Page 13 - Q1_2023_Corp Newsletter

INVEST IN THE BEST
With nearly two years of remote work and greater lifestyle Participants complete an assessment designed to uncover their
flexibility, job applicants have gotten much more selective top five strengths; it is presented during the Self-Discovery
about the employers they choose. In 2021-2022, Rosendin class. The second class, Team Dynamics, incorporates a better
decided that the more competitive recruitment and retention understanding of how to work with those strengths and how
marketplace required special attention. Thus, “Invest in the strengths play out in team dynamics. In one of the activities,
Best: Attract, Develop, and Retain the Best and Brightest in the participants are provided with a department-specific problem to
Industry” was born as a key organizational goal. solve. They must determine which strengths would be needed
to accomplish the task and then put together the right team
“Many industries currently are struggling with the issue of using cards that show only the participant’s top five strengths.
diversity and inclusion. In the construction industry, it has No other indicators (such as name, gender, role, experience,
been incredibly difficult to attract and maintain the younger etc.) are provided in order to eliminate unconscious bias.
generations, as they are seeking collaborative and inclusive
environments not typical in the industry,” say Training “The program intends to demonstrate that the diversity of
Coordinator Kayla Hart and Vice President of Learning and strengths, as with the diversity of people, creates a stronger
Development Stephanie Roldan. “The company needed a team. All new hires come to the company with valuable
program that taught not only gender and ethnic diversity, but individual strengths that make teams stronger,” Hart and
also generational diversity. A novel approach to solving this Roldan explain.
issue was through deploying a program called ‘Core Clarity To attract younger generations and help them see construction
Strengths Finders.’” as a viable option in lieu of college, the Rosendin Talent
Rosendin’s Training Department launched the Core Clarity Development team speaks at high schools to students and
program across the organization beginning in 2018. Before parents about the benefits of entering the International
working with each department or group, each participant is Brotherhood of Electrical Workers (IBEW). “As part of this
assessed in three areas: endeavor, the Workforce Development Program was developed
to provide younger generations the skills they need to enter the
1. Safety: How psychologically safe do they feel on a team? Apprenticeship Training Program and retain those who come
to our company by providing and onboarding experience that
2. Belonging: Do they feel they are part of the team?
presents an inclusive and welcoming environment,” Hart and
3. Mattering: Do they feel like what they do matters? Roldan say.

ROSENDIN’S LEARNING AND DEVELOPMENT TEAM. Top row, from left: Brandon Dickey, Mike Murphy, Erik Eastland, Kayla Hart, Dani
Stauft, and Steve Montalvo. Center row, from left, the L&D Leadership Team: Jeremy Schaefer, Irma Hurtado, Stephanie Roldan, Jeff Daigle,
and Phillip Browning. Bottom row, from left: Te’osha Baker-Bunch, Mario Flores, Sean Richards, Connor Greenawalt, Matt Kitzmiller, and
Stephan Cole.
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