Find Partners in Progress online at pinp.org or at issuu.com/ partnersinprogress. An archive of all issues is available. Issues may be downloaded and printed for no fee.
For comments or questions, email editor@pinpmagazine.org.
SMACNA and SMART Partnership initiatives
If there is anything we have learned over the past year in the professional and political arenas, it is that working together in partnership for the industry’s greater good is the only way forward.
The Best Practices Market Expansion Task Force (BPMETF) met in September to discuss ongoing initiatives that are meeting the mark and exciting new campaigns for 2025 and beyond. These programs are designed to bring organizations together for a mutual way forward using tangible resources and education.
SMACNA and SMART have collaborated to create and launch the BE4All microsite, a dedicated platform aimed at providing valuable information and resources to SMACNA and SMART members and the broader community. Officially launched in August, be4all.org offers a wealth of resources, including the Rapid Response Protocol, Learning Journeys, and Bias & Belonging Training. Be sure to check it out and bookmark it for ongoing updates.
A continued priority for both SMACNA and SMART has been the promotion of mega projects. In 2024, the BPMETF developed a one-page document and online resources designed to help contractors showcase key information and visuals from ongoing mega projects. Watch for regional mega project information resources coming your way in the next few months, and in the meantime, check out smart-union.org/smartcareers/ smart-smacna-resources for an overview of what these projects are and require.
The Task Force has also identified the residential market and indoor air quality as areas for exploration and development. It is currently working on a best practices guide and supplementary video addressing residential market share, as well as learning materials explaining how to win grants for IAQ projects.
Planning for the 2026 Partners in Progress Conference is underway! The event will be held at the Swan & Dolphin in Orlando, Florida, on February 16-18, 2026, under the theme United Leadership for Sustainable Growth. This conference will cover myriad topics, including leadership and mentorship, workforce development, AI and technology, mega projects, best practices, local partnerships, winning grants, DEI, and worklife balance. Mark your calendar now and watch pinp.org and SMACNA/SMART social media for updates.
Leveraging the success of last year’s conference, local areas are growing their recruitment efforts with BPMETF resources, such as the comprehensive Job Fair Toolkit, which includes branded display materials and regional handouts. Reach out to the BPMETF if you require any additional, customized materials or with suggestions about how to make these materials and initiatives work harder for you.
SMACNA and SMART have also coordinated their outreach and communications schedules to bring timely, paced information to support your organization. Their ongoing social
media campaigns—Industrial Athlete and Brand Ambassadors— continue to garner attention and are cross-promoted to target existing and potential new SMART and SMACNA members. Follow @industrialathleteofficial, @smacnanational, or @smartunionworks to learn more and to participate.
Don’t forget the Expertise branding materials—available to any local, JATC, contractor, or chapter—to help demonstrate and signify the expertise advantage to hiring signatory contractors and workforce. The Expertise logo licensing agreement is posted on the Partners in Progress website at pinp.org/need-an-expertise-logo. The site also features customizable ads and promotional materials, free for members. Watch these pages in 2025 for an article on the importance of branding and a history of the Expertise program. In the meantime, visit hvacexpertise.com, asm-expertise.com, and industrialexpertise.com for ready-made information you can embed on your local sites or link with to assist with market expansion.
As these initiatives and others unfold over the next several months, connect with SMART and SMACNA social media channels or watch either organization’s website—or pinp.org for case studies, project spotlights, initiative announcements, and key resources for growing market share, recruitment, and best practices in the sheet metal industry. ▪
Going green makes business sense.
LOCAL 85 and GEORGIA SMACNA
SCORE A TOUCHDOWN IN MEMBERSHIP GROWTH
By / Sheralyn Belyeu
Over the last three years, more than 800 new workers have joined Local 85 in Atlanta, leading to a 24% increase in overall membership despite retirements and attrition. Business Manager Steve Langley credits the growth to Georgia’s passion for high school football. “We track the number of hits to our website,” Langley says, “and it doubles, or even triples, in September through December.”
In 2020, the mechanical association invited Georgia SMACNA to join them and other building trades in sponsoring the Corky Kell + Dave Hunter Classic. This series of football games is played at local high schools and in the Mercedes-Benz Stadium in Atlanta. Twenty-two school teams from as far away as Alabama pay to participate in the games. “We partnered with the mechanical and split the sponsorship fee,” says Ginger Slaick, executive vice president of Georgia SMACNA & North Carolina SMACNA.
As program sponsors, the mechanical association and Georgia SMACNA each receive two 30-second TV commercials per game, four 30-second commercials and ads on message boards inside each stadium, announcements during the games, fullpage print ads in all game programs, and interviews during half-time.
Local 85 is also a sponsor with its own commercials and ads. “During the breaks or the timeouts, they will play the commercials,” Slaick says. “We have media posted on scoreboards and the Mercedes Benz Stadium leaderboard to advertise. I don’t have enough staff and volunteers to take advantage of all the opportunities that they’re willing to give us. They’re dedicated to getting us in front of people. It’s been a great partnership.”
Besides the 40,000 plus fans who attend the games in person, over half a million viewers watch the live broadcasts on TV. Nearly 600,000 more fans have access to Corky Kell games through apps, websites, and a national streaming service. “We know our ads are being seen,” Slaick says, “because friends say they’ve seen me on TV.”
Last year she learned that one of her adult son’s friends had not known what she does for a living before this sponsorship. “I had forgotten that people were still seeing it, but his mom told me that her son saw me on TV, and now he has a whole new respect for me and for the industry.”
Reaching teens and young adults was one of Georgia SMACNA’s goals. “We felt like it was a really good target audience for our needs,” Slaick says. “We want those high school students who haven’t decided what they want to do yet.”
“We track the number of hits to our website,” Langley says, “and it doubles, or even triples, in September through December.”
As important as students are, they are only a fraction of the audience for these highly competitive games. “Grandparents are watching, parents are watching, and aunts and uncles watch their nephews and nieces on TV,” Langley says. Since the Local and the Chapter started sponsoring Corky Kell games, recruitment has improved across all age groups.
SMACNA and SMART hired local videographers to film their commercials. Past commercials have included footage of a JATC, an interview with an apprentice, and football themes. They emphasize the opportunity to get an education without student debt and reference georgiaconstructioncareers.com, a subsidiary of the Atlanta and North Georgia Building Trades Council. The website is even incorporated into the top of the official 2024 game schedule logo.
The game commentators hold the interviews during breaks in the play. “I have our women’s committee chairperson and our minority group go to these games,” Langley says. “At halftime we get to do interviews on TV to show that we believe in equality, diversity, and equal pay for equal work.”
“During the breaks or the timeouts, they will play the commercials,” Slaick says. “We have media posted on scoreboards... I don’t have enough staff and volunteers to take advantage of all the opportunities that they’re willing to give us.”
Beside traditional advertising, the sponsorship includes opportunities to build relationships. “They have a big kickoff luncheon the week before the Classic,” Slaick says. Athletic directors, football coaches, star football players, and sponsors are invited. “This helps with recognition because it’s putting more spotlight on the skilled trades.” During actual games, the sponsors also have access to the students, players, and the cheerleaders.
With all its value, the sponsorship brings some challenges. The message boards in each stadium have different technical requirements, especially the Mercedes Benz Stadium, so they need different versions of the commercials and ads.
“I send the specs to our videographer, and he formats the commercials so they will play properly,” Slaick says. But her biggest challenge is keeping up with potential recruits. “We are tracking activity and reaching out to individuals who showed interest or submitted an inquiry,” she says. “Maybe they haven’t graduated yet, so it’s not really time for them to apply to the apprenticeship school.”
It’s not always clear which people have registered with both Georgia SMACNA and Local 85. “We don’t want to bombard
them with calls and emails, and we don’t want to overwhelm them,” she says. “We want them all as potential candidates for the program. Our challenge is continuing to build that relationship. We’re seeing success, and I think we will see more success if we dedicate additional time and personnel.”
In 2022, Georgia SMACNA and Local 85 stepped up their involvement by becoming sponsors of the Georgia High School Football Hall of Fame. “Our business manager is on the Hall of Fame board,” Slaick says. “My husband, son, and I went to the inaugural induction, and it was a major event, with NFL players coming back to be inducted.”
As more sponsors and community leaders build relationships with sheet metal professionals, they can encourage more young people to consider careers in sheet metal.
Georgia’s sheet metal industry needs the increased visibility to meet recruiting goals. Over the last decade, Local 85 averaged 1.39 million work hours per year. New projects drove up demand to 1.7 million work hours in 2023, and workhours continue to increase. “We’re getting more and more work,” Langley says. “The sponsorship has been a very helpful tool. I have appreciated the partnership with Georgia SMACNA to contribute and help out. It’s been a game changer for us to supply the workforce that we need.” ▪
A Colorado native, Sheralyn Belyeu lives and writes deep in the woods of Alabama. When she’s not writing, she grows organic blueberries and collects misspellings of her name.
Breaking Ground in Workforce Diversity
By Natalie Bruckner
Local 56 has a bold vision for inclusion that is reshaping Cape Breton trades and transforming lives.
What began as a vision for inclusivity within Local 56 in Nova Scotia, Canada, has blossomed into a groundbreaking initiative reshaping career opportunities and community engagement across Cape Breton Island. Sheet Metal Workers and Roofers Local 56 isn’t just expanding its membership. It’s crafting a blueprint for unionized work that prioritizes diversity, inclusion, accessibility, and empowerment. Established in 1966, Local 56 represents 140 dedicated tradespeople today, but its influence stretches far beyond these numbers. The local’s innovative partnerships with the five First Nations communities across Cape Breton Island— We’koqma’q, Wagmatcook, Membertou, Eskasoni, and Potlotek—have transformed career aspirations into tangible
“
Another powerful story involves a man with a troubled past who asked Local 56 for a chance to turn his life around. “He had been in trouble with the law, but we saw potential in him,” Wall explains. “With the opportunity and support, he has succeeded in ways he never thought possible.”
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opportunities. This has altered the professional landscape for many. Jack Wall, former business manager/financial secretarytreasurer and now International representative, has been a driving force behind this transformative effort helping to bring together multiple key industry, community, and government leaders.
The seeds of change were planted over a decade ago when Wall set out to provide training for Indigenous community members in trades such as roofing, ventilation, and siding. This initial effort laid the groundwork for broader collaboration, setting the stage for significant advancements that would help redefine the industry’s approach to inclusivity and engagement efforts.
A pivotal moment materialized with generational impact in 2020 when Wall and a team of like-minded industry leaders approached the government with a visionary proposal to ensure equity-deserving representation on every publicly funded job site. “Our relationship with Local 56 opens up opportunities for band members,” says Steve Parsons, CEO of Corporate Services and Economic Development for the Eskasoni First Nations. “This provides them with a chance where they might previously have been reluctant to join.”
This moment for change was a heavy lift but Wall, along with government and Building Trades representatives, established a Community Benefit Agreement. This agreement set a new standard, mandating that 25% of the workforce on upcoming infrastructure projects be apprentices, with 10% drawn from underrepresented groups. “We reached out to Indigenous communities to ensure they had access to training opportunities,” Wall says. This approach not only embraced Indigenous groups but also extended to women, African Canadians, newcomers to Canada, and persons with disabilities, enhancing Local 56’s engagement and commitment to diversity.
Local 56’s inclusivity efforts extend to those with learning difficulties, offering extra guidance and adapting to meet their needs. Wall shares a poignant story: “One gentleman struggled with reading, so for his test, his mother came in to read him the questions. He’s been exemplary ever since.”
The union’s commitment to inclusivity is indeed all-inclusive. Wall’s determination to increase female representation within Local 56 has been particularly impactful. “For a long time, Local 56 had only one female member in over 15 years,” Wall
reflects. Recognizing the need for change, the Local partnered with organizations like Women Unlimited to introduce more women to the trade. This initiative has significantly diversified the local’s membership, reflecting a broader commitment to inclusivity that aligns with industry trends toward greater diversity.
The local has seen a remarkable increase in diversity, with a significant influx of members from underrepresented groups. “Last year, at the annual holiday meeting, 85 attendees joined other members compared to the usual 30 to 40,” Wall notes proudly. This shift is emblematic of the broader changes within the Local, including a recent sheet metal class with 12 students from equity-deserving groups.
Testimonials bring these initiatives to life. Wall recounts the journey of a young woman who is now Local 56’s first female shop steward. Another powerful story involves a man with a troubled past who asked Wall for a chance to turn his life around. “He had been in trouble with the law, but we saw potential in him,” Wall explains. “With the opportunity and support, he has succeeded in ways he never thought possible.”
This story highlights Local 56’s initiatives and the profound difference in the lives of individual members. “To hear a member say that this opportunity has changed their life is rewarding and often overwhelming. I’m proud of the team at Local 56 and the partners that helped create this success,” Wall shares.
Building and maintaining strong relationships with contractors has been crucial to the local’s success. “Establishing a good relationship with your contractors creates a true partnership and ignites success for everyone involved,” Wall explains. His advocacy for underrepresented individuals with contractors has shown the power of trust and collaboration. Wall recalls working with a contractor who was initially hesitant but ultimately gave a young woman a chance, demonstrating the importance of providing opportunities and support to all.
Looking ahead, Local 56 remains steadfast in its commitment to expanding its reach and impact. “We see the value in the efforts, and we will continue to strive for more success,” Wall says.
As the broader industry looks to replicate Local 56’s success, it’s clear that partnerships and initiatives like these are crucial for driving transformative change. SMART Director of Special Projects and staff liaison to the SMART BE4ALL Committee
Louise Medina captures this essence perfectly. “Real change in any industry happens when we work together and include everyone,” she says. “By tearing down barriers and building connections, we create chances for everyone and shape a future where diversity makes us stronger and more successful.”
However, Jen Squirewell, director of chapter management at SMACNA, says, sustaining this progress requires more than just initiatives. “Inclusivity in the workplace isn’t just an initiative. It’s an imperative for the future and strength of our industry. Diverse perspectives drive innovation, and a respectful workplace ensures every voice is heard, valued, and empowered to contribute to our shared success.” ▪
Natalie is an award-winning writer who has worked in the United Kingdom, Germany, Spain, the United States, and Canada. She has more than 23 years experience as a journalist, editor, and brand builder, specializing in construction and transportation. When she’s not writing, you will likely find her snowboarding, mountain biking, or climbing mountains with her rescue dog.
How to Build a COMPANY CULTURE
SMACNA contractors and SMART members are determined to build an industry where everyone is welcome
By Michael McConnell
If you ask John McGow, foreperson with Local 80 who has 30-plus years in the industry, to describe the company culture at Dee Cramer Inc., he answers with a story. “Being a construction worker, you ocassionally get injured. Most of the time, you get some stitches, fill out paperwork, and that’s it. Nobody checks on you, and if it isn’t serious, in a day or two, you are back on the job,” he says.
However, the scenario at Dee Cramer is different. McGow had an accident while working for the SMACNA Detroit member company. “I got injured on a job on a Saturday,” McGow recalls. “Sunday comes and company president Matt Cramer and his brother, Rich Cramer, vice president of service, came to visit me in the hospital. I didn’t even know they knew I was hurt. I’ve never really seen that at another company.”
To McGow, 58, that’s an example of the caring, family-
focused company culture that Dee Cramer is known for. And after more than three decades in the HVAC industry, McGow says he knows that environment isn’t as common as it should be. “I can definitely see a difference working here as opposed to different companies where sometimes you are just a number,” he says.
What is Company Culture?
“Company culture” refers to the values, beliefs, and behaviors of an organization. It impacts everything a company says or does, encompassing the way it treats customers and employees. Company culture can be supportive—or cutthroat. It can be rigid or flexible, welcoming or cliquish. A nurturing culture isn’t something that the construction industry is historically known for, but with a labor shortage that’s only expected to get
John McGow, a foreman at Dee Cramer in Holly, Michigan, explains air balancing to a group of high school students. After working at several sheet metal contractors in his career, McGow says he appreciates the supportive culture at Dee Cramer.
Dan Hampton, sheet metal vice president at The Waldinger Corp., says he encourages managers to check in regularly with their staffs. “See what motivates them,” Hampton says.
worse, forward-thinking construction companies are realizing a positive, encouraging culture is critical to their long-term success.
One example of such thinking is at The Waldinger Corp., a mechanical contractor based in Des Moines, Iowa, with 14 offices throughout the Midwest. Dan Hampton is the company’s sheet metal division vice president. The 54-year-old started at the company in 2005. He encourages managers to talk to their staff regularly. “Ask about their ambitions. See what motivates
Emily Porter, the chief people officer at Waldinger, says that the 4,000-employee company strives to create an inclusive environment where everyone is heard.
them, what makes them get up and want to be there every day,” he says.
Waldinger has long emphasized culture. Emily Porter, the company’s chief people officer, says that even with 4,000 employees, the company strives to create an inclusive environment where everyone is heard. “People know that their ideas are valued,” she says. “We have a lot of innovation that happens simply from people bringing their ideas forward. And we’ve found that has been a big driver of our success—whether that’s in the field, in our shop, or in our offices.”
In today’s labor market, Porter says it’s a necessity. “People are looking for a way to differentiate between employers,” she says. “They’re asking ‘What makes you different?’ And when you’re in a tight labor market, you’ve got to have more to the value proposition than just ‘Here’s how much we’re going to pay you.’”
That’s why Waldinger leadership has spent the last several years clarifying the organization’s values and demonstrating that they’re more than just aspirations or slogans. “I think that’s been a big draw for us,” Porter says. “First and foremost, we’re really a people-centered organization, and you’re going to see all of our decisions focused on that element. We have several development programs to help you grow with us in your career. So, whether that’s taking you from a project engineer to becoming a project manager, whether that’s developing somebody who’s in the field that wants to become a foreperson… we’ve got very formal development programs that really help you accelerate in your career and grow much faster.”
It’s something that Jacob Clark, 27, says he appreciates about working at Waldinger. A third-year apprentice with Local 45 in Des Moines, he came to sheet metal work after several years in warehousing. “At other places I worked, I felt like I was just another numbered employee,” Clark says. “That’s not true here. “There’s a lot of people at Waldinger who know me by name.”
Third-year Local 45 apprentice Jacob Clark says he appreciates the supportive culture at Waldinger.
Sheena Jones, a fourth-year apprentice with Murphy Co., is working to increase diversity in the sheet metal industry.
Creating an Inclusive Environment
Rubiena Duarte encourages construction companies to be open-minded about their culture. Duarte is CEO at Culture Paradigm, a firm that helps companies with diversity and inclusion efforts. She spoke at two sessions on company culture during the February 2024 Partners in Progress Conference in Orlando, Florida. Duarte says fostering a diverse, inclusive culture can help tackle the construction industry’s ongoing labor shortage.
With Baby Boomer retirements well underway and older Gen Xers not far behind, the industry must appeal to today’s twentysomething workers. “For them, yes, getting a salary and having a job is important,” she says. “But other than that, they’re wanting to know, ‘Who am I working for? What is the culture? And am I going to feel okay to show up as somebody who identifies as transgender or a person who is differently abled?”
These are questions the industry will have to answer, Duarte says. She encourages labor and management representatives to meet regularly to discuss issues in a judgment-free way. “The key is to continue having open, transparent, and real conversations,” she says. “Understand that it is not about meeting ‘demands’ but collectively coming together on solutions that are better for the bottom line, which in turn impacts the culture and labor force.”
5 tips for building a strong workplace culture
According to Rubiena Duarte, openness, acceptance, and action are some of the keys to creating an inclusive company culture. Duarte is CEO at Culture Paradigm, where she helps corporations improve inclusion efforts. Duarte has the following five tips for creating a stronger workplace.
1. Establish core values: Be clear about what your organization’s core values are. Ensure all members understand what they mean and how they should guide everyone’s behavior.
2. Embrace transparency: Foster an environment where leaders are as transparent as possible about decisions and changes. It will also make employees more comfortable sharing feedback with management.
3. Have a sense of belonging: Create an environment where employees feel like they are accepted for who they are and that their contributions are valued and respected.
4. Recognize employees: Acknowledge their small and large successes. This does not have to be a cash bonus or award. Shoutouts in meetings, coffee with the CEO, or just a thank you go a long way.
5. Act on feedback: If a leader seeks input from employees or members, they should have a plan for acting on it. People want to see that an organization is listening to them.
Sheena Jones has only been in the sheet metal industry a few years, but she’s already focused on creating the more welcoming, diverse culture Duarte talks about. A fourth-year Local 36 apprentice with Murphy Co. in St. Louis, Jones says she was drawn to sheet metal after taking part in a preapprenticeship program sponsored by Building Union Diversity (BUD). The group works to encourage women and minorities to consider construction careers.
Despite the group’s mission, as an African American female, Jones was disappointed she didn’t see anybody who looked like her on BUD-sponsored visits to several training facilities. But that changed when she went to the Local 36 training center. “There was a white woman and a Black man,” she says. “And I just lit up… It was such a difference from the other training schools that we had visited, just because I could see myself represented. I realized, ‘Yes! This is the one. I’m going to go for it.’”
Since then, Jones has become active in Belonging and Excellence for All (BE4ALL) and on the RISE Committee— efforts by SMART, SMACNA, and the ITI to increase recruiting diversity. “We believe it’s an initiative that other trades are going to adopt,” she says. “We want to create a culture where everyone is welcome and everybody feels supported. We are pioneering this whole culture shift.” ▪
Michael McConnell’s experience encompasses B2B and B2C copywriting,onlinejournalism,andnewspaperreporting.Theformer editorofamonthlymagazineforHVACandsheetmetalcontractors, he’s always interested in finding out the stories behind interesting people and projects.Contact him at mrmcconnell36@gmail.com.
Local 435 Signs PreCast Florida
Employees are “ready to start making doctor’s appointments.”
By Austin Keating
Despite Florida’s status as a right-to-work state, which can disadvantage organized labor, Local 435 in Jacksonville is proving that workers can still come out on top. Local 435 has successfully organized PreCast Florida, a concrete manufacturing company, under a fabrication contract.
The union victory was announced by Local 435 Business Manager Lance Fout, who emphasized that “all workers should have representation and benefits.”
and so incredibly helpful,” Stanford says. “They’ve held our hands through reporting and getting everything taken care of that needs to be done.”
PreCast Florida workers are already feeling the union’s impact. “They’re ready to start making doctor’s appointments,” Fout says, referencing the new access to affordable healthcare for workers at the shop.
The campaign to organize PreCast Florida grew out of the local’s existing relationship with Southern State Duct Masters, a union sheet metal contractor owned by Ashley Moore that has thrived since signing with Local 435 in 2022.
Southern State’s success story caught the attention of Moore’s brother and sister-in-law, Branden and Bradi Stanford, who recently purchased a struggling concrete precast business and rebranded it as PreCast Florida. Despite the change in ownership and name, the company continued to grapple with high turnover and recruitment challenges, mainly due to a lack of competitive benefits for employees.
Seeking a solution, Moore suggested that PreCast Florida reach out to Local 435. Union representatives met with both management and workers at the company to explain the advantages of unionization. The response was overwhelmingly positive, with employees expressing shock at the benefits they stood to gain by joining the union.
“We decided to unionize to be able to provide better benefits to our employees,” says Brandi Stanford. “Lance Fouts came out to our business and met with us to discuss everything and worked out a contract with us at the table. He presented all of the information to our employees and answered all of their questions and concerns during the transition process.”
The CBA included key provisions like healthcare, a 401(k) retirement plan, paid vacation and holidays, and a wage increase to offset the cost of union dues. The company signed on with the local on June 1, officially bringing its workers into the union fold.
“The other individuals at Local 435 we’ve dealt with as the employer, especially Patricia, have been a wealth of knowledge
PreCast Florida’s employees produce a range of concrete products, from light poles and picnic tables to construction castings and ornamental structures. Their work showcases the same level of skill and craftsmanship as their union brothers and sisters in the sheet metal industry.
In fact, PreCast Florida’s unionization is creating a positive ripple effect across both companies. Fout noted that Local 435 members at Southern State Duct Masters are now fabricating some of the metal forms used by PreCast workers to mold their concrete products, resulting in more work hours for union members at both shops.
While the concrete manufacturing industry may be outside the traditional scope of the sheet metal workers’ union, Fout says the campaign demonstrates the flexibility and adaptability of organized labor. “We’ve got a good relationship with the employer, a strong contract, and the employees are happy,” he concluded.
Stanford says she looks forward to continuing the company’s partnership with Local 435.
“The guys already know Lance, and they know he is there to support them should any issues ever arise where they need his help or the support of Local 435,” she says. “As the employer, we have a great relationship already with Local 435, open communication, and look forward to continuing this journey as a part of the union.” ▪
This article was written by Austin Keating and edited with interview notes and revisions by Jessica Kirby. The original version appeared in ACHR News and was reprinted and modified with permission. Visit achrnews.com to read the original story.
Five Ways to Streamline Your Presentations
If you can’t explain it simply, you don’t understand it well enough. —Albert Einstein
By John Millen
We know that everyone is distracted beyond belief. When I’m giving a speech and talking about distraction, I see a room full of knowing smiles and nodding heads.
There is a good reason for that. It’s estimated that we are exposed to some 5,000 marketing messages a day. Our phones constantly beg for attention. We have endless emails, texts, and social media notifications. And the pace of organizations and life is faster than ever.
One. Word. Texts.
This has meant people communicate in increasingly short messages. 280 characters. Five-second sound bites. One. Word. Texts. Or just an emoji.
All of this means that we are awash in information.
Despite all this distraction, there are times we are held captive and must pay attention or seem to pay attention—and that’s at work. We go to meetings—little meetings, larger meetings, and even convention-size meetings. If you’ve sat through a seemingly endless presentation, you know how that feels. And of course, sitting through these meetings on a virtual platform only increases our misery.
Focus your messages
All of this distraction means it’s more important than ever that we focus our messages to be as clear and concise as possible. As subject-matter experts, our biggest job isn’t knowing what to say, it’s knowing what not to say. We have an obligation to cut the clutter and focus on what people really need to know.
But this is hard work. We can take the lazy way out and do a data dump. That’s easy, just put up a huge deck of dense PowerPoint slides covered with words and numbers. Just stand there and talk and keep talking until they get it. That might have been okay in an earlier time, but today, less is more. In fact, less has always been more. That’s why President Lincoln’s 282-word Gettysburg address still retains its power.
Engage
and influence
People are more likely to be engaged, enlightened, and influenced if you give them less information but with more meaning. You don’t have to be perfect. No one misses what they didn’t know was coming. Unless you printed out a transcript, they don’t know what you were going to say.
When I’m working on a presentation with a leader, I often
have to tell them to stop trying to squeeze 10 pounds of sugar into a five-pound bag. I’ve been guilty of this myself. In trying to give workshop participants maximum value, I have sometimes sped up to cover every section rather than leave some techniques for another day. We all need to be part of the solution and give people less information with more understanding.
Here are five ideas for you to streamline your presentations.
1. When planning your presentation, think in terms of ideas.
Decide on your major message, the one thing you want people to remember, and think of three ideas or points that support that message. Then build on those three ideas with one-liners, a meaningful statistic, or a story.
2. Reduce the number of slides by half.
Then remove half of the words on each slide. Force yourself to be clear and concise about your ideas. We think we can multitask, but we can’t. If you have a lot of words on your slides, your audience will be reading them and not listening to you. We can’t truly do both.
3. Consider not using slides at all.
People are there to hear from you. Your slides should only support your points. Having no slides will mean they are fully focused on you and your message.
4. Cut the time of your talk in half.
Instead, use the extra time for questions or just let people go. Nobody complains about a presentation that ends early. “That presentation was way too short,” said no one. Ever. This applies whether you are a CEO doing a presentation or a frontline recruiter.
5. Boil your presentation down to keywords that you can write on an index card.
I call this a “confidence card.” You will know that the brief card is there if you need it, but you’ll be better off without it. Just speak from your heart.
Bonus tip: tell stories. As human beings, we are hardwired for storytelling. Instead of presenting a lot of data, try telling a story that makes your point. Stories are more engaging, persuasive, and memorable. Creating your own story bank will make your presentations much more memorable.
Following these and similar approaches will allow you to use less information with more impact. You get the idea. Think about paring back the amount of clutter you put out in the world. Find the gems and give those as gifts to the people you reach. They’ll appreciate it. ▪
This article was reprinted with permission from John Millen, storytelling and communication coach, conference speaker, and course creator, with more than 25 years of communication experience, including serving as VP of Communications for Fortune 100 companies nationwide and The Hartford. Learn more at johnmillen.com 1 2 3 4 5
Finding a Home in the Trades –
Elizabeth Moses’ journey from Sudanese refugee to emerging leader in the trades
By Tatiana Tomljanovic
Times were tough for Elizabeth Moses and her family when they came to Canada as refugees from the Sudan. When she was just six years old. Elizabeth, her parents, and five siblings were living in social housing in Ontario, and there wasn’t a lot to go around.
“I grew up in poverty,” Moses said. “I just didn’t have a lot. I couldn’t really ask for much. There was uncertainty in my future.”
When it came to a career, Moses’ parents wanted her to go to university, but the cost of tuition was prohibitive. Moses knew from experience in high school woodworking and robotics that she enjoyed working with her hands, so she explored her options and discovered a free precision metal cutting apprenticeship program at a local college. After finishing her apprenticeship, Moses worked as a machinist before moving to British Columbia to take on a second trade.
“I didn’t want to have just one skill,” Moses said. “I wanted to know what else was out there.” Connecting with a wide network of women in the trades through a Facebook group, Moses became friends with the group’s administrator Miriam Jordi, a sheet metal worker from British Columbia who encouraged Moses to try something new.
In British Columbia, Moses soon discovered her love of working with sheet metal. Now in her second year of apprenticeship with Local 280, Moses is the apprentice liaison to the union, representing more than 600 apprentices. She is an ambassador for the SMART Army, and the newly elected cochair of Build TogetHER BC, the women’s committee of the BC Building Trades.
Former BuildTogetHER BC co-chair Sandra Brynjolfson, assistant business manager with the International Brotherhood of Electrical Workers Local 213, nominated Moses for the position in January.
“I’d never met Sandra before that day, but she talked about passing on the torch and giving women a chance, and she gave me that opportunity,” Moses said.
At just 25 years old, Moses has racked up an impressive list of accolades and awards through her community engagement and support for women and young people in the trades. She was recognized by the Women’s Executive Network as one of
Canada’s Most Powerful Women in the skilled trades category and received the 100 Accomplished Black Canadian Women 2024 Award. She was the keynote speaker at the 2024 Canadian Coalition of Women in Science, Engineering, Trades, and Technology conference, and she has hosted and presented at First Robotics Canada competitions. She has also been a mentor and tutor in her hometown with the Women’s Enterprise Skills Training of Windsor.
As for Moses’ parents back home in Windsor, they now recognize the value of the career path she chose.
“My parents are very proud,” Moses said. “They’ve seen a lot of my accomplishments that have come out of the trades.”
Moses envisions getting more young people involved in the trades by presenting at schools to build awareness of career opportunities. She and Build TogetHER have plans to create more committee positions with people taking on different roles and addressing ongoing issues, such as the lack of properly fitting PPE for women in the construction trades industry.
Moses plans to continue her work supporting and encouraging women and youth in the trades in BC both as a union representative and through her work with Build TogetHER.
“I want for young women to believe in themselves, which is why I got into volunteering,” Moses said. “It’s a lot of unpaid labor, but it might help somebody else in the same situation. My position is not unique, being in poverty and choosing the trades to get myself out of it.
“If you want to be involved and be influential, you have to give the trades the time and respect it deserves. My goal right now is to finish my apprenticeship and give back to the community.”
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Reprinted with permission from BC Building Trades bcbuildingtrades.org
