Talent - Sustainably Integrating the 4 Priorities

Integration of responsibilities for field leaders is important in order to to be sustainable.

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Field Productivity: Talent - Sustaining the 4 Key Responsibilities. Safety, Production, Customer Satisfaction, and Quality.

Field leaders in construction are faced with four sometimes competing responsibilitiesEffective planning is the only way to truly integrate these responsibilities.  Developing a pipeline of strong field leaders is the only way to make this integration sustainable in the long-term.  

When assessing the strategic importance of investing in your talent acquisition and development processes at the field leadership level it is important to understand the depth of the talent shortage over time.  

The field leadership that is effectively managing your more complex and high-risk projects have built their expertise over decades.  Many of them are in their mid-40’s before they have made enough mistakes to have the experience to manage that risk.  

Looking forward there will be a huge drop in the sheer quantity of people in that age range in the United States.  

Contractors who invest in accelerating the development of their talent while leveraging technology will dominate the construction market of tomorrow.  


Improving Labor Productivity Workshop


Labor Productivity
Field labor is the often the biggest variable on a construction project - making it the biggest risk and opportunity....

Labor Productivity
Field labor is the often the biggest variable on a construction project - making it the biggest risk and opportunity....

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Contractors never get to slow down. They must always be moving forward on the hunt for the next high-quality project, the talent to build that project and always improving their operational capabilities to deliver that project successfully.
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The onboarding and integration of a new team member is something the best contractors rigorously manage as one of the 9 critical talent processes. What we don’t always pay as close attention to is what Sue Weiler-Doke frames as “Retirement Onboarding."