"IT’S THE BASICS DONE, TO A VERY HIGH STANDARD CONSISTENTLY"

The main focus of this site is help trainee's, and assistants learn the "Mindset" and it's free to use, dismiss, or even just consider!...All trainees and assistants should read all this, and then question their mentor to ensure they get it right, and progress faster, not just update minutes and fetch teas and coffees, once you get the mindset you will be charged up ready to take on your own jobs with confidence and the mindset to do anything - its all about quite simply being a "thinker"!

"The entire construction industry is M&E (Physics by design) at source, as no building materials could even be produced without mechanical machinery and electricity, so at it roots the entire project from concept is borne from the rules/laws of Physics..."

"Try making a bag of sand without any mechanical/electrical diggers, and factory refineries crushing rock etc, or even glass production, brick/block production, the list is endless, construction staff would still be building wooden shacks, and commuting to work via horse-back, if it wasn’t for Physics all based upon quantum physics and mechanics - They are the building-blocks of all we know, and use every day in everyday life, yet appreciation of physics is still very much taken for granted and/or not understood when without physics the world would be very different, physicists have shaped the world we live in, therefore engineering and an understanding of its foundation/source back to sub-atomic level, is of great importance to truly appreciate the discipline..."  (Ketley)

But for others that may need, and/or benefit from a steer it will add some detail, as to what aspects for them/yourself to focus on, to become the more rounded manager, as "Ketley" calls it quite simply, becoming "aware" or "awoken", this is explained later, but refers to when a person actually gets the "physics", "maths" and "management" all in one, and not just the form-filling existence, and/or (for example) understanding how a plantroom or switchroom basically works , and controlled. 

But the whole thing: "why it works, how to make it better, how to plan it (all aspects inc. program production), resource and cost it (understand fit-times and timeframes and sequencing for different trades to plan/align their start dates for productive/continuous works), test it to work, and fine tune/commission it, and also the 1% rule must be, always to be able to teach, and mentor it?".

Ketley often tells trainees don't just opt to be paid by the industry, but be part of it, be an innovator, challenge everything, look to better/enhance everything and anything - be a leader and facilitator, because 80% are floor walking their existence purely because of lack of direction or just cannot be bothered, keep yourself motivated, and never feel bad for mistakes, they are merely lessons of how not to do it, they are in fact of value – the more you make, and learn from the more your future benefits from them, and always-always have a purpose!, otherwise what’s the point ?

Mistakes are benefical and serve a purpose:

•     "I didn't fail 1,000 times. The light bulb was an invention with 1,000 steps" It was later paraphrased as:.

•     "A person who never made a mistake, never tried anything new"   (Albert Einstein)

•     "The only man who never makes mistakes, is the man who never does anything"   (Theodre Roosevelt)

The difference is quite vast, and the fundamentals can all be learnt for free, and the term "IBSM" is not a membership, nor a club, they already exist throughout M&E, this is simply a grading system, and subject to and very much open to opinion, with an aim to encourage others to look at areas where they can improve, it is not a one-stop shop to be the best BSM alive (but at least enhance), that cannot happen as with physics we are still in an age of theory, in many respects constantly learning, testing new ideas and evolving, yet we ignore nature and what we could learn from it.

(See Physics page)

People in training nowadays, still appear more interested with their social media, than enhancing themselves - hence the 1% term, it is about loving the job, and the physics behind it, and not just an existence/survival on the planet. This is often, due to not stimulating the trainees/assistant’s mindset, because no/the one mentoring them can be bothered or simply the candidate is not being taught the benefit of learning, so this site may aid those in training, simply in asking for the right guidance, from their mentor/senior...

It was first formatted into an entry level base standard, essentially not as a business model, but to merely gauge an individual’s current status, ability and/or just suitability, therefore became a code/level of services management, required prior to naming oneself a "Building Services/Project manager" at least by the remaining 1%.

Based on a 5000 point scored system, the 1%er would need to reach 4950 of said score, but to make it fair, and diverse an added 500 miscellaneous points are available to all titles, but the IBSM must gain a min 90%/450 points of the 500 as they are required/mandatory attributes, to aid other qualities that are required to work towards the 1%/IBSM title.

When this site strarted life, it took into account the following statements, that bought both sense, and purpose to work towards new things, and attempt to aid the industry, it was started at a time when the founder never believed he was returning to work, after an accident and was intended as a training tools to help others, whilst also helping him pass on his advice, he also wanted to start raising for charities (non-profit), and essentially the two came together.

"The secret of change is to focus all of your energy, not on fighting the old, but on building the new"

The 1% term in a M&E awareness, ability, understanding, and someone that keeps the discipline skillset alive, and comes by way of:

(In addition, to the scored matrix - separate page!)

If one in ten interviewees are to the actual grade, then once in the ranks in any one company, if you go onto to pick the best of any ten employed services staff, only one will be that person whom you should, could and would consider for your own succession planning, and/or your right-hand person/number two.

It is the full ability to teach and mentor (learn the difference, between the two!), manage but also lead (Yes "by example", but also do it with some style, have some passion for the role!), understand the world, as well as the industry within it, be aware, create new practises, problem solve issues, program-plan and track everything, always thinking-laterally, and be the full cradle-to-grave manager, that can go to any project, any place, any time, and complete their objectives without any supervision/guidance...

"All this is to help the industry, not judge it, and hopefully assist in recruitment, retaining staff, and mentoring people to be their best selves.

But it is worth noting being driven towards being good in any subject is to truly volunteer, every special forces solder is a volunteer and can go back to their origin regiment/unit whenever they choose, even on their records it state volunteer, so again we benchmark the military as a standard to compare to, if you want to be good it’s for you to volunteer yourself and what it - no one will, nor can make you want to be good at your job but will easily tell you when you fail!, otherwise stay put head end and essentially as the saying goes "keep taking the money" and just turn up every day! - both have their benefits such as work life balance but then again the better you get by learning and getting better, the more you do/output with ease hence the balance of work life balance returns as you do more in less time as you move, work and think in a more fluid motion, opposed to being caught out all the time due to missing thing due just not being strategic. 

It will always be your choice, but on the downside believe it or not more-and-more companies often do not like a superstar engineer/services manager because they are viewed with the same concerns we have over artificial intelligence, people worry they will be made to look bad, found out, questioned and not have answers and the main concern is with great management comes leadership, and change, and not everyone wants that, some do indeed just want "yes" managers/people/box-tickers who are easily controllable... 

Albeit we still teach/desire people time management and prioritising the important things first, yet as soon as you implement those principles you somehow go against the grain, for example you may need to update a program yet told to attend a meeting where you waste a couple of hours playing no benfical part in it, when you leave the working day is over and that time could of been used to complete what now needs to be done either now needs completing the following morning, or in your own time, when this happens again and again it starts making gaps in process, quality, productivity and eventually causes issues. 

This is where you will need to/must learn to address this in a professional polite manner, one way might just to tell your line manager, you need to do something more important/beneficial to the company’s main objective, and explain the knock-on effect of losing time attending the meeting or alike, now depending on what he/she advises you have covered yourself byway of that advice/instruction, and therefore if something is late due to attending that meeting or anything alike (the meeting is used merely as an example) that is not for the greater good - you have a reason and a valid excuse/reason, many people miss this simple opportunity and end up working on weekends, or you will see them in the office working past their hours, and it is very often simply not communicating the workload on the other hand if you have to do it all then at least suggest something that benefit all for example a day-in-lieu, but again that comes with your approach and the way you present the deliverables being undeliverable in said time scales if working the time you are paid for that is part of your life! - you may simply get told "tough get on with it", then again that’s a decision you take on board when considering work life balance verse moving on, you will have to make many decisions and become the master of your own destiny there is no simple tick box exam sheet or magical book you can read that sets it all out for you due to every situation having different mindsets and opinions. Therefore you have to be able to adapt to these varied situations hence why you should want to become better year-on-year as the better mindset and ability you process the wider the options in the world become and more valuable you become...

"just do not sit in silence with your workload stacking up in the background, until you end up way behind, looking like you are not performing and at a point too much time has been lost/past. Speak up, explain, request guidance, forecast the outcome(s), and that is it!, but always maintain this communication in an polite way/manner, even if you're tired, run-down and in a bad mood! - no one knows what is going on in your head until you share it - remember that!, once explained people can understand how you feel, but if you simply go off ranting you will only appear unprofessional and the/your reasons will not out-way your behaviour - remember "think, and always have a valid beneficial reason for your statements, not just your own opinion - if anything business case it"

Therefore, advice is all very well but each and every candidate that wants a career in the/any industry will have to test/watch they peers, managers and company culture and learn to fit in, and find ways to make things better if it is met with acceptance - if you are really clever you learn to implement them whilst making others think it was their idea/plan therefore instructing you to do what you original set out to do!... 

If not, then learn to be a somewhat "silent warrior" of sorts in readiness for anything, as knowledge is great (in fact the most valuable asset) but also can be a dangerous weapon if used incorrectly and/or abused, and not worth losing employment over so try to work with others, and offer your knowledge not force it upon them, if approached and asked to help great but on many occasions ‘Keevan himself presented better ways to do things, and although used at the time, they were not always adopted by others, mainly because others could not grasp how they worked, and/or to do it/them or at times could even be bothered to learn it/them, but remember that is just fine, not everyone has had the same "school of life" or even requires the desire or self-motivation to go that extra mile. Some people are happy in their bubble, it is their life so don't preach onto others what there are not interested in, just get on and focus on yourself.

Returning to military standards, now to gain rank in the forces, it is usual/common practise to go on for an example a "sergeants course" to be judged/taught/trained how to step up from the rank of "corporal", and whether you are indeed ready/right to hold that rank, now in our industry let’s be honest people that are promoted mostly come from two sources the first being time spent at the company, and therefore integrated/moulded into a controllable yes-person, and/or someone leaving or simply company growth, thus creating the need for that role to be filled swiftly/created thus the best of the bunch is chosen (but it may not be a great bunch!), now going back to one of the above statements -

"The secret of change is to focus all of your energy, not on fighting the old, but on building the new (Socrates)" - IBSM is NOT stating the industry should change, just review/suggesting how to move forward in an ever-changing world, and grade and organise staff better for company performance, which is why the IBSM scoring matrix was created, it was not made to catch people out but more to pick the right people for the right role and leave those scoring under the set score with the reasons why they lost points thus what areas to improve in, at the same time it was always known it would not be appreciated by many services managers as no one likes to be tested to see if they meet a grade they may already have or held for years, it was meant as a beneficial tool not a tool to pick out the people mostly acting the role albeit it does that by default in its score - but if they are self-motivated they will go away and learn from it, opposed to argue with it. 

In the engineering world, including that of physics, mathematics and design, there is no such thing as knowing everything nor the need to, for example a reporter interviewed Albert Einstein for an article he was writing. At the end of the interview, the reporter asked if he could have Einstein's phone number to call if he had further questions. “Certainly,” Einstein replied. He proceeded to pick up the phone directory, looked up his phone number, wrote it on a slip of paper, and handed it to the reporter. Dumbfounded, the reporter said, "You are considered to be the smartest man in the world, and you can't remember your own phone number?” “No,” Einstein answered.

“Why should I memorise something I can so easily get from a book?”

He also stated:

Imagination is more important than knowledge. Knowledge is limited. Imagination encircles the world.” 

(Albert Einstein)

So maybe think:

A good manager will have both good and bad ideas and be a thinker, but in reality there is no such thing as a bad idea, 

just ideas worth discounting whilst working towards the right one! 

(Ketley)

NOTE:

"To start, throughout this website - why the use of coloured text?.

"WHITE" are global statement's/ normal text form info.

"ORANGE" are personal statement's/guides/hints etc.

"YELLOW" are actually quoted/"word-for-word" statement's.

At times from well known people, it should make sense, and an intended way of aiding memory recall in text form, it is "NOT" intended as any sort of "structured writing" as such!, just a simple method of assisting the actual meaning, for text to be absorded easier, by the reader when navigating the site.