You transform people’s lives for the better every day as you help employees advance in their career. You also help your Hiring Managers and company attain goals and objectives. But what about you? How do you stay productive when the pressure is ON, when you are often simultaneously dealing with unrealistic expectations, deadlines, and conflicting top priorities. You play a significant role in the success of your company and during this session you will learn 7 specific strategies to be at your BEST when the pressure is ON!

And…NOW What?
10 talent management takeaways from an AEC HR team pushing through unprecedented upheaval

Joel Peterson, SHRM-SCP, Global Director of Human Resources, Kohn Pedersen Fox Associates, P.C.

As far back as the 1900’s, when the first personnel management department was created at the National Cash Register Company, human resources has been a complex yet essential component of a business.  World events, however social or political, do not change the need for a company to recruit, retain, develop and reward employees but they do require businesses to be nimble if they are to adapt and respond to changing times.  Nothing proved that more than being the HR leader of a global design firm navigating internal and external disruptive forces.  Join us for this engaging and candid keynote as Joel shares 10 talent "Ah ha!" realizations born of managing talent through unprecedented upheaval. 

About Joel:
Joel leads global HR operations for 700-strong, New York-based architecture firm Kohn Pedersen Fox. His 15 years of progressive HR and Operations experience within the A/E/C  industry has given him a true understanding and appreciation for the intricacies of running a business. Hire, support, and lead your people well and your business will thrive and succeed. Joel enjoys connecting people to each other through experiences so they can be inspired to achieve their own personal level of greatness at home, at work, and out in the world. 

Today’s A/E/C firm employs a wider range of generations than ever before, and principals and Talent Management professionals face great challenges when bringing on board the first digitally native cohort of new staff. Raised with smartphones and educated online, they are conditioned to have high expectations of brands they are loyal to.  This carries into their employer of choice and attrition among Gen Z is high, impacting the bottom line of A/E/C firms.
Want to stand out as an “Employer of Choice” to land and keep promising but untested talent? 
Let’s start with a deep embrace of the needs of Gen Z, the fastest-growing part of the workforce. In his data-packed opening keynote address, workplace alignment expert Bobby Bakshi explains where we are right now, where we’re headed, and the ROI you can expect when you make an intentional mindset shift to differentiate your employer value proposition.
•    Applying key talent management trends and their impact on A/E/C people strategy
•    Meeting Gen Z's expectations, and how to balance them with other generations
•    Bridging generational polarization for a positive impact on your business outcomes
•    Understanding the key drivers for a thriving culture at A/E/C firms
•    Building a practical and measurable roadmap of actions toward a thriving culture

About Bobby:
Bobby Bakshi spent almost a decade at Microsoft, primarily in market research. He has been a People & Culture executive and consultant for over a decade, including being Chief People Officer at a global data analytics firm. Bobby has specialized in serving small and mid-sized clients, across many professional services specializations, including AEC firms.

Known for leading with compassion and courage to help people bridge divides, starting with the executive team, he brings a breadth and depth of experience to this journey of DEI, culture transformation, and leadership development. He brings an objective perspective, tailored for an executive teams context.

AEC leaders are beginning to realize that prioritizing psychological safety is critical path if their most talented employees are to not only perform well, but feel connected to the organization and want to stay, despite poaching attempts from other firms. But what does that mean in the real world, and what can we as AEC talent managers do to build a safer workplace while holding true to productivity and accountability standards? 
Practical, science-based approaches to creating psychological safety are hard to find. Most organizational leaders admit they need more specific guidance to implement systemic shifts that meet these new employee needs. 

In his keynote address, highly sought-after researcher Don Rheem provides powerful, actionable steps to help leaders create a psychologically safe environment in their own organizations.

About Don:
Don Rheem is CEO of CultureID where he empowers organizations to build engaged, high-performance cultures. One of the nation’s principal authorities on leadership science, he travels the globe speaking to business leaders about creating healthy workplace cultures and deepening employee engagement through the lens of neuroscience. Don is also a two-time TEDx speaker and author of Thrive By Design: The Neuroscience That Drives High-Performance Cultures.

• Cite the essential elements of your firm’s vision: It’s purpose, mission, and values identify a simple leadership framework to persuasively communicate your firm’s vision
• Compose a shortcut “one liner” mantra that clearly distinguishes your firm from your competitors.
• Communicate a vision that redefines your employees' experience, promotes cohesion, and sets the stage for meaningful teamwork.

About Jonathan:
Jonathan brings more than 15 years of experience managing challenging projects from both the consultant and client sides of the table. As a seasoned engineering professional, Jonathan hired and led numerous architecture, engineering, and construction management project teams to fulfill a multi-million-dollar aviation capital program. First as a client-side project manager and then as a program manager, Jonathan organized and led diverse teams of planning, civil engineering, structural engineering, MEP engineering, architecture, landscape architecture, survey, and construction management professionals on individual projects ranging from $1,000 to more than $10 million.

When he is not training A/E professionals, Jonathan travels the country inspiring and educating audiences on the art and science of leadership. He has been invited to speak at several venues in addition to national association events like the Airports Council International and the American Public Works Association.
Jonathan has a master’s degree in Public Administration and has been certified by the International Coach Federation as a professional coach. 

Among her accomplishments during her 20 years of progressive HR leadership and consulting experience, Sara has led executives and clients through organizational assessments and navigated through people challenges to develop strategies related to talent management, organizational development, and effectiveness. She has been named a Strategic Services MVP with a prior consulting firm and is a Society of Human Resources Management, Senior Certified Professional (SHRM-SCP).
In this fun Star-Wars themed breakout session, learn about the best go-to Jedi mind tricks that have proven effective in leading change in organizations across the galaxy. Well, maybe not mind-tricks so much as they are a set of best practices that ring true over and over, and will build trust and transparency as you lead change across your organization.

Throwing more compensation and perks at employees, and increasing your new-hire offers, is an expensive way to ramp up and retain headcounts in the face of ongoing demand for A/E services. What if there was a better, more efficient way? Mariah Meyer, President & CEO at BRR Architecture, an 11-office, 300+ employee firm, explains how its investment in training and professional development is supporting growth as demand for highly productive architects and engineers exceeds supply.
You’ll get step-by-step guidance on creating a culture of continual improvement and professional development an alternative recruitment and retention through a careful blend of intentional initiatives:

• Creating unified position descriptions
• Developing Personalized Career Development Plans
• Future Principal Leadership Training
• LMS with individualized training tracs
• 'Insider Series' for interns and new grads
• 'Strategies for Professional Development' series for all new hires

After this session, you'll have new ideas that you can take back to your firm to invest in employee development, and master talent recruiting and retention without creating long-term financial liabilities and salary bubbles.

About Mariah:
As President/CEO of 10-office BRR Architecture,  Mariah leads the strategic direction of the firm, with an emphasis on teammate development, plus growth and retention strategies. Her experience managing complex client projects was influential to the firm’s rapid growth and diversification.

If you’ve ever hired a new employee right out of college or grad school, you’ve probably been shocked by what they don’t know about how your AEC firm turns a profit, how to contribute in a professional setting, and where they can add value by taking initiative. PSMJ’s Bill Hinsley has trained thousands of new architecture and engineering professionals and will share 6 onboarding techniques that speed your Return on Investment in your newest employees. 
Bill gives us easy-to-implement practices for clearly and permanently communicating:

• The math behind how your A/E/C firm operates and makes money.
• The KEY role entry-level employees play in client satisfaction and winning new work.
• Your expectations for dealing with clients, to avoid huge liabilities and loss of confidence in your expertise
• What Project Managers need from new hires, and how to exceed expectations
• The project lifecycle (from proposal to closeout) and everyone’s role in it.
• How to add the most value and make the best decisions when on the receiving end of task delegation.

About Bill:
Bill Hinsley has trained thousands of A/E/C professionals across the globe.
Bill formerly served as a Senior Management Analyst for two governors’ commissions and the Associate Vice President of renowned international firms, ARCADIS and Atkins, where he spearheaded $1 million to $11 billion projects.
He has had success in many different areas including business development, leadership training, branch office optimization, and strategic planning and growth.
He is experienced in the coordination and direct opening of multiple regional offices, the M&A of branch offices, and decision-making in determining the future success of a branch office. Bill had the unique experience of opening a branch office on his own at just 29 years old.

Co-presenting with Erica Larson, Vice President and a Managing Principal of Pope Design Group

Designing and building environments that are inclusive and support the needs of all people is a core value of many AEC companies. The questions then arise: how can firms apply these same human-centered values to promote diversity in their workforces and cultures? And once you build a diverse workforce, how do you support and retain them? Statistics reveal a stark underrepresentation of women, minorities, and people with disabilities in the AEC industry. Approximately 85% of AEC firms identify recruitment of new staff as one of their most significant challenges. In addition, a recent study highlighted that nearly 70% of AEC employees who left a company attributed their departure to a poor company culture.
Erica Larson, Vice President of Pope Design Group, and Sam Buehler, CFO/Principal of Pope Design Group, will delve into the advantages of fostering a diverse workplace. They will provide attendees with key action items for advancing diversity and inclusion within their own workforces. AEC companies can implement diversity recruiting strategies to broaden their candidate pools and put human-centered values into action. Additionally, attendees will discover ways to celebrate and promote diversity as well as explore the impact of company culture on employee engagement, retention, and branding.
1. Recognize the strategic importance of diversity for both improved business outcomes and enhanced design.
2. Recruitment strategies you can implement today to cultivate a diverse workforce & broaden your candidate pool.
3. Learn how to build a culture that supports diversity and inclusivity within your organization.
4. Discuss methods to measure the success of your diversity efforts.
5. Discover ways to celebrate and promote your diversity brand.

About Sam:
Sam Buehler is a Managing Principal and CFO at Pope Design Group. Beyond her financial leadership, she leads Pope’s human resource team and plays a pivotal role in the company’s recruiting program. A strong advocate for employee empowerment, Sam fosters an environment that encourages growth and innovation. As a cancer survivor and amputee, she brings a compassionate advocacy to the workplace, actively supporting employees in need of flexibility or accommodation due to injury, illness or disability. Sam has been instrumental in advancing the company’s commitment to diversity and inclusivity. Her focus extends to recruiting, hiring & promoting practices, as well as shaping internal policies and fostering professional development within the office.
In less than 10 years, through the firm’s collective leadership efforts, Pope Design Group has undergone a significant transformation. Once fully owned and managed by men, and staffed predominantly by males, now is 51% owned by women and nearly half staffed by women. The Board of Directors reflects diversity in gender, ethnicity, and disability. Sam is on the Saint Paul Area Chamber Commerce Board of Directors, and her past speaking engagements include national and regional presentations for PSMJ CultureSHIFT, MNCREW and SPACC.

Co-presenting with Megan Weston, Vice President of Talent Acquisition, Trilon Group

Over the last 18 months, Trilon has expanded from 1200 to over 4000 employees through organic and acquisition driven growth. In this session, Chief People Officer, Bob Chapman and VP, Talent Acquisition, Megan Weston, will share the best practices Trilon deploys to steward its culture and maintain a “functional family” of companies.

• Understanding of what culture is and why it matters
• Strategic Talent Acquisition in a rapidly expanding company
• Best practices in people and cultural integration
• Processes and systems that bring culture to life

About Bob:
Bob is the Senior Vice President of Human Resources, where he supports Trilon’s growth while focusing on cultural stewardship, talent acquisition, development, employee engagement, and total rewards.  Prior to joining Trilon, Bob was the Chief People Officer for Brown and Caldwell, an ENR top ranked firm focused on water engineering and consulting.  Bob has a passion for helping individuals and teams achieve their greatest potential and ambitions.  He holds an undergraduate degree in Business Administration from SUNY Buffalo and a master’s degree in Organizational Development from Canisius College. 

Co-Presenting with Debra Kaye, President & CEO of V&A Consulting Engineers

In the current talent climate, we know many employees are singing that song "Should I stay, or should I go now", and our talent teams, HR teams and Executives are singing "Please don't go". This comprehensive training will encompass five key pillars aimed at enhancing organizational dynamics and employee engagement so we can all sing “We are the champions”. We will discuss methods to develop career loyalty by implementing principles such as compensation transparency, committing to diversity, taking care of each other, career development, and future thinking. These five key pillars foster a culture of openness and fairness, with participants equipped to communicate these measures effectively to internal and external stakeholders. Our participants can expect to leave our session with a well-thought-out plan on how to make a difference within the first thirty days. Thirty-day takeaways include establishing position pay ranges, developing performance review processes, communicating performance expectations, identifying gaps in business processes, and prioritizing next steps. Whether you are a principal, HR professional, or PM, you will receive actionable ideas to implement at your organization.

TRANSPARENCY
After completing the training, participants will be able to articulate the principles and practices of transparency within the organization, specifically in the context of total compensation transparency, salary disclosure in job advertisements, provision of comprehensive benefits, and commitment to maintaining pay equity. Participants will also gain the knowledge and skills necessary to effectively communicate these transparency measures to internal and external stakeholders, contributing to a culture of openness and fairness within the company.
A COMMITMENT TO DIVERSITY
Upon completion of the training, participants will be able to demonstrate a comprehensive understanding of the organization's commitment to diversity and inclusion. Participants will be equipped to articulate the inclusive practices, initiatives, and support mechanisms in place, such as the representation of diversity in leadership, the establishment of safe spaces, and the implementation of specific programs like the Women in Engineering Circle and the Young Professionals Program. Additionally, participants will develop the skills necessary to actively contribute to fostering a diverse and inclusive workplace, engaging in initiatives that promote collaboration, education, and a sense of community across all levels of the organization.
IF YOU TAKE CARE OF THE ORGANIZATION, THE ORGANIZATION WILL TAKE CARE OF YOU
Investing in the employee, wholistically. After completing the training, participants will be proficient in understanding and applying the organizational practices aimed at taking care of employees. Participants will gain knowledge in areas such as personality profile training, leadership development programs, and the significance of quarterly check-ins and performance reviews in building trust and guiding career paths.
DEVELOPING CAREER LOYALTY
Additionally, participants will develop skills related to internal promotion processes, recognizing and appropriately rewarding team members through raises and bonuses, and actively engaging in the internal celebration program. The training will empower participants to contribute to a supportive and nurturing workplace environment that prioritizes the well-being and professional growth of its employees.
FUTURE THINKING
After completing the training, participants will be able to demonstrate a forward-thinking mindset in alignment with the organization's values. Participants will acquire knowledge about the company's engagement with universities to support the development of next-generation engineers, understand the deliberate growth strategy for maintaining a secure employment environment, and comprehend the initiatives such as the development of an Employee Stock Ownership Plan (ESOP) and exploration of AI. Furthermore, participants will gain the skills to evaluate and consider different technologies that can propel the organization to the next level, fostering an environment of innovation and strategic planning for future success.

About Michelle:
Michelle Crenshaw has a passion for people! This passion has driven her more than a fifteen-year career in Customer Service and Human Resources. For the last two years, Michelle has been consulting small businesses in all facets of HR among many industries. Prior to that, Michelle worked in Education, including being an Adjunct Faculty Member with a local San Diego online University. 

Co-Presenting with Bob Chapman, SVP, Chief People Officer, Trilon Group

Over the last 18 months, Trilon has expanded from 1200 to over 4000 employees through organic and acquisition driven growth. In this session, Chief People Officer, Bob Chapman and VP, Talent Acquisition, Megan Weston, will share the best practices Trilon deploys to steward its culture and maintain a “functional family” of companies.

• Understanding of what culture is and why it matters
• Strategic Talent Acquisition in a rapidly expanding company
• Best practices in people and cultural integration
• Processes and systems that bring culture to life

About Megan:
Megan Weston has worked for multiple companies in various roles since 2012. Megan started their career in 2012 as a Marketing/Sales Assistant for Park Square Homes and then worked for Nesco Resource in 2014 as a Professional Recruiter. In 2015, they became a National Recruiter for Healthcare for National Staffing Solutions before joining Orlando Home Team with Homevest Realty in 2015 as an ISA/Inside Sales Associate. From 2017 to 2020, they worked for Tews Company as a Business Development Manager and as a Senior Recruiter, Accounting & Finance - DIRECT HIRE. Most recently, they served as a Corporate Recruiter and Talent Acquisition Manager (DRMP/Trilon) for DRMP, Inc. from April 2021 to 2023. Megan will serve as the Director of Talent Acquisition at Trilon Group from June 2023. Over the years, Megan has gained considerable experience in recruitment, relationship building, interviewing techniques, and onboarding.

Megan Weston earned a Bachelor of Science degree in Public Relations from the University of Florida.

Being held accountable is a critical need in human systems where work needs to get done efficiently and with high quality. This isn’t simply an operational concern – it also has a major impact on employee engagement, the overall culture, and a company’s bottom line.
Gallup estimates that the cost of lost productivity from unaccountable and disengaged employees is between $450 and $550 billion per year.

Join Don Rheem in this interactive session, as he guides leaders through the process of holding employees accountable without a negative sting or punitive demeanor.

About Don:
Don Rheem is CEO of CultureID where he empowers organizations to build engaged, high-performance cultures. One of the nation’s principal authorities on leadership science, he travels the globe speaking to business leaders about creating healthy workplace cultures and deepening employee engagement through the lens of neuroscience. Don is also a two-time TEDx speaker and author of Thrive By Design: The Neuroscience That Drives High-Performance Cultures.

Co-presenting with Sam Buehler, Principal & CFO of Pope Design Group

Designing and building environments that are inclusive and support the needs of all people is a core value of many AEC companies. The questions then arise: how can firms apply these same human-centered values to promote diversity in their workforces and cultures? And once you build a diverse workforce, how do you support and retain them? Statistics reveal a stark underrepresentation of women, minorities, and people with disabilities in the AEC industry. Approximately 85% of AEC firms identify recruitment of new staff as one of their most significant challenges. In addition, a recent study highlighted that nearly 70% of AEC employees who left a company attributed their departure to a poor company culture. Erica Larson, Vice President of Pope Design Group, and Sam Buehler, CFO/Principal of Pope Design Group, will delve into the advantages of fostering a diverse workplace. They will provide attendees with key action items for advancing diversity and inclusion within their own workforces. AEC companies can implement diversity recruiting strategies to broaden their candidate pools and put human-centered values into action. Additionally, attendees will discover ways to celebrate and promote diversity as well as explore the impact of company culture on employee engagement, retention, and branding.
1. Recognize the strategic importance of diversity for both improved business outcomes and enhanced design.
2. Recruitment strategies you can implement today to cultivate a diverse workforce & broaden your candidate pool.
3. Learn how to build a culture that supports diversity and inclusivity within your organization.
4. Discuss methods to measure the success of your diversity efforts.
5. Discover ways to celebrate and promote your diversity brand.

About Erica:
Erica Larson is Vice President and a Managing Principal at Pope Design. She has been with the firm for over 21 years, starting as an interior design intern in 2002 and becoming Pope’s first female and youngest owner in 2014 at the age of 34. Today, Erica oversees the firm’s Healthcare studio, Workplace Design Team and Business Development and Marketing departments. In all her efforts, Erica utilizes her training and comprehensive experiences to listen thoughtfully and design spaces that maximize operational efficiencies, enhance brand, and create positive environments for all people. In her management role, Erica is focused on supporting the firm’s human resources strategies to increase diversity through recruiting and strengthen employee retention. Erica is a key leader in Pope’s robust collegiate internship and mentorship program that introduces a diverse group of students to architecture and interior design. Erica is on the Minnesota State Board of AELSLAGID, serving on the Complaint Committee and as Secretary of the Executive Committee. She is also a Board member of the PrairieCare Fund, a non-profit focused on promoting mental health services to those in need as well as educating professionals and creating opportunities within communities for the advancement of quality and critical mental health services. Erica’s past speaking engagements include national and regional presentations for BOMA, IIDA, NAIOP, ASHE and Healthcare Design.

Co-presenting with Shaun Leeper, Principal at AECIQ

Many factors are making your talent acquisition efforts more challenging than ever. We'll cover the hot button topics, and what you can do about them, from salary spikes to the need to recruit and retain diverse talent, to leveraging data and analytics to inform hiring decisions that can enhance candidate experience and overall effectiveness of talent acquisition strategies. You learn how to:

• Develop strategies for implementing data-driven hiring practices within your organization.
• Apply data analytics to enhance candidate experience throughout the recruitment process.
• Select the right strategies to maximize your firm's talent retention rate.