01-27 GENERALS WINTER25 FINAL EDIT (JAN 25) - Flipbook - Page 15
such as taking breaks, managing workloads, and encouraging open communication. This ripple effect improves mental
health across the organization.
Accountability & Open Communication:
Building Trust
Safety is non negotiable in construction,
and trust is its foundation. Leaders must
cultivate environments where employees
can report hazards, near misses, and
concerns freely—without fear of blame
or retribution. Open communication
saves lives, prevents costly incidents, and
strengthens cohesive teams.
Coaching empowers leaders to model
accountability and nurture psychological
safety. By fostering transparency and offering constructive feedback, leaders create
a culture that values learning and shared
responsibility.
Why Organizations Are Turning to
Coaching
Multiple forces are driving construction
organizations toward coaching:
Lean Operations: In a challenging
economy, new leaders often lack
preparation for their roles.
Time Constraints: Senior managers
are overbooked and unable to mentor
effectively.
Developing High-Potential Employees:
Coaching is a strategic way to invest in
future leaders.
Self-Improvement: Many leaders seek
coaching to build high-performing teams
and grow their own skills.
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Coaching provides the tools needed not
just to manage projects, but to lead people
with empathy, clarity, and accountability. It helps leaders develop coping
mechanisms for stress, maintain balance,
and prevent burnout—critical factors in
tight-deadline, high-pressure environments.
The Business Case for Coaching
Employees leave managers, not jobs. The
bene昀椀ts of leadership coaching extend
far beyond individual growth. Strong
leadership directly impacts safety records,
reduces incidents, and improves overall
productivity. Consider these numbers:
63% of millennials believe their
leadership skills are not being fully
developed.2
77% of organizations report a leadership
gap.3
These 昀椀gures underscore the urgent
need for structured leadership development. Coaching is not a luxury—it’s a
strategic necessity if organizations want
to thrive.
Addressing Industry-Specific Challenges
The Canadian construction sector faces
unique challenges that leadership coaching
can help solve:
Succession Planning: 32% of small
and mid sized business owners hope to
transition within 昀椀ve years, but only 27%
have a formal plan in place.4
Labour Shortages: Persistent shortages
and high turnover demand solid leadership
to improve engagement and retention.
Evolving Workforce: A 13% increase
in young workers (15–24 years) entering
construction underscores the need to fasttrack their leadership development.
Productivity Declines: A 10% drop in
labour productivity between 2019 and 2023
calls for leadership programs to reclaim
ef昀椀ciency.
Technological Integration: Leaders who
can navigate digital tools like AI and BIM
will reduce rework and improve project
timelines.
The Bottom Line
Coaching isn’t just an HR initiative—it’s
a strategic investment with measurable
returns. Leadership coaching transforms
technical experts into con昀椀dent,
empathetic, and strategic leaders who
inspire respect, drive innovation, and
uphold safety standards.
Most importantly, coaching protects
mental health. It equips leaders to manage stress, foster well-being, and create
psychologically safe workplaces—critical
in an industry where pressure is constant,
and mistakes can be costly. By investing
in leadership coaching, organizations can
cultivate healthier crews, resilient companies, and a future founded on trust, safety,
and high performance.
1 Canada’s construction industry gets serious about
investing in technology as pressure mounts to do more with
less - Canadian Construction Association
2 25 Surprising Leadership Statistics To Take Note Of
3 The Art And Science Of Leadership
4 Business Transition Planning
WINTER 2025/2026 • the generals 15
