Tag: 6.6.19

The Cornell Center for Materials Research (CCMR) Industrial Partnerships Program – Any Company, Any Challenge!

Post: Jun. 6, 2019

The Industrial Partnerships Program helps industry solve real-world challenges using a science-based, uniquely collaborative approach.  It provides:

  • World-class Capabilities: Access to renowned faculty and experts, and state of the art equipment enabling industry partners to solve short-term and long-term technical challenges. To help you identify the most appropriate expert/partner, Cornell faculty members have been grouped under Research Areas. Instruments are listed at Facilities.
  • Streamlined Solutions Access: Fast, easy and cost-effective solutions providing Matching funds to industry sponsored projects. Specific programs address the needs of large and small businesses from New York State (NYS) and beyond. More on CCMR Programs and matching funds for industry partners
  • Long-term Investment in Industry’s Success: Delivering meaningful results through changing company needs and growth. Industry Partners from NY State and beyond,  NY State small businesses and multiple Facilities users represent a rich portfolio of varied industry sectors.

JumpStart pairs New York State small businesses that have well-defined technical needs with Cornell faculty and students who have the expertise to help.

  • Projects receive a dollar for dollar match for project expenses up to $5,000
  • The application process is fast, simple, and online
  • All NYS businesses are eligible to apply
  • Total project costs will not exceed $15,000
  • Projects last for one semester (4 months)
  • Fall projects begin in September 2018

 The CCMR JumpStart Application period is June 1, 2019, to July 1, 2019.


* Can real-world problems be solved by a university research group?   Yes

   See previous JumpStart success stories Here

* Is it difficult to apply?   No

  The Application is simple and online!

* Will I qualify?   Yes

  All New York State businesses may apply

* Can I afford university-based research?   Yes

  Costs will not exceed $5,000 in company cash


For more information contact:

John Sinnott, Industrial Partnerships Manager

607-255-7070 jps39@cornell.edu

China, Mexico Signal Willingness to Step Up Trade Talks With U.S.


Beijing’s latest missive struck a newly measured tone, despite accusing Washington of scuttling negotiations, while Mexico sends a delegation to Washington to discuss immigration issues.

The Wall Street Journal Reports (Subscription Required) that China and Mexico both signaled a willingness to negotiate with Washington over escalating trade issues, while the Trump administration took to the airwaves to defend its use of tariffs to gain concessions from trading partners. “We’re willing to adopt a cooperative approach to find a solution,” Vice Commerce Secretary Wang Shouwen said in Beijing on Sunday.

Mexico, meanwhile, rushed a delegation to the U.S. to discuss immigration issues, following the Trump administration’s threat last week to impose tariffs on all Mexican goods entering the U.S. if the Mexican government fails to take aggressive measures to stem the flow of immigrants through Mexico and into the U.S. Tariffs on all Mexican imports would begin at 5% and rise by 5 percentage points each month before reaching 25% in October.

Meanwhile Bloomberg reports that Beijing has readied a plan to restrict exports of rare earths to the U.S. if needed, as both sides in the trade war dig in for a protracted dispute, according to people familiar with the matter.

Heavy rare earths include dysprosium, used in magnets commonplace in almost all cars and many consumer goods. The group also has yttrium, used in lighting and flat screens, as well as ytterbium, which has applications in cancer treatments and earthquake monitoring.


Future Manufacturers in the Making


It seems our efforts to share manufacturing career opportunities are beginning to bear fruit. From articles in HV Mfg magazine to the GoMakeIt.org website and its videos highlighting people working in manufacturing to our support of the Hudson Valley Pathways Academy and more educators from across the region are increasingly turning to us to help them connect with the manufacturing sector and the great careers we have.

At schools throughout the Hudson Valley students are increasingly being exposed to the amazing career choices available to them through the manufacturing sector. Council of Industry member companies have been at career fairs and featured prominently in the end of year presentations made at the PTech Program.

Ulster BOCES Hudson Valley Pathways Academy students presented their final projects of the year to an audience of educators, industry leaders, and family members on May 29 at the Ulster BOCES Center for Innovative Teaching & Learning at Anna Devine. The young scholars demonstrated the work they did this past year which included several projects with Council of Industry member companies. The students also reviewed their positive growth and chose a word that described what their hopes were for the year. Positivity, self-confidence, and persistence were popular themes among many of the students. Congratulations to all on a very successful year!

On June 4, the Cornwall Central Middle School hosted a great career exploration event. The students were engaged with a diverse field of employers. The Council of Industry was well represented by members Ametek Rotron and Global Foundries, both of which demonstrated a variety of career paths available in manufacturing.

At the end of May, Valley Central High School hosted a job fair that included Council member Mechanical Rubber Products. This was a schoolwide event that included not only potential career opportunities but summer job offerings too.

There is ever increasing interest in the career paths available in the industrial sector nationwide. The Council of Industry has made it a priority to connect manufacturers with the local schools in an effort to promote the fantastic job opportunities available in manufacturing and various ways to navigate the journey. There is something there for every type of student. If your company would like to be a part of future events contact us.

The Ametek Rotron booth at the Cornwall Middle School Career Fair

For more information for students on careers in manufacturing click here

Some videos about manufacturing careers from around the Hudson Valley

This is Manufacturing

GMI Tool and Die Maker

Meet Mike – Engineering Tech at eMagin

Go Make It YouTube Channel


Take Your Manufacturing Company from Mediocre to Championship Performance

Post: Jun. 5, 2019

3 Simple Steps That Will Transform Attitudes, Behavior, and Performance in Your Workplace

By Skip Weisman, Weisman Success Resources, Inc., www.YourChampionshipCompany.com 

After experiencing my keynote speech on creating championship attitudes, behavior, and performance in the workplace, business leaders often ask me, “How can I get my employees to think less about themselves and more about doing their jobs better?”

The implication in the question is that the strategies they just heard won’t work for them because their industry, company makeup, community, employees (or some other factor) is unique and different and needs a custom approach.

In fact, the current conditions in their work environment are not that unique. Even if they were, the fundamentals of human motivation still pertain.

But I can’t say that.

I do agree with them to a point and explain that it is a complicated question because human beings are so different and the conditions in each work environment that impact team members’ attitudes, behavior and performance can vary.

But, if we can start with the premise that team members want to do a good job and that they want the company to succeed then there is a simple process you can apply that has proven to be transformative for my clients.

All it takes is implementing a simple three step process called “The 3 A’s:” 

Step1: Ask

Ask the magic question, “what’s getting in your way of doing an even better job?

Step2: Absorb

Invest some time to absorb the answers beyond just listening. This means evaluating each for value, validity, and the variance between what you believe to be true about your company’s work environment and the team member’s personal experience.

Step3: Act

Take action by chunking what you absorb into the 4 categories below and respond accordingly to each item on each of the 4 lists.

  • Yes, we can do this and this is when we will do it.
  • We agree it’s a good idea and something we should do, it’s just not the right time. Let’s revisit this in x timeframe (and keep me honest – you have my permission to ask about it again), here are the conditions we have to meet first.
  • Tell me more about this and how you see it working, I need more information to evaluate it (sell me on it!)
  • No, we can’t do it and never will and here’s why (provide a specific business case answer). 

This risk of doing this may be:

  1. Hearing things you won’t like, such as “the problem is you.”
  2. People who pass blame and bring nothing constructive to the situation They will externalize and deflect their role and responsibilities in the issue/item they are presenting.
  3. Bringing things to the surface you’d rather keep down.

Counter arguments:

  1. Isn’t it better to know what people think of you and the company than to have hard feelings and grudges be a drag on workplace productivity and company profits?
  2. People blaming and deflecting responsibility gives you insights that can lead to the conversations that need to take place if you want to turn around attitudes, behavior, and performance. This allows you to dig deeper into the comments, learn the source, and then explore the situation through observable behavior and further inquiry.
  3. Do you want your business to be the Titanic and sink because it didn’t know what was below the surface as it was traveling towards its destination? 

The upside benefit of doing this is:

  1. You will know exactly what your people think, and what they need and want in order to do an even better job for you.
  2. You are building greater feelings of ownership in your team of employees by giving them a stake in the environment in which they spend at least 25% of their life. Human beings are autonomous creatures and will thrive in environments where they feel a sense of control. Giving them the opportunity to contribute to their environment is refreshing, freeing, and engaging.
  3. People will bring profitable high value ideas to the fore that you and your leadership may not see because you’re not closer to the action.

Four Essential Ingredients to Ensure Success:

  1. CONSISTENCY: The process must be done consistently – probably no less than 2x per year, and quarterly is probably best.
  2. CAPTURE & REPORT PROGRESS: Create a system for capturing and categorizing all ideas, report back on ALL the items you heard and their source, and show which of the 4 stages each is at. Create a newsletter or some other medium to send out to all team members so everyone knows what’s happening and what’s being reported on progress.

The better you do this, the sooner you will build trust in the process so that you can get to the real ideas and be able to mine the real diamonds your team members have that can build your company even stronger.

  1. PATIENCE: Be patient with the process, as people will be skeptical at first and will only feel safe sharing things they’re comfortable with. It will take time for people to trust that you’re serious about this. Doing it just one or two times will make it a flavor of the month and good ideas will fall into a black hole, thus setting this process up for failure and rendering any future initiative dead on arrival.
  2. REWARDS: Your team members must be able to participate in the value they bring to the company with their specific ideas. If ideas save money or generate revenue, employees should receive bonuses and rewards related to their specific ideas and contributions.

As your company grows. and profits and income increase, you have to share the wealth to those who have made it possible in ways you never could without their input. Create a bonus system based on increased profitability from the time the program began.

Make the investment with this process and I guarantee you will have the most engaged workforce in your industry and community, and your employees will begin to lose the “us” vs. “them” mindset and you will both feel like you’re actually working together.