TPA Arlington 2022 Workbook

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2

TAagbelendofaContents

Welcome to The Principals Academy 2022

04

Logistics

04

Attendee Roster

05

Agenda

06

Thank you to our ponsors

07

Meet your Instructors

08

Principals Academy Perks

10

About Zweig Group

11

Workbook & Slides

141

Survey Participation

142

Zweig Group Services

3

Logistics

HOTEL

Live by Loews - 1600 E Randol Mill Road, Arlington, TX, 76011, US

ZWEIG GROUP POINT OF CONTACT

Shirley Che Director of Marketing 817.312.9506 sche@zweiggroup.com

AROUND LIVE! BY LOEWS

Texas Live! is an exciting destination for sports fans, families, visitors and business travelers alike. There are lively outdoor events almost every night of the week, and a great line-up of bars and restaurants to explore, including Guy Fieri’s Taco Joint, Sports and Social Arlington and Troy’s, from Cowboys Hall of Famer, Troy Aikman. Attend a free concert on the Live! Arena stage headlined by Atomic Junkshot, Friday night at 9:00pm. About Atomic Junkshot: Taking cues from the likes of Steve Earle, Tom Petty and Ray Wylie Hub- bard, critics have called Atomic Junkshot’s gritty fusion of country, rock and blues “the honky-tonk love child of David Allan Coe and Blues Traveler,” “twisted southern rock” and “perfect for family road trips and getaway cars alike.”

CONTINUING EDUCATION

All attendees receive a certificate of completion indicating the number of hours (12LU/12 PDH/1.2 CEU) earned during this seminar. Zweig Group is a registered provider with the American Institute of Architects, and SHRM

Attendee Roster

Scan the QR code to view an up to date roster of The Principals Academy Attendees.

4

Agenda

DAY ONE

What It Means To Be A Principal Chad Clinehens Strategic and Business Planning

8:30-9:30 am

9:30-10:30 am

Phil Keil

Break

10:30-10:45 am 10:45-12:00 pm

Driving Financial Results

Will Swearingen Lunch & Tax Credit

12:00-1:00 pm

Jordan Wilson Marketing and Business Development

1:00-2:30 pm

Chad Clinehens

Break

2:30-2:45 pm 2:45-4:30 pm

Recruiting and Retention

Chad Coldiron Optional Happy Hour in The Lobby

5:00-6:30 pm

Located on the ground floor

DAY TWO

Project Management Justin Smith Leadership for Principals

8:30-9:30 am

9:30-10:30 am

Justin Smith

Break

10:30-10:45 am 10:45-12:00 pm

Ownership Transition and M&A

Will Swearingen Zooming Out: Leading Successful Firms

12:00-12:15 pm

Will Swearingen Lunch & Principals Roundtable

12:15-1:30 pm

5

Thank you to our sponsors

Set up a discovery call with Lofty below

Data driven by choice. Relentlessly result oriented. Lofty partners with disruptive organizations to create data-rich software products.

Contact Corporate Tax Advisors below

With our focus on Expertise, Quality, and Relationships we strive to deliver Tax Credit results you would expect from a large firm, while providing the focused attention you would get from a small one. At CTA we provide expert advice, accurate results, and lasting relationships.

6

Meet your Instructors

Chad Clinehens President & CEO Zweig Group cclinehens@zweiggroup.com

Phil Keil Principal & Director of Strategy Zweig Group pkeil@zweiggroup.com

Will Swearingen Principal & Director of Ownership Transition Zweig Group wswearingen@zweiggroup.com

Jordan Wilson Partner Corporate Tax Advisors jordanw@corporatetaxadvisors.com

Chad Coldiron Principal & Director of Executive Search Zweig Group ccoldiron@zweiggroup.com

Justin Smith Principal, Start 2 Rise Strategic Training and Advisory Partner jsmith@zweiggroup.com

7

The Principals Academy Perks

Use code TPATX22 for 10% off the purchase of one (1) Zweig Group publication. Scan the QR code below to view and purchase all available publications, or pre-order one that will be released soon!

Use code TPAARLINGTON22 for 10% off the purchase of any Zweig Group seminar or event.

For details on Zweig Group events, please visit zweiggroup.com/pages/learning.

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9

About Zweig Group

Our Vision is simple. ELEVATE THE INDUSTRY.

With industry performance metrics shattering all-time records, there’s never been a better time to be in this profes- sion. There’s also never been a better time to be running an AEC firm – and that’s where Zweig Group can help. With a vision to Elevate the Industry™, Zweig Group’s mission is to be the leaders in driving performance and purpose for the AEC industry. Driven by the latest data and case studies from the highest performing firms in the industry, Zweig Group equips you with the tools and resources you need to be even more successful. Advisory and consulting services – We provide resources for any business management challenge you face. Zweig Group has expert advisors and consultants to help you drive performance and purpose in every area – from board level advisory, to acquisitions, strategy, succession, valuation, recruiting, marketing and business development, and beyond – Zweig Group has a team for you. Research, analytics, and reference – Everything from real time data and research on the industry to timeless refer - ence materials for every aspect of your business, including The Zweig Letter - the only weekly management news- letter for leaders in the AEC industry. Training and development – We provide training for every aspect of your firm, targeting nearly every level of the organization from project managers to C-Suites. What sets our learning programs apart is that they are taught by our top advisors who work inside and alongside AEC firms daily. They bring real life data and stories of what really drive performance and purpose in today’s AEC firms. We also offer customized in-house training programs that are custom-tailored to address your firm’s unique needs. Industry events – We host the annual, highly-acclaimed ElevateAEC Conference, one of the largest gatherings of AEC leaders for networking, learning, and celebration. Staying on the pulse of the industry, we also address industry hot topics like mergers & acquisitions and risk management through events like M&A Next Symposium, and AEC Executive Roundtable. Awards and recognition – We have an expansive and highly competitive awards programs aimed at driving perfor - mance in firms and celebrating success. This includes the only national “Best Firms To Work For” contest in the AEC industry and the largest employee experience program in North America. ElevateHER ™ - More than a movement, ElevateHER is Zweig Group’s commitment to our vision to Elevate the Indus- try. It is about the future of the AEC industry and our commitment to embrace, promote, and ensure equal oppor- tunities for everyone in the AEC industry regardless of gender, race, sexual orientation, or ethnicity. Each cohort is a special task force comprised of individuals with a passion to promote equity, diversity, and inclusion as a means to combat the recruitment and retention challenges in the industry. Each cohort operate as a think tank, developing tangible and actionable strategies to help solve the challenge.

We hope we can help you find new resources to help you drive purpose and performance for you and for your firm. If you have any questions, we are an easy phone call away at 800-466-6275.

10





Workbook & Slides

The Principals Academy Day One

JUNE 2022



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We need roadmaps if we are to build a legacy or purpose driven organization.

Builds a common sense of direction aligning your entire team with your firm’s vision, mission, values, goals, and culture. Guides your future helping make the firm more sustainable, able to withstand market fluctuations and other “threats.” Reduces the stress of owning and operating a business enabling the firm to maximize resources and avoid wasting time, effort, and money on activities that are not profitable, or are holding the firm back.

Builds confidence with lenders, creditors, investors, and employees.

Trains employees in how your business operates and makes money.

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VISION Elevate the industry

CORE VALUES Remastering is our mantra : Lead with curiosity, choose to be gutsy, make a difference Hustle is our method : Forge your own way, step up and own your actions, figure shit out Grace is our way : Celebrate often, remain open, be politely persistent


  
 


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Definition: An aspirational description of what an organization would like to achieve or accomplish in the mid-term or long- term future. It is intended to serve as a clear guide for choosing current and future courses of action. In other words, A vision statement is an articulation of a view of the world that your company and your people are working towards (A just cause/purpose), not what they are expected to do now. It is a vivid picture of where you are headed to motivate others to take that journey with you.


  
 






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“Dominate the day to create tomorrow”

“We will be a highly respected national design firm consistently providing leadership, expertise, innovation, and entrepreneurial thinking.”

“We hold these truths to be self-evident, that all men are created equal, that they are endowed by their Creator with certain unalienable Rights, that among these are Life, Liberty, and the Pursuit of Happiness. That to secure these rights, governments are instituted among Men, deriving their just powers from the consent of the governed…”





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“40% of revenue from non-land/site development in 5 years.”
“Client feedback study shows ‘responsiveness’ score of 4.5/5.0 each year.”
“Develop a firm-wide training program tied to career progression with a budget in 2019 to implement by Q2 2020.”
“Win two national design awards annually.”

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Steps to encourage new behaviors for successful organizational change Strategies for managing the emotional transitions of change

Lack of measurement processes and time consuming

Kotter’s Change Management Model

Provides an eight step, actionable checklist

Organizational change management model

Includes a step by step guide to foster emotional acceptance

Not a framework for operational change

Organizational change management model

Bridges Transition Model

Model to define the change adoption timeframe

Defines a timeline for workforce change acceptance

Not a framework for operational change

Organizational change management model

Rogers’ Tech Adoption Curve

Model based on the emotional journey - five stages of grief

Most change frameworks address these stages

No clear guidance on operational change

Individual change management model

Kubler-Ross Model

Five step process: Awareness, Desire, Knowledge, Ability, and Reinforcement Seven structural model that focuses on holistic approach to change

Rewards individual change in organizational change process

Cumbersome process for large organizations

Individual change management model

Prosci ADKAR Model

Provides guidance and focuses on the whole organization

Organizational change management model

McKinsey Model

Very complex

89

Change Management Models

MODEL

DESCRIPTION

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PURPOSE

Method advocating the benefits of behavior modification Individual leadership development through adopting better habits

Positive reinforcement method to drive individual change More leadership within rank and file to drive organizational change

Depends on a custom response to each change circumstance No framework for operational change

Individual change management model

Nudge Theory

Individual change management model

Stephen Covey’s Model

Model for improving family relationships Techniques and examples on three interconnected elements of change Six steps - Envision, Activate, Support, Implement, Ensure, and Recognize An ongoing process advocating “plan, do, study, act” Three steps - unfreeze, change, and refreeze process of change

Focus on the family as a unit rather than individuals

No framework for operational change

Individual change management model

Virginia Satir

Good overview/stories for modeling change Checklist on operation and emotional elements to organizational change Structured framework for organizational change Simple steps to combat emotional resistance and opposition

No framework for operational change

Individual change management model

Switch Framework

Relies on leadership effectiveness and response No process to factor emotional resistance or opposition forces

Organizational change management model

EASIER Model

Organizational change management model

Deming Cycle

No mechanism for ongoing change

Organizational change management model

Lewin’s Model

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46



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