How to Build a Flow of Talent in Your Construction Company
How many of you got frustrated on the way here because of the traffic?
You’re driving down the road. You come to one of these intersections. You’re commuting home.
Maybe you got to get to your kid’s baseball game, or soccer game, or something like that.
You’re just about to go through the light and it changes to red.
You bang on the steering wheel. You scream. You curse. It’s a pain in the neck.
I just got back from England. I was visiting my dad there.
And one of the things I love about England is they got tons of roundabouts. Roundabouts are so
much fun because there’s so much flow involved with roundabouts.
There’s not so many of them here in the United States. There’s about 5,000 and they’re building more and more. I just love roundabouts because it’s the difference between frustration and flow.
This is frustration:
Somebody quits. Somebody moves or you have to let someone go or the company grows and then you say, “Hey, next man up, next woman up. You’re in charge.” Right? That’s basically how a lot of career planning goes. A lot of movement into leadership roles go. It’s kind of haphazard. It’s not intentional. It just kind of happens because of circumstances.
The flow is where you’re able to identify high potential individuals early on.
Then you’re able to map a career path for them that they not only understand, but they actually buy into. And I’m gonna show you how to do that specifically by partnering with them to develop the career path and then what you do is you develop them.
You work out a plan to bridge the gap from where they are now to where you would like them to be.
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