1. 1 Leading Employees of all Generations Mike Clancy

2. What challenges do you face in leading different generations? What tactics have you used to attract Millennials? How would more effectively leading different generations help your organization?

3. 4 Leadership Development Trends Source: Forum Corporation Complexity is the new normal 1

4. Source: Forum Corporation The four most important leadership skills are A. Think like a leader A. Think like a leader B. Coach your team B. Coach your team C. Get results through others C. Get results through others D. Engage people 4 Leadership Development Trends 2

5. Source: Forum Corporation Leadership is becoming more collective, less individual 4 Leadership Development Trends 3

6. Source: Forum Corporation The talent shortage is intensifying 4 Leadership Development Trends 4

7. Source: Manpower Group

8. The Numbers: Employment 7.4%US unemployment rate 40.2% Long-term unemployed Jobs needed to maintain expected work volumes by 2014 1.9 Million Jobs lost in the construction industry since December 2007 1.5 million 76% Of owners 50 or older plan to retire in the next 10 years 48% Of those owners are currently working on succession plans 45% Of the workforce is actively looking for work elsewhere 30-40% The % of the workforce in the average large company in the US that will retire in the next 5-10 years

9. © FMI Corporation 2011

10. Born 1946 - 1964 Ages 49 - 67 40% of Today’s Workforce Raised in Rebellion Experienced Growing National Wealth Work is Duty Simultaneous Optimism & Cynicism

11. Leading Boomers Lead Boomers by: Becoming a coach Facilitating, not dictating results Offering them flexibility, authority and respect Challenging them to keep growing (in their own way)

12. Born 1965 - 1980 Ages 33 - 48 45% of Today’s Workforce Dual Career Parents Record Divorce Rates Latchkey Kids Smaller Group Than Boomers, Creates Limited Resources

13. Leading Gen Xers Lead Gen Xers by: Providing a fair and Balanced work schedule Leading with a coaching style Providing immediate feedback and credit for results Pushing them to keep learning just in time for every new mission

14. Born 1981 - 1999 Ages 14 - 32 10% of Today’s Workforce No Such Thing as “Before the Internet” Attention Spans are Short Multiculturalism More People but Younger & Inexperienced Higher Expectations Than Previous Generations

15. The Numbers: The Millennials 80 Million The number of Americans born between 1981 and 2000. 2014 The year 36% of the workforce will be composed of Millennials Surveyed said they would put social media freedom and device flexibility and work mobility over salary when considering a job offer 70% 1 in 3 2020 The year 46% of all U.S. workers are projected to be Millennials. 30% The % of Millennials who started a business in college The % of Millennials planning to change jobs once the economy improves 18% The % of Millennials who believe they have a long-term future with their current organization

16. From Hanson Dodge Creative. 2013

17. Leading Millennials Lead Millennials by: Putting them in roles that push their limits Treating them as professional colleagues Keeping them focused with speed, customization and interactivity

18. How to Select the Right Talent 63% of employers are using video interviews this year

19. How to Select the Right Talent (1) You’re growing or planning to grow your organization this year. (2) You’re expanding across multiple regions or countries. (3) Scheduling interviews is consuming your team’s time and resources (4) You seek greater interview consistency and compliance Source: Wowzer.com (5) Hiring managers are rejecting too many candidates (6) You are trying to reach passive candidates (7) You want to position your organization as innovative to attract top talent

20. How to Select the Right Talent With Millennials, focus on: Perceptions of their future Personality & motivation Work style

22. 57% want more flexible work schedules 33% want more recognition programs 26% want more access to state-of-the-art technology 26% want increased salaries and bonuses 24% want ongoing education programs 20% want companies to provide smart phones 18% want more telecommuting options 11% want more vacation time Source: CareerBuilder.com Motivating & Retaining Millennials

23. Work-life Balance Work-life Balance Meaning & Passion Meaning & Passion Training & Development Training & Development Mentoring & Coaching Mentoring & Coaching Stretch Assignments Stretch Assignments Career Progression Career Progression International Assignments International Assignments Rotational Assignments Rotational Assignments Instant Feedback Instant Feedback Flexibility Flexibility

24. Millennial Scenario Chris 23 year-old estimator Chris is just out of college and has an overly optimistic view of his chances of promotion. He has explained that he took the job because it allows for time for him to spend in competitive mountain-biking, but the pace of the organization is too slow for him. You want to keep Chris because he is a hard worker and has great long-term potential with the organization, however, he has grown increasingly frustrated with how things work there.

25. Retaining Employees Generations of all

26. Leading Generations: Next Steps Review your talent development strategies Have a conversation with your people about their career goals Ask your people what professional development they want Find out what motivates each of your people

27. Action Planning 1 - 2 areas of focus Positive statements Specific Developmental versus business goal I Will…

28. Developing Exceptional Leaders One at a Time About FMI FMI is the largest provider of management consulting, investment banking and research to the engineering and construction industry. We work in all segments of the industry providing clients with value-added business solutions, including: Strategy Development Market Research and Business Development Leadership and Talent Development Project and Process Improvement Mergers, Acquisitions and Financial Consulting Founded by Dr. Emol A. Fails in 1953, FMI has professionals in offices across the U.S. FMI delivers innovative, customized solutions to contractors; construction materials producers; manufacturers and suppliers of building materials and equipment; owners and developers; engineers and architects; utilities; and construction industry trade associations. FMI is an advisor you can count on to build and maintain a successful business, from your leadership to your site managers. 3920 Cypress Creek Parkway, Suite 360 Houston, TX 77068 www.fminet.com Mike Clancy Principal (713) 936-4945 mclancy@fminet.com