Talent Value Stream (TVS) Roadmap

Turn the construction talent shortage into your competitive advantage.

2-Days + Prep Work & Follow-Up (Typical)

The shortage of critical leadership and craft talent in the construction industry will continue to worsen through 2030. Master your Talent Value Stream (TVS) and ensure your growth will never be constrained by talent. Training, evaluation, and roadmap.
Learning Objectives

90-Day Action Plan + Longer-Term Roadmap: Developed with your team integrated with training and evaluation. 

  • Leading through the talent shortage for a sustainably growing construction business.
  • Understanding the Talent Value Stream (TVS) from planning through off-boarding. 
  • The six stages of contractor growth from starting up through sustainability and how the TVS evolves with each stage of growth. 
  • Planning your talent needs for today and into the future. 
  • Recruit-to-Hire: Attracting and selection the right team players - starting with clear job descriptions
  • On-Boarding: From the time the candidate says 'YES' to your job offer through being fully productive in the role they were hired for.
  • Retention & Development: From engagement, evaluation, career paths, and everything in-between including the "Stay Interview."
  • Off-Boarding: Optimizing outcomes AFTER someone leaves whether from retirement, a regrettable separation, or a termination. 
  • How the Talent Value Stream integrates with the Project Value Stream and the overall contractor business model.
Who Should Attend

All Contractors

  • Owners and Executives
  • All Hiring Managers
  • Human Resources
  • Workforce Development
  • Recruiters
  • Superintendents / Field Ops
  • Marketing


Everything good or bad begins and ends with talent. 

That is especially true in a talent shortage which will only worsen through 2030. Contractors that focus on their Talent Value Stream as rigorously as they focus on their Project Value Stream will build an unbeatable competitive advantage.  

This program is tailored to your business with the cost and timing varying some based on your specific needs. Please contact us to schedule time to talk and see if this is the right fit for your team. 


"All relationships begin with a simple conversation."



We start with a simple conversation to see if this program is the right fit at this time and to help us tailor the training content, evaluation tools, and scheduling for your business. 

  1. Your vision and plans for the business over the next 5-7 years including succession if applicable. The outcome of an effective Talent Value Stream is that your vision and plans are never constrained by talent. 
  2. Your org structure and key people - including who should be part of the training, evaluation, and roadmap. 
  3. Overview of your current talent processes, tools, and results over the last few years. 



The "Pure Training" part of this program is 60-120 minutes total depending on your needs and the people involved. Every aspect of the training is reinforced and expanded upon while we work through the evaluation and roadmap with you and your team. 



This is where the majority of the time is spent. This is scheduled and tailored based on what each team requires including:

  • Individual interview and work observations.
  • Small group sessions.
  • Larger group sessions.


We look at each stage of the Talent Value Stream

  1. Planning for Talent Needs
  2. Recruiting through job offer acceptance (Hiring)
  3. On-Boarding: From the job offer acceptance through being trained and productive in the role they were hired for. 
  4. Retention and Development: Culture, evaluations, feedback, career path planning, and longer-term development towards both mastery in their current role and for future potential job roles. 
  5. Off-Boarding: Whether this is planned like a retirement, making the best of a regrettable separation, or managing a termination, the off-boarding process is as important as the on-boarding. 


Within each stage of the Talent Value Stream, we look at your people, processes, tools, and results. 

  1. What are you doing well as compared to other contractors in the industry?
  2. What are immediate things you can do to improve? Low-hanging fruit with a rapid return. 
  3. What are longer-range improvements that need to be prioritized including sequencing?



Please contact us to learn more about the specifics and how this would apply to your business. What is described above is a typical outline, but every contractor's situation is different including where they are at in their business growth cycle, where the market is at, where their team is at, and what they want in the future.


D. Brown Management helps construction contractors grow profitably.

We believe the construction industry is an integral part of the backbone of our country. We exist to help contractors build stronger businesses for the next generation by leveraging talent, technology, and capital through alignment and transparency.