We recently discussed a few of the reasons manufacturers’ in-house training is falling short.  On the flip side, there are many manufacturing companies doing wonderful things to make their in-house training a success.

In this article, we highlight a number of things successful companies are doing. Hopefully, this will inspire you to improve your own in-house training process.

It’s no secret that seasoned or certified skilled labor is in short supply these days. In their report, “2015 and beyond” Deloitte Consulting and the Manufacturing Institute predicted that over the next decade, 3.5 million manufacturing jobs will likely need filled – but a lack and/or gap of skilled labor will result in 2 million of those jobs being unfilled. And as the median age of most skilled labor work forces edges towards retirement, attendance at community colleges – especially for trades – is down 23 percent nationally.

1. They do not have one

2. They have non-compensated employees or volunteers on the board

3. They do not focus on complimenting their weaknesses

When should a small business have an advisory board? Yesterday – if you design or create it right!

Having created & designed over a dozen small business advisory boards, I “guarantee” you that, if done right the ROI can be fantastic!

Steven J. Krisfalusy is a serial entrepreneur who has decades of expertise in O.D. and People Development in over 100 different Industries, including law firms.   Currently the Managing Partner / Sr. Consultant of the Beringer Group LLC. A Management / Human Capital Coaching & Consulting firm in the Midwest. 

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Even the American Bar Association urges law firms (especially small to mid-range) the importance of having a Succession Plan.  Yet, many do not for various reasons and the top 3 are: Time, money, and the resource(s) to actually implement any plan. Usually leaving many that have taken the first step of drafting a plan, to have it sit on the shelf. A costly mistake directly & indirectly! 

As we all know, your future labor force will depend on your ability to train people down to some basic skill levels in-house. Seasoned or certified skill labor are in short supply today.  In the upcoming article - Part Two: How Manufacturers can improve in house training successes, we will offer some free tips and success stories. 

If you have contacted a trade school to try to hire folks recently, you already found out that you are at the end of a long waiting list. Attendance at Community Colleges, especially for skilled trades is down over 23% nationally. 

Below are three (of many) problems I see facing the Industry...

With so much information on line today, a new generation of “interviewees” has emerged. This generation can be highly knowledgeable about how to influence and interview, their skills can often supersede the interviewers.

That makes it harder to get to the truth. Is it an act or is it the truth? A whole new dilemma.

There is one tactic that “no one” can prepare for and that is “Spontaneity”! Another term could be ad-lib.

By going off course from the norm with your questions you will see or hear things closer to the truth.  By peppering in certain questions, hopefully what you see or hear will not be an act.

Some examples to consider:

1. Once in a while I would ask someone to stand vs sit during the interview

2. I often created and presented a scenario and asked the person how they would handle that

3. In between all of that I would pepper in questions like: What are your top 3 strengths as they relate to this job; or why should I hire you vs ….

Remember, no matter how hard people try to analyze and create measureable metrics for people, we always surprise them.

When hiring someone, surprises are not good. By adding some Spontaneity or ad-libbing, you will increase your odds of achieving “no surprises”. 

Good Luck and good interviewing. 

Steven J. Krisfalusy is a serial entrepreneur who has decades of expertise in Business Growth, O.D. and People Development in a vast array of Industries, especially the small- to mid-range markets. Currently the Managing Partner / Sr. Consultant of the Beringer Group LLC. A People & Business Coaching -Consulting firm in the Midwest. 440-552-6599 or This email address is being protected from spambots. You need JavaScript enabled to view it. 

 

Let me start by saying most people work very hard, more than most realize. Yes, they do get a paycheck or have a rewarding experience but keeping the energy tank full is the next challenge in 2017.

2016 was a fair – good year for many-many businesses. Sustaining that or exceeding it will require some new, creative and innovative ideas. We believe that the best ROI for People Development (Sustaining / Exceeding) in 2017 is...

What is coming around the corner?  Your business adopting a Corporate Social Initiative.

What does that mean? In short, it refers to their company/culture having a heart especially for local community needs as part of the culture and something they can engage in also, if desired.

Many companies donate money to good causes but having a Corporate Social Initiative is different in many ways.

Based on my first-hand knowledge working in the trenches everyday with Business owners in over 100 different Industries, I would have to say most would rather go to the Dentist.

At least with going to the Dentist you know it will be over sooner than later and...

In Part 1, we discussed ways to identify when your people’s Vitality is low and how it ties into motivation, goals and much more.

Millennials in general find many company cultures & environments either not self-fulfilling or lack purpose.  This also includes those companies that have slides and ping pong tables in the lobby.  Millennials do not think