Here is how to develop a pipeline of leaders who can grow your company, free you up to have more time for strategic issues, and take your company’s success further than you ever imagined
Do you have at least TWO people ready to take over your job if something happened to you? What about the other key roles in your organization?
Many construction executives spend so much time focusing on bidding new work, completing projects on the books, and chasing money that they neglect one of the most important jobs that they have: Creating a pipeline of leaders.
Having a weak pipeline of leaders is like a baseball team with a weak bullpen of relief pitchers, or a basketball team with no bench to take over when the starters are injured or need a rest. Your organization simply can’t win without a pipeline of leaders.
The answer is succession planning – but we are not talking about a one-time event to plan successors for each role. Instead, you need to have an ongoing process, baked into your culture, one that constantly recruits, develops, and retains top talent in each and every role.
Eric Anderton serves as an objective resource to assess your leadership, and then work with you to make sure that your organization has this pipeline of leaders in place. Once that happens, the benefits are tremendous:
- Growth increases, because you have people ready to help the organization grow, and then run expanded operations.
- You have more time to spend on strategic issues.
- People have more opportunity to move up, and so morale and loyalty increase.
- Your company becomes a magnet for top talent, because prospective employees know that they have opportunities to develop and advance.
Find out whether your organization follows the best practices of succession planning and developing a pipeline of leaders.
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 explore.Read 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