Providing Project Owners And Industry Partners With Proven .

Cross-GenerationalDifferences:Obstacles in Using TechnologyAll employees of construction companies exist to ensure thatwork is put in place. The only way that field-level managerscan drive work is by properly communicating their schedules,plans and needs to all levels of the organization. How plansare internally and externally communicated greatly affects jobproductivity and profitability.Time management is mission critical in design and constructionprocesses from conception to completion. Field-level managersneed to be able to communicate weekly plans to their superiors.Project managers need to make schedules for the week, monthand year. Project executives need to make business plans lookingat monthly, quarterly and yearly projections.Technology is available to enable more effective time management,but generational gaps have often negatively affected itsexploitation. Is it possible that the generational gaps themselvescan be effectively bridged through technology?PROJECT PLANNINGDifferent generations communicate, plan and manage timedifferently. Older generations tend to be more comfortable inhierarchical structures and use rudimentary technologies tocommunicate. Whereas, younger generations rely upon sharedinformation technology and other mediums to communicate.Technology is not a substitute for the knowledge needed to plan.8BuildHoustonOnline.com April / May 2015However, it offers a mechanism to both plan and communicateefficiently if used properly.Effective conveyance of knowledge and needs within the projecthierarchy and across generations is essential to meeting projectobjectives, especially during the planning phases. Such knowledgecomes from practical experience, which needs conveying tofuture leaders by those more experienced. It is paramountthat organizations set up formalized structures to transfer thisknowledge. When creating best practices for planning, considerthe following items: Short-term planning (daily/weekly) Long-term planning (strategic) Establishment of goals Prioritization of tasks based on deadline and importance Feedback Cross-generational engagementWhile individuals across all generations use varying forms oftechnology to manage time, plan and convey knowledge, thekey is to squeeze and leverage the full technological capabilitiesavailable to increase efficiency and productivity. Leveraging thesecapabilities is most effective once organizations have developedframeworks that enables planning and cross-generationalcollaboration that allows for changes in technology.

CULTURAL RESISTANCE TO CHANGEWe have all heard the saying “you cannot teach an old dog newtricks.” That statement rings ever true in the construction industrytoday. How many times have you heard a superintendent,supervisor, tradesman or craftsman say, “I don’t need a computer,”“I don’t know how to turn a computer on” or “I don’t know howto use this phone?” With the increased reliance upon technologyduring the design, construction and operation of the builtenvironment, the successful use and integration of technology ismore important than ever.Why do certain individuals object to change? Why do they rejectnew technologies and methodologies intended to improveefficiencies? Is it fear of failure? Is it due to excessive pride? Is itcomplacency? Whatever the reason, organizations must find waysto bridge generational gaps and start leveraging technologies tocomplement and support time-management efforts.guidance from one who might not be perceived as being on anequal plane.Typically, employees who fall within generations X or Y are morecomfortable with technology and promote cross-generationalsharing of technology. Reverse mentoring allows employees withseniority the chance to ask questions and learn from youngergenerations without fear, while also establishing a feedbackrich environment from which younger employees can learn andleverage into better time-management practices.A reverse mentoring program increases employee engagementand establishes a framework that enable senior-level employeesto court and develop a mentor/mentee relationship with one ormore of their subordinates. The use of reverse mentoring shouldincrease planning efficiencies and promote technological changefrom within, which will ultimately lead to increased productivity.REVERSE MENTORINGNow more than ever, A/E/C firms must be able to plan, shareknowledge and use technology to improve productivity to betterposition in an ever-competitive construction landscape. A crossgenerational approach is the first method to look at when trying toincrease time-management and productivity efficiencies.One of the best ways to engage and promote acceptanceacross generations is by developing and implementing a reversementoring program. Reverse mentoring is where a more seasoned,experienced or higher-ranking individual reaches out and seeksCokinos, Bosien & YoungABOUT THEAUTHORSmart MovesAnticipate your opponent’s next maneuver.Develop a strategy.Execute the right moves.Dustin Bass is a consultant with FMI Corporation.He specializes in providing productivity andprojectexecutionimprovementconsultingservices to self-performing contractors andThat’s our approach, whether it’scomplex litigation, transactions,business formation or dispute resolution.Because our attorneys understand that your business is more than a game.general contractors. He can be reached at303.398.7247 or via email at dbass@fminet.com.FOUR HOUSTON CENTER 1221 LAMAR STREET 16th Floor HOUSTON, TX 77010 Tel: 713-535-5500www.cbylaw.comHOUSTON DALLAS /FT. WORTH SAN ANTONIOApril / May 2015 AUSTINBuildHoustonOnline.com9

AT YOUR FINGER TIPS:BENEFITS TECHNOLOGY SOLUTIONShe Human Resources technology marketplace is growingtremendously due to the demand for integrated HumanResources, Employee Benefits and Payroll technologiesand services.Increasingly, employers are looking forgreater consulting guidance and support in the areas of HumanResources automation and support. In addition, Health CareReform continues to be one of the biggest headaches employersare dealing with due to legislative and IRS requirements imposedby the Affordable Care Act now and into the future.Tcomprehensive and far-reachingstudy of the practices, policies,programs and benefits providedby U.S. employers to addressthe changing needs of today'sworkforceandworkplace,including workplace flexibility,health care and economic security benefits, care-giving leave andelder care assistance.The concept of a single web based platform to accomplish allof this and help HR with the many compliance issues is whatcompanies are looking for. Compliance is difficult without theuse of technology and standardization of internal processes.The benefits of a technology solution are many – ranging fromstreamlined efficiency, reduced errors and lower costs. With over300 technology providers in the marketplace, how do you knowwhich provider is best for you?The systems have online resources providing daily news updates,job postings, extensive legislative resources, message boards,seminar and conference dates and other pertinent benefitsindustry tools and information. The site is designed to supportthe people who administer, give compliance advice about, design,make policy for, or are otherwise concerned' with employee benefitplans in the United States. Many technology solutions draw fromthis rich resource to provide timely news updates specific to yourbusiness line.An advanced employee benefits and health management systemis typically a web-based tool which helps companies demonstratetheir dedication to employees by putting them in touch 24/7 withbenefits, health, compensation and human resources programs.There are several typical sections within these technology systemsdesigned to bring resources to your fingertips.Every year, various research groups and consulting firmsrelease national surveys showing healthcare trend increases forthe previous year and make their forecasts for the upcomingyear. The 2012 National Study of Employers (NSE) is the most10BuildHoustonOnline.com April / May 2015Analysis tools are often a key component as well because theydeliver the hard data needed to monitor the ongoing health andwell-being of benefits plans. A Benchmarking application cancreate a benefits benchmark report comparing your benefit plandesign detail against group size, industry, and regional norm dataprocured from leading third-party sources.Claims Analytics are powerful, web-based claims analysis tools.Geared towards small, medium, or large group sizes, claimsanalytics enables you to identify claims-cost trends, spot issues

with utilization, and offer solutions for reducing claims costs.Online HR libraries provide a comprehensive 360 degree view ofhuman resource and benefits laws both on a federal and statelevel. Whether you need a form, poster, the newest informationon health care reform laws or state employment laws, these onlinelibraries provide you valuable resources whether your companyhas five employees or 500.Last but not least, Compliance Portals have taken on a significantimportance and is designed to help employers comply with thenumerous federal requirements applicable to health and welfareplans subject to federal laws such as cafeteria plans, COBRA, ERISA,FMLA, Health Care Reform, HIPAA, Medicare, Nondiscrimination,and taxation of employee benefits.Many technology solutions incorporate all of these componentswhich, when added together, gives you a robust tool to answeryour need for HR automation and support.ABOUT THE AUTHORSChrist Taylor Insurance is an Employee Benefits and Insurance Brokeragefirm doing business for over 50 years in southeast Texas, and long-time ABCmember. We provide solutions to small and medium size companies in theareas of Healthcare and other Benefit programs, as well as Life Insurance andRetirement Plans. Contact the Christ Taylor team at 713-850-7747 or www.christtaylor.com.INTEGRATEDSOLUTIONSFOR TRENCH & TRAFFIC NEERINGCALL 888 234 9244“THE TRENCH & TRAFFIC SAFETY SPECIALISTS”www.ntsafety.comWITH A NATIONWIDE BRANCH NETWORK, WE’RE WHERE YOU NEED US TO BEApril / May 2015BuildHoustonOnline.com11

Safety Red ZoneNo prudent sports enthusiast in the world will forget theboondoggle play of the Seattle Seahawks in the mostrecent Super Bowl. Play it again with me: With 40 secondsremaining in the game, Seattle moves the ball down to thePatriots one half yard line by a series of unrealistic pass playsand the relentless running by halfback Marshawn Lynch. Up tothat point Lynch had gained 102 yards. With second down and ahalf yard to go, conventional wisdom would tell you to run Lynchup the middle three times if necessary to win and end the game.Then the most unrealistic play one could think of was called andexecuted poorly. A slant pass play by Seattle quarterback RussellWilson turned into a Patriot interception by rookie Malcolm Butlerand the history book was rewritten and that last play by Seattle willremain a discussion topic for the next few decades if not longer.The Red ZoneIn football, the red zone is inside the opponent’s 20-yard line.During the 2013 NFL season, Seattle scored 53 percent of the timewhen in the red zone. With three plays to make a half yard, theirchances seemed like a for sure 100 percent. Then it happened:poor planning and poor execution, quite like on our constructionprojects, created an unforgettable event--a remarkable andunforgiveable loss.Jobsite safety can be just like the Super Bowl game. We can besuccessful to a point, then when we don’t plan well and don’texecute well, disappointment and embarrassment can catch us.Injury happens in a similar way. When we don’t use our mostexperienced and trained workers to execute the work; when we12BuildHoustonOnline.com April / May 2015don’t plan to assure hazards don’t harm us; when we don’t do thejob in the same manner we did for previous successes, we leaveourselves in a no-win situation.Hazards And At-Risk Behavior Are ItInjury is caused by a known or unknown hazard. For years whenteaching safety and leadership courses I would ask the group,“Who is going to be the next crew person that will be harmed atyour jobsite?” Believe it or not, most would tell me it will be so andso or another. Most could even give me a name. So what’s wrongwith this picture? If a project leader could tell which employeewould most likely be injured, why was that person allowed tocontinue without additional mentoring, training or discipline?Years ago after a very serious employee injury, I learned alifetime principle: No company executive, no project leader, nocraft supervisor and no employee has the right to harm anotherperson. Matter of fact, in our country it’s generally against thelaw to harm a person. Yet in Corporate America, workers are stillbeing injured. Why? Could it be that we get in the ‘Red Zone’ anddon’t plan or execute well? I believe so.Let’s ScoreA wise plan, great execution and outstanding teamwork will helpus score and win. Safety planning as well as scope executionplanning should begin on the same day. When a project isestimated, bid, awarded and purchase orders received, it is timeto start the job. By that time a prudent contractor already knowsthe safety resources needed, safety tools and supplies required

and a safety execution plan readied. With safety thought out forthe entirety of the scope of work and with alterations, variances,plan B’s, editions, deletions and ‘what ifs’ considered, a successfulcompletion can be expected. Successful? Yes, it’s when wecomplete the work injury free. Some think that is impossible. Forthe long term it’s improbable, but for the short term like millionsof work hours, it is indeed doable. How do I know? I’ve seensuccessful contractors do it dozens of times.You too should get into the red zone, then over the finish line for awin. When we get ‘er done injury free, it’s a win for all.ABOUT THEAUTHORBennett Ghormley has more than 35 years of experience in safety, trainingand construction administration. He is experienced in implementing safetyprograms involving commercial, industrial and municipal industries. Mr.Ghormley has conducted audits, investigations and inspections in refineries,chemical and petrochemical plants, for pipelines, water and waste facilities,manufacturing plants and fabrication facilities. Mr. Ghormley has servedas an expert witness in litigation cases and appeared before the Workers’Compensation Commission, EEOC, Employment Commission and civil courts.Contact Mr. Ghormley via email at bennettghormley@yahoo.com.COMMITTED to your success.For more than 41 years, Brookside Equipment has beendedicated to making your worksites more productive.It’s why we offer sales and support on the bestCommercial Worksite Products around — John Deere.From skid steers to compact excavators and everythingin between, Brookside has the equipment you needto TRONG:www.BrooksideUSA.com7 locations41 years in businessGold Star Certified DealerOn Site Field ServiceMore than 120 employeessupporting your equipment9125 I-45 Gulf Frwy 11700 S. Sam Houston Pkwy W.(713) 943-7100(713) 541-3535College / Airport ExitNear SW Frwy (Hwy 59)See for yourself what these workhorses can do.Call one of our Worksite Product Specialists to schedule a demo.Larry Edwards - (713) 818-9187 Patrick Nickerson - (713) 943-710028715 Hwy 90(281) 391-2165Hwy 90, Exit I-10at Pedersen Rd.19003 I-45 North Frwy(281) 353-0204Cypresswood Exit17000 Hwy 288B(979) 849-23252 miles south of CR22013250 West Rd.(713) 466-7456Hwy 290 @ West Rd.2135 Gulf Frwy South(281) 338-1300League City Pkwy ExitBES7X50401BOF-4CBrookside EquipmentSalesApril / May 2015BuildHoustonOnline.com13

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Cover StoryKoasati Construction Management PresidentCraig Williams and City of Houston Office ofBusiness Opportunity Director Carlecia WrightIIn business, as in life, working with a partner accomplishes muchmore than working alone as long as a common goal is shared.For evidence of this, we need only to look at the team of KoasatiConstruction Management (Koasati) and the City of Houston’sOffice of Business Opportunity (OBO). Koasati ConstructionManagement is a Houston-based, certified Minority BusinessEnterprise (MBE) that specializes in Program/ConstructionManagement. Owned by a Native American Tribe, rather than anindividual, the minority certification process for Koasati proved tobe a challenge, however, where some see a challenge, others seean opportunity.“The City’s OBO genuinely cares for the minority businesscommunity.” says Koasati President, Craig Williams. “During thecertification process, they took the time to listen and evaluate ourownership structure, which is a little unique. They became a truepartner in the sense that they didn’t look for a way to disqualify usfrom the certification program, but rather they looked for a way tomake sure we got the recognition we deserve.”“Hearing from other certifying entities that ‘You qualify but ourprocess doesn’t allow us to certify you’ was very disheartening,”adds John Alvarez, Koasati’s Executive Vice President. “The OBO’sreaction was completely different. They said, ‘You qualify. Nowlet’s figure out how to get you certified.’ That was so refreshingafter all that we had been through.”City of Houston, OBO Director, Carlecia Wright agrees. “The Officeof Business Opportunity provides a variety of certifications, ourteam of experts looks for innovative ways to work with businessowners and Koasati was no different for us. We are pleased thatwe were able to certify them and that they are going above andbeyond to includ

SAFETY a HELP WE Is the ISNetworld system a full time job? It’sBLACK & WHItE. IF sAFEtY Is tHE PROBLEM TCA IS THE SOLUTION 3131 Memorial Court Suite 15101 Houston, TX 77007 713.263.7661 Tara.Amavi@tcamembers.com Legal Notices: TCA is an independent service provider and is in no way endorsed by, sponsored by, approved by, or .