Practicing with a clear awareness of the specific components of a skill we are working to improve, and exactly how to improve them. It is not simply doing something repetitively for enjoyment or until it becomes mindless.
Building a project and a construction business definitely requires heroic efforts at times, but full-time superheroes stifle growth, introduce risks, and rarely make for smooth successions.
Having the right ratio of internal promotions and external recruits at different levels of the company is critical for growth and succession. Use these target ratios, rationale, and qualifiers to evaluate your Talent Value Stream (TVS).
Taking an objective look at your current-state organizational structure and the people in each role forms the foundation for your recruiting, development, and business planning.
Planning for a 50% organizational structure is valuable both for contingency planning and for highlighting growth opportunities. Constraints breed creativity, and there is no greater constraint than talent.
Contractors will improve their whole Talent Value Stream (TVS) including planning, recruitment, and retention by being intentional about how they off-board team members.
With each stage of growth or new job role, your individual leadership focus must change along with how you view your leadership pipeline. This learning and application guide will help you start that process.
The business of building is largely about aligning projects and people. Contractors exist to build projects. People design and build the projects. The management team, structure, and systems bring it all together.