WICA 2018 Annual Sponsor Program Now Open

2018 is fast approaching and WICA is gearing up to once again offer the popular Annual Sponsorship Program. Beginning today members can register as a Platinum Sponsor, Gold Sponsor, or a Silver Sponsor. Annual Sponsor companies get additional exposure association-wide via the website, regional events, Annual Convention, and select monthly e-news letters. Benefits and cost vary for each level. Illustrated below is the 2018 WICA Annual Sponsor Benefits Chart.

Level of Support

Value

Platinum

$2,750

Gold

$2,000

Silver

$1,500

Logo on WICA Website

Logo on WICA 2017 Annual Sponsor Banner

Live Recognition at events

Recognition on WICA App

Company name in each event’s program book

Company name on sponsorship sign at events

Recognition in the WICA eNewsletter

Golf Hole Sponsorship valued at $300/each

4

3

2

Convention Sponsorship valued at $500

2

1

1

Convention Sponsorship valued at $300

1

1

N/A

Optional Presentation at Annual Convention

N/A*

*Opportunity to present at Annual Convention is not guaranteed and may be granted based on scheduling needs.

If you would like to register as a 2018 WICA Annual Sponsor please follow the link below, or download the PDF form here. If you have any questions please contact Leanna Davis in the WICA office at (801)364-0050 or email here. We are excited for all the new year has to bring and we hope you will help support the Western Insulation Contractors Association in the new year.

DOWNLOAD PDF REGISTRATION

 

How To Deal With Weaknesses On Your Team

Working effectively in teams is a key part to successfully accomplishing goals in business. The team is affected by the individuals within that team, and regardless of how well you do individually, your project and your reputation could be affected positively or negatively by your teammates.

When you have smart, talented, experienced teammates, this is great. Your own accomplishments are amplified and supported by those around you. But what happens if you have an incompetent coworker on your team?

Now, “incompetent” can mean a lot of things, and it’s often used as a pejorative phrase, but in this context it doesn’t necessitate that the coworker has done something wrong or egregious. It doesn’t mean he is lazy or stupid–just that he’s incapable, perhaps due to lack of experience or capacity, of performing to an adequate level.

So how do you deal with incompetence when it threatens your own performance?

Set Clear Expectations

Your first job is to make sure everybody on your team is clear about the expectations of the project. This must apply on several different levels. First, you must make sure your coworkers are all aware of their individual responsibilities, the level of effort and skill necessary to execute them, and the target objectives that must be met. If your coworker knows he is over his head, this will be the time for him to bring it up. Assuming he is incompetent because he’s unprepared for the responsibilities, this is a chance for him to realize this and request his removal from the project.

If everybody’s onboard with the expectations, there’s nothing more you can do at this point.

Offer Your Help

Let’s assume your coworker is overwhelmed but can’t withdraw from the project for one reason or another. In this scenario, you can offer your help and guidance to ensure your coworker lives up to his responsibilities. Sometimes a one-on-one sit-down to hash out a few problems is all it takes to get someone back on course.

Now let’s assume that the incompetent worker doesn’t understand that his performance may be comparably weaker to the rest of the group’s. If this is the scenario, you can offer your help as a backup–something like “hey, I know you’ve got this, but in case you hit a wall, let me know and I can help you out.”

Provide Additional Resources

If you’ve offered your help but that still doesn’t seem to be enough, you’ll have to take additional steps to get your coworker the resources he needs. This is also true if your coworker is responsible for something outside your area of expertise.

This can come in a variety of forms. You could recommend a class for the person to take, or online resources to consult. You could direct him to an industry expert you know who might be able to offer some additional advice. If you have an assistant or an intern, you might even be able to lend him manpower to tackle the simpler responsibilities he’s dealing with.

Exchange Responsibilities

Unless there’s some reason why you’ve been forced into your given roles on the team, there’s nothing stopping you from exchanging responsibilities. Let’s say one of your teammates is incompetent when it comes to performing background research, yet he’s been assigned that role for the group. Another team member is weak when it comes to number crunching, but the “incompetent” worker excels at it. Simply have them exchange responsibilities to make the most of each of their abilities.

Work together as a team to understand each other’s strengths and weaknesses, and as long as you aren’t interfering with some grand plan, you should have no problem working together for the best possible overall outcome.

Confront the Person

If none of your strategies to improve the situation are making anything better, speak bluntly and openly to the person who’s the subject of your concern. Be polite and professional, but point out that you’re concerned about his performance as it relates to the entire team. Don’t judge or insult the person’s abilities; instead, identify the situation as a potential weakness that can be improved, and work together to find a mutually agreeable solution. This might mean requesting additional team members or asking the person in question to talk to the boss.

Explain the Situation

If none of your strategies have worked, including confronting the person directly, you can consider going to the boss (or whoever’s in charge of reviewing your work) and explaining the situation. Again, be polite and professional; never disparage another worker. Instead, explain the situation objectively and emphasize your individual efforts to resolve it. This is ideally done before the project is completed and submitted so there can be time to rectify, but can also be done after the project is completed to explain any missing pieces.

Incompetence is something you’ll experience in every workplace, and in every industry. We’re all incompetent at something, so it’s inevitable you’ll eventually be placed on the same team as someone incompetent at the task at hand. When you do, use these strategies and steps to help improve the situation and mitigate any possible losses.

WICA 2018 Events Survey Now Available

In an effort to improve and keep WICA events successful, we have issued a two-minute survey to all WICA members and past event attendees. The survey, which was emailed Wednesday, October 11th, aims to take the pulse of the membership on the current and potential course locations of regional golf tournaments in Southern California, Northern California, and the Pacific Northwest for the 2018 calendar year. These events, that are held throughout the year, are a way for members to reconnect, network, and stay in-tune with what’s happening in the industry. This survey will be available online until Friday, October 20. If you have any questions please contact the WICA office at (801)364-0050 or email Sarah Hill at Sarah@wica1.com. As we plan for the future we hope that you will assist us in shaping the WICA experience for members.

 

TAKE THE SURVEY