Why Promoting Your Best Worker Might Be a Mistake (and How to Fix It)
In the construction industry, promoting the best worker to a foreman position is a common practice. However, this approach often leads to challenges because the skills that make someone an excellent worker do not necessarily make them a great leader. This blog post will highlight the main points from a recent podcast episode on hiring and developing foremen and provide actionable steps to ensure you make the right choices for your business.
Key Insights
1. Skill vs. Leadership Potential
Many business owners make the mistake of promoting their best workers to foremen based on their technical skills rather than their leadership potential. While a worker might excel at their craft, it doesn't mean they possess the necessary skills to manage a team effectively. Leadership requires a different set of skills, including time management, communication, and the ability to motivate and guide others.
2. Task-Oriented vs. Time-Oriented
Understanding the difference between task-oriented and time-oriented individuals is crucial. Task-oriented people focus on completing tasks perfectly, regardless of how long it takes. They value quality and precision but may struggle with deadlines. On the other hand, time-oriented people prioritize hitting deadlines and staying efficient. They value planning, order, and checklists. For a foreman position, leaning towards a time-oriented individual is often more beneficial for managing projects and ensuring profitability.
3. Personality Testing
Using personality tests like the Myers-Briggs Type Indicator (MBTI) can help identify whether a candidate is more suited for a leadership role. Specifically, the last letter in the MBTI results (J for Judging or P for Perceiving) can indicate whether someone is time-oriented (J) or task-oriented (P). High J's are typically better suited for foreman roles due to their preference for structure, plans, and deadlines.
4. Stress Behavior
Understanding how potential foremen handle stress is also important. Some may over-control, becoming rigid and demanding, while others might scatter, losing focus and jumping from task to task. Knowing this can help in coaching and developing effective leadership skills.
Action Steps
1. Implement Personality Testing
Before promoting or hiring a foreman, have candidates take a personality test like the Myers-Briggs. Focus on the J vs. P aspect to determine if they are more time-oriented or task-oriented. This will help you identify individuals who are naturally inclined towards leadership roles.
2. Provide Leadership Training
Invest in leadership training for your foremen. This can include weekly meetings, courses, or books on leadership. Training should focus on developing skills such as delegation, emotional intelligence, and time management. By investing in their development, you ensure they are equipped to handle the responsibilities of their role effectively.
3. Use a Structured Evaluation Tool
Utilize a structured evaluation tool specifically designed for foremen. The podcast episode mentioned a 15-question test that helps identify whether a candidate is a structured leader, adaptive leader, or craftsman type. This tool can provide valuable insights into their leadership style and areas for improvement.
Promoting the right individuals to foreman positions is critical for the success of your construction business. By understanding the difference between skill and leadership potential, recognizing the importance of time-oriented individuals, and using personality tests and structured evaluation tools, you can make informed decisions that benefit your team and your bottom line. Invest in leadership training to develop your foremen and create a more efficient, productive, and profitable business.
Resources
Take the leadership style test: www.hammerandgrind.com/foreman
Grab Brad's tell-all book: The Contractor Profit Blueprint
