Engineering Exchanges - What does the word ‘networking’ mean for your career?

By Julia Palmer, Business Relationship Specialist

It’s long been discussed that Engineers need to network. The terms soft skill development, people skills and benchmarking are probably not new to most, but how do you undertake and apply such skills when so much of your training to date has focused on the technical aspects of the job?

The Engineering profession encompasses a multitude of disciplines that would benefit from a collaborative and networked approach. Disciplines such as aerospace, chemical, civil, computer, electrical and electronics, industrial, IT, mechanical, power and software to list a few can leverage from each other’s experiences to form communities that help promote individual Engineers and the Engineering profession as a whole.

In order for this to happen, we must embrace networking. Though unfortunately for most, networking is a misunderstood word. Let’s cover what it’s not first. It is NOT about; selling, taking over conversations, one-way outcomes, swapping business cards aimlessly (at will), or eating and drinking. It IS however about creating and then managing two-way business relationships that are meaningful and reciprocal in nature.

Given the complexity of most engineering roles, the increased cultural mix in the job market and overseas opportunities that exist, and the desire to accelerate your career, learning how to utilise networks is a critical tool to add to your tool belt. As a further incentive, a major study by the Corporate Leadership Council into the Top 10 Talent Management Insights, found that the success of high potential employees is dependant upon the quality of their networks in the organisation and the No 1 strategy for realising employee potential was the strength of their interpersonal connections.

The following factors will influence your success, help raise your visibility and ensure you

create a powerful professional network.

The three key factors to network effectively;

1- Participate. In the modern age we have online and face-to-face networking opportunities that we can access on a daily basis and the emphasis is on utilising them! Gone are the days where we are just judged for the role we currently do. Companies now measure the ability to network as a key driver for success and in fact research at institutions such as Harvard and M.I.T. has consistently shown that employees’ personal networks are in many cases the single biggest factor impacting their productivity and ability to contribute to the company.

•  Online forums are a great way bounce ideas on professional issues, but note that these are usually more generic in nature. It’s important to get involved by asking questions and adding comments to other peoples too. Be proactive and allocate some time everyday day or week into your diary to invest in raising your online profile.

1. Face to face on the other hand is a lot more personalised but don’t spend the entire event with people you already know! It’s not called net-sit, net-eat or net-drink, it’s called net-work, so ensure you meet new people and initiate a structured, memorable conversation with each. What ever you do, don’t start with the question “what do you do?”. It alienates people and makes them feel judged.

The start of the business relationship is about establishing rapport and trust, and you will have time to qualify once you know if you like each other first. Face to face networking is daunting to most, just remember that everyone was a stranger to us at some stage! Know that you have something valuable to contribute and look for the good in people.

2 - Be Real. The main aim of many networks is to support their membership to share, learn and grow. So once you are involved, focus on being your true self to develop deeper and wider relations within your networks.

People are more likely to engage with you if they like you and vice versa. At all times stay true to your personality and be authentic. You will build trust by giving eye contact. This is something many Engineers struggle with, so a good barometer is to give between 60-70% mutual eye contact during one conversation. Remember to look at all people in the circle not just one or two, which is quite a common (and unfavourable) behaviour. Offer a firm handshake and pay attention to the messages being sent by your non verbal body language too.

Being real and true to yourself means being confident of who you are, so apply this to your interactions with others to form long term, solid business relationships.

3 - Futurise. When developing your networks think for the longer term and not just the current situation. So for example, at functions and events don’t monopolise people, be mindful that they will want to meet other people and so should you. If the conversation is going really well, and you feel that there is a fit for your network, ensure you exchange details at this stage and follow up promptly.

There are many options to connect again in the future depending on the depth of the first interaction or connection you made. You may choose to link via an online/ professional network, catch up for coffee or meal, invite them to another function, call them and so on. The purpose is to share ideas/ knowledge, discuss mutual projects/ interests and support each other.

Excuse yourself politely from a conversation if you don’t qualify them as a fit for your network, thus allowing others to meet them and you to meet others. There is almost only one degree of separation these days, so never burn bridges and don’t agree to anything unless you have ever intention of fulfilling it.

Implement the 3 key factors and remember that it’s too late to build a relationship when you need it the most! The most successful Engineers have established supportive networks both internally and externally to help them achieve their goals, raise their visibility and give back to the profession.

Treat networking as an essential part of your career strategy and not just something that you do on the side, if you have time. Information on an e-learning program designed to help you develop a networking strategy can be found at www.bconsulted.com.au

Network. Network. Network.

Julia Palmer is the Managing Director of BConsulted and author of BUZZ – Inspiration to attract, leverage retain profitable business relationships.

BConsulted provides training, mentoring and resources in business networking and relationship management. For more information go to www.bconsulted.com.au or call 1300 785 815

P.S.
Don’t forget to participate in the poll for this bog: What do you think On the topic of networking for engineers?

Engineering employment in the current economic climate

BY Howard James - Employment agent

I've just spent the morning on the phone to a candidate, a senior engineer with over 20 years experience and some substantial engineering projects behind him. 

He's devastated!

He's physically sick with both the flu and the intense stress he's experiencing from the dissolution process he's going through with his current employer. He's been with them for well over two years now during the craziness in construction and mining engineering that took place in that time here in the Hunter.  The days were long the deadlines were unrealistic, the subcontractors lazy and incompetent and had to be closely watched, the fabricators got it wrong and everything had to modified on site , the company is in turmoil with a takeover and restructures, with a founding/owner moving out of the business with conflict and all the time this is going on, its under the threat of penalties' and legal regulatory authorities watching closely.

So it's been a hell of a ride in those two years as manager, holding it all together and delivering on the contracts.

Now it's quieter, the takeover and the move to new high profile offices have been made and the company is reforming itself under new ownership and a refined direction after three restructures. 

But what is making him physically sick isn't the workload, the stress of the project or the threat of failing to meet deadlines.  It's that after all that loyalty, he looks like he doesn't have a job.   A new guy has been placed into a newly created position above his role as a manager and in the last restructure, while he was on leave last week, his position has been deleted, But he's "welcome to come back" and the company will see what they can find for him.  That seems to be a planning role at a reduced salary.

He's most upset about the betrayal of the company to the loyalty that he has shown it and the emotional input he has made to the success and growth of the company during an extremely difficult and challenging time. His employment is about to change dramatically and not due to incompetence, negligence or even perhaps the full impact of the current economic situation.

But for a moment let's examine employment in the current economic Downturn. There is no doubt that since November last year things have changed dramatically in the employment market.

Tumbling interest rates, affordable petrol and mortgages, Government stimulus payments, subsidised first home buyers and for the first time in a number of years mass downsizing.  There have also bee many companies restructuring and other unpleasant employment realities like business failures or exporting the job to China. The current economic climate whilst new in some ways to the current Gen-Y is nothing new to the old X's or the baby boomers.  We saw it in the late 80's and 90's with the term economic rationalism suddenly becoming popular and Mr Keating giving Australia the "Recession we had to have!"

There has been significant negativity about employment and the media has pounced on the opportunity to sell a few newspapers, with some fear and scary predictions of the percentage that it will reach before it turns around, with varying predictions of when that will be. Even the Rudd Government have made statements in the press recently that ensure more doom and gloom.

But is it all that bad? Is it getting worse or better? What will prompt an employer to hire/fire or retrench? Have employers changed their tactics in the way they hire and what they are looking for?

For a quick and realistic view of future hindsight, I suggest this article to begin to put some perspective on today.  http://www.ere.net/2009/05/15/back-to-the-future-january-2010/

So , how are employers changing their hiring tactics in such a time and how can this be used to find a job in the current market? What kind of employee is valued most in such times and how one can use this knowledge to keep their job?

Firstly, yes employers are changing their tactics in hiring.  Wherever possible they are hiring under their own resources to save money. Recruitment companies, who have not built strong  relationships with their customers, are now out of favour with a lot of the larger corporations and  anyone seeking to use recruitment companies must weigh up if the best approach  to a company is through a recruiter or to go direct.  There is no definitive answer to that - you will have to do the research.  To be represented by an experienced recruiter with solid relationships is still a good way to go.  One of my best current BD approaches is simply to ring and talk to my contacts about people who I am confident represent a real opportunity for a particular company, that I know.  This is true particularly in engineering sector where the specialised skill areas are still not multiplying or dropping form the sky e.g. Structural engineers.

They are also now, looking for the "perfect candidate".  The ones that in the extremes of the candidate short times of just last year, that they found impossible to find - the one that ticks all the boxes, not just a few.  They are waiting and looking for more than two feet, a heartbeat and a degree! They have recently let go in the first round of lay-offs, any one who wasn't "perfect". 

There is much more emphasis on social networking sites, to source and screen applicants. Everything from Company sites, MySpace, Facebook and twitter are being used.  You need to take stock of what you have on those sites and be aware that other people are looking and making decisions based on what they see.  Anecdotally, I recall a case recently, where a job was withdrawn after being offered after the Facebook page was found to contain offensive sexist material.

Secondly to remain employed, who are employers keeping?  The ones staying share a vision for the future with their company and both see a cultural fit in that element. In hiring people there is an old adage, "hire on fit/culture, you can develop skills".  That seems to be carrying a great deal of weight. Another important thing that employers value in the current market, is people who can generate their own work and bring in new business.  Most engineers don't see themselves as sales people.  To be employed you are a salesperson.  To remain employed, you must be a good salesperson.  Every single day and every interaction on a professional level you are selling your credibility, skills and knowledge - you are influencing and persuading people to your point of view. That's a corner stone of sales.  Get comfortable with the idea that engineering and sales are one and the same thing and you will expand your customers and thus your ability to "engineer".

Finally, the article by Lou Adler points to a change taking place right now or even earlier.  Anecdotally I can report that to be the case.  Careers MultiList, the group that I am part of, reported jobs flowing back in, 4 weeks ago at the end of April.  A financial planning group who I do work for (yes I recruit accountants as well as engineers!), reported that they had their biggest month ever in April and that they picked up pace in the first weeks of May.

The good employers have a direction, a vision and a plan. They are taking the opportunity to regroup and are rebuilding now. They are articulating that plan to their team and everyone has had some input. The not so flash employers are still running around in circles hand flapping and squealing like school girls with no vision for the future.  If you work for them - you need to move and soon.

The strong but unhappy employees will begin to move to new opportunities in the latter part of the first quarter in the new financial year.  You need to be ready and prepared, both as an employer and a candidate for another round of more positive changes coming in the next 3-4 months. 

Back to that loyal engineer in the opening paragraphs.  He needs to catch his breath, clear his head and learn a hard lesson that Gen-Y seems to be much better at than the other groups in the employment market.  You need to adapt and while working for a company you are loyal.  You give it your best! But you need to be ready to move and learn to identify when that is coming - Change is the constant

Summary:

• Employers are tending to use their own resources to employ people so try to approach only experienced agents that also have a solid relationship with employers.
• Employers want to keep people who share the company vision and can bring in more work. As an engineer you have many sales skills (such as persuasion) try to use them to increase your company's business.
• There are signs that jobs are flowing back in, and employers will need to keep their good employees. Good employers have direction, vision and a plan that they articulate to everyone.
• Be loyal to a company while you work for them and give it your best. But be aware of when its time to develop your career to the next step.

Howard James is Managing director of Howard James Career & Recruitment Services.

His original qualification is in Early Childhood Education and has 6 years experience in engineering recruitment as well as many more in employment programs, training and  recruitment across the industrial, apprenticeship, commercial and professional sectors.

He is also the resident engineering employment expert at Ingeneers Network Australia.

P.S.

There are two polls for this blog. Be sure to take a look and cast your vote.

Why There Will Never Be As Many Women As Men in Engineering 

By Sarah van der Waal

Introduction
Why are there so few women in engineering; what can be done to increase the number of women in engineering; should anything be done to increase the number of women in engineering?

When I began engineering I could see no good reason why there weren't as many women in engineering as there were men.  I had a look at both Engineers Australia's and APESMA's web pages dedicated to encouraging more women to take, and succeed in, engineering.  While I thought some of their efforts were good, I felt like something was missing.

After thinking about this, I now think that there will probably never be as many women in engineering as there are men.  This is because, by its nature, some aspects of engineering just do not suit women.

However, if we do want to increase the number of women in engineering, then I think we should focus less on women in engineering, and more on engineering itself.  Particularly, the way it is taught and its reputation in Australian society.

I really can't say I have been disadvantaged purely because I am a woman by other male engineers.  I admit that I only have a certain amount of experience and maybe that is why I haven't experience any chauvinistic attitudes in engineering.  However, I have experienced the effects of slow feedback and sense of accomplishment, a lack of preconditioning and the poor reputation of engineering. These are the issues that I will talk about here.

The nature of engineering - Delayed Feedback
I think that the way engineering (when compared to other jobs) offers a sense of accomplishment is not well suited to women.  Different jobs give different degrees of feedback and sense of achievement, and I think some are much more suited to women than is engineering. 

For example:
Nursing gives instant results and an almost instant sense of achievement because nurses can help patients and see the results straight away.  It doesn't take long to make someone more comfortable or administer drugs.  The average stay for a patient is also relatively short so you quickly get to see the results of your efforts.  It is also very clear that you have helped somebody, as they are right there in front of you.

Teaching also offers a more immediate sense of accomplishment.   Teachers can see how they have helped students learn something new each day.  They also see students grow and move on every year.  Consider the number of students in a single class.  This could easily add up to a huge sense of accomplishment if you are able to help each student every day.  Once again, as is the case with nursing, it is very clear you have helped someone and made a contribution.

Engineering, on the other hand, typically has long drawn out projects.  The average new car typically takes 4 years to develop.  Think about how long it takes for a bridge or highway to be made.  Most engineers have to wait a long time to see the final outcome of their efforts.  In addition, they need to rely on their sense of logic to fully appreciate their contribution.

This struck me recently during my IBL employment.  I worked on several relatively short product design and development projects; however, I am yet to see results due to the drawn out manufacturing phase which is still ongoing at this time.  I know I have done something worthwhile, but I need to really think about it to get the sense of accomplishment.  In comparison, the men I worked with seemed to have no trouble gaining this same sense.

I know from my own experiences as a woman, and obviously having many female friends, that women do typically prefer to work in an environment where results are seen quickly.  In contrast, men seem (to me) to be happy in jobs where they need to be able to visualise what they are working towards for extended periods. 

Additionally, when I think about my female friends from high school who also chose higher education, I realise that they typically chose health sciences, child care, teaching and nursing.  When I then think about their personalities, I know that they are the kinds of people who want to help, but prefer to help a person who is physically in front of them, and whom they are able to help immediately.  As far as I can tell, this is what most women are like.

When I consider all this, I am not surprised that we see many more women in the nursing and teaching professions than we do men.

Someone once said to me that civil engineers have saved more lives than doctors by designing and constructing public sanitation systems.  These systems significantly reduce various water born diseases that can have a serious effect on public health.  I can see how this would work and I imagine that you can too.  I would think almost all engineers can see, although in a more abstract manner, the effect that they have on society.  However, I don't think everyone can.  I honestly think men are better at doing this than women because women seem to me, as I mentioned above, to prefer an immediate sense of helping.  Therefore, even though it is clear (logically) that engineers do a huge amount for society, it doesn't mean that everyone will feel a sense of accomplishment if they work as an engineer.

I think this (the delayed and abstract sense of achievement offered by engineering) is a major reason why there are not many women in engineering. 

I don't know if this characteristic of women is genetic or cultural, but I don't think it will change soon.  I'm also pretty sure you can't change engineering into a job that will give instant feedback. 

Therefore, I think this is a characteristic of engineering that will always limit how many females will take engineering on as a profession. And we will therefore probably never see as many women in engineering as men.

I would like to finish the section with an anecdote. I recall the first woman I met who was a qualified engineer. She also had experience in the same area that I am interested in, product development.  And, like me, she was a mechanical engineer.  When I met her she had left engineering and she had become a high school teacher. She had moved from a job of delayed feedback to one of near instant feedback.

Preconditioning - The cultural advantage that SOME boys have
‘Preconditioning' is an issue often ignored.  I don't know if this is the right word for the phenomenon I am about to discuss, but it is the word I will use here.  I believe the preconditioning is cultural.

Typically, men fix things and boys tend to follow their fathers around.  Thus, they too get exposed to fixing things.  This naturally imprints upon them.  This gives them an intuitive understanding of how to fix things and I think it also generates an interest in how things work.  This is what I mean by preconditioning.  I think having an interest in, and understanding of, how things work makes boys more inclined to choose engineering.

Another aspect of preconditioning is the car magazine.  Before I started engineering, I thought that they were just full of photos of cars.  I now know that they are full of useful information that helps to precondition their readers.  I've only recently found out that these magazines contain technical tips sections.  These sections talk about things like:

• thermodynamics and fluid mechanics of internal combustion engines,
• machine systems such as clutches,
• dynamics of vehicles,
• linkage systems found in car suspensions,
• mechatronic systems used to control car performance,
• tribological phenomena in car tyres and engine bearings,
• material properties and material processing for engine components.

You can imagine how reading about these topics introduces most of the topics in an engineering degree (especially mechanical).  These readers have read about these engineering theories in a real life and practical context, and can see the practical application.  Due to this, they have gained a valuable head start.  In addition, they find learning more interesting because they have seen the practical application, which in turn, makes learning engineering much easier and more effective. 

Girls just don't typically read these magazines.  I know I didn't and I can't remember any friends that did. 

So due to the nature of our culture, boys will always be more likely to have been preconditioned for engineering than would girls.

The key issue preconditioning, that I have noticed, is that lecturers, who are predominantly men, think all their students already know about the many mechanisms that are already in existence (that they are preconditioned) and use these mechanisms to explain theoretical concepts.  This puts many female students (like me) at a disadvantage from the beginning.  Therefore, when the lecturer is explaining things, male student will typically have an advantage over female students.

Even though this is cultural, I don't think it's going to change any time soon, and one would expect that girls will continue to have a disadvantage due to this unless universities account for this in their engineering educational programs.

However, this difference might be reducing, which introduces new issues.

Today modern technology is changing how people go about fixing things.  Products are becoming more complex.  Combined with the rising number of office jobs and increased division of labour, there is now less time to spend fixing our own things.  It is now more time and cost effective to get a specialist in to fix something when it breaks down. 

Many more people are also moving into cities; therefore, there is less space to store tools and machines for fixing things.  This means that fewer people will have the kind of exposure and preconditioning discussed above. 

Although in the future some students will still have preconditioning, the number will be far fewer than today or in the past.  This might lead to a drop in engineering student applications overall.  It also means that in the future there will still be female students without preconditioning as well as a larger portion of male students also without preconditioning. 

Therefore, universities are going to have to start accounting for a reduction in preconditioning not only for female students but for all students. This introduces the issue of the failing education system.

Failing Education System - where is design?
I think that, unfortunately, the engineering education system is actually getting worse when it comes to accounting for preconditioning. 

Therefore, if lecturers are going to assume preconditioning, then more effort needs to be put into compensating for the lack of preconditioning.  I think the best options are: focusing on good engineering design subjects and effective Industry Based Learning.

Based on conversations I've had with older engineers and considering my own course, engineering courses are focusing less on design subjects and more on engineering sciences then they used to.  There also seems to be a decreasing emphasise spent on teaching the practical applications of scientific knowledge (I think this should be a key part of design). 

The design subjects are the ones that have the most potential to compensate for the lack of preconditioning that I mentioned above.  Because design subjects should encourage the application of engineering science knowledge in real life situations, they emulate this precondemning, and students are given a chance to see the theory in action.  This makes learning easier.  Therefore, if an engineering degree has a strong design focus, regardless of a student's background and preconditioning, they will gain a sound comprehension of the application of engineering science theory.  

This would not only make it easier for women, who typically lack preconditioning, but it would also benefit all students who have a natural ability in engineering but who were not exposed to any preconditioning.  As I mentioned above, this number will only rise further.

IBL could also help compensate for a lack of preconditioning; however, IBL often does not run as well as I think it should.  IBL is meant to give students the opportunity to see how engineering theory is applied in practise.  I was lucky.  I was expected to apply engineering theory to a number of designs for new products.  This made me think differently.  I now have a much greater appreciation for engineering theory and its practical application.  When I return to my studies I will be much more motivated to gain a deep understanding of engineering principles.  Effectively, I now feel like I have at least some preconditioning.  This will make my education a lot more enjoyable.  I am therefore more likely to complete my engineering education. 

If I had been exposed to this earlier or even before my course, I would have, more likely, paid more attention in class and learnt more effectively.  Not only that, if the students who I studied with in earlier levels who have since dropped out, had earlier been exposed to an IBL experience like mine, then they too would have been much more likely to stay on and complete the course as well.

Unfortunately, few have such good IBL experiences.   I have friends who struggled to find work to occupy them throughout the day when they were on IBL.  IBL, also, often just comes too late in the course.

I realise IBL can't be run too early.  Therefore, I think it is best to focus on effective engineering design subjects and practical application of knowledge to compensate for any lack of preconditioning.  Then, when students are able to go on IBL they are better prepared to do meaningful work and get a better experience.

Such efforts will improve engineering education, the quality of engineering practice and make engineering more accessible to everyone (including girls). But still, people need to want to choose engineering.

Reputation
I think that the perception of engineering by Australian culture is different to the perception held by other cultures.  Australians seem to have little knowledge about what engineers do; they also don't seem to care.  Everyone knows what doctors, lawyers, police officers, plumbers and so on do, but ask an Australian what an engineer does and you'll receive a vague and ill-informed explanation.  For example, I've now lost track of how many times after I answer ‘mechanical engineering' to people's questions about what I'm studying that I've received the response, ‘oh so you'll fix cars?'

Many people have to go out of their way to find information about engineering.  By sheer luck during the period in which I was studying my VCE an international student who studied engineering came to board with my family.  Had this girl not been staying with us, I may have never known that engineers existed, and chosen a different course to pursue.  For this reason you can be sure only a certain type of person will find themselves studying engineering, those who seek out the information themselves (typically those who are preconditioned) or the lucky ones, like me, who stumble across it just in time.

One thing I have noticed about the women who do study in my course is that they are often international or from other (non-Australian) cultures.  In a majority of other countries engineering seems to be regarded as highly as any other profession, and its importance to society is fully recognised.  Thus, the women in these cultures are more likely to consider and choose engineering.  This just doesn't seem to be the case in Australia. 

If the reputation of engineering in Australia was greater, then, I think you would see more people, including women, considering engineering as a career option. Thus, once again, by focusing on engineering itself instead of women in engineering, I think you will see more women consider engineering as a career.

Conclusion
I think we should accept that there will not be as many women in engineering, much like nursing will probably never have as many men.  I think this is so because I don't think the nature of women requiring feedback is going to change anytime soon.

However, the situation can be improved by focusing on those issues that are within our control.  That is the preconditioning of engineering students and the reputation of engineering.

Without preconditioning, potential students need to know that they will actually be taught or how they will be trained to be engineers.  Therefore, to get the brightest students regardless of background (be it sex or lifestyle) the practical application of engineering knowledge (what some people refer to as the wisdom or art of engineering) must be an integral part of all engineering degrees.  I think this would require strong design subjects (with very practical components) and effective IBL.

As I mentioned when discussing the reputation of engineering, only those people who are already preconditioned are likely to seek out engineering as a career option (this group comprises mostly of boys, but is reducing due to changes in modern life style).  If we improve the reputation of engineering, then more people will know about engineering and consider it a viable career option.

Neither of these two issues (compensating for preconditioning and engineering's reputation) is explicitly related to female students.  Therefore, paradoxically, to increase the number of female engineering students we need to focus less on the female students themselves, and focus instead on the quality of education and reputation of engineers.

In summary, I think there will never be as many women as men in engineering, but to increase the number of women in engineering we need to focus more on the quality of engineering and not on women.

Sarah van der Waal is a mechanical engineering student at RMIT and one of the earliest members of Ingeneers Network Australia. She was asked for her thoughts on the topic of women in engineering.

What are your thoughts?

Also take a look at the poll for this topic.