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ON THE MOVE DESIGN LEADER LANCE HOSEY JOINS HED Harley Ellis Devereaux announced that Lance Hosey, FAIA, LEED Fellow, has joined the firm as architecture and design leader. A recognized leader in, and advocate for, sustainable design, Hosey will lead design efforts for the firm’s San Diego office and lead the firm’s initiatives for design excellence. Lance is the former chair of the LEED Advisory Committee and has served on the U.S. Green Building Council Social Equity Working Group. Currently, he serves on the AIA Committee on the Environment Advisory Group, and he is one of only 30 people in the world who are Fellows with both the American Institute of Architects and the USGBC. Lance’s latest book, The Shape of Green: Aesthetics, Ecology, and Design , the first to study the relationships between sustainability and beauty, won a 2013 New York Book Show award and was a 2014 finalist for “Book of the Year” with the U.K.’s Urban Design Awards.

Take your advice from Mark Zweig to-go.

“We are looking forward to leveraging Lance’s extensive background and leadership in design,” said J. Peter Devereaux, CEO of HED. “The addition of Lance further reinforces our commitment to design excellence across the firm. In addition, we’re excited to bring his design talents to the San Diego market.” Prior to joining HED Hosey was a design director with William McDonough + Partners and chief sustainability officer with two of the world’s largest design firms. Earlier in his career, he played key design roles with Rafael Viñoly Architects and with Gwathmey Siegel & Associates . His clients have included some of the world’s most innovative organizations, including NASA, Google, SC Johnson, Palm, and others. His design work with employers and alone has won many awards and has been published extensively. He is a regular contributor to the Huffington Post .

MARK ZWEIG, from page 1

3)Does this person have such a following that it will demotivate too many other people to cut them? Some people are like that. They are so popular and so loved that cutting them will destroy the morale of 20 other people. Proceed with caution on cut- ting them. 4)Does this person have some terrible personal situation that will make manage- ment look heartless to cut him or her? Maybe they are sick, or their spouse just left them with three kids, or their house burned down recently and they lost everything. You can say this isn’t a business issue – and at some point, it isn’t – yet it is the reality that you don’t want to look inhumane or your entire staff could lose faith in manage- ment having their best interests at heart. 5)Does this person have a strong work ethic and willingness to learn? If so, you may not want to cut them. These attributes are too rare and too valuable. Find something for them to do to earn their keep as long as you can. 6)Does this person have any particularly annoying personality traits or habits that bother other people? Again, you could easily say, “That’s not a business issue.” But it is. Too many smoke breaks, bad personal hygiene, too many verbal gaffes that it is em- barrassing – all of these things can be problems. When cuts get made, it is hard not to think about them. 7)Is this person peaked out in terms of their potential? They may be candidates for cutting. Every firm needs people who can move up to the next level. Those who are maxed out may be candidates to cut. 8)Does this person have a skill that no one else in the firm possesses? If so, it may not be possible to cut them. Too many other jobs are riding on their unique skill, qualifi- cations, and credentials. 9)Will cutting this person actually improve morale? Some people are so difficult to work with that even if they are competent they will inevitably be the first to be put on the “cut” list. You always know who these people are. 10) Is this person going to be OK if he or she does lose their job? Personal stuff does come into play here. You may not be able to afford to consider this at some point de- pending on your financial situation. These are some of the most difficult cases. One thing is for sure – cutting people is never easy. That said, it is too often delayed by owners and managers of AEC firms, and this could result in even more cuts being made later on. MARK ZWEIG is Zweig Group’s chairman and founder. Contact him at mzweig@zweiggroup.com.

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1200 North College Ave. Fayetteville, AR 72703 Mark Zweig | Publisher mzweig@zweiggroup.com Richard Massey | Managing Editor rmassey@zweiggroup.com Christina Zweig | Contributing Editor christinaz@zweiggroup.com Sara Parkman | Editor and Designer sparkman@zweiggroup.com Liisa Andreassen | Correspondent landreassen@zweiggroup.com

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THE ZWEIG LETTER March 20, 2017, ISSUE 1192

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