Transcript
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Provide award-winning services. And what little do people know is that we focus on human capital strategies and our key to success is being an integrator. So I’m going to share those strategies with you today
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The other thing that is a key to our success is that we use three C’s for transformation acceleration.
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This presentation is going to go so fast, so I want to lay out the framework for you of how we’re going to interact.
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If you notice the information about the training program said this is going to be active.
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And Kimberly said this is going to be active. So I just want you to know that you will be acting and active in our presentation. So if you can pull up your worksheet because we are going to, by the end of this conversation.
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Have a strategy for you to put in place for you to act on to become an integrator.
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So what are our three C’s for transformation acceleration? The first thing we do is give you the context. We give you the context for why we think it’s essential for you to understand why you should be a workforce development integrator. The second thing we do is we provide you the content. We let you know what a workforce professional integrator is.
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And the third thing we do is once we provide you the context and the content We give you a catalyst. We provide you a framework for you to go out and execute so you can become a workforce integrator in action by the end of this presentation.
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So let’s get started. So breaking news.
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Did you know that there’s 12% job growth projected in the next 10 years for training and development professionals.
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If you saw on the LinkedIn post that I created, the US Chamber of Commerce talked about having 760,000 jobs opened During Q4 of 2024.
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And now in November of 2024, there were 4 million jobs open In the US, meaning those who were seeking work, there were 1.7 jobs available for them But there are still people who were unemployed.
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So what do these statistics tell us or what should they be telling you?
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They should be underscoring the importance of your work as a workforce development professional, and more importantly, your role as a workforce development integrator.
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So what is a workforce development integrator? A workforce development integrator does three things, even more, but three things specifically. One, you as a workforce development integrator leverage your workforce programs. You know the programs you have.
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You are informed by economic forecasts of what new businesses are coming into play, where they need more resources, human capital resources.
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And you understand the labor market insights of who’s looking for what opportunities, what the demands are for specific skills, and what skills are needed.
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The second thing a workforce integrator does is they unite We unite businesses, career seekers, educators, and agencies because we take the knowledge that we have and we share it with these different stakeholders that we work with.
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And the final thing we do as workforce integrators is we build a skilled workforce that fuels job creation economic growth and creates thriving economies. So that’s what workforce integrators do.
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Now, I have a question for you all. Let’s do a self-check. Are you an integrator based on those three key things that we defined?
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If you can answer these questions. And Kimberly, if people type something in the chat, if you can let me know if they are saying that they are workforce integrators, since I can’t see the chat.
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And I want you to take a moment and just tell us If you do these things, do you actively use your workforce programs, your economic forecasts.
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Or your labor market insights to inform your workforce development strategies.
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If yes, that is excellent. If not, what are you going to do to start doing that?
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The next question I want you to ask yourself, do you collaborate with businesses, career seekers, educators.
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Or agencies, chambers. Economic Development corporations, even people within the workforce development space to align training and employment opportunities with industry needs.
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Hopefully that answer is yes if you need some improvement. That’s okay. Put your action step in for doing that.
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The next question I want you to ask yourself. Are you contributing to the development of a skilled workforce that directly supports job creation and economic growth Let me rephrase that for you. Do you know what the current skills demands are from employers
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And are you translating that information into programs, into services? That career seekers need so when they come and engage with you, they know that the skills that they glean from your engagement will help them get a career opportunity.
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And then the final question I want you to ask yourself.
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Does your work help build sustainable partnerships that strengthen communities Through workforce development initiatives.
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Simple paraphrase. Are you interacting with your communities? Do you see the output of the work that you’re doing as a workforce development professional.
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If yes, congratulations, you’re an amazing workforce development integrator. Keep up the good work.
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If not, let’s see if we can create some action steps to help us move forward in becoming a workforce development integrator. Because one thing we say at DWNA is that we’re all good works in progress. So it’s okay if you’re not hitting all of those areas. We just know that these are four key areas
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That will help us become a more effective integrator and support our stakeholders.
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Any questions there, Kimberly, or any comments?
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No questions, but I can say I can report to you that everybody who has chimed into the chat box has said yes to all four questions.
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Congratulations.
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And somebody said yes to all, but definitely room in all areas for improvement and better connection. So it goes back to what you said is we’re all still a work in progress. Even though the answer is yes.
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Good, good. That’s good to hear. So that take us to the next question then.
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Are you maximizing these data-driven tools? Do you know your workforce programs? Are you involved in attending the economic forecasts? Are you looking at labor market insights?
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And so the question that I have for you here is with the workforce programs, what workforce programs are currently available to align training and career pathways with industry needs in your region.
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As I walked through doing the research over the past quarter in this space and attending workforce Labor Development Conferences, labor conferences.
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There are so many programs, even here in the state of Texas, even in this region in our greater Houston region, there are too many that I can’t keep up with.
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And so what I realized is talking to my workforce development peers makes it easier for me to understand I don’t have to know everything.
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Just have to know people who know something else that I don’t know.
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And so that question is. Do you know your programs? And if you say there might be some that I need to know more about, that’s great. That’s what we want you to do.
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That’s the goal we have for you to do is jot those down.
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The economic forecasts. According to the economic forecast, are you looking at current industry and future labor market demands.
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Now, I will tell you, January is the time that we’ve seen our economic forecast plan for 2025. And unfortunately, due to my travel schedule, I’ve missed every Every one of the economic forecast meetings this month.
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But that’s okay. I can go back and look at those, look at the reports. There are quarterly reports done. There may be recordings of those in your area. And the question is, are you using these forecasts to understand industry trends and future labor market demands that will inform the programs and services you offer to your different stakeholder groups and make them aware of.
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The final data-driven tool I want you to evaluate is looking at labor market insights.
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And ask yourself, according to the labor market data, what are the current skills gaps, hiring trends, and emerging workforce needs?
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If you have that information, congratulations to you. You are definitely a workforce integrator using data-driven insights to help you make strategic decisions that get our career seekers to work and help our employers find that right talent so that they can continue to grow and help our economy and communities grow.
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Any question or feedback on that, Kimberly?
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So we’ve had several people who’ve put into the chat box of the different programs, the workforce programs that are currently available to align training and career pathways. So that’s what most of this has been about. We have a couple of yeses to the other questions, but I think mainly for this part of the chat, they’ve listed the programs.
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Perfect, perfect. And again, go ahead. Did I hear another feedback?
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Okay, then again, I just want you to know, again, we’re all good works in progress. These are tools that we can use. Three categories of tools that we can use to become more effective integrators. And if we have economists in our sphere of influence that we need to work with and build relationships with.
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To help us understand those demands, our labor market economists that can help us understand skills gaps in hiring trends or people in your department that may be responsible for these roles if it’s not your core role. Definitely engage with them because that’s what we want to do. That’s what this integration is about, sharing information.
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The next one, this is so important. Who are your key stakeholders? Now that you’ve gotten the data-driven insights. You’re reflective with those. Do you know who all of your key stakeholders are?
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We’ve provided some for you because based on our experience in going to economic development conferences, labor conferences, speaking to different people in workforce boards.
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There’s always a gap. There’s always a gap. There’s always an opportunity to connect with someone. There may be, it might be because everybody’s so busy, they have their big program that they’re responsible for.
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How much are we talking to each other? And we’ve designed this stakeholder diagram here with the workforce development professional as the nucleus because it is your responsibility to get to know all of your stakeholders.
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So we’ve listed a few here. Of course, we have the employers and the career seekers. They’re very important. The workforce development boards are equally important as well. And what we want you to think about here is Who in your department, who in your organization should you be talking to?
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And building that relationship and sharing information. Educational institutions, we have the two-year colleges, the four-year colleges.
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The trade schools, are there any other areas, any other educational institutions that you might want to build relationships with?
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Because they’re, of course, creating our workforce for today and tomorrow.
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Our government and non-government organizations, who in those entities Do you need to talk to the community service organizations, those that you can share your programs with?
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If we go up to the top, we’ll keep going here at the bottom. The trade associations, the trade associations, those industry specific groups who are in healthcare or aerospace or energy or manufacturing, those specific trade associations who may not know your programs exist but need to know them.
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Are you interacting with them? Are they in your stakeholder group?
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Chambers of commerce, these organizations that have both small, medium, and large businesses together in a group, in an organization, figuring out how they’re going to get business and continue growing the economy.
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And of course, these economic development corporations, the people who actually go out and seek companies to come and do business in your state.
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This relationship is so vital because not having a skilled workforce can make or break a company.
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Or a corporation or an entity coming into your region to do business with you. So these are critical stakeholder groups that we think that you should be thinking about as your key stakeholders.
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Now, I did not put the blank sheet here. I do want to give you a second to give yourself some time to think about who your stakeholders are. So if you look at the second diagram, mapping your stakeholders.
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Type in who some of your stakeholders are. And if you’ve already done that.
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Kimberly, check the chat to see if someone puts in a stakeholder group that we don’t have here.
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Looks like we have K-12, especially CTE directors are some of the best collaborators.
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Nice. Nice. Nice.
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Autumn says. Colleen says travel council and tribal members
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Nice. Nice. Perfect. Well, thank you for those. Keep them coming. And again, we want to jog.
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Your thought process of who your stakeholder groups are. In addition to that.
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With what we’ve provided you, who else could become your stakeholder groups, okay?
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And that’s very important. I will tell you a quick story. I had one of our Texas Workforce Commission representatives with me at an event.
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And it was a small business event. And as I was introducing her.
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Every time she met somebody, they’d say, oh, I have a question about this. Can you help me with this?
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How can I go about taking care of this issue or I need support doing this? And I learned so much from that interaction of just taking that workforce development professional into a room with small businesses There was so much stuff I did not know and I interact with our Workforce Commission and our workforce boards.
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Monthly, daily, weekly. And so this goes to show that When we think about our stakeholder groups, there may be others that we don’t know about, but just know People don’t know that they need you because they don’t know that you exist.
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And they don’t know the pro the programs or services you provide. So figure out a way for you to go out and meet some new stakeholder groups All right. Any other questions or feedback before we move on?
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Yeah, we have a lot of different stakeholders that are coming into the chat box. So I’ll just, I’ll tell you a couple. We have faith-based organizations.
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Volunteer networks and alumni programs, higher ed college boards. So yeah, recruiters and trainers. So we have a lot of different stakeholders coming into the chat box.
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That is so excellent to know. So for those of you who didn’t have those stakeholders, I hope you capture those.
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And look for ways to engage them. So if you say, Dr. Dana, how am I going to engage them?
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Well, wait, there’s more. We have a solution for you. So what we have here is when you’re engaging your key stakeholders, we’re going to provide you an integration strategy because we talked about before what your role is as an integrator, understanding the programs, understanding the economic forecast, understanding the labor market insights, bringing all of that
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Into the forefront with your stakeholder groups. Who are your stakeholder groups? We listed about eight here, but you may have more. The key to integration and for successful integration is first.
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Understanding what the stakeholders goals are. And of course, all of these different stakeholders may have different goals, but at the end of the day, it’s about having a thriving Skills ready workforce to go and work for our employers to continue our community and economic growth.
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So once we figure out what those goals are. We need to understand what your programs provide, what programs your organizations provide, what services you provide.
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To support that stakeholder in the work that they are doing. And then the final thing we’ll want to focus on, this is so critical, are the outcomes. We have to be outcomes focused.
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How will the programs support their goals? We want to get a good understanding of that. One, we might have insight on how we think that they will support their goals, but no one is better than the stakeholder to provide us insight in how the programs and services
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We provide them, will support their goals. And in gaining that insight.
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Our stakeholders might give us some additional insight into new programs and services that they may need in order to help them land those careers And also become skills ready and meet the business demands of having that workforce ready to help them achieve the business
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Any feedback or questions here, Kimberly?
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It doesn’t look like there are any questions. If anybody wants to type any questions into the chat that you have for Dr. Wells, I can read those out to her. But as of right now, there are none.
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Big, perfect. So I will add this question to you. This is our catalyst moment. We’ve talked about the context of the workforce demand, the context of workforce development professionals being in demand. We gave you the content of what an integrator is.
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And strategies of how you can be a more effective integrator. So my question to you.
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What immediate action will you take to strengthen your role as an integrator?
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If you can jot that down, because we do know, like we said at DWNA, we believe we are all good works in progress. So we do know there are always opportunities for improvement.
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And for us specifically today, what can we do? What actions will we take immediately to strengthen our roles as workforce development integrators.
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Kimberly, any comments or feedback in the chat?
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Yeah, so Christy has said for the Immediate action was to map key stakeholders And Marion says, I think Marion is talking about the context, content and catalyst.
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How they like that set up and it keeps how it’s kept this session concise.
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Winnie says increased partnership outreach. Scott says build new partnerships.
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Perfect. Well, we definitely want you to do that. Thank you for the feedback on the on the framing of our presentation because we want you to get busy. The time is now.
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And so I’ll leave you with this. In closing, you are in demand. You are in demand. If you don’t see that now, if you’re not feeling it, I want you to know you’re in demand.
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And you must become an integrator. And for those of you who are integrators in saying that you’ve got to get better, I agree. I have to get better too. So I’m very excited and aligned with you on that. And then the final, final, final thing I want you to know is that you are essential in today’s economy. I hope that our presentation today has demonstrated that.
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And with that, I will close and ask if you have any questions.
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All right. Feel free if you have any additional questions, we have about five more minutes.
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In the presentation, so we can uh Ask Dr. Wells question. So one thing that I have, Dr. Wells, I kind of started off is, which ways or how do you engage stakeholders? What do you think is most productive? Is it cold calling? Is it showing up at events? What are some things that you can give us when it comes to engaging stakeholders?
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Serval, thank you for that question. And I’m going to tell you, it depends. And I would say all of the above.
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For a structured approach, if you have people who you frequently engage with.
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Them what their challenges are. Ask them what problems they need to solve now. And you can create a custom engagement strategy for that group that you already work with. We put the list of stakeholder examples there purposely.
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Because each of them may have a different stakeholder engagement strategy. If there are people you have not met yet, you might want to do a cold call and introduce yourselves. So for example, if you haven’t met with your chambers.
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If they have a monthly meeting, get involved with the organization and get involved with the organization and ask if you can present.
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About your workforce development organization because they would be glad to have you because you’re like the iPhone that they didn’t know that they need until they got it, right?
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The Economic Development Councils, look at those organizations. That you have relationships with, figure out how you can strengthen those. Create the stakeholder engagement strategy for that. For those that you don’t.
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Create a stakeholder engagement for that, whether it’s a webinar you invite them to, come to visit your office.
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You go out on site to visit them. And then for those that you want to continue reinforcing relationships with.
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Check in with them frequently, provide a webinar that they can come to. Any interaction you can have, go out on site, do site visits with them. Just let them know you’re available and that you’re interested in what they are doing.
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Awesome. So I think I hear those are some great suggestions and strategies. And what I hear you saying is to be proactive.
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Proactive.
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And not wait for your stakeholders to come to you, but to be proactive and go into them. George has a question. George says, what has been your experience with strong wheel stakeholders?
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That are resistant to moving the needle forward.
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Give me an example of that. If he could just say like resistant to move forward in what context
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George, if you want to expand, George, you can definitely take yourself off of mute. Feel free.
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So he hasn’ given any additional context Oh, here we go.
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There you go, George. Go ahead.
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Oh, I’m sorry. I had myself on mute. Sorry about that. So I’ve been in HR for 30 years. You get to the point where Look, it’s obvious we’re short on talent. It’s obvious we have high turnover. It’s obvious we got all these issues.
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Let’s look at partnering with Department of Labor. Let’s partner in creating a a training program, an apprenticeship, and you start mentioning all that, they’re like, okay, where are the resources going to come from? They’re not telling you that.
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But it’s obvious they’re not going to spend money. They’re not going to spend resources. They’re not going to assign you or anybody else. And everything that I’ve tried to do, I’ve tried this like three different times with medium and large size organizations, I quit. I give up because you know what? You have to personally know somebody
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Doing exactly what we’re talking about, willing to put your money where your mouth is. And I’m at a point in my career It doesn’t matter. Fire me.
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I’m working for myself as a freelance, so you can’t fire me.
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So you know what? It’s time to stop And let’s have a serious conversation. Now, the only conversation I’m going to have is with a CFO.
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Beginning because he controls the purse strings. So now I’m understanding in organizations, unless you give a director Unless you give a direction All of the managers, directors, VPs, those people, all they are, they are not partnering with you. They’re just in the way and they’re causing a lot of our challenges.
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In the workforce space.
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Thank you for that context. And I do agree with you. It’s good to start at the top of the organization.
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Also, look at a small win. When people talk about not having budgets.
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Taxes. Yep.
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I don’t know what state you’re in, but Oh, you’re in Texas. Okay, so what about the skills development funds? What about the programs that will help fund training for these employers so that they can get those resources where it’s not a budget
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Constraint on them. I think understanding what your state programs are, what your workforce programs are locally will help you mitigate some of those objections they have. If you could come up with a list of objections And come up with some solutions to those objections. I think that’ll help you move
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Better faster. And then also, like you said, talking to the executives in the organization, building that financial business case, why it’s imperative for them to focus on this development.
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When you start talking dollars and lost dollars, lost revenue, inefficiencies, that’s what piques those executives attention. And that’s what I would recommend.
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Perfect. Thank you.
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Thank you so much for that question, George. And that takes us right at the top of our time. So Dana, I know you had a a QR code where we can connect with you if you had further questions. And I did just want to say I saw a couple of comments.
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Yeah, this was…
00:31:18.000 –> 00:31:22.000
About can we have a future session on engagement and outreach?
00:31:22.000 –> 00:31:32.000
So we absolutely can. Stay tuned to NAWDP. We will definitely have that in the works for you. So thank you for that suggestion, Dr. Wills.
00:31:32.000 –> 00:31:38.000
Such a pleasure being with you. We’ve out of time. I enjoy this work so much.
00:31:38.000 –> 00:31:51.000
Please connect with me on LinkedIn. You will get the presentation, the recording, and your worksheet. Keep me posted on what you’re doing out there. And we’d love to partner with you. If you need our support in implementing any strategies.
00:31:51.000 –> 00:31:56.000
Here’s to a successful 2025.
00:31:56.000 –> 00:32:14.000
Thank you. And thank you all for joining us today. You will get an email from me before the end of the week with the recording and along with the PowerPoint presentation and another copy of the worksheet. So thank you all. Have a wonderful rest of your Wednesday.
