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I read the recent article How to address the civil engineering workforce numbers problem and the report it references, "Strategies to Address Engineering Workforce Challenges" and do not see much of a strategy. Rather, I see various ideas, concepts, and objectives. While there are many different definitions of strategy out there, the one that speaks to me is an integrative set of choices that positions you on a playing field of your choice in a way that you win. Although I am passionate about civil engineering, I think there are some harsh realities that we need to face up to if we're going to keep the profession vibrant and competitive with other STEM fields. I would appreciate it if others could share their perspectives on what they are doing to attract and retain talent in the field of civil engineering.

Hi Mitchell, we are currently dealing with a youth who wants, with the least amount of effort, to get maximum dividends. The case of civil engineering is a profession where physical and mental efforts are needed to train and develop the profession, and the income is not necessarily the highest in the market. The above, taking into account the new trends of young people to be athletes, famous artists or content generators (influencers), who earn money for likes or applause after an effort not comparable to other professions or activities. The invitation is that as professionals and professors, we show students that being rich or famous is not the goal to achieve for society; being an engineer comes with the responsibility to serve society. We can only achieve this by exposing high school and university students to these realities that they can impact with their knowledge. Being rich and famous is banal.

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Andres Guzman D.Eng., MEng, Ing., M.ASCE
Associate Professor
UNIVERSIDAD DEL NORTE
Barranquilla

Original Message:
Sent: 10-16-2023 08:40 PM
From: Mitchell Winkler
Subject: Are we doing enough to attract and retain civil engineering talent?

I read the recent article How to address the civil engineering workforce numbers problem and the report it references, "Strategies to Address Engineering Workforce Challenges" and do not see much of a strategy. Rather, I see various ideas, concepts, and objectives. While there are many different definitions of strategy out there, the one that speaks to me is an integrative set of choices that positions you on a playing field of your choice in a way that you win. Although I am passionate about civil engineering, I think there are some harsh realities that we need to face up to if we're going to keep the profession vibrant and competitive with other STEM fields. I would appreciate it if others could share their perspectives on what they are doing to attract and retain talent in the field of civil engineering.

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Mitch Winkler P.E.(inactive), M.ASCE
Houston, TX
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Isn't producing the least amount of effort to receive maximum compensation simply how labor supply and demand works?  Altruisim doesn't pay the increasingly more expensive mortgage, after all.

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Vanessa Rollins P.E., M.ASCE
Civil Engineer

Original Message:
Sent: 10-22-2023 06:53 PM
From: Andres Guzman
Subject: Are we doing enough to attract and retain civil engineering talent?

Hi Mitchell, we are currently dealing with a youth who wants, with the least amount of effort, to get maximum dividends. The case of civil engineering is a profession where physical and mental efforts are needed to train and develop the profession, and the income is not necessarily the highest in the market. The above, taking into account the new trends of young people to be athletes, famous artists or content generators (influencers), who earn money for likes or applause after an effort not comparable to other professions or activities. The invitation is that as professionals and professors, we show students that being rich or famous is not the goal to achieve for society; being an engineer comes with the responsibility to serve society. We can only achieve this by exposing high school and university students to these realities that they can impact with their knowledge. Being rich and famous is banal.

------------------------------
Andres Guzman D.Eng., MEng, Ing., M.ASCE
Associate Professor
UNIVERSIDAD DEL NORTE
Barranquilla

Original Message:
Sent: 10-16-2023 08:40 PM
From: Mitchell Winkler
Subject: Are we doing enough to attract and retain civil engineering talent?

I read the recent article How to address the civil engineering workforce numbers problem and the report it references, "Strategies to Address Engineering Workforce Challenges" and do not see much of a strategy. Rather, I see various ideas, concepts, and objectives. While there are many different definitions of strategy out there, the one that speaks to me is an integrative set of choices that positions you on a playing field of your choice in a way that you win. Although I am passionate about civil engineering, I think there are some harsh realities that we need to face up to if we're going to keep the profession vibrant and competitive with other STEM fields. I would appreciate it if others could share their perspectives on what they are doing to attract and retain talent in the field of civil engineering.

------------------------------
Mitch Winkler P.E.(inactive), M.ASCE
Houston, TX
------------------------------

I read the recent article How to address the civil engineering workforce numbers problem and the report it references, "Strategies to Address Engineering Workforce Challenges" and do not see much of a strategy. Rather, I see various ideas, concepts, and objectives. While there are many different definitions of strategy out there, the one that speaks to me is an integrative set of choices that positions you on a playing field of your choice in a way that you win. Although I am passionate about civil engineering, I think there are some harsh realities that we need to face up to if we're going to keep the profession vibrant and competitive with other STEM fields. I would appreciate it if others could share their perspectives on what they are doing to attract and retain talent in the field of civil engineering.<o:p></o:p>

I read the recent article How to address the civil engineering workforce numbers problem and the report it references, "Strategies to Address Engineering Workforce Challenges" and do not see much of a strategy. Rather, I see various ideas, concepts, and objectives. While there are many different definitions of strategy out there, the one that speaks to me is an integrative set of choices that positions you on a playing field of your choice in a way that you win. Although I am passionate about civil engineering, I think there are some harsh realities that we need to face up to if we're going to keep the profession vibrant and competitive with other STEM fields. I would appreciate it if others could share their perspectives on what they are doing to attract and retain talent in the field of civil engineering.<o:p></o:p>

Mitchell:

We (individuals, companies, organizations, employers) need to empower our (civil) engineers to make a difference in our world, through creating an engaging atmosphere to work in, investing in our people, creating opportunities for creative input and career advancement, while expecting solutions to the challenges that society faces.

Through careful career management by both individuals and employers, collectively, this "job" will become a passion and so much more than a living or paycheck.     

I read the recent article How to address the civil engineering workforce numbers problem and the report it references, "Strategies to Address Engineering Workforce Challenges" and do not see much of a strategy. Rather, I see various ideas, concepts, and objectives. While there are many different definitions of strategy out there, the one that speaks to me is an integrative set of choices that positions you on a playing field of your choice in a way that you win. Although I am passionate about civil engineering, I think there are some harsh realities that we need to face up to if we're going to keep the profession vibrant and competitive with other STEM fields. I would appreciate it if others could share their perspectives on what they are doing to attract and retain talent in the field of civil engineering.<o:p></o:p>

I have had the recent opportunity to interview multiple early career engineers.  During those interviews we also allow the applicants to ask questions of us, so that they can obtain information of interest to them.  A common theme has a risen from these early career engineers- they allow want opportunities to be mentored. whether the mentoring is formal, or informal.  If we are going to recruit and retain (inspire?) the next generation, we are going to have to meet them where they are at.  

Mitchell:

We (individuals, companies, organizations, employers) need to empower our (civil) engineers to make a difference in our world, through creating an engaging atmosphere to work in, investing in our people, creating opportunities for creative input and career advancement, while expecting solutions to the challenges that society faces.

Through careful career management by both individuals and employers, collectively, this "job" will become a passion and so much more than a living or paycheck.     

I read the recent article How to address the civil engineering workforce numbers problem and the report it references, "Strategies to Address Engineering Workforce Challenges" and do not see much of a strategy. Rather, I see various ideas, concepts, and objectives. While there are many different definitions of strategy out there, the one that speaks to me is an integrative set of choices that positions you on a playing field of your choice in a way that you win. Although I am passionate about civil engineering, I think there are some harsh realities that we need to face up to if we're going to keep the profession vibrant and competitive with other STEM fields. I would appreciate it if others could share their perspectives on what they are doing to attract and retain talent in the field of civil engineering.<o:p></o:p>

I read the recent article How to address the civil engineering workforce numbers problem and the report it references, "Strategies to Address Engineering Workforce Challenges" and do not see much of a strategy. Rather, I see various ideas, concepts, and objectives. While there are many different definitions of strategy out there, the one that speaks to me is an integrative set of choices that positions you on a playing field of your choice in a way that you win. Although I am passionate about civil engineering, I think there are some harsh realities that we need to face up to if we're going to keep the profession vibrant and competitive with other STEM fields. I would appreciate it if others could share their perspectives on what they are doing to attract and retain talent in the field of civil engineering.<o:p></o:p>