On this episode, be part of host Carrie Charles as she explores the important components of workforce enhancement for sustainable enterprise progress and prosperity. Carrie sits down with Kelly Lazuka, the CEO of Fullerton, for an insightful dialogue on constructing high-performing groups.
Uncover how Fullerton, a tier one supplier, has harnessed the facility of mentorship packages, management coaching, and ability improvement workshops to create an distinctive staff that propels enterprise progress. Moreover, acquire useful insights into Fullerton’s latest rebranding journey, aligning their imaginative and prescient with their evolution right into a premier tier one supplier.
Tune in to realize useful views on optimizing your workforce, fostering inclusiveness, and driving enterprise progress via steady studying and progressive management methods.
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Redefining Success By means of Prospects and Tradition with Kelly Lazuka of Fullerton
We’ve with us the Chief Government Officer of Fullerton, Kelly Lazuka. Kelly, thanks a lot for becoming a member of me. I’m enthusiastic about this dialog.
Thanks for having me, Carrie. I’m too.
Kelly, I really like your story. Your journey and the way you bought to the place you might be, please, are you able to inform us?
I began within the business in ‘99. I began with SAC. It was a really small firm at the moment. I may need been the twenty second worker, if I bear in mind proper. Over time, they grew into this monumental, turnkey service choices firm. It was a terrific journey there. I had loads of good experiences. I used to be capable of transfer from a web site acquisition specialist. I bear in mind my first project was out attempting to get farmers to signal leases for AT&T for a giant piece of their land. They might invite us in for dinner. They felt sorry for us youngsters, on the street, consuming quick meals on a regular basis.
I had the most effective expertise doing that. We met some good, fantastic individuals. Over time, I adopted the management tracks there. I went from a mission supervisor to a program supervisor, to a troubleshooter. I had these numerous titles. In 2011, my boss got here to me and stated, “I’ve this nice thought, and right here’s what it’s. Now, go work out learn how to architect it.” It was a trademarked thought from SAC known as the Engine Room. It was a centralized idea of performing front-end providers, virtually a manufacturing unit. We opened the doorways to that idea in April of 2012.
From there, it took off. It was a panic for me. I needed to rent all these individuals. We needed to rent and begin off with 110 individuals. There weren’t 110 individuals sitting at dwelling ready for my cellphone name, that’s for positive at the moment. We needed to get slightly inventive. We partnered with our staffing firms and obtained individuals who had related and transferable abilities. I used to joke once I stated I had every thing from hairdressers to MBA there. I known as loads of my relations to get them in. After I look again at that, it was loopy.
I have a look at the place all of those younger individuals ended up now, and loads of them are in positions the place they’re prospects of mine, and in positions to present out work, handle distributors, and handle groups. That’s rewarding for me to have the ability to see that. It was time for me to depart as Nokia bought SAC. Actually, in 2021, I considered opening my very own factor, and I’m glad I didn’t, given the business as it’s. I used to be approached by Fullerton. They stated they wanted someone to run their wi-fi division, which included their web site acquisition, engineering, and utility coordination. I got here into Fullerton as President of that division, and a 12 months later, they named me CEO.
It feels like in your profession, you stated sure over and over. You have been at all times hungry for progress.
That’s the message. Don’t be afraid to be taught one thing new. What do they are saying about being uncomfortable? That’s the way you develop. I used to be lucky sufficient to have nice individuals behind me, instructing me as I went. I used to be very fortunate.
Don’t be afraid to be taught one thing new even in case you are uncomfortable. That’s the way you develop.
Who’s Fullerton now? I do know that there’s been just a few adjustments.
They began out as strictly an engineering and design agency in ‘98. They did that for a very long time, and so they have been very profitable at it. In about 2012 to 2015, they began including all these different providers, fiber, design, DAS design, DAS set up, and web site acquisition. They began including all of those new providers and began to develop. In 2019, they added in-house and a few building providers. Now they went from this boutique A&E agency to this full turnkey providers supplier. That’s thrilling and scary, that progress that shortly. It’s thrilling as a result of it makes Fullerton far more related now in what’s taking place. Prospects wish to give out work the place they’ll have a vendor do a couple of service line.
That’s the place we’re at now. Alongside that journey, Fullerton grew to become not only a tier 2 or tier 3 vendor to the large canines that have been offering providers straight for the carriers and tower firms. We’ve now change into a tier-one supplier. We do work straight for carriers and tower firms. We nonetheless present tier two providers, for the opposite firms that we have now prior to now. We have been a pleasant combine now, a pleasant mixture of each.
You underwent a significant rebrand. Inform me the why behind it. I really like your new web site. We’ll discuss that.
Thanks. We did. We went via a rebrand. It grew to become very clear to me that our web site and our brand nonetheless screamed, “Engineering solely.” I’ve individuals that will say, “I didn’t know you guys did building.” My prospects say, “You guys do utility coordination. I didn’t know that.” It grew to become very clear that we needed to get a greater message out to the business and our prospects that we at the moment are a bigger participant. We at all times did engineering very nicely. We nonetheless do it very nicely.
It’s our core competency, however we additionally do loads of different issues very nicely. That was the crux behind the rebrand. We’re nonetheless Fullerton Engineering, LLC. That’s our authorized entity identify. We dropped that moniker. We design, develop, and assemble. That sums up the service choices whatever the division like DAS, fiber, and web site acquisition. It sums up every thing that we do as a corporation.
Kelly, one factor I find out about you, and in addition that individuals have instructed me, is that you’re masterful at constructing a powerhouse staff. After we talked earlier, you stated that you just modified slightly bit the way in which that you just entice and develop expertise. What would you say is totally different now?
Our business is just not that enormous. It could appear huge, nevertheless it’s not that huge. There’s not this pool of gifted leaders sitting on the market continuously searching for jobs. I do have a powerhouse staff, and credit score to them as a result of they’re superb. Numerous that staff was constructed from inside, whether or not at my earlier group or right here. We’ve a dedication to constructing a management pipeline from throughout the group as a result of, to me, I at all times thought that was tremendous strategic and forward-thinking when it got here to expertise improvement. Recognizing that potential and worth of these current staff provides to our tradition of progress and alternative, which is what we’re attempting to do right here. We obtain that by creating these leaders in numerous methods.
Mentorship packages are one, and Fullerton’s on the point of roll up our Pathway to Management Program, which we’re enthusiastic about that. Management coaching is one thing everyone talks about, however how do you deliver somebody in? What coaching do you do? It doesn’t need to price some huge cash. Your advantages supplier, your payroll firm, for those who’re outsourcing HR, these firms typically have these management coaching inbuilt. You simply need to faucet into them.
We’re making these obtainable to our future leaders. Talent improvement workshops are one thing that I consider in. We simply don’t do it. We’re going to begin regularly all through the years, bringing in, internet hosting totally different workshops and bringing in audio system to speak about issues like being a greater negotiator and higher time administration, the subjects which might be tailor-made to nurture and domesticate these rising leaders.
Workers are inspired to tackle new challenges and tasks. I had a younger girl come to me and say, “I’m a PM for web site acquisition, however I wish to be taught building.” That warmed my coronary heart. We discovered a manner for her to begin studying that. She grew to become a PM on the development facet. We named her the director of our building providers. We encourage individuals to be taught. Such as you stated earlier, you don’t say no. You allow them to attempt new issues. You’re investing within the worker’s skilled progress.
Enterprise leaders should encourage their staff to be taught and take a look at new issues since they’re investing of their skilled progress.
It not solely offers you this nice pool of leaders, nevertheless it creates a way of loyalty and dedication out of your staff. They don’t go away then. That’s nice as a result of now you’re offering stability inside your group and on your prospects. There’s no disruption with turnover. That’s what we’re doing right here as a result of the management piece, whether or not you’re a person or a lady, I don’t care. Should you’re serious about it, we’re going to present that to you right here at Fullerton.
We will be taught from that for positive. Are you able to go slightly deeper into the Fullerton tradition? What’s it to work at Fullerton?
I prefer to assume it’s okay, however you’d have to speak to my staff, I suppose. It’s gone via a change. There’s little doubt about it. Since I’ve been right here, I’ve even seen a change. It was once that every division was each division for itself, each man and girl for itself. That doesn’t work when you’ve prospects who’re asking for a number of service traces for both the identical program or a number of packages however the identical buyer. Our tradition is we’ve shifted to a extra collaborative tradition. We’ve all of those expert individuals, engineers, mission managers, and designers. It was important that they arrive collectively to have the ability to develop these inventive options for our prospects. When prospects require a couple of of our service traces, inner communication and collaboration need to be tight.
In any other case, we’re not doing what we’re saying we’re going to do for them, which is to scale back their PM burden. Collaboration is huge right here within the tradition now. It didn’t use to be. The tempo of change in our business is quick. It’s speedy that we do put that emphasis on steady studying, however we additionally put it on adaptability. The tradition right here is one among very malleable in that we construction our group and our supply to that of our prospects to make it simpler for them. I discussed that we empower our leaders right here. That’s one other piece of our tradition that’s necessary. Trusting individuals to maneuver shortly and make the proper choices could be very exhausting for all of us. What I stress right here is that in case you are hiring these individuals, you should rent individuals that you just belief.
They’re going to make errors. That’s okay. At first, that’s a studying expertise. Secondly, we’re not doing mind surgical procedure right here. In the event that they make a mistake, it is going to be very uncommon you can’t assist stroll it again. It’s a studying expertise. Giving individuals the proper authority might be exhausting, nevertheless it comes with distinctive concepts and options to issues that we could not have in any other case considered. Lastly, the tradition right here is one among excessive moral issues. Transparency and honesty, whether or not it’s internally or with our prospects, it’s practiced each day right here.
Being a lady in telecom, I do know that we’ve gotten higher with range in our business since I’ve been within the business, however we nonetheless have challenges right here. What’s your technique to draw, retain, and even promote girls to management roles?
We discuss this lots. Carrie, you’ve spoken on this matter in depth. I’ve spoken on this matter a few occasions. The very first thing that should occur is the corporate has to purchase into it. If we are able to discuss eager to be extra various, we are able to discuss wanting to advertise girls into positions of authority and management. If the corporate doesn’t make the dedication, it’s simply phrases. For Fullerton, we have now a board that’s dedicated to doing that. Step one is to get a buy-in. Then the following step for me is we modify how we recruit. We reworked our job descriptions. We checked out what we wish and what’s needed in a candidate versus what we’d prefer to have.
We may additionally educate as a result of statistics present that if girls don’t have virtually 100% of the {qualifications} listed in that job description, they won’t even apply. Whereas males really feel that if they’ve 60% of these {qualifications}, they do apply, and they need to. It’s there’s that massive confidence hole there. How will we, as a corporation, shut that hole? For us, it’s ensuring that we’re attracting feminine candidates by understanding what it’s that’s needed versus what our wishlist is. What we’ve additionally began doing is just not limiting ourselves to the useful resource pool that we expect could be acceptable. We have to open up our minds. I’m going to present you an instance.
Take an opportunity on mothers. Mothers deal with their enterprise. They’re organized, they’re multitaskers, and so they’re nice in a disaster. We’re constructed for a disaster when we have now youngsters. They care about their kids, which suggests they’ll care about their staff. That empathy, you see it throughout LinkedIn. You see it throughout social media, empathy. Moms have empathy, and so they get issues carried out. Possibly they’ve been out of the workforce slightly bit, however we have to tailor our strategy to verify we’re not lacking out on this untapped useful resource.
Lastly, what’s necessary to draw and retain is we have to tailor our advantages. The advantages of a few of these firms are outdated. We’re engaged on our advantages bundle as nicely now. Many ladies, married or single, for those who’re working full-time and also you’re elevating a household, you’re taking good care of a home, you’re doing laundry, you’re pegging lunches, you’re doing homework, all of this stuff are taking place.
We’d like versatile hours. It’s necessary that we don’t measure. Corporations need to take into consideration not measuring productiveness by amount of hours however fairly by the standard of impression. Maternity go away entry to further coaching, a clear view of wage bands, and profession pathing on learn how to transfer from degree to degree, these kinds of issues are necessary to girls. They might be necessary to me if I used to be on the market searching for a job now. That might be enticing to me much more than pay or title. You may construct that when you get in there. You may present what you deliver to the desk and what’s in your wheelhouse when you get in there. In case you have some flexibility to work with it initially, that’s extremely enticing.
Many ladies have had male mentors, and I do know that I’ve had unbelievable males who’ve helped me in my profession. How would you say what function can males play in supporting the profession progress of ladies?
I’m such as you, Carrie. I used to be lucky to have a few males advocate for me as I grew up on this business. There weren’t loads of feminine function fashions a few years in the past in our business, sadly. That has modified now, and I’m glad to see that. They acknowledge my worth and what I deliver to the desk. I, such as you, really feel very fortunate. These days, males can play an important function by, initially, actively taking part and fostering an inclusive work setting and being allies and advocates. Males don’t understand that they’ll use their positions of affect to really amplify the voices of their feminine colleagues and be sure that their contributions are acknowledged and valued.
Males don’t understand that they’ll use their positions of affect to amplify the voices of their feminine colleagues. They’ll be sure that girls’s contributions are acknowledged and valued.
We’ve much more feminine mentors today. Males can nonetheless actively mentor and sponsor girls and supply steerage, recommendation, and alternatives for ability improvement and profession development. By championing girls’s achievements and potential, males can begin to break down these gender stereotypes. They’ve extra clout in that space than they understand. Most significantly, males can provide credit score the place credit score is due and deserved. I’ll go away it at that.
I really like that reply. Within the business, particularly in building, firms discover it very troublesome to keep up range. After we’re speaking a few various candidate pool or various groups, they discover it very troublesome. Particularly on this setting, when it’s even nonetheless in these financial occasions we’re in, it’s nonetheless troublesome to search out good individuals. What may we do higher as an business in relation to range?
It begins with the person group. It goes from there. Range, not simply gender, however range usually, is what you’re speaking about, Carrie. It begins with range and inclusion coaching. The corporate must decide to offering that regularly, foundation. Right here at Fullerton, we began our worker engagement committee, and it has 5 pillars. One of many pillars is range and inclusion. The very very first thing on that agenda is range coaching for all of our staff. If persons are skilled correctly, it does result in advocating for equal alternatives and honest illustration in any respect ranges.
Possibly now for me, my management degree is missing in range. I’m specializing in how, whether or not that’s new hiring practices, concentrating on extra various useful resource swimming pools, or implementing ERGs, however I’m working now on how I can enhance range, particularly at that management degree as a result of that’s necessary. Leaders must actively hear and have interaction in conversations with their individuals in order that they perceive the experiences that they’re having within the office and the trail that they wish to take. It fosters this deeper understanding of the challenges that the underrepresented teams could face, nevertheless it’s not simply listening to them. It’s taking that suggestions and making it actionable in methods that can create that extra inclusive and various workforce that everyone desires to be part of.
Let’s swap gears a bit. The financial system, business, and every thing shifted. How are you adjusting to those new situations? Are there any adjustments that you just’ve made at Fullerton?
That’s a tough fact. It has slowed down on the macro facet significantly. Happily, we’re nonetheless seeing the spending on the DAS and the fiber small cell program. That’s good for Fullerton as a result of it does hold 2 of our 4 divisions busy. Nonetheless, our wi-fi providers and building groups are being hit like many others within the business. We needed to pivot like loads of firms, and also you and I spoke about this prior to now, Carrie, on the way you increase your service choices. We obtained slightly inventive. We targeted on what further wants we are able to fill for these prospects within the meantime. These are little issues which might be nonetheless essential to our prospects, however issues they may not get to after they’re tremendous busy within the midst of giant deployments.
It’s issues like information integrity, audits, upkeep, mopping their lavatory flooring, no matter we are able to place ourselves, even when they’re decrease ticket gadgets in the entire income recreation. If we hold ourselves in entrance of those prospects doing the smaller issues which might be necessary, we are able to then place ourselves with those self same purchasers when the floodgates open again up. For us, we checked out our two slower divisions and got here up with a few various things which may hold us afloat now. It’s about listening to our prospects alongside the way in which. We knew that there have been some information integrity points with a few of our prospects’ recordsdata as a result of we heard them saying that, and we financial institution that. Now that they’ve slowed down, we discovered that want and discovered an answer to fill that want. That’s the most effective recommendation I can provide, even when it’s not in your conventional scope.
There’s a lot speak now concerning the funding, the $42 billion, the infrastructure cash that’s going to be flooding the financial system and the business. How will Fullerton take part in bridging this digital divide?
That was a terrific announcement. Fullerton has carried out design work for most of the firms that can most definitely take part on this program. We do have relationships constructed, which is sweet for us. We already do a number of giant fiber-to-the-home packages on the design facet. We do have a ton of expertise on this space already. That is such an necessary initiative, one which was highlighted throughout COVID as a result of lack of connectivity in lots of rural areas. We’re excited to have the ability to deliver our data and expertise and take part in supporting these efforts for these underserved areas as a result of it’s vital as we bridge that digital divide. We’re enthusiastic about it. 100 million plus per state is critical.
Sure, it is extremely thrilling. Let’s look into the long run. Give me an image of Fullerton 5 years from now. What’s your imaginative and prescient?
I get this query lots since I’ve taken this function. Typically it’s exhausting to think about, particularly throughout a downturn like this. You’re desirous about, “How am I going to maintain issues afloat?” It will be important that we set these objectives. We’re now specializing in our building division, and the expansion of that division will assist us meet the income and profitability objectives we’ve set for the following 5 years. In 5 years, my private purpose is to have Fullerton working at 3 times the income it’s now. Extra importantly, within the subsequent 5 years, I’d prefer to say that Fullerton will probably be our business’s first selection for turnkey suppliers. That’s my want for Fullerton. That’s my purpose.
Kelly, I’ve little doubt that you will obtain that and your unbelievable staff as a result of we all know your staff. We work with you. The whole lot you’ve stated is spot on, and it’s the manner it’s. You stroll your speak and your staff is superb. Let’s hear about this new web site. How can we discover out extra about Fullerton?
Sure, you possibly can go to www.Fullerton-US.com. You may see our shiny new web site. It seems superb with our new brand and a full rundown of all of our providers, together with instance tasks by every division so you possibly can see the place our specialties and our experience lie.
Kelly, this has been implausible. I at all times love speaking to you and catching up with you. I go away our conversations feeling motivated and impressed. Thanks for approaching the present.
Thanks a lot for having me. It was enjoyable.
Take care.
Essential Hyperlinks
About Kelly Lazuka
Kelly Lazuka has been within the wi-fi business for 23 years. Earlier than becoming a member of Fullerton in 2021, she was with SAC Wi-fi, a Nokia firm, for over 20 years serving in numerous operational and enterprise improvement roles. Kelly discovered her area of interest as VP of Operations and the principal architect of SAC’s centralized idea for entrance finish providers. This new meeting line-like mannequin introduced web site acquisition, A&E, scoping and close-outs beneath the identical umbrella leading to lowered cycle occasions for purchasers and lowered annual overhead.
Kelly was appointed CEO at Fullerton in August of 2022 the place she beforehand served because the President of the Wi-fi Companies unit overseeing web site improvement, architectural & engineering and utility coordination for purchasers nationwide. As CEO, Kelly leads your complete group which additionally contains PMO, fiber design, small cell and DAS design in addition to building providers. As an business chief, she brings nice experience in program administration, world-class execution and customer support to the Fullerton staff and its prospects. In her spare time, Kelly might be discovered on the baseball subject watching one among her 5 kids taking part in ball.
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