By Chris Fennema, Kent Companies
How often have you thought about what will happen when your current crop of leaders walks into your office and hands you the keys to the company truck, turns in their phone and laptop, and thanks you for all the good times? Is their successor waiting in the wings to step in? What steps have you taken to develop the field and office leaders who will power your organization through the upcoming decades? In the contracting world it’s very easy to get caught in the daily routine of chasing work, chasing the schedule, and chasing payment. It’s just as easy to assume that the pesky thing called professional development will somehow happen if we tell our leaders to train their replacement. After all, that’s what we’ve always done in the past, and somehow new leaders emerged. They managed to acquire some skills without making too many mistakes and costing too much money on their road to becoming a leader. This approach to talent development relies too much on luck. Don’t miss out on the abundance of opportunities that exist to develop a culture that will attract new talent and re-engage those team members who may feel stuck in their current role in the organization
Begin with the End in Mind
In the contracting world, professional development takes many forms. A few of the most common are craft skills training and management/leadership training. When professional development is viewed as a process and not an end goal, it allows us to place value on the level of engagement that increases throughout the process, thus developing the culture of the organization as we develop the people within it. It’s important that those tasked with driving professional development in the organization recognize the influence they have on the future culture of the organization. Whatever habits and traits they place value on will inevitably become the culture of the organization. Building a strong professional development program, whether in craft training or leadership training, requires preparing our people to meet future challenges with new skills and preparing them to be the future culture leaders in our organization. A strong organizational culture leads to better alignment and increased achievement of goals. As Patrick Lencioni famously states, “Culture eats strategy for breakfast.” When we begin building our professional development programming with the dual goals of developing our people AND our organizational culture, the odds of having successful outcomes greatly increases.
Fail Forward
Lao Tzu said “The journey of a thousand miles begins with a single step,” and this proverb is just as relevant in professional development today as it was in ancient China thousands of years ago. As we work to develop those within our organizations, we should not be held hostage to the thought that every professional development opportunity has to create a large, noticeable increase in the participating employees’ skill set or their level of engagement; nor should we expect that every speaker we bring in or event we host will get glowing reviews from attendees. There will be times that the speaker that had great reviews and sold you on how much they would move the needle for your team, will turn out to be a dud….and you will feel like you failed. It’s in that exact moment that you can engage with your team and acknowledge that your effort didn’t hit the mark and actively solicit feedback from attendees. This quick pivot not only achieves the goal of increasing engagement but also highlights the organizational value that it’s ok to fail as long as you’ve learned from it. Oftentimes those failures become part of the organization’s cultural history and over time are viewed more as comedic moments than wasted efforts.
Don’t Reinvent the Wheel, Just Make Sure It’s the Right Size
It’s no cliché to note that the abundance of personal and professional development programming is akin to drinking from a fire hose. If you are not already inundated with individuals or organizations pitching you on how they can improve your team members or your culture, just wait, they will find you before you ever knew you needed their services. This is not necessarily a bad thing, as it allows you to see what’s out there. However, don’t be quick to jump on the bandwagon because of good reviews and attractive pricing. The best opportunities to develop your team and your culture will be the ones that often either you or a trusted coworker have participated in, and come away thinking that your organization would benefit from that experience. Any professional development experience needs to pass the test of how well it aligns with the values the organization strives to achieve. This test will at least guarantee that the experience will reinforce the organization’s values regardless of whether or not the employees’ skill level is increased.
Crawl, Walk, Run
So now what? You’ve made the commitment in front of your team that you want to help them develop into the rock stars you believe they can be, but what’s the first step? Like the Boy Scout motto, Be Prepared. Be prepared to get a long list of ideas when you ask your team what they think needs improvement, whether personally or as a larger organization. Be prepared with a road map that outlines the programming you want to invest time and money into so that it’s clear to stakeholders that you are going in a specific direction, not just filling the calendar with events. Be prepared to explain why you think a certain course is worth the money and time commitment and the similar cheaper course isn’t. Be prepared to be available to set up a classroom, to chase down the details, and to proactively solicit feedback that you may not like to hear. Be prepared to hold a training session for only a small number of people when you really hoped for more, because if you start cancelling programming your commitment to developing individuals is just lip service. Be prepared when a professional development experience goes really well and your team asks you for more of the same. Finally, be prepared to invest your energy into helping others achieve their goals, because as Zig Ziglar said “You can get everything in life you want if you will just help enough other people get what they want.”
About the Author
Chris Fennema is vice president of training and development, and part of the third generation of ownership at Kent Companies, the 9th largest concrete contractor. Chris oversees training and professional development initiatives designed to enhance performance and enrich the lives of Kent’s 1,600 employees nationwide. Kent Companies is a full service concrete contractor with expertise in commercial and industrial concrete construction, mixed-use construction, multi-family housing, tilt-up concrete, post-tensioned cast in place structures and a full range of concrete-related specialties.
