Leadership Development

A programme for new and existing managers – on site, in the plant or on shift – instead of being thrown in at the deep end. Developing a good manager means having someone who will motivate and retain other employees.

A development plan for the first 6 to 12 months, practice handling difficult conversations using your own real examples, and follow-up that looks at how they lead people, not just whether deadlines are met.

A good specialist becomes a manager – but nobody taught them how to lead.

They know the job. But now they have to manage a team older than themselves, a subcontractor who has, of course, over-promised to others, and an investor or client who changes requirements on the fly. This specialist knows how to work. But they don't know how to lead – because nobody taught them.

What exactly you get

• A description of a good manager and foreman – based on what you already distinguish between them, just written down
• A development plan for the first 6 to 12 months, instead of letting them sink or swim
• Practice handling difficult conversations with subcontractors, suppliers, investors and the team – using your own examples
• Follow-up that looks not just at deadlines, but at how they lead people

Who the service is for

Directors and owners of construction and manufacturing companies who want to solve problems with frequent project delays, unplanned costs, poor communication between the site or plant and management, and frequent departures of key workers.

Process and duration

Duration depends on the number of managers – we agree on the scope during the introductory call.

How to start

1. 01

   Mini Questionnaire

   2 minutes. Free. See the result for your company – straight away.

2. 02

   Intro call (30 min)

   An open conversation about what you think isn’t working at your company – and what can be done.

3. 03

   Getting started

   We define priorities and get started. Focus on concrete progress and results.

Other services

• Site & Plant ScanYou know something is off - but not exactly where
• Attract the Right People, Hire Them and Get Them Up to SpeedAn ad with no responses. A candidate who doesn't show up. A new hire who leaves after a month.
• Evaluate, Reward and Keep Good PeopleGood people leave, and you find out too late.