PAINFUL TRUTHS There’s always the possibility that an employee won’t become an anticipator, in spite of your efforts. I suggest two considerations. The first is to look at his or her cognitive abilities. It’s possible that he just doesn’t have the ability to learn complex processes or comprehend the big-picture reason for finite activities. In such a case, you may need to replace or reassign him.
If it’s not the employee, it might be you. The construction industry is full of well-meaning bosses with poor coaching and mentoring skills. Think about the coaching and mentoring you did or didn’t receive, and consider how that experience might have an impact on your relationship with employees. This recognition might be painful, but by coming to terms with it, you can improve your business and the experience of being a part of it.
—Shawn McCadden is a nationally known writer, speaker, trainer, and award-winning remodeler and home builder. He sold his Arlington, Mass.-based employee-managed design/build remodeling business in 2004. Contact him at shawnm@charter.net.