Tag: Question Thinking

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Where Are the Women in Manufacturing

How do we get women passionate for science into manufacturing

Last week, diving deep into the speculative end of the Section 232 Steel tariff pool, and prepping for a trip to China, I neglected to keep tabs on a couple job postings that we have listed.  Since the beginning of the year, we have been looking for someone with a technical background to develop a mid-level sales position.  Getting back to them now, and looking through all the candidates, it struck me, where are the women in manufacturing?

In the roughly two months of receiving resumes, there have been a wide range of applicants, both qualified and not, but through it all, zero female candidates.  No gender diversity, across LinkedIn, alumni job boards, local classifieds and recruiters.  Seeing this, I am both perplexed and concerned:  is this female candidate void a mirror, reflecting our deficiency, or a window to see the larger issue in the industry?

Or maybe it is both and the fact is that we have a long way to go.  It feels like support for STEM is everywhere.  For the last several years, coaching high schoolers, there were many girls I worked with who were good students with an interest in math and science and a work ethic I admired.  I would hire any of them to work in this role, but besides not being old enough to work in manufacturing, they also have no interest.  It seems that all the support of students in STEM is only the beginning.  We also have to connect and inspire girls to the opportunities in manufacturing and other technical industries.

Eighteen years ago when I was entering university to study mechanical engineering, it was generally accepted that females studying engineering were rare.  At the time, roughly 1/3 of the engineering student population were female and that fraction was generous, I do not recall a class as an undergraduate or a teaching assistant where 1/3 of the students were women.

Fast forward to now, and despite a decade of intense STEM support across the country, alumni relations informed me the rate of female enrollment is unchanged from when I was in college. WHAT?!  How is that possible?  I realize it is a midsize school, and there may be some big-name programs elsewhere that can tout growth of female enrollment, but this is not an isolated problem. How are there not more females interested in engineering?  If the broad topic of engineering is not gaining interest, then the subset of manufacturing does not have a chance!

My view is distorted by my spheres of influence.  Working with manufacturing companies every day and participating in a technical advisory at the local community college, I am almost constantly surrounded by like-minded people who support STEM and increasing opportunities in our industry. Plus, I infer the connection between STEM and technical careers, but that may be a leap for others outside of technical industries. As a high school coach, on the other hand, with many student’s parents being doctors, lawyers, business owners, and entrepreneurs, the fact that I worked in manufacturing was overlooked in favor of the more altruistic label as a volunteer youth athletics, so there is certainly some negative bias to overcome.

And even if we succeed in encouraging teenagers to pursue these technical careers, there are several years before they will be in the workforce.  What about filling the immediate roles that are available? How do we motivate and attract women to this industry and careers?  The point above, regarding my influences and connections, is that I do not have the answers.

A few years ago we hired a sales person that came from selling wholesale beauty products to salons.  When she was going to college for fashion, did she think one day she would be helping maintenance workers troubleshoot hydraulic components and selling them replacement parts?  Doubtful.  And you know what, she is awesome at it!  How did we get her?  Pure luck.  Human resources or I cannot claim any special insight.  This is not to pat ourselves on the back. Being lucky is not going to solve the gender imbalance in manufacturing.

So what do we do?  To paraphrase Sheryl Sandberg, how do we overcome them not doing something where they do not see themselves? I can think of several great women leaders in manufacturing that I have had an opportunity to work with, but the reality is, on the scale that the industry needs, there are not enough of them that can serve as role models for students.  Women in Manufacturing is a great organization and I hope they can build even more momentum to encourage their peers to be a force in this industry.

And how else can we grow manufacturing? Take a chance!  Reach across and embrace candidates from other industries. Manufacturing can be taught and if someone has the interest and willingness to learn and apply themselves, there is no doubt the employee and business will benefit. With the impending retail apocalypse, how many experienced store managers and key holders could kick butt given a chance in manufacturing?  Probably thousands.  Let’s figure out how to attract them, and ambitious individuals from other areas, to the opportunities in manufacturing.

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Book Review:  A More Beautiful Question

Look for the questions, not the answer to the puzzle

If you want to open your mind, value growth, or are curious about generating change and coming up with big ideas, then this book is one to consider.  The book jumps in posing a number of thought-provoking questions, to prime the reader for the book’s intent. This hook was compelling to me and at only 272 pages, I was surprised how quickly it read.

two book cover versions for A More Beautiful QuestionThe book frames a number of commonly recognized products and how they were developed by asking radical questions:  Pandora, Cracker Jack’s, Salesforce, as well as the blade prosthetic foot, among others. The book offers up research and practical ways to generate questions.  Do you want to tackle some tough questions? Then start with a few easy questions and progress to more difficult.  Answering the easy questions helps open up your mind to tackling big ideas.  ‘Big ideas’ is also a recurring theme throughout the book, as well as accessible strategies. One story shared a Questioners tactic: after creating a technology sabbath on Saturdays, she began saving questions to contemplate during this undistracted time.

After reading the book, my takeaway is that the author does an excellent job of transcending the purpose of questioning.  A More Beautiful Question can be a guide for question thinking if you are a leader of an organization, a parent, or a thought worker.  The ideas presented open up anyone to tackle question thinking, be it business challenges or personal obstacles.  And the tools outlined apply at any scale, again, from, “How can I do this better,” to “What is our organization’s purpose in this world.”

Despite the book’s grand title, the message presented is clear, relatable and applicable to anyone who wants to break out of the answer routine and start thinking about questions whether

Further thoughts for Leaders

One of the realities posed by the author is business types.  He shares that old line businesses, particularly in the US and western Europe, many of which were created after World War II and then run by those from World War II, were built on an organizational structure where leaders have answers and there is little room for questions. These environments will have the most opportunity, and challenge, for adapting the question mindset.

Having recently read The Multigenerational Sales Team by Warren Shiver and David Szen, A More Beautiful Question raised questions in my mind about the generational impact of being open to questions.  Certainly, the book mentioned questioning as being a cultural taboo, in Asian countries for example, asking questions makes one appear they are not knowledgeable, so The Multigenerational Sales Teamthe idea of questioning is discouraged.  Recognizing this limitation, companies have brought in consultants for the explicit purpose of asking, seemingly obvious, questions, because the organization is unable to ask those questions of themselves.

From a generational standpoint, the book raised concerns to me about the ability to gain traction with question thinking across generations.  Millenials, and certainly Gen Z, having grown up with the ability to type Google a question whenever they want, are most comfortable with the questioning method.  But what about Gen X?  Prone to offering up rebuttals, would that discourage the questioning process?  What about Baby Boomers and Traditionalists? They have existed in a top-down, hierarchical business world, where questions are the exclusive domain of the novice, and not asking questions is [incorrectly] linked to higher knowledge status.

It is an oversimplification and disservice to take this generational point too far. Every generation is made up of many individuals with varying levels at which they identify with their generation’s norms, across a continuous spectrum.  As the leader of an organization, the generational consideration is a warning for how the embrace of question thinking can be approached.

And that’s what makes this book great.  The author touches on other factors which contribute to openness for asking questions.  For example, Silicon Valley is an incubator for asking questions and coming up with new, big ideas.  Montessori schools and similar question-centric education systems are a breeding ground for question thinking.  Even, being well traveled and having a broad, liberal arts, education, helps to ask questions.  Having diverse interests and reading a wide range of topics, helps to generate questions.  Writing, particularly journalism, is a great way to provoke the more beautiful question, which is particularly true for the author, Warren Berger, which is what started this journey for him.

Note:  Cover Image from David Stern

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