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 shortage in its history!” “America is facing the greatest labor & skills shortage in 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. Source: Bureau of Labor Statistics, U.S. Census Bureau and National Alliance of Business Education Required

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 A.Vision B.Thought C.Influence D.Reciprocity -Zeiss, 2007

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

24. “Personal Vision” Greatest Predictor of Career Success

25. B. Power of Thought We 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. C.Power of Influence Social 9. Law of Learning 8. Law of Self-Confidence 7. Law of Organization 6. Law of Results

30. Power of Influence Social 5.Law of Problem Solving 4.Law of Team Work 3.Law of Work Ethic 2.Law of Communication

31. 1. Law of Attitude

32. Thoughts  Belief  Action Old John 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 Presentations Get’em While they’re Hot and Build your Own Ladder are available at: Amazon.com Thomasnelson.com www.cpcc.edu