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BUSINESS NEWS TÜPRAŞ SELECTS JACOBS EUROCLAUS TECHNOLOGY FOR THREE REFINERIES Jacobs Engineering Group Inc. ’s proprietary EUROCLAUS sulfur recovery technology was selected by Tüpraş for its new sulfur recovery units that will be installed in the company’s Izmit, Izmir, and Kirikkale refineries in Turkey. Jacobs’ EUROCLAUS sulfur recovery technology will expand Tüpraş’ crude slate by processing more sour crudes while reducing its environmental footprint, delivering industry leading SO 2 emissions abatement. Under the contract terms, Jacobs will provide technology licensing, basic engineering, and start-up services. “This award builds on the successful delivery of similar plants in Tüpraş’ refineries and fortifies our reputation as a global leader of sulfur recovery technologies,” said Jacobs Mining and Minerals and Specialty Chemicals Senior Vice President and General Manager Andrew Berryman. “Supporting our clients

in their efforts to reduce their environmental footprint is fully aligned with Jacobs’ vision to provide solutions for a more sustainable world.” CHA CONSULTING, INC. TO HIRE 125 IN THIRD QUARTER 2017 TO SUPPORT GROWTH CHA Consulting, Inc. , a highly diversified full- service engineering and construction management firm, is recruiting candidates to fill 125 jobs in the next three months due to double-digit growth and continued positive outlook in the industry. CHA is seeking talent in transportation, water/wastewater, environmental, civil engineering, structural engineering, electric distribution, and many technical groups. Positions available range from entry-level openings to mid- to senior- level positions. CHA is recruiting engineers, project managers, technical staff, architects, planners, surveyors, scientists, and software developers. While hiring will be occurring across the CHA network of more than 30 offices from Maine to

Ohio to Georgia, the following cities have the greatest number of open positions:

❚ ❚ Albany, New York ❚ ❚ Atlanta, Georgia ❚ ❚ Chantilly or Richmond, Virginia ❚ ❚ Indianapolis, Indiana ❚ ❚ Boston, Massachusetts ❚ ❚ Parsippany or Newark, New Jersey

“We are looking for employees who share our vision to responsibly improve the world we live in,” stated Amanda Overstreet, talent acquisition leader. “If you want to work on exciting projects with some of the top talent in the industry and explore boundless opportunities to be creative and innovative, CHA is the place for you.” With technical personnel and offices throughout the United States and Canada, CHA offers engineering, architectural, survey, construction, and other services necessary to complete projects on time and within budget.

WILL SCHNIER, from page 3

or even the firm. Then, over time, you’ll find the entire organization is mired in mediocrity. Netflix has a great litmus test that may seem very aggressive for a conservative industry like architecture and engineering. Managers at Netflix must answer the question, “If this person tried to resign, how hard would I fight to keep them?” If the answer to that question for any given team member is that you would not fight that hard, or not fight at all, then you have some room to improve that team. As leaders, we are obligated to the firm, not to the employment of any one individual. That sentiment goes straight to the top of the organization chart. If the CEO is falling asleep on the job, then the board needs to act swiftly to find a new general, because the troops will notice. They will lose faith in their leadership, and they will go to work for a competitor. It’s tough managing a team of A-players. They need to be fed; they are demanding. Do you think Kevin Durant is not demanding of his coaches and teammates? Hell yes he is! We need to feed these stars with more responsibility, more training opportunities, and more chances to demonstrate and exhibit their leadership. Ultimately we need to feed them with the chance to be part of our ownership ranks. And we need to feed them by surrounding them with other A-players. We cannot expect the stars that we’re fortunate enough to have to continue to perform at that level if we surround them with B- and C-players. The task is a huge one, no doubt. We’re in an industry with a shortage of prospective talent to begin with, and then we must apply a filter to find A-players. Yes. We. Do. WILL SCHNIER is CEO of BIG RED DOG Engineering & Consulting. He can be reached at will.schnier@bigreddog.com.

athletes, we live in a “what have you done lately” world. A-plus effort with B-minus results is not commendable. It’s not how we build a business. A-plus effort is nice, but you must get A-level results to build. Nobody gets credit for time in the seat or the effort generated; they get credit for results. When we have managers start thinking that every new hire or every team member is part of an idealized family, they are loathe to upgrade the parts of their team that must be upgraded in order to generate A-level results. They will make additions, sure. But they’ll never make subtractions or substitutions on their teams without a knock-down, drag-out fight. This will surely lead to atrophy on the team. Or, as is common in our industry, it will lead to the principals and PMs having to do even more heavy lifting than they already do to get the necessary results. Stagnation will result. “When we have managers start thinking that every new hire or every team member is part of an idealized family, they are loathe to upgrade the parts of their team that must be upgraded in order to generate A-level results.” What else will happen to this team? The stars won’t work as hard and will generate fewer positive results because they’ll play to the lowest common denominator. Eventually the stars will leave for a competitor or to start their own firm. Then what’s left? Maybe you’d have a burnt-out principal and team members nobody else would hire. Then you’d see a degree of negativity start to creep out past the borders of the immediate team and into the office,

THE ZWEIG LETTER October 30, 2017, ISSUE 1222

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