WELCOME TO THE 2019 SEAoPCONFERENCE › docs › SSEC2019 › connecting with gen z.pdf ·...

SEAoP 2019

Bethlehem, PA | June 5

WELCOME TO THE 2019 SEAoP CONFERENCE

Connecting with Gen Z Engineers: Managing a Cross-

generational Structural Engineering Firm and

Building a Dynamic Culture and Better Place to Work

David W. Dinehart, PhD, Professor, Villanova University

Dennis Mordan, PE, Managing Principal, O’Donnell & Naccarato

Mike Mulhern, PE, Founder and Managing Partner, Mulhern + Kulp

SEAoP 2019


•Greatest Generation before 1928

• Silent Generation, Traditionalists 1928 – 1945

•Baby Boomers, Boomers 1946 – 1964

•Generation X, Gen X 1965 – 1980

•Millennial, Generation Y 1981 – 1997

•Generation Z, iGeneration 1998 – present

Definitions (Pew Research Center, 2015)

SEAoP 2019


Generational Differences (modified from Moore et al., 2017, “Engineering

Education for Generation Z”, American Journal of Engineering Education.)

Topic Boomers Generation X Millennials Generation Z

New Technology TV Computers Internet Smart Phones

View of Self Confident Independent Winner Adaptive

Learning/Teachin Rote, hands-on Self directed, mix

of technology

Groups, lots of

assessment

Groups, tests,

“gamification”

Education Freedom of

expression

Pragmatic Structure of

accountability

Individualized

Goals Build a stellar

career

Build a portable

career

Build parallel

careers

Build a fun,

Entrepreneurial

career

Rewards Title and corner

office

Freedom,

flexibility

Meaningful work Social change

SEAoP 2019


Education Pedagogy to

Engage New Structural Engineers


SEAoP 2019


Villanova University = National Championships

SEAoP 2019








of technology

Groups, lots of

assessment

Groups, tests,

“gamification”


expression


accountability

Individualized


career

Build a portable

career

Build parallel

careers

Build a fun,

Entrepreneurial

career


office

Freedom,

flexibility


SEAoP 2019








of technology

Groups, lots of

assessment

Groups, tests

“gamification”


expression


accountability

Individualized


career

Build a portable

career

Build parallel

careers

Build a fun,

Entrepreneurial

career


office

Freedom,

flexibility


SEAoP 2019


Integrate Active and Problem Based Learning

Help Students Extract Answers form an Ocean of Information

Assess Often and Provide Feedback

Engage Creativity

Help Students Make Connections

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5 Recommendations Working with Gen Z

SEAoP 2019


An

In

ve

rte

d C

urr

icu

lum

A

ctiv

eLe

arn

ing

Interdisciplinary Project and

Introduction to Civil Engineering

Sophomore Year: Mechanics I and II

Structural Analysis and Design

(Steel and/or Concrete)

Capstone (Structural or Interdisciplinary)

and/or Graduate Courses

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Fosters community, personalizes interaction, and improves student learning

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Course Instrument Mechanics I

n=57

Mechanics II

n=45

Lecture Notes 4.2 4.3

Problems Solved in Class 4.9 4.9

Homework Problems 4.7 4.5

Quizzes 4.3 4.0

Practice Exams 4.6 4.8

Exams 4.7 4.4

Overarching Problems 4.6 4.0Mean scores shown. Rating scale: 1 = No contribution … 5 = Significant contribution

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Course Survey Feedback: Assessment

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Gen Z: Adaptive, Smart Phone, Individualized

Participate in real-time in class or online or 100% off line

Archived material

53% of students are part time

13

An E Learning Graduate Program

SEAoP 2019



Education for Generation Z”, American Journal of Engineering Education.) Oklahoma State University





of technology

Groups, lots of

assessment

Groups, tests,

“gamification”


expression


accountability

Individualized


career

Build a portable

career

Build parallel

careers

Build a fun,

Entrepreneurial

career


office

Freedom,

flexibility


SEAoP 2019


Social Change and Structural Capstone

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Honduras: 2nd Poorest Country in our Hemisphere

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Reinforced Concrete Cross, 2000

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Volunteer Center 2001 – 2003

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Volunteer Center 2004 – 2005

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Vision of a Bilingual School, 2005

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Eight Buildings Completed by 2007

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Technical Learning(design, construction, materials, global)

Non-technical Learning(cultural, social, personal, religious)

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SEAoP 2019








of technology

Groups, lots of

tests

Groups, tests

“gamification”


expression


accountability

Individualized


career

Build a portable

career

Build parallel

careers

Build a fun,

Entrepreneurial

career


office

Freedom,

flexibility


SEAoP 2019


• An entrepreneurial mindset consists of three key elements: Connections, Curiosity, and Creating Value.

Entrepreneurially minded individuals:

habitually connect information from many sources to gain insight and manage risk; and

have a constant curiosity about our changing world and employ a contrarian view of accepted solutions;

create value for others from unexpected opportunities as well as persist through, and learn from, failure.

https://www.engineeringunleashed.com/

24

Entrepreneurial Mindset

SEAoP 2019


Video Lectures: Modules I, II, III

PowerPoint Presentations

Excel Design Tool and Design Guide

Homework Assignments

Available for review at www.aisc.org/reviewdinehart

Content for Faculty Teaching Steel (via AISC and KEEN)

25

SEAoP 2019


• Historical Development of Girder-Slab, Founder’s Background, Structural Components, Term Definition, Fabrication, Basic Cross Section, and Construction

Module I: Connections (10 minutes)

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• Research and Development: Proof of Concept Testing, Load to Failure Demonstration Testing, Higher Level Full Scale Testing, Design Guide, and Technical Paper

Module II – Curiosity (14 minutes)

27

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Development and Use of Excel Design Tool, System Advantages and Limitations, Pricing Example/Cost Breakdown, and Corporate Financial Model

Module III – Creating Value (13 minutes)

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Large Scale

• Inverted Pedagogy- Course

- Curricula

• Service Learning Projects- Design

- Trips

• Entrepreneurial Minor

Small Scale

• Timely Feedback

• Inverted Class or Module

• Impactful Social Change examples

• Entrepreneurial examples- Steel Modules

- KEEN ($$$ available)

- www.engineeringunleashed.com

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Suggestions for Engaging Generation Z

SEAoP 2019


•Millennials prefer working in teams, continuous assessment and immediate feedback, active learning, and are driven by impactful work

•Generation Z wants the impactful work to be aimed at social change and desire an entrepreneurial career

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Conclusions

SEAoP 2019


Thank You

SEAoP 2019


Managing A Cross-generational

Structural Engineering Firm

Dennis Mordan, PE, SECB, Vice President

2018 Top 5 Best

Structural Engineering

Firms To Work For

32

SEAoP 2019


What is Cross-Generational?Different Drivers

Different Goals

Different Approaches

Different Needs

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SEAoP 2019


Cross-Generational = Age Diversity

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SEAoP 2019


How does Age Diversity work for Engineers?• Engineers historically have been formulaic

• We like rules and similarity• This is “how we’ve always done it.”

• “It worked for me, it will be good for you”

• “You need to pay your dues”

• The rules have changed!

Don’t Spit into the Winds of Change!

35

SEAoP 2019


How do we manage people Cross-Generationally?1. Where do we see the same?

2. Where can we do things that serve multiple different

goals simultaneously?

3. How can we bring differing viewpoints closer together?

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Focus Points

1. CULTURE, CULTURE, CULTURE!

2. Technical

3. Soft Skills

4. EQ

5. Programs

6. Financial

7. Benefits

TRAIN

ING

37

SEAoP 2019


CULTURE, CULTURE, CULTURE

• Everything is about Culture

• What do you want to be?

• What does each generation

expect you to be?

• Mission & Vision Statements

• Core Values

• All facets speak to culture

Engaging &

Diverse

Respected &

FairFun & Inclusive Celebrate &

Appreciate

38

SEAoP 2019


TECHNICAL

• Digitally Native vs Feel

• Combatting the Engineering

Judgement Deficiency

• Using the Comparative Brain

• Hand Calculations ……“WAIT WHAT

• Early Exposure to high-end concepts

• Training

• On-the-Job

• Out-of-house

• Programs

39

SEAoP 2019


SOFT SKILLS

Communication is key

Establish a two-way dialogue

Connect team members of differing

generations

Encourage smart client contact

Non-technical training

Have staff present to others

Treat soft-skills just like any other

learnable skill set

Young engineers engaged with the

team get more opportunities

Use programs to reinforce messaging

40

SEAoP 2019


EQ=EMOTIONAL INTELLIGENCE

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SEAoP 2019


EQ=EMOTIONAL INTELLIGENCE

1. EQ is about understanding

and connecting

2. Individualized Approach

3. Personality Profiling

4. EQ Training for older staff

5. Contextualized Learning

• Why vs What

6. Next Generation

Performance Reviews

• Should be a conversation

• Listen first

• Sincere caring component

• Set path for incremental

improvement

• Improved Focus and

Focused Improvement

• More granular steps

• Once a year is too little

too late

42

SEAoP 2019


PROGRAMS

• They need to support the culture

• Training, team building, communication, inclusion

• Examples: Continuing Education

Mentoring

Lessons Learned

Wellness Program

Night School

Bring Your Passion to Work

Corporate Philanthropy

Spot Bonus

Technology Committee

Standards Committee

Brown Bag Lunch

Culture Club

Make Your Own

43

SEAoP 2019


FINANCIAL

Financial Philosophies• Baby Boomers: Work hard for the

Paycheck

• Gen X: More balance but still $ motivated

• Millennial: Culture, Flexibility,

Collaboration, Skill Training are more

important that $

• Gen Z: D. ALL OF THE ABOVE

• + meaningful work

• + personal growth

Don’t expect that your drivers are the same

as other

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SEAoP 2019


BENEFITS

Review Your Packages• What serves most people?

• What flexibility can be built in?

• What is obsolete?

• Ask what is wanted?

• Match your culture

TelecommutingPTO

401K

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SEAoP 2019


With modest, incremental

changes over time your

cross-generational office

can yield better work and

a better bottom line.

THANK YOU

46

SEAoP 2019


Managing A Cross-generational

Structural Engineering Firm

Dennis Mordan, PE, SECB, Vice President

2018 Top 5 Best

Structural Engineering

Firms To Work For

Questions – Comments

47

SEAoP 2019


Building a Dynamic Culture and a

Better Place to Work

Michael Mulhern, PE, Founder & Managing Partner

#3

48

SEAoP 2019


What is “Dynamic Culture”?

A dynamic culture is created when meaning, significance and

purpose permeate throughout all levels of an organization and

are shared and understood by everyone. The belief that you

are part of a mission that has a clear vision is inspiring and is

essential to having a dynamic culture.

49

SEAoP 2019


What is a “Better Place to Work”?

A better place to work is created when an organization

embraces values that are important to the individual

employees, while attempting to promote the collective good.

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SEAoP 2019


What Employees Value What Best Firms to Work For Must Provide

Competitive salary and bonuses Profitability

Sense of Security Excellent Benefits

Work/Life Balance Flexible Scheduling, Efficient Project

Management

Productive and Focused Work Day Clear Communication and Expectations

Professional Development Training and Development Resources

Trustworthy Management Servant Leadership

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SEAoP 2019


What Employees Value What Best Firms to Work For Must Provide

Company Capable of

Achieving the Vision

Recruitment and Retention of

Outstanding Employees

Team Atmosphere A Positive, Encouraging Environment

Enjoying Coming to Work Fun Company Activities

Keeping Things in Perspective An Environment that Cultivates a

Sense of Humor

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SEAoP 2019


Mulhern & Kulp Generational Demographic (Simplified)

• Over 60 Employees

• Management – 80% Generation X

• Technical Staff – 87% Millennials

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SEAoP 2019


So what does this mean?

• Labels can be frustrating – the generational differences are

guidelines at best and there are many exceptions to the rule

• At the core is a desire to assess what people value and see if

they can be accommodated and still accomplish the mission

and fulfill the vision. Leaders must listen and pay attention

to the staff.

• However, we have made many changes over the years and

have come to realize that many were based on generational

differences:

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SEAoP 2019


Acknowledging the importance of “Work-life balance”

• Limiting mandatory 48 hour work weeks

• Switching staff engineers from Hourly to Salary

• Implementing flex time, including flexible scheduling

• Allowing the possibility for remote employees

• Setting up all employees with remote access

• Half-day Fridays in the summer

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SEAoP 2019


Structured professional development

• M&K University

• Company sponsored “Lunch & Learns”

• Technical Training Workbook

• Formal Training for New Employees

• Suggested Reading Library

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SEAoP 2019


Clear Path for Advancement

• Comprehensive annual reviews

• Detailed position descriptions

• Path to promotion spelled out clearly

Benefits that Matter

• Flexible Spending Accounts for Health and Childcare

• Tuition Reimbursement

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SEAoP 2019


Opportunities for Collaboration & Teambuilding

• Company standards are reviewed and developed in teams

• Sponsoring research at Villanova, led by a team of M&K

employees

• Management encourages “lateral” collaboration among staff

• Company sponsored lunches like “Taco Tuesday” and “Pizza

Friday”

• Monthly Happy Hours

• A minimum of six Company events a year

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SEAoP 2019


THANK YOU: Questions – Comments

Building a Dynamic Culture and a

Better Place to Work

Michael Mulhern, PE, Founder & Managing Partner

#3

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SEAoP 2019


THANK YOU: QUESTIONS – FEEDBACK

Connecting with Gen Z Engineers: Managing a Cross-

generational Structural Engineering Firm and

Building a Dynamic Culture and Better Place to Work


Dennis Mordan, PE, Managing Principal, O’Donnell & Naccarato

Mike Mulhern, PE, Founder and Managing Partner, Mulhern + Kulp

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WELCOME TO THE 2019 SEAoPCONFERENCE › docs › SSEC2019 › connecting with gen z.pdf ·...

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