Western Association of Farmworker Advocates Annual Conference

October 19 Sacramento, CA

Larry will present:

Cooperation, Coordination and Collaboration! Choosing the Right Partnership and Making Them Work Better! 

Are You Talking Like Businesses Think? How to Get Employers to Hire Farmworkers! 

Getting Ahead of the Pack!  How to Find Job Leads in the Hidden Job Market! 

For information email

November 9 - 11 Chicago IL. 

Larry will present:

Larry Robbin Training Topics

Larry trains on more than 300 topics. This list features some of the most requested workshops. Click here for the list of training topics. If you do not see what you need, please contact  Larry   to see if he trains on that subject. Larry trains onsite, by telephone or by webinar.


These days you cannot escape the ads and endless speeches of the politicians running for office. They talk about all kinds of things.  But the one thing you do not hear them talking about is workforce development!  I follow a lot of local and federal elections and I have not heard one candidate even use the term workforce development.  How can that be?  Our field is so important and makes so many contributions to job seekers and businesses, but most politicians do not know about us. As a result, when bills come up related to workforce development and funding they often vote based on very little information.  If they have not heard about us, they assume we cannot be very important and this is one reason for the flurry of funding cuts we have to endure.  It does not have to be this way.  If we want their support, we have to get on their radar.  Click here to learn how to do it

As someone in workforce development, you have probably read a zillion things and received a bazillion pieces of advice about what to tell people so they will ace a job interview.  As someone that has been in the employment field for over forty-five years, I have heard many of these words of wisdom.  While some are helpful and some are harmful, the vast majority of them miss the most important aspects of an interview.  Click here to read the article I wrote that covers the most important aspects of the interview.

Workforce experts have varying opinions on the percentage of jobs that are filled in the hidden job market without being advertised publicly.  Some of the differences are due to the fact that various sectors of the economy hire differently.  Small businesses are more likely to hire through the hidden job market than big employers, although I have seen a lot of hiring in Fortune 500 companies done in the below ground job market.  Tech companies hire more people online than most construction companies.  In my experience, I would say that overall well over fifty percent of all hiring is done for positions that are not publicized and that in some industries the figure could go as high as eighty percent.  I would tell most job seekers to spend at least sixty-five percent of their time working on the hidden job market and doing the things suggested in this article.  Click here to see the article.

This is a very helpful resource for people doing business services and their supervisors.  It has a lot of useful tips and strategies.  Click here to go to the resource.


About twenty-five percent of Americans have disabilities so everyone reading this is working with people with disabilities.  The percentage gets considerably higher if you are working with people in poverty, seniors, people who are homeless, veterans, people in reentry and people that have experienced trauma in their lives.  The employment levels of people with disabilities are much lower than in other segments of the population.  This was one of the driving forces that led people to push for a new  law that would help level the employment playing field for people with disabilities.  Out of this movement came the Americans with Disabilities Act.  The actual language in the act was written primarily by one wonderful relatively unknown human being, Robert L. Burgdof Jr.  Click here to learn why and how he wrote the Americans with Disabilities Act.

One of most challenging type of employees for a manager to deal with is the passive aggressive employee. 
These people seem like nothing bothers them at one moment and then later can be very confrontational about all sorts of things.  This inconsistent reaction pattern can challenge the most seasoned manager.  This great article will give you some helpful ideas for managing the passive aggressive employee.  Click here for more information.

This excellent brief from Jobs for the Future outlines both on the macro and micro levels what can be done to improve employment and education outcomes for adults and youth getting out of correctional institutions.  With more than two million people that are incarcerated on any given day and over 700,000 people transitioning out of local and federal institutions every year, there is a pressing need to help these individuals succeed in both employment and education.  Click here to read this report .

Career ladders are a vertical progression model of a career.  The ladder model may be helpful for some people, but these days many more people make progress through a career path by making lateral as well as vertical moves.  Workforce development professionals are often more familiar with ladders than lattices and this does not help them show people another way to advance in a career.  If you think of the world of work like a lattice where there are both vertical and horizontal pathways to progress, you can help people discover a variety of ways to make career progress.  This website has some excellent examples of career lattices in a number of sectors in the world of work.  If you click here you can get started learning about career lattices.  Once you get to the page make sure you look at examples of career lattices at the bottom of the page.


This report will be a little shorter than usual because I took two wonderful weeks of vacation last month.  Then I spent a day with Project Yes! in Ceres CA.  This youth employment program uses work experience and 85% of their work experience youth are hired by their employers!  I trained the staff in the morning on Are You Talking Like Businesses Think?  How to Get the Private Sector to Use Your Services! then the afternoon was spent with management doing my consulting session, How to Develop the Master Strategy and Engagement Plans for Business Services.  The Unity Council in Oakland CA. is a long standing multi-program community based organization.  I have been working with them to help improve the transition outcomes for their social enterprise as well improving the work of their one-stop.  Unlike many social enterprises, the one run by their organization is making a profit!  I was in Minnesota working with the Central Minnesota Jobs & Training Services.  It was great to see that even though this organization was funding the session, they invited a lot of partners to the training.  This five county workforce area used my training services on the topics of Career Counseling Strategies and How to Get More People Hired by Teaching Them to Interview to the New Employer Hiring Agenda.  I also met with their management team to consult on business services, recruitment and other topics.  The Madera County Workforce Investment Corporation used my services to train their staff on the topic A re You Talking Like Businesses Think?  How to Get the Private Sector to Use Your Services! then the afternoon was spent with management doing my consulting session, How to Develop the Master Strategy and Engagement Plans for Business Services.  This is a very nimble workforce organization and they frequently make changes to improve their services to job seekers and businesses.  They are in the process of totally reinventing their entire service delivery model based on job seeker feedback, which is something that is very rare in the workforce world. 
I look forward to hearing how all of these organizations will put the training and consulting information into practice.  Thanks so much to all of you for using my consulting and training services.  It is a pleasure to work with you!

As you can see from the section above, a lot of organizations are combining a half day 
of my staff training with a half day of management consulting focusing both sessions on improving outcomes with businesses.  Are You Talking Like Businesses Think?  How to Get the Private Sector to Use Your Services! is a staff training session built around the feedback I have received from my private sector clients about their reasons for deciding not to work with workforce organizations.  These hidden points of resistance often surprise workforce staff.  Once people learn about them and how to do things in different ways that appeal to the private sector mindset, they get much better hiring and other outcomes.  This training completely reinvents what people say and how they say it to people in the private sector.  By the end of the session, the training participants know how to think like business people and present themselves as effective salespeople for their services. 

How to Develop the Master Strategy and Engagement Plans for Business Services is a management consulting session that shows people how to think of their business services like a business.  I take them through a process of making similar choices to those made by a businessperson who is starting a business.  We focus on five options for focusing business services, how to prioritize business customers and marketing and sales strategies.  We also cover customer service, staffing options and how to measure business customer satisfaction.  One very unique part of this session is giving people a strategy for winning back businesses when the workforce services failed them.  This can happen when people quit or are fired or if other services do not deliver as promised.  I estimate that less than two percent of workforce programs have business customer recapture plans.  They will not only lose one business, but the business people will definitely let other employers know that this organization's services do not work.  A solid recapture plan wins back the business customer and keeps your reputation from suffering. 
We also cover how to go from a placement relationship to in-depth engagement relationships with businesses.  Engagement relationships lead to businesses becoming the champions of the workforce organization.  I provide fifteen examples of things business champions can do for you including fund raising and innovative joint ventures.  The session includes a breakdown of the stages it takes to go from placement, to partner and then to champion level relationships.  Would your program benefit from this idea packed training and consulting day focused on getting better outcomes with businesses?  Would you like to get descriptions of these sessions?  Email me at here and start your organization on the road to getting outcomes with businesses that you never thought possible!