How Successful are You at Attracting, Developing, and Retaining the Next Generation of Talented Leaders?
Your workforce is multi-generational, with Generation X taking over C-Suite roles, and Millennials starting to fill the middle and upper levels of senior leadership. By 2030 Millennials will be 75% of the workforce.
Right now, there is a fierce battle to attract, develop, and retain the best construction professionals between 25-40 years of age. Are you winning that battle?
7 Signs You're Losing the Talent War:
- You have no talent source to tap into, and it takes over 30 days to fill a critical position.
- You usually have to hire from the outside because you don't have internal candidates ready to step up.
- You are "hiring and hoping" and don't have confidence in the people you put in critical positions.
- You haven't defined and communicated the purpose of your business (beyond making money). Your people are uninspired because they can't commit to a clear and compelling higher cause
- New hires or promotions are often unsuccessful in performing their new duties, and critical positions are subject to frequent or unexpected turnover
- "Star Performers" or "Up and Comers" routinely leave the organization to advance professionally or to achieve their career goals
- Employees complain that promotions are not based on who is best qualified but rather on personal favoritism
Construction is extremely competitive and demanding, and not every person is cut out to succeed in the industry. Many construction company owners think it's almost impossible to find young leaders who are a good fit for the business. If your construction company is going to sustain success for the next 5-10 years, you need a proven, repeatable process for getting, growing, and keeping the best young talent.
Fortunately (if you know what to look for) you can identify up, and coming leaders that will not just survive, but thrive, and have a massive positive impact in your company.
I've published a short report which describes seven qualities successful emerging leaders have in common. After you've read it, you'll have a precise idea of exactly what to look for when you are hiring or promoting people in your company.
To get your FREE copy of the report, click the button below, enter your email, and you can instantly download it.
To Whom it May Concern: In my capacity as Business Development Manager at Fousheé, to maximize my abilities, it became apparent that I needed help setting strategic direction and preparing for client interactions. I got to know Eric through LinkedIn and his Construction Genius podcast, and he seemed like someone who could help. Eric’s services […]Read More
Something New We have been using the same strategic consultant for almost two decades, but despite our past successes and feelings of loyalty, we thought that maybe a change was in order. Perhaps a different company could bring something new to the table? Considering a change was difficult. I was most concerned about getting a […]Read More
Time and cost were our initial barriers to using a consultant Our results prove working with Eric Anderton are worth both. He was able to help us accomplish a lot in a short amount of time and his prices are more than reasonable – especially considering our success! It Helps to Have a Push Over […]Read More
When I moved up into a position with greater responsibilities, my organization encouraged me to take advantage of leadership or professional coaching opportunities, a resource I’d long wanted to exploreRead More
Teichert recently promoted a couple of our up and coming leaders to General Superintendents. I’ve gotten to know Eric through the work he’s done with Teichert, facilitating executive meetings, and I enjoy the way he relates leadership lessons from other fields, such as military history to the construction industry. The newly promoted leaders report directly to […]Read More
Eric, When I started searching for an executive coach, I needed to find the right fit—someone who would take a genuine and personal interest in me and my goals, and engage with me in a process that felt authentic and custom-made for my company. If I had to choose one word to describe the benefits […]Read More
Lancaster Burns Construction, Inc. works with Eric to clarify strategy and develop leaders throughout their organization.
Dear Mr. Anderton, when we first sat down, you asked some difficult questions like: What are we about? What do we do every day? How do we do what we do? What drives us? And when you get a group of your leaders together to do that, it really helps people get on the sameRead More
Mr. Anderton, I had thought about using an executive coach for a long time, it just took me a while to pull the trigger. Investing the time in process, in investigating and selecting a coach, and then setting up the meetings, was something I knew I needed to do, but didn’t feelRead More
Eric, I started looking for an executive coach such as yourself when I came into my current role as manager. I had never seen a coach like you before but was interested after hearing about the services. The only thing that would have prevented me from using your services wasRead More
Eric, There’s a lot of options out there for leadership coaching and people development. Aside from cost, I would have been hesitant to work with you if I didn’t understand the knowledge and skill you have working with construction companies. You’ve helped us get organizedRead More
I was hesitant to use your services because I was worried people wouldn’t be receptive to what we were working on. Budgeting was another reason. Before were started working together, your services weren’t in the budget, but now it’s something I do plan to budget for. The peopleRead More
Eric, As an alpha male in the construction industry, it’s difficult to ask for help. You think you just have to stand on your own two feet and have broad shoulders and pull it all together. Deciding to use your service was a big decision for me, and seeing your past successRead More
Eric Initially I was hesitant to start working with you, but since I had worked with you before and was in a position to afford your services, I made the decision to work with you once again. In using your services, I found that having somebody outside of our organization sayRead More
Most consultants don’t have a clue As a leader, responsible for a large general contracting firm, I’m approached occasionally by business consultants offering various solutions that they say will enhance the effectiveness of our leadership team. The problem is that many of themRead More
Eric, My past experience with consultants almost prevented me from working with you. With consultants you don’t always get what you’re hoping to get out of it. You and I managed to circumvent that though. In your articles that I read before we started working together, theRead More
Dear Eric: Thanks for all the help you have provided my company over the last year through your business coaching and consulting. Cook Engineering is on track to achieving the highest revenue and profit figures in more than five years, and you have made a significantRead More
To whom it may concern: Quincy Engineering, Inc. is a civil engineering consulting firm specializing in water and transportation engineering with 70+ employees located in five offices. As our firm has grown and evolved through the years, we have continuously looked forRead More
Eric, When I first looked at the fee for your service, it seemed rather expensive. After looking at the time you were going to spend on us, not just the time you were going to spend interacting with us, but the time spent doing research in the background, and then trying to comeRead More
Eric, Our people are our greatest asset, and we prioritize investing in them. However, we are careful and thoughtful about introducing any type of coaching or outside influence into Teichert. Budget constraints are always a concern, and we have to make sure that there is both aRead More