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April 10.2025
3 Minutes Read

How Agile Leadership Can Help Retain Talent in Construction

Agile leadership spotlight in dynamic office environment

Understanding the Challenges of Talent Retention in Construction

The construction industry is infamous for its high turnover rates, often leading many companies to face the ongoing struggle of finding and keeping qualified employees. Omar Rawji, the president and CEO of Prism Construction, offers insight into how to navigate these turbulent waters. Rawji emphasizes that success lies not only in filling vacancies but in fostering a strong company culture that nurtures relationships and paves the way for the next generation of talent.

Building a Culture that Attracts and Retains Talent

"It’s not just about filling roles, it’s about building relationships and ensuring we’re training the next generation of workers," says Rawji. His team has developed strategies that center around employee engagement and fulfillment, which he considers crucial in today’s workforce climate.

Rawji notes that the landscape of construction management has evolved; companies are increasingly pressured to maintain high standards not just in their output but also in how they manage and care for their teams. Such a paradigm shift requires leaders in construction to be agile and responsive to changes in employee expectations, leading to improved retention rates.

The Prism Approach: Ownership and Responsibility as Core Values

"The Prism approach: how building should be," is a tagline that encapsulates the company’s ethos. This mantra signifies a commitment to treating each project with utmost care. This philosophy promotes a culture where every team member, irrespective of their role, takes ownership of their responsibilities. Such empowerment fosters a sense of personal investment in the work, ensuring that every challenge is met with innovative solutions aimed at delivering the best possible outcomes.

Moreover, Rawji insists that building relationships based on trust is foundational. The company's lengthy list of repeat clients is a testament to the reliability and quality of its work, showcasing how valued relationships translate into business success.

Challenges and Innovations in Talent Management

Despite the commitment to culture and employee satisfaction, the construction sector still faces hurdles including increasing regulations and the diminishing transfer of hands-on knowledge. Companies like Prism are finding ways to overcome these challenges through mentorship programs and ongoing training initiatives.

Effective mentorship not only helps in preserving key knowledge but also allows for a seamless transfer of skills from seasoned professionals to newer employees. This investment in human capital is critical in a sector where labor shortages threaten productivity and growth.

What Other Industries Can Learn About Talent Retention

While construction presents unique challenges, many of the strategies employed by Rawji can be applied across various sectors. Building a strong culture, emphasizing mentorship, and focusing on employee engagement are universal concepts that can significantly enhance retention rates.

For instance, organizations can benefit from agile leadership principles that prioritize adaptability and responsiveness to employee needs, cultivating a workplace where employees feel heard and valued. This approach can be particularly beneficial in dynamic industries like technology or healthcare, where talent is at a premium.

Conclusion: The Call for Agile Leadership in Talent Management

The insights provided by Omar Rawji serve as a vital reminder that the success of any organization hinges on its people. Adopting agile leadership strategies that foster a culture of engagement and ownership can transform how businesses approach talent management, especially in industries with high turnover rates.

As organizations navigate the complexities of retaining top-tier talent, it's imperative for leaders to reassess their methods and focus on the fundamental elements that contribute to a thriving workplace. By implementing practices that prioritize relationships and mentorship, companies can build stability in their workforce during even the most turbulent times.

If you are interested in discovering how to foster a positive work environment that prioritizes human capital, consider engaging in agile leadership training and resources available today.

Leadership Spotlights

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12.18.2025

Unlocking Valuable Lessons: Sara Jensen's Journey in Agile Leadership

Update Lessons from Distance: Sara Jensen’s Inspiring JourneyIn a world where mentorship is often seen as a face-to-face occasion, Sara Jensen, co-founder and CEO of the wellness company Hugh & Grace, exemplifies how powerful lessons can be gleaned even from those we may never meet. Her journey from becoming a competitive athlete to leading a mission-driven enterprise highlights the importance of resilience, vulnerability, and finding inspiration in unexpected places.Redefining MentorshipJensen's story is not just about corporate success; it’s a testament to the idea that mentorship can take many forms. Inspired by the legendary Brownie Wise, the saleswoman who catapulted Tupperware into a household name, Jensen tells us that leaders should seek guidance from the stories of others. "You can go back, read about people’s experiences, and learn incredible lessons without ever being in the same room with them," she said in a recent episode of the Corporate Competitor Podcast.Authenticity Breeds ConnectionAuthenticity is another pivotal aspect highlighted by Jensen. According to her, people prefer to work for leaders who are relatable and open. Her own struggles with infertility—an experience the CEO has openly shared—serve to remind us that sharing our vulnerabilities can create stronger connections in a professional environment. "People love that Hugh & Grace exists not just as another brand trying to make money, but that there’s a real purpose," she notes, underscoring the significance of purpose-driven leadership.Embracing Challenges: Mind Over MatterLife as a competitive swimmer and marathon runner taught Jensen vital lessons about resilience. Drawing from her father's mantra, "You can do hard," she emphasizes that success is often a result of endurance and grit, especially through tough times. She believes that success doesn’t have to look perfect; it simply requires the willingness to put in the effort. This mindset can be particularly beneficial for CIOs and HR leaders who need to motivate their teams through challenging projects.Building Teams for the Long HaulIn addition to personal resilience, Jensen explains that achieving remarkable outcomes also demands building a capable and supportive team. She stresses the value of having a collective group of people who share the same vision. "When I know that my body strength and mental strength are there, and I have a collective group of people who believe in the same things, that’s when we’re able to achieve amazing things,” she says. This principle is vital for business process managers and HR leads focused on team cohesion and performance.Responsible Leadership and Cultural FoundationsJensen’s success as the CEO of Hugh & Grace has not come without its challenges; however, her commitment to responsible leadership and cultural foundations has propelled her company forward. Recognized as the Most Transformative Company in 2025, Hugh & Grace emphasizes holistic health and hormone wellness, aimed at reducing exposure to harmful chemicals while promoting overall well-being. This approach not only aligns with contemporary consumer expectations but also showcases the importance of cultural values in shaping a brand.Final Thoughts for Aspiring LeadersSara Jensen's story serves as an inspiring reminder that mentorship doesn’t always mean having direct access to another person’s experiences. Leaders can act as beacons of hope and change by simply sharing their own journeys and embracing vulnerability. For CIOs and HR leaders, integrating this understanding can lead to stronger teams and a more inclusive work environment. Embrace the challenges, connect deeply with your narratives, and champion an agile leadership philosophy that resonates with authenticity. Take the time to reflect on how you can inspire your teams today.

12.17.2025

Why Internal CEO Appointments Dominate Today's Corporate Landscape

Update The Shift Towards Internal CEO Appointments In a rapidly evolving business landscape, organizations are reevaluating their approaches to executive leadership selection, particularly when it comes to appointing a new CEO. Evidence suggests that a shift towards promoting internal candidates has not only become more common but also favorable. As the data indicates, internal promotions accounted for over 75% of CEO appointments in global public companies last year, a marked increase compared to previous years. This trend highlights a growing belief among boards that the devil you know often outweighs the potential benefits of hiring an external candidate, leading to a more stable corporate culture. Data-Driven Confidence in Internal Leaders Research supports the benefits of internal appointments, showcasing a strong financial performance advantage. Internal CEOs promoted to the top position have reported an astounding average total shareholder return (TSR) of 14.81% on an annualized basis, while external hires have conversely seen an average TSR of -9.01%. Given these figures, it’s evident that internal promotions are not just a safer bet—they’re also a smarter financial decision, reflecting confidence in homegrown talent and their understanding of the organization’s dynamics. The Advantages of Promoting From Within Promoting from within fosters a culture of loyalty and retains organizational knowledge, which can significantly ease transitions. Insiders are equipped with the historical context that outsiders lack, making it easier for them to navigate challenges without needing extensive onboarding. Their established relationships with stakeholders are a critical factor, ensuring smoother communication and quicker adaptation to leadership. Potential Pitfalls of Internal Promotions Despite the clear advantages of internal hires, there are potential downsides that organizations cannot overlook. Internal hires may be too entrenched in existing processes or may struggle with established team dynamics. It’s crucial for boards to ensure that the selection process is transparent and based on objective criteria to avoid potential pitfalls connected to office politics. When External Candidates Are the Right Choice While internal hiring is on the rise, there are scenarios where an external candidate may be beneficial. Particularly during times of significant organizational change, an outsider may provide fresh perspectives and innovative strategies necessary to navigate challenging terrains. However, such scenarios require careful judgment, ensuring any external hire demonstrably exceeds the internal candidates in capabilities and vision. Future Predictions for CEO Succession Strategies Looking forward, it’s anticipated that the trend towards internal CEO appointments will continue to grow. As organizations grapple with retention and succession planning, internal promotions are poised to play a more vital role. The key will be a strategic approach to leadership development that not only prepares candidates for upward mobility but fundamentally acknowledges and cultivates the potential dangers associated with internal hiring. Conclusion: Navigating Your Future Leadership Choices The call to action for organizations is clear: invest in your internal talent and prepare them for leadership roles. This strategic foresight not only secures continuity in operational leadership but also reaffirms the company’s commitment to employee development. Leadership pipelines that are built within signal to all employees that their growth is valued, thus fostering a culture of engagement and loyalty. Making informed decisions about CEO succession can ultimately lead to sustained organizational success, especially in a world where agility is paramount.

12.14.2025

How Geoffrey Toffetti Led FPG from Crisis to SaaS Leadership

Update Crisis Creates Opportunity: How Toffetti Adapted In March 2020, the hospitality industry faced an unprecedented crisis, with hotels and travel vendors grappling with a 90% revenue collapse. Geoffrey Toffetti, CEO of Frontline Performance Group (FPG), made a bold decision to pause all client agreements instead of enforcing payments from struggling clients. This counterintuitive move showcased a commitment to preserving relationships over immediate revenue and marked a significant turning point for the company. Toffetti’s strategy allowed FPG to maintain contact with clients during an immensely challenging period, facilitating trust and goodwill that ultimately led to approximately 70% of them returning once conditions improved. Today, FPG boasts a client base that has ballooned from 400 to over 2,500 in just five years, navigating a successful transformation to become a global Software as a Service (SaaS) leader. Scaling Operations Through Technology Prior to the pandemic, FPG was focused on high-touch consulting, relying on personal interactions to drive revenue. The onset of COVID-19 pushed Toffetti to accelerate a preexisting ambition: transitioning to a tech-first operation. Leveraging nearly three decades of operational experience, he shifted the company to a SaaS platform that allowed scaling without compromising service quality. This process involved a bifurcation of service agreements—technology and consulting—enabling FPG to fully embrace technology while retaining its core offerings. The company’s ability to deploy advanced artificial intelligence and expand its operational capacity across over 120 countries illustrates how innovation facilitated their surge in market access. Lessons on Pricing and Business Resilience One key insight gleaned from Toffetti’s experience is the critical lesson on pricing strategy. He advised other CEOs to allow for pricing elasticity when launching a new product. This flexibility is essential for navigating market fluctuations and consumer demands effectively. With the current economic environment showcasing challenges around profitability—especially in the context of a shifting SaaS market—FPG’s ability to pivot rapidly demonstrates the strength of agile leadership and planning. The ongoing digital transformation within FPG highlights how the integration of technology can prevent operational disruptions while also capturing new market opportunities. Toffetti emphasizes an essential approach: AI must be viewed as a partner that automates repetitive tasks, allowing human employees to focus on complex interactions and customer-centric services. Importance of Corporate Acquisitions Toffetti's strategic acquisitions play a crucial role in FPG's growth narrative. By acquiring companies that offered expanded market access, FPG not only enhanced its value proposition but also secured critical client relationships. This strategy aligns with findings from broader market analysis, indicating that in an era of AI-driven solutions, companies heavily focused on innovative capabilities are more likely to attract capital and succeed in competitive environments. In pursuing acquisitions, FPG built a stronger brand presence, enabling it to enter diverse markets, such as food and beverage—even further extending its previously established hospitality revenue optimization playbook. Navigating Post-Pandemic Challenges Toffetti acknowledged the challenge of balancing rapid growth with operational stability as FPG scaled to serve a significantly larger clientele. The company moved towards virtual training and implementation processes that dramatically increased their capacity to handle onboarding, demonstrating that adaptability is key in the face of evolving market demands. This transformation allows FPG to capitalize on post-COVID opportunities while maintaining the essence of what made their services successful—expert guidance drawn from years of experience in the industry. The Path Forward: Sustainable Growth in SaaS The insights from Geoffrey Toffetti’s leadership journey not only resonate with those in the hospitality industry but also provide valuable reflections for CIOs, HR leads, and business process managers across sectors. As they grapple with the dynamics of current economic pressures, organizations must focus on sustainable growth through technological innovation, strategic planning, and enhancing customer relationships. Toffetti’s story reaffirms that embracing technology, maintaining ethical business practices, and adapting to change are now essential attributes for any successful leader. The road from crisis to market leadership requires agility and foresight, and those willing to make the tough decisions today will be more likely to thrive tomorrow.

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