As a leader, you know one of your roles is to develop other leaders. In fact, leaders are measured on their ability to do this—with some succeeding and others not. So, in addressing the challenge of developing leaders, consider applying three key strategies.


Do you remember when, as a child, someone older than you invited you to participate in a pickup game or fun activity with the other kids? Or do you remember the first time you helped your parents in the kitchen? Or the first time you joined them as they tinkered in the garage or worked in the yard? You likely didn’t know what do to, but you can still recall how excited being included made you feel, and you gave it your best effort. The magic of being included is that it creates excitement, extra effort, good feelings, even loyalty and confidence.

Look around your construction company and find people you can invite to do something they don’t usually do. Choose those you aren’t normally involved with, especially those with futures in your organization. Then have them participate in a project, meeting, conference call, customer meeting, trade show, industry conference, or special assignment. It doesn’t matter what; give them a positive experience by including them. By doing this, you will have helped them learn, grow, and feel good about you, themselves, and the organization. This is exactly what exceptional leaders want.


Henry Ford once said, “There isn’t a person anywhere who isn’t capable of doing more than he thinks he can.”

As a leadership coach who specializes in employee engagement, I often meet people who don’t buy into this truth. Their self-limiting beliefs hold them back. Yet a good leader can inspire them to achieve more—and to become more.

What can you do? Seek team members who display self-limiting beliefs and offer your help. These suggestions will get you started:

  • Call out your employees’ small victories and make a big deal of them.
  • Encourage their wins by giving positive comments.
  • Research and share inspiring videos, books, and articles.
  • Tell them relevant stories about your own little victories. 
  • Guide them to set and apply SMART (specific, measurable, achievable, relevant, and time-bound) goals for their own development.

As you encourage your employees to go for small victories and provide support along the way, ensure your actions relate 100% to those you’re assisting.


When considering the talents of your crew and team members, can you identify the weakest link—the one who, if you’re forced to reduce your team by one, would be let go? By viewing that person as your weakest link, you can make an extra effort to help him or her take a personal improvement plan to a higher level. Over the next 2 or 3 weeks, schedule time with that team member and focus on areas where assistance is needed. If you can’t do this yourself, find a peer in your organization who will work with your weakest link. 


Experiment with these three strategies yourself to develop your team members into leaders. If you need assistance, then get your peers involved. Your success as a leader depends on it!

About the Coach:

As a leadership development expert, Randy Goruk works with construction industry leaders to improve employee engagement and business growth. Contact Randy directly to learn how he can help you and your team:

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Modern Contractor Solutions, March 2022
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