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Median firm value to NSR ratio T R E N D L I N E S W W W . T H E Z W E I G L E T T E R . C O M F e b r u a r y 6 , 2 0 1 7 , I s s u e 1 1 8 6

Some things I’m thinking about right now

According to Zweig Group’s 2017 Valuation Survey , the median firm value to net service revenue ratio showed single-discipline engineering and environmental consulting firms potentially command a higher value in relation to their net service revenue than other types of firms. These two firm categories had median value ratios of just over 0.72 of their NSR. A/E (primarily architecture) firms displayed a lower ratio (0.44) than other firm types, including multi-discipline engineering , full-service engineering , and architecture, interiors, or landscape firms. The median of the overall sample was 0.55. (Special discount to TZL subscribers: Use code SRVY35off to order surveys at 35 percent off at zweiggroup.myshopify. com/collections/frontpage) F I R M I N D E X Arconic . ..................................................2 Fluor Corporation..................................12 HELIX......................................................3 Herrera Environmental Consultants. ........ 9 Integrus Architecture.............................10 ISG. ........................................................ 6 Jacobs Engineering Group Inc..............12 Pennoni . .................................................2 Primoris James Construction Group........3 Raasch Associates, Inc........................... 6 Siben Consult, LLC ..............................12

A t nearly 59, I don’t sleep so well. My mind doesn’t shut off. So much to think about. Here’s some of what is keeping me awake right now: 1) You have to get the right people in the right roles. This may create some stress or ruffle some feathers – especially if you end up with older people reporting to younger people. But you have to do it. And always try to promote from within whenever possible! Go outside every time you need a manager and you will kill morale. 2) If you want a truly sustainable organization that provides real opportunities for its people you have to make sure everyone has their suc- cessor identified. The “number twos” are so critical! They will free your managers to move on to their highest and best use and will en- sure continuity in case something happens to someone. 3)The quality of your client relationships is di- rectly related to two things – how accessible you are and how much time you spend talking with them (not emailing or texting). This is a huge and growing problem today. Human interaction is being replaced by written words. They cannot express the same thing as an ac- tual conversation – be that face-to-face or over the phone. Without that other interaction, you won’t have relationships that help you go on after major mistakes are made or fend off attacks from competitors. This is so important – it cannot be overemphasized today. 4) You CAN make things happen – get much bet- ter results – IF you are truly willing to put in the effort it takes. Nothing good comes with-

“Throw out your old proposal boilerplate and presentation templates. new scope of services and deliverables. Approach everything differently!” Come up with an all

Mark Zweig

MORE COLUMNS xz RECRUITING NOTES: The HR algorithm Page 5 xz GUEST SPEAKER: Get personal Page 9 xz THE FAST LANE: Yours or theirs? Page 11

See MARK ZWEIG, page 2

Conference call: ChadSuprenant

Page 3 Aworthwhile self-appraisal

Page 6

T H E V O I C E O F R E A S O N F O R A / E / P & E N V I R O N M E N TA L C O N S U L T I N G F I R M S

BUSINESS NEWS Arconic Strengthens Its 3D Printing Collaboration With Airbus Arconic , a global technology, engineering, and advanced manufacturing leader, has entered into two agreements to supply Airbus 3-D printed metal parts for the airplane maker’s commercial aircraft. Arconic will supply 3-D printed components made from high temperature nickel superalloys, and 3-D printed titanium airframe parts under two separate agreements. “We’re proud to deepen our partnership with Airbus through these agreements,” said Klaus Kleinfeld, chairman and CEO of Arconic. “Airbus’s confidence in our additive manufacturing capabilities is grounded in Arconic’s comprehensive strengths – from aerospace know-how to metals powder production and product qualification expertise. We are pleased to support our customers and pave the way to the future of aerospace manufacturing.” Arconic will supply 3-D printed ducting components made of high-temperature nickel superalloys for the A320 family of aircraft. Advanced nickel superalloys offer superior heat resistance for these components, which flow hot air from the aero engine to other parts of the airframe. Under a second deal, Arconic will supply 3-D printed titanium airframe brackets, also for the A320 platform. Arconic expects to deliver the first parts under both agreements in the second quarter of 2017. These agreements build on Arconic’s April 2016 deal with Airbus for 3-D printed titanium fuselage and engine pylon components. That agreement established Arconic as an innovation partner to Airbus in the fast-growing metal 3-D printing space. PENNONI ANNOUNCES RELOCATION OF CORPORATE HEADQUARTERS Pennoni (Hot Firm #48 for 2016), a multidiscipline engineering, science, and design consulting firm, announced the

Take your advice from Mark Zweig to-go.

expansion and relocation of its corporate headquarters in the city of Philadelphia. The firm will relocate from its current 3001 Market Street location to a newly renovated space at 1900 Market Street, in Center City Philadelphia. The move is scheduled for March of 2017. “We are thrilled about the opportunity to remain in the city of Philadelphia,” said Pennoni’s President and CEO, Anthony Bartolomeo. “A lot of careful consideration was put into the selection process of our new home. We consulted with numerous clients and teaming partners, as well as the city of Philadelphia and the Philadelphia Industrial Development Corporation. While it is a difficult decision to leave our current location in University City, we are delighted about the opportunities presented by the move. Our new location will allow us to continue to grow our firm and continue to serve our clients in the Philadelphia area, as well as across the globe. We are excited to be part of the continued renaissance of the city.” The relocation comes on the heels of the firm celebrating its 50th anniversary in 2016, with all 50 of those years spent headquartered in the Philadelphia. The new location on the southwest corner of 19th and Market Streets was recently renovated and allows Pennoni to continue to provide uninterrupted services to clients throughout the Greater Philadelphia region and beyond. “Pennoni has always had strong roots in Philadelphia, beginning with the establishment of a small structural engineering firm in West Philadelphia in March of 1966”, said Pennoni Founder and Chairman C.R. “Chuck” Pennoni. “Over the last five decades, the firm has been involved in the planning, design, and construction of some of Philadelphia’s most iconic landmarks. As we look to the next 50 years in business, we reaffirm our commitment to the city of Philadelphia and relationships we have established with our local clients.”

thezweigletter.com/category/podcast/

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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MARK ZWEIG, from page 1

Email: info@zweiggroup.com Online: thezweigletter.com Twitter: twitter.com/zweigletter Facebook: facebook.com/thezweigletter Published continuously since 1992 by Zweig Group, Fayetteville, Arkansas, USA. ISSN 1068-1310. Issued weekly (48 issues/yr.). $475 for one-year subscription, $775 for two-year subscription. Article reprints: For high-quality reprints, including Eprints and NXTprints, please contact The YGS Group at 717-399- 1900, ext. 139, or email TheZweigLetter@ TheYGSGroup.com. © Copyright 2017, Zweig Group. All rights reserved.

out hard work. Everyone seems to think everything should be easy. It won’t be. And if it is, watch out. You’ll soon have many competitors. 5) Your success in everything is in large part due to your creativity. Throw out your old pro- posal boilerplate and presentation templates. Come up with an all new scope of services and deliverables. Approach everything differently! 6)There are ALWAYS costs you can cut – ALWAYS . Look for people who aren’t doing anything. Look at unneeded assets to sell. Look at your long-term relationships with at- torneys, accountants, insurance brokers, subconsultants, and more. Sometimes people who do business with you take advantage of that long-term relationship and get greedy. 7) Work hard to keep your employees happy. If you don’t you will pay the price. They’ll take it out on your clients. These “internal customers” have got to buy in to what you are trying to do and see how it’s good for them or you’re going to suffer the consequences. That’s all that’s on my mind for now! MARK ZWEIG is Zweig Group’s founder and CEO. Contact him at mzweig@zweiggroup.com.

THE ZWEIG LETTER February 6, 2017, ISSUE 1186

P R O F I L E

The Mast Park habitat restoration project. HELIX is restoring 12.7 acres of wetland and riparian habitat in the San Diego River. / HELIX

A worthwhile self-appraisal HELIX CEO Michael Schwerin headed into the New Year with double-digit profits and a strong book-to-bill ratio.

By LIISA ANDREASSEN Correspondent

services in Southern California,” he says. “Short- ly after my arrival, HELIX started a wholly-owned subsidiary that installs and maintains native habi- tat. We’ve also added cultural resources (archaeol- ogy), air quality, greenhouse gas/climate change, and noise impact technical expertise over the years – organically and through acquisition.” HELIX has also evolved from a first-generation firm – with a founder who still owned a vast majority of the stock and served as CEO – to a second-genera- tion firm. Its ESOP now owns half of the company stock, and the remaining shares are owned by 17 key employees, none of whom owns more than 12 percent of the total. A CONVERSATION WITH SCHWERIN. The Zweig Letter: What are your key strengths? Michael Schwerin: Self-appraisal is tough. I think my ability to communicate with all levels of See Q&A, page 4

I n 2001, Michael Schwerin started as an assistant environmental planning group manager with HELIX (#4 Best Firm Environmental for 2016) a 120-person firm based in La Mesa, California. Over time, his management responsibilities in- creased, and he went from assistant group manag- er to group manager to vice president. In 2008, the firm’s founder and first generation CEO retired. By that point, an internal ownership transition via an employee stock ownership plan was in place and he was selected from a final pool of internal and exter- nal CEO candidates. With plenty of years of leadership under his belt, Schwerin reflects on how the firm has grown since 2001, both geographically and in terms of service diversification. “When I joined the firm, we primarily provid- ed environmental impact assessment and biology

Michael Schwerin, CEO, HELIX

THE ZWEIG LETTER February 6, 2017, ISSUE 1186

4 employees, through good times and bad, is a core strength – this includes our three all-hands meetings each year, a weekly CEO blog, and walking the halls to talk with employ- ees. I’ve also learned the importance of hearing all sides of an issue before making a decision. Finally, a CEO needs to personally exemplify core values, such as treating employ- ees with respect and consideration. And at a firm our size, the CEO also needs to be involved in winning new contracts and building and maintaining client relationships. TZL: How would you describe your leadership style? MS: I prefer to set goals and give wide leeway to my leader- ship team and other employees in terms of how those goals are met. As long as we are providing great service to our cli- ents, remaining profitable, and growing the firm, I’m less concerned about how that’s being accomplished within each of our divisions. That being said, there is a non-negotiable requirement for HELIX employees to treat everyone with respect. TZL: To date, as CEO, what has been a top challenge and how did you deal with it? What was the outcome? MS: Less than four months after I took over as CEO in 2008, Lehman Brothers filed for bankruptcy and the U.S. was in the Great Recession. At that point, 85 percent of our revenue, and an even greater percentage of our prof- its, came from private development projects. HELIX’s cli- ents were halting projects or, worse, going bankrupt, and we had just committed to repaying the multi-million dollar loan that our ESOP had used to buy the founder’s stock. We reduced staff, took salary cuts at the senior leadership lev- el, and carefully managed expenses. We also worked hard to shift to an “everybody markets” mindset. During the pre- recession boom, all we had to do was answer the phone, and enough work would come through the door to keep us prof- itable. Now we expect even junior staff to have business de- velopment responsibilities, albeit tailored to their experi- ence level. The outcome is that our ESOP paid off its loan in 2014, we are now larger and more diversified than we were before the recession, and we headed into 2017 with double- digit profits and a strong book-to-bill ratio. TZL: Tell me about a recent project you are especially proud of and why. MS: The Mast Park habitat restoration project. HELIX is re- storing 12.7 acres of wetland and riparian habitat in the San Diego River. Initial grading and habitat installation were completed last year, and we are now in a multi-year maintenance period while the 15,000-plus native plants be- come established. The habitat restoration work, which re- quired permits from several state and federal regulatory agencies, is being implemented on publicly owned land and is providing mitigation for six separate projects. According- ly, in addition to the technical challenges associated with installing and maintaining native habitat in an active river system, this project has been complex from a project man- agement/contracting side. We invested years coordinat- ing with the various involved parties, without a guarantee that the groundwork would pay off, so our success during the initial phases of the habitat restoration effort (during an El Niño rainfall year, no less) has been a big relief. It’s Q&A , from page 3

satisfying to know that we are providing mitigation for six separate clients in a manner that improves the region’s nat- ural resources. TZL: Any news you care to share about HELIX projects or anything else? MS: We’ve recently brought in Senior Fisheries Scientist Tom Keegan to build a fisheries practice at our firm. In our early years, the majority of HELIX’s work was in San Diego County, where not even all of our “rivers” have water year- round, and fisheries expertise just wasn’t that important to our work. Now that HELIX works throughout California and beyond, the ability to provide fisheries expertise has be- come much more important to our clients. We also see our growing fisheries practice leading to more habitat restora- tion project opportunities for our company.

TZL: Are you married? Children? Pets?

MS: My wife, Laura, and I just celebrated our 20th wed- ding anniversary, and our son is turning 13 this January. Although my wife and I consider ourselves dog people, our two pets are a cat and a tortoise.

TZL: Best vacation spot? Dream destination?

MS: I am a big fan of Paris, New Orleans, and the Florida Keys. My dream destination is a Botswana wildlife safari (for photos, not trophies).

TZL: What’s the last book you read?

MS: I’m a fan of Lee Child’s Jack Reacher books and just fin- ished Night School , the 20th book in the series. TZL: What’s the best piece of work-related advice you’ve ever received?

MS: My father told me, “Never do a half-assed job.”

TZL: Is there a leader you admire? Why?

MS: In many ways, it’s George Washington. What he was able to accomplish under severe adversity as the leader of the Continental Army is impressive, but even more admi- rable is what he accomplished after victory. He could have quite feasibly taken on a role as a dictator, or at least pres- ident-for-life. Instead, he presided over the Constitutional Convention and, as our first president, took pains to estab- lish precedents that limited the power of the presidency – among them, serving only two terms and openly tolerating opposition. TZL: When you’re not working, what types of activities do you enjoy? MS: I love traveling with my family. It’s not just seeing new sights, but planning the trip as much as a year in advance, the adventure of the trip itself, and then preparing photo- books that document key moments afterword.

TZL: Favorite lunch?

MS: Pollo asado.

THE ZWEIG LETTER February 6, 2017, ISSUE 1186

O P I N I O N

The HR algorithm Taking a cue from Spotify, the recruiting industry is poised to create tailored playlists of design professionals looking for the ideal job.

I love listening to music. I think I have a fairly diverse palate. I like jazz – Coltrane, Monk, and Davis. I like old school hip-hop – Tribe Called Quest, De La Soul, and Run D.M.C. I’m a huge fan of the Police and ‘80s bands like Dexys Midnight Runners, Devo, B-52’s, and the Talking Heads. I love Jamiroquai and the Brand New Heavies. And, I can even hang with opera – think Turandot and Maria Callas.

Randy Wilburn

You didn’t think I was going to spend an entire article talking about music and playlists, did you? No, I just want to drive home the point that technology is changing the way we do everything. Recruiting is no exception. “This type of algorithmic programming and machine learning is creeping into every facet of our lives, including what we listen to or buy from Amazon – and yes, even how we recruit design professionals.”

It sounds crazy, and I’m fine with it. It’s funny because before the Spotify app came along, I was just a guy with a rambling collection of music from all genres. Now, not only does Spotify organize all of my music by categories and preferred playlists, but the Spotify algorithm observes my listening behavior and makes recommendations of other artists and songs that it thinks I may like. I look forward to my “Discover Weekly” playlist every Monday morning. Because of this algorithm, my musical selection has undergone a tremendous expansion. This type of algorithmic programming and machine learning is creeping into every facet of our lives, including what we listen to or buy from Amazon – and yes, even how we recruit design professionals.

See RANDY WILBURN, page 8

THE ZWEIG LETTER February 6, 2017, ISSUE 1186

Supr

P R O F I L E

Conference call: Chad Suprenant President and CEO of ISG (Hot Firm #58 for 2016) a 200-person architecture, engineering, and environmental planning firm based in Mankato, Minnesota.

By LIISA ANDREASSEN Correspondent W ith the recent acquisition of Green Bay-based Raasch Associates, Inc. , ISG expanded its footprint to eight locations in three states, Minne- sota, Iowa, and Wisconsin. Surprenant joined the firm, co-founded by his father Ken Surprenant, in 1993. He was named president in 2001. Here is his take on leading a top-flight firm. A CONVERSATION WITH SUPRENANT. The Zweig Letter: What’s your philosophy on fee/ billing and accounts receivable? How do you col- lect fees from a difficult client? CS: We are strong proponents of lump sum/fixed fee contracts. It promotes ingenuity, creativity, and

resourcefulness to be profitable. Prior to the reces- sion, we were more casual. We waited too long to invoice, discounted our fees, and collected our A/R whenever we were fortunate enough to get paid. Those are horrible business practices. Now, we do our best to bill all of our work monthly at mini- mum, and we start contacting clients when bills are at 45 days. We start by contacting the client with full-time A/R staff about unpaid invoices, and de- pending on the situation or if there is a problem, the project manager will get involved. If a client is a habitual poor payer, we either cease doing business with them or establish our fees accordingly. TZL: How do you go about winning work? CS: We approach our sales from a market perspec- tive. We try to chase clients, not projects. We look

Chad Suprenant, President and CEO, ISG

THE ZWEIG LETTER Febr

renant

Zweig Group is social and posting every day! C O N N E C T W I T H U S

facebook.com/ ZweigGroup

twitter.com/ ZweigGroup

linkedin.com/company/ ZweigWhite

blog. ZweigGroup .com vimeo.com/ ZweigGroup

TZL: How does marketing contribute to your success rate? Are you content with your marketing efforts, or do you think you should increase/decrease marketing? CS: Marketing is a huge part of our success rate in winning work. Our marketing group works in three areas: ❚ ❚ Strategic communications (proposal writing and development of statements of qualifications) ❚ ❚ General awareness building (external marketing of ISG in our geographies and markets we serve) ❚ ❚ Internal communications (internal events, communications, assistance with recruits and new hires, etc.). ❚ ❚ We are somewhat content with our marketing efforts; how- ever, we have added considerably to the number and talent in that area. We anticipate more investment in this area because with the right marketing team, ROI is evident. TZL: What has your firm done recently to upgrade its IT system? CS: To keep up with recent geographic expansions and a more mobile work staff, we’ve had to recognize a greater de- mand on systems. As a result, we’ve made two significant investments in the last couple of years: ❚ ❚ A virtual desktop network which allows our staff easy access to our system wherever they are as well as full utilization of centrally-located files and software. ❚ ❚ An upgraded telecommunications system. TZL: What’s the best way to recruit and retain top talent in a tight labor market? CS: Recruitment: It’s far easier to recruit younger staff di- rectly from colleges and institutions than it is to recruit those rooted in careers elsewhere. It is also extremely im- portant to put the right people in place to do the recruiting. That is not always human resources personnel, but rather those who resonate with the target in age, interests, back- ground, life experiences, etc. “Develop professional growth opportunities. Communicate them clearly and frequently. Good people want to be in the know and understand how they can influence the firm’s strategies.” Retention: Develop professional growth opportunities. Communicate them clearly and frequently. Good people want to be in the know and understand how they can influ- ence the firm’s strategies. TZL: What’s the key benefit you give to your employees? Flex schedule, incentive comp., 401(k), etc.? See CONFERENCE CALL, page 8

at the 12 markets we serve and categorize them in one of three ways:

1) Focus/mature 2) Focus/growth 3) Opportunistic

Focus markets get the most of our strategic planning be- cause they represent work that has repetitive clients, and the mature versus growth represents where we feel we have a strong resume and can compete. Or have the opportunity to strengthen or expand our resume. For example, focus/ growth may be an area where we want to find a strategic partner to win work. We define opportunistic markets as those without a steady stream of work. Typically, the work lands in your lap due to the geography you are in, and you can determine how aggressively you wish to pursue it. “The proposal needs to be eye-catching, approachable, and informative without being texty and drawn out. Seeing a page full of text is an immediate turn off.” After that, eachmarket we serve has a strategic market plan. We look at current clients, clients we’d like to serve, and ex- amine the business development efforts, human resources, opportunities to establish ourselves as market leaders, stra- tegic partners, acquisition targets (either firms or individu- als), technology needed, predictive indicators, etc. TZL: What’s the greatest problem to overcome in the pro- posal process? CS: First – the urge to be too wordy. The proposal needs to be eye-catching, approachable, and informative without be- ing texty and drawn out. Seeing a page full of text is an im- mediate turn off. Second – there’s always a struggle between being efficient (a desire to replicate as much as you can) and being original with thought and content. Great marketing staff can make mediocre great, but they need the base information from the project managers. Allowing marketing staff the author- ity to question and push is a necessity because many project managers don’t have the time or creativity to convey their thoughts well in the proposal process. TZL: Once you’ve won a contract, what are the “marching orders” for your PMs? CS: Immediately, we fully develop the team. During the in- ternal kickoff meeting, we discuss contract type, client hot buttons, deadlines, opportunities to exceed expectations, and the big picture. There are times that an initial contract is an opportunity to open other doors, but if we don’t com- municate what those are, our likelihood of succeeding in those opportunistic endeavors is minimized.

ruary 6, 2017, ISSUE 1186

8 Here are a few ways that well-placed algorithms and machine learning can help every HR department remove human biases and improve the hiring process. RANDY WILBURN, from page 5 “Instead of relying solely on a hiring manager, the algorithm can draw from a wider bank of information and process an enormous amount of data points that can help determine which potential candidates will be appropriate for a position.” For several decades now we’ve had personality tests to determine the types of profiles that perform the best in a variety of firm cultures. Now, algorithms will apply statistical modeling to candidate information from applications and other online forms that you put out there to gather information. This information, when parsed through a capable algorithm, can help HR departments predict the likelihood of whether a candidate will be a good fit.

Instead of relying solely on a hiring manager, the algorithm can draw from a wider bank of information and process an enormous amount of data points that can help determine which potential candidates will be appropriate for a position. In most cases, an algorithm can create a rating score of each candidate and compare that to historical information on former hires to determine the potential for success or failure. It sounds like a monumental task, but we are talking about a millisecond of computer time to give you the information you need to make a good hire. In an upcoming episode of The Zweig Letter Podcast , we have some very talented programmers who will discuss the growth of algorithms and machine learning in the recruitment space. It will shed additional light on this subject. Like humans, I don’t think computers will be infallible when it comes to the recruitment process. But I suspect that someone will develop a reliable algorithm that will make recruiting talent for your firm a much easier task. I know I can’t wait to use it. Firms are already employing this technology. Will your firm be next? RANDY WILBURN is director of executive search at Zweig Group. Contact him at rwilburn@zweiggroup.com. “Our leadership is young, enthusiastic, and competitive. Our transition to an ESOP has been viewed very positively, and we have had successful expansions of services, stable markets, and new offices with growth potential.” provided. We will likely continue to pursue acquisitions somewhat aggressively. TZL: What’s the greatest challenge presented by growth? CS: There are mechanical challenges like stressing the IT infrastructure, payroll, financing, leases, etc., but we be- lieve that the greatest challenge is culture. Whether you are growing organically, through acquisition, or both, you are adding people to your team who were not previously there. You need to maintain the cultural elements of what makes your firm special and communicate and protect the expecta- tions and accountability you have instilled. Find your cham- pions and make sure they are communicating the winning tendencies. TZL: What’s your prediction for 2017 and for the next five years? CS: We had a very strong 2016, a new high. Five of our last six years have been record highs, and we are predicting 10- 15 percent growth for 2017 based on current backlog and activity. Provided that the markets we serve are willing, we anticipate considerable growth in the next five years. Our leadership is young, enthusiastic, and competitive. Our transition to an ESOP has been viewed very positively, and we have had successful expansions of services, stable mar- kets, and new offices with growth potential.

CONFERENCE CALL, from page 7

CS: We provide some schedule flexibility for family activi- ties and such, but most of our people have a desire to be in our offices where the action is. This year, we will be a 100 percent ESOP. We believe this will be a fantastic mechanism to strengthen our culture – one of opportunity, knowledge sharing, competition, and accountability. TZL: How do you raise capital? CS: We use standard banking relationships. Like every- thing else, this relationship requires time and communica- tion. In an asset-poor industry such as ours, it’s key to find a bank that understands where your value is, how you do your work, and your strategies for future success. Our ESOP will be too new to use as a financing tool, but we’re open to that in the future. “We provide some schedule flexibility for family activities and such, but most of our people have a desire to be in our offices where the action is.” TZL: What’s your preferred strategy for growth, M&A or organic? Give us a synopsis of how your firm effected growth in the recent past. CS: In the past, we were strong proponents of organic growth. As a young firm, we were more comfortable mold- ing young talent the way we felt best; however, our acqui- sition activity has been fairly significant with three acqui- sitions in the last five years. In that time frame, our staff growth has been 30 percent through acquisition and 70 per- cent organically, but those two numbers are intertwined – many of the organic hires would not have occurred if it were not for the expansion and opportunities the acquisitions

THE ZWEIG LETTER February 6, 2017, ISSUE 1186

O P I N I O N

J uggler. Cat herder. Diplomat. They go by many names, but project managers have one of the toughest jobs in the AEC industry. On top of that, the selection panel members tell us the PM is the most important person in the interview, making the pressure even greater. Get personal There are four ways AEC project managers can shine in team interviews. Try them all and win more work.

Scott Johnston

project manager for this project. I’m really excited to manage this project – it’s the perfect fit for me. Did I mention I’m passionate about being a project manager?” Okay, that’s a slight exaggeration. But only a slight one – and only to make a point. It’s hard to stand out as a PM. To rise above the crowd, follow these four tips: 1)Get personal to be memorable. Record your in- troduction and play it back. Now ask yourself the following: Could a project manager on another team say exactly the same thing? All PMs claim they com- municate regularly, listen well, ask questions, and are well organized. What are you saying that’s differ- ent and memorable? “We always try to connect with the client on a per- sonal level,” says Stefan Rehnfeldt, a project man- ager at GLY Construction. “While it might seem like banter or chitchat, there are clues as to what [the panel] is looking for.”

“The PM must be a powerful, confident leader without coming across as arrogant or domineering. The selection panel will rarely select a PM who appears passive – they want someone who will direct the team to a successful project no matter what obstacles appear,” says Carol Slaughterbeck, executive vice president/CFO at Herrera Environmental Consultants . “All PMs claim they communicate regularly, listen well, ask questions, and are well organized. What are you saying that’s different and memorable?” So how do project managers introduce themselves at a big interview? Often, by saying something like this:

See SCOTT JOHNSTON, page 10

“Hi, my name is Johnny Appleseed and I’ll be the

THE ZWEIG LETTER February 6, 2017, ISSUE 1186

ON THE MOVE AMES & GOUGH APPOINTS BRIAN C. LYNCH AS A SENIOR BROKER Ames & Gough , a leading insurance broker and risk management con- sultant specializing in serving design profes- sionals, law firms, associations/nonprofits, and other professional service organizations, announced the appointment of Brian C. Lynch as a senior broker. He is based in the firm’s McLean, Virginia office. Lynch, who has more than seven years of in- surance industry experience, will be part of the Ames & Gough client service team, providing insurance placement, renewal planning, car-

rier negotiations, and related client support services. “Brian joins us at a time when Ames & Gough is continuing to see steady growth in all areas of our business,” said Dan Knise, president and chief executive officer, Ames & Gough. “His experience in insurance placement and client service is a good fit with our brokerage operation as we continue to build on our cli- ent-focused capabilities and resources. We’re pleased to welcome Brian to our team and look forward to his contributions to our clients’ success.”

Before joining Ames & Gough, Lynch was a vice president with Boston Insurance Broker- age, Inc., where he worked with a variety of property and casualty insurance companies on behalf of the firm’s clients. He began his ca- reer in insurance in 2009 as a managing pro- ducer, property and caasualty with Paul Peters Insurance Agency, Inc. in Falmouth, Massa- chusetts. Prior to relocating to the Washing- ton, D.C. area, he had been a member of the Boston Young Professionals, Cape Cod Young Professionals, and Falmouth Chamber of Commerce. Lynch earned a B.A. in broadcast communications from Elon University.

SCOTT JOHNSTON, from page 9

they’ll get the project done on time and within budget. If you couldn’t do that, you wouldn’t be at the interview. They want to know how. Think of it as a venture capital pitch. You may have big plans for how your invention is going to change the world. But the people choosing where to invest are going to want to know the details for every step of the way. Even if you have a home run in your portfolio, the investors are going to want to know how you’re going to do it this time. If you’re not sure how to describe your “how,” think back to your toughest, most successful project. Now pick up the phone and ask the people you worked with what they saw in your methods that stood out in their eyes. Better yet, use an impartial third party to ask the questions. You’ll get the straight dope right from the horse’s mouth. 4)Realize it’s not about you. Well, it is – but that’s not how project managers often think. Everything a PM does ensures the success of the project. But project managers often de- scribe what they do in a vacuum, and to the selection panel it all sounds the same. Connect what you do with how it con- tributes to the success of the project by adding so that . “We have regular meetings with all stakeholders ... so that we can make decisions once and move forward together.” “We send cost estimate updates every Friday at noon ... so that everyone is working from the same numbers.” “Collaboration is integral to the design process but it’s how we do it that gives the team authorship,” says Ty Miller, project manager at Integrus Architecture . “Everyone will tell the client they’ll get the project done on time and within budget. If you couldn’t do that, you wouldn’t be at the interview. They want to know how.” Make a commitment. In the competitive interview environment, AEC project managers must not only convey their expertise but must also come across as someone who the panel wants to work with. After all, as one selection member put it, “We’re getting married to these people for three years!” Follow these four tips and you’ll not only win the project, but you’ll “live happily ever after.” SCOTT JOHNSTON is a principal strategist and facilitator at Johnston Training Group. He can be reached at scott@jtgroup.com.

The best introductions connect something authentic about the PM to one of the client or project needs. What led you to become a project manager? How can you relate a personal or professional anecdote to a critical issue confronting the selec- tion panel? Find something and lead with it, and be the PM they remember. The PM on one of our winning teams for an engineering project began this way: “I took the lawn mower apart when I was 5 years old. My mother was upset because I couldn’t put it back together again. But by the time I was 8, I could take it apart and reassemble it. I have been putting – and keep- ing – complicated things together ever since. As your project manager …” “In the competitive interview environment, AEC project managers must not only convey their expertise but must also come across as someone who the panel wants to work with.” 2)Show you approach situations with foresight, not hind- sight. Project managers often use language that is reactive – which is normal since they put out fires on a regular basis. But in front of a selection panel, reactive language positions you as someone who rushes from three-alarm blazes to false alarms. You want to be confidently and proactively leading the charge and seeing what’s over the horizon before anyone else. Reactive: “The funding was delayed so we had to come up with a plan for a one-year pause in the project.” The difference in language is subtle but critical. Proactive: “When we saw that the funding was delayed, we implemented the plan we had prepared ‘just in case’…” Anytime you’re telling a story about how you reacted to something, make sure you don’t come across as “flatfooted.” You didn’t “have to” do anything – you were prepared and ex- ecuted the strategy. 3)Be the man or woman with a plan. Selection panels tell us that project managers often describe themselves in terms of accomplishments. But that doesn’t tell them what it’s like to work together day in, day out. Everyone will tell the client

THE ZWEIG LETTER February 6, 2017, ISSUE 1186

O P I N I O N

O ver the last four decades, I have worked with a lot of A/E firms that really believed that any project on which they worked was their project. The project manager believed it was his or her project. The project engineer thought it was his or her project. Everyone wanted to claim ownership. Yours or theirs? In the A/E industry, it’s easy for PMs and firms to claim ownership of projects, but the only owners are the clients, and they always make the final call.

Bernie Siben

change in the what , the consultant may recommend a change in the scope, the schedule, the budget, or some other aspect of the project. Or you may provide a set of alternative recommendations for consideration. “The owner determines what the project is. The owner determines what the facility is, how it will be used, the budget and schedule, and a host of other attributes.”

Actually, the project was always the owner’s project. The owner determines what the project is. The owner determines what the facility is, how it will be used, the budget and schedule, and a host of other attributes. In order words, everything the project is , the what of the project, is ultimately determined by the owner. The consultant (regardless of what type of person or firm), then determines what it will take for the owner to realize the project that he/she has defined. That is the project approach, the how of the project. If the how of the project identifies a necessary

See BERNIE SIBEN, page 12

THE ZWEIG LETTER February 6, 2017, ISSUE 1186

BUSINESS NEWS NEW JERSEY DEPARTMENT OF TRANSPORTATION AWARDS JACOBS INSPECTION SERVICES CONTRACT Jacobs Engineering Group Inc. received a contract from the New Jersey Department of Transportation to provide construction inspection services for the Smart Moves 2015 – North program. The NJDOT’s Smart Moves program consists of developing, implementing, monitoring, and promoting alternative travel options and intermodal connections. The program will use a network of cameras to identify incidents and deploy emergency services to alert motorists of changes in driving patterns. Under the terms of the contract Jacobs is overseeing inspection work in Newark; the townships of Clinton, Parsippany – Troy Hills, and West Milford; and the counties of Essex, Hunterdon, Morris, and Passaic, New Jersey. “The Smart Moves program is utilizing the latest technology to provide an effective traffic information and alert service for commuters,”

joint venture fabrication yard near Edmonton, Alberta. Engineering and construction personnel were integrated into the fabrication teams to support construction-driven execution through the phases and the 95 modules were fabricated and shipped in 10 months. “This milestone was achieved on schedule and on budget using Fluor’s integrated engineering, procurement, fabrication and construction approach to clients’ projects,” said Mark Fields, president of Fluor’s Energy & Chemicals business in the Americas region. “Fluor worked in collaboration with Suncor – the groups were closely aligned on fabrication priorities and module placement dates.” The East Tank Farm Development, which will be a Suncor-operated midstream asset, is currently under construction in the Wood Buffalo Region of Alberta. The facility will consist of bitumen storage, blending and cooling facilities and connectivity to third-party pipelines.

said Jacobs Senior Vice President Buildings and Infrastructure Randy Pierce. “We look forward to contributing our expertise to this important project, which is built on many years of experience in developing transport infrastructure networks and related systems around the world.” The Smart Moves project began construction in October 2016 and is expected to be complete by March 2018. FLUOR PLACES FINAL MODULE FOR SUNCOR EAST TANK FARM DEVELOPMENT PROJECT Fluor Corporation announced it has placed the final module for the Suncor Energy Oil Sands Limited Partnership’s East Tank Farm Development project near Fort McMurray, Alberta, Canada. As part of its engineering, procurement, fabrication, and construction scope, Fluor managed module fabrication and shipment of the modules, all of which were fabricated by Fluor’s Supreme Modular Fabrication Inc.

BERNIE SIBEN, from page 11

planning ourselves, how can we trust its completeness and accuracy?” So they blew the entire agreed-to project budget redoing the planning phase, despite the owner’s instruction not to do that. “Don’t think of it as the owner not being smart enough to do the work themselves. Think of it as the owner being smart enough to come to you for help in the first place.” For many years, the organization chart in the proposal showed the owner/client in the top box, but upon selection, that box seemed to disappear. More recently, we are learning that successful projects keep the owner/client as an active and contributing member of the project team. This ensures that there are no surprises for the owner and that all of his/her newly-arising concerns are addressed as soon as possible. An important way to show the owner (your client) that you value the contribution they make to your firm’s success is to allow them to function in their proper project role, treating their ideas, their words, their sketches, their questions as having great value to defining and refining the project, your role, and the criteria by which your work will be judged. Don’t think of it as the owner not being smart enough to do the work themselves. Think of it as the owner being smart enough to come to you for help in the first place. BERNIE SIBEN, CPSM, is owner and principal consultant with the Siben Consult, LLC , an independent A/E marketing and strategic consultant located in Austin, Texas. He can be reached at siben@ sibenconsult.com.

In either case, the owner will be the one making the final decision(s). The project is, after all, their project. Even if your firm is hired to help with the earliest planning phase of the project – the site selection, fatal flaw studies, permitting, facility planning, land/ROW/easement acquisition – you will only make preliminary and/or final recommendations. Every final decision will ultimately be made by the owner. From my perspective, a major part of the problem involves a kind of professional arrogance based on the assumed importance of the consultant’s knowledge. After all, you are the expert to whom the owner has come for help. Under those circumstances, it can be difficult to remember that, even if the owner agrees with all your recommendations, the decisions are still only yours to recommend – they are theirs to make. I have seen a fast-growing 300-person regional A/E firm get fired from a large land development project because its project manager was so busy telling the owner what he should want that he never heard when the owner told him what he really wanted. I have also seen a 1,000-person national A/E firm get fired from a project to design a branch bank because they didn’t want to accept the facility planning work done by another firm. Their attitude was, “If we didn’t do the “It can be difficult to remember that, even if the owner agrees with all your recommendations, the decisions are still only yours to recommend – they are theirs to make.”

THE ZWEIG LETTER February 6, 2017, ISSUE 1186

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