Tackling the Labor and Skill Shortage Crisis: Strategies for Success

1. Get’em While They’re HOT! Facing the Labor and Skill Shortage Implications For Your Organization Dr. Tony Zeiss

2. Wake Up Call

3. # 1 Threat To The Economy Lack of Skilled & Productive Workers Alan Greenspan

4. # 1 Threat To Your State(Your Community) Lack of Skilled & Productive Workers

5. “America is facing the greatest labor & skills shortagein its history!”

6. 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 Hot Dr. Tony Zeiss

7. 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.~

8. Projected Growth in Supply and Demand of Workers With Some Postsecondary Education, 1998 to 2028 Source: D. O. L. Education Required Source: Bureau of Labor Statistics, U.S. Census Bureau and National Alliance of Business

9. 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~

10. Creating Change • Build Trusting Relationships • Create Anxiety, Need • Paint Clear Vision To Fix It • Tap Into Organization’s Core Values

11. Creating Change • Use Strengths and Pride of Organization • Use Reward Systems That Work • Communicate • Arouse Passion • Be Consistent~

12. 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.

13. 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).

14. Good News Smart organizations are discovering how to: I. Attract II. Develop III. Retain Peak Performers for future success!

15. 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.~

16. Sources of New Workers • Emerging Workers • Recent high-school dropouts • Chronically unemployed (often Illiterate) • New high-school graduates • Adults entering work for the first time • Immigrants • Disabled (entering work for the first time) • Existing Workers • Currently employed • Currently underemployed

17. 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

18. 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

19. II. Developing Peak Performers • Provide effective & relevant training for all employees. • Provide effective motivation for all employees. • Provide a supportive & caring environment.

20. Employee Motivators • Recognition • A sense of belonging • A sense of significance & personal growth • Fair compensation tied to achievement & productivity~

21. Help Employees become “Off the Charts” Performers

22. Build Your Own Ladder • Vision • Thought • Influence • Reciprocity -Zeiss, 2007 -Zeiss, 2007

23. A. Power of Vision POWER OF VISION + WILL TO SUCCEED = SUCCESS

24. Greatest Predictor of Career Success “Personal Vision”

25. B. Power of ThoughtWe Are What We Think

26. Thoughts  Belief  Action Optimistic or Pessimistic Reactive or Anticipatory

27. “Remember, whether you think you can or you can’t, you’re right.” -Henry Ford

28. Peak Performer’s Needs Three Essential Skill Sets: • Academic • Technical • Social

29. Power of InfluenceSocial 9. Law of Learning • Law of Self-Confidence • Law of Organization • Law of Results

30. Power of InfluenceSocial • Law of Problem Solving • Law of Team Work • Law of Work Ethic • Law of Communication

31. 1. Law of Attitude

32. Thoughts  Belief  Action Old John

33. D. Power of Reciprocity “We Reap What We Sow”

34. 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.~

35. Why Employees Leave • Distrust • Little or no recognition • Little sense of purpose • Inadequate compensation • Poor work environment • Poor supervisors • Job insecurity • Undervalued~

36. What They Want • Personal amenities like daycare, fitness centers, etc. • Competitive pay. • Opportunities for career growth. • Flexible schedules. • Friendly, inclusive environment.~

37. Promote Leadership Leadership: “The Ability To Influence Others To Achieve A Desired Objective.”

38. To Be the Best, Ask this Question: “How would I compete with myself, my department, my company?”

39. PIG STORY

40. This Power Point Presentation is located at:www.cpcc.edu About the College President’s Office PresentationsGet’em While they’re Hot and Build your Own Ladder are available at: Amazon.com Thomasnelson.com