Succession goes far beyond ownership transitions every generation or two. Succession readiness at all levels is what allows contractors to grow profitably and safely. How would you evaluate succession readiness across your team?
A responsibility matrix is a simple but powerful tool for helping everyone on a project and in the company see who is responsible for what. With a few added columns, it can easily indicate when, what tools, and link to the "how-to" procedures.
The degree of discretionary time that someone has in doing their job grows with their role level - for example from crafts person to VP of Operations. For similar roles, that time decreases with company growth as the job roles become more tightly defined.
Job roles, tools, and equipment progressively get more specialized as projects and contractors grow. These changes must be balanced with versatility and talent development.
The business of building is largely about aligning projects and people. The Talent Value Stream (TVS) ensures talent will never be a constraint to your growth.
The process of Increasing the knowledge and skills of someone, typically shorter-term and in the context of being able to perform in their current role at a competency level that meets standards.
A team or company’s combination of skills, competencies, knowledge, processes, tools, and behaviors that allows them to Carry Out particular activities or achieve certain goals. Capabilities create the outcomes that customers are paying for.