values

Creating ChangeCreating Change• Use Strengths and Pride of Organization

• Use Reward Systems That Work

• Communicate

• Arouse Passion

• Be Consistent~

Good News

• Those organizations that prepare for the labor & skill shortage will do well!

• Providing a reliable supply chain of skilled workers is critical (and can be done).

• Only 21% of jobs in America require bachelors or higher degrees.

Good News

• 75% of jobs in America require training beyond high school, but below 4 year degrees.

• Most outsourced corporate education is provided by community colleges.

• Community Colleges are driving much of the economy (A great source of skilled employees; very responsive).

Good NewsSmart organizations are discovering

how to:I. AttractII. DevelopIII. Retain

Peak Performers for future success!

I. Attracting Peak Performers

• Establish great reputation for a good place to work.

• Establish a reliable worker supply chain.

• Provide competitive salary and benefits.

• Closely match candidates’ abilities & interests to the job profile.~

Sources of New Workers• Emerging Workers

Recent high-school dropoutsChronically unemployed (often Illiterate)New high-school graduatesAdults entering work for the first time ImmigrantsDisabled (entering work for the first time)

• Existing WorkersCurrently employedCurrently underemployed

Sources of New Workers

•Transitional Workers Dislocated workers Workers changing jobs or careers Recently separated veterans

•Retirees (Baby Boomers) Retirees seeking new jobs Retirees seeking part-time work

Impact of Life-long Learners & “Retiring” Baby Boomers

• Life Expectancy was 47 in 1900; today: 80.

• Retirement age will likely increase.

• Economic changes will require more frequent training opportunities.

• “Retiring Baby Boomers will need education and training.

June 10 Newsweek Article

II. Developing Peak Performers

• Provide effective & relevant training for all employees.

• Provide effective motivation for all employees.

• Provide a supportive & caring environment.

Employee Motivators

• Recognition

• A sense of belonging

• A sense of significance & personal growth

• Fair compensation tied to achievement & productivity~

Help EmployeesHelp Employees

become

“Off the Charts”

Performers

Build Your Own Ladder

A. Vision

B. Thought

C. Influence

D. Reciprocity

-Zeiss, 2007

-Zeiss, 2007

A. Power of Vision

POWER OF VISION+

WILL TO SUCCEED=

SUCCESSSUCCESS

““Personal Vision”Personal Vision”

Greatest Predictor of Career Success

B. Power of ThoughtWe Are What We Think

B. Power of ThoughtWe Are What We Think

Thoughts Belief Action

Optimistic or PessimisticReactive or Anticipatory

“Remember, whether you think you can

or you can’t, you’re right.”

-Henry Ford

Peak Performer’s Needs

Three Essential Skill Sets:• Academic

• Technical

• Social

C. Power of Influence Social

9. Law of Learning

8. Law of Self-Confidence

9. Law of Organization

10. Law of Results

Power of Influence Social

5. Law of Problem Solving

6. Law of Team Work

7. Law of Work Ethic

8. Law of Communication

1. Law of Attitude1. Law of Attitude

Thoughts Belief Action

Old John

Thoughts Belief Action

Old John

D. Power of Reciprocity

““We Reap What We Sow”We Reap What We Sow”

III. Retaining Peak Performers

• First, hire the right people for the job.

• Treat them with respect, trust, and do what you promise.

• Understand why you lose good employees.~

Why Employees Leave

• Distrust

• Little or no recognition• Little sense of purpose• Inadequate compensation• Poor work environment• Poor supervisors• Job insecurity• Undervalued~

What They Want

• Personal amenities like daycare, fitness centers, etc.

• Competitive pay.

• Opportunities for career growth.

• Flexible schedules.

• Friendly, inclusive environment.~

Promote Leadership

Leadership:

“The Ability To Influence Others To Achieve A Desired Objective.”

To Be the Best,Ask this Question:

“How would I compete with myself, my department, my company?”

PIG STORY

This Power Point Presentation is located at:

www.cpcc.eduAbout the College

President’s OfficePresentations

Get’em While they’re Hot and Build your Own Ladder are available at:

Amazon.comThomasnelson.com