When individuals come together to share ideas and experiences, learning is engaging, relevant and collaborative. This applies to leadership development as much as any topic in the workplace.

At ConstructConnect, a leading provider of software solutions for the preconstruction industry, leadership development has evolved into a spectrum serving all team members, with the common thread of connecting leaders at all levels with a consistent curriculum that makes space for peer learning.

Let’s explore ConstructConnect’s leadership development initiatives in more detail.

Leadership Learning Evolution

After a series of mergers and acquisitions, ConstructConnect found itself in early 2020 with several legacy cultures, team members in multiple locations in the U.S. and Canada, and differing leadership philosophies. A small team within the company’s people and culture organization sought to create a leadership development program that would provide a relevant curriculum focused on common leadership competencies. The goal was also to foster a learning culture and a more consistent team member experience across locations and teams.

After piloting a first program, known as the New Manager Pathway, with a small group of experienced leaders to receive constructive feedback and insight, it was launched in 2021 to newly hired and promoted leaders. Since then, the program has run three cohorts of 15-20 individuals a year. The program also welcomes tenured leaders and those who lead less formally through influence.

To promote a collaborative and discussion-focused learning experience, the New Manager Pathway program employs the flipped classroom concept — meaning that, after an informative kick-off, participants have three weeks to complete a series of online modules. After learning the basics of leadership at ConstructConnect, participants engage in four live, virtual workshop sessions, diving into the leadership competencies of upholding company values, leadership communication, business and financial acumen, strategic mindset, leading change, and selecting, engaging and developing talent.

When the program launched, workshops consisted of presentations and large group guided discussions. The most important evolution of the program has been embracing smaller breakout rooms. Instead of the facilitators engaging the whole group, participants now break out into virtual rooms to tackle scenarios, share experiences, and give advice to one another. The breakouts allow for all learners to be contributors, no matter where they were in their leadership journey. Smaller groups also help to democratize discussion. After breakouts, groups return and share what they discussed. During these workshops, the cohort creates a shared notes document, capturing takeaways and tips that everyone can utilize.

In the final portion of the pathway, learners complete three shorter sessions on important management policies, processes and legal compliance. Finally, participants regroup in a debrief meeting where they share takeaways and provide informal feedback to the facilitation team.

Connecting Leaders Through Peer Learning

After the establishment of the New Manager Pathway, the need for continuing connection and learning was clear. Managers craved engagement and conversation, especially in a dispersed environment. While robust, the New Manager Pathway addressed the basics of leadership, though not all day-to-day challenges.

From this need, the Leader Labs series was born in late 2022. This monthly offering engages leaders at all levels, from team leads through the C-suite. Each month focuses on a topic relevant to leaders and the business, such as engagement, recognition, performance management and tough conversations. These sessions incorporate virtual breakouts that mix leaders of varying backgrounds and experiences. This range of experience brings relevant insights to each small group discussion, as well as unique tips and tools. Just as with the New Manager Pathway, time is spent reconnecting and sharing after breakouts. This debrief encourages reflection and sharing tactics that peers can immediately apply.

The next stage of evolution was addressing the needs of tenured, high-level leaders at ConstructConnect. With the New Manager Pathway focusing on newly hired and promoted leaders and Leader Labs serving as an informal space for monthly discussions, we recognized a learning gap that still existed for many experienced leaders. To address the needs of directors and vice presidents, a plan was developed that would focus on competencies for advanced leaders, encouraging connection, and promoting strategic and visionary mindsets.

The Advanced Leadership Pathway consists of a series of five workshops focused on Agile project management, strategic insight, visionary leadership, business acumen and financial acumen. Groups of 15-20 high-level leaders learn directly from executives and subject matter experts (SMEs) within the business. They connect and learn through leadership challenges/scenarios, short presentations, and breakout discussion with sub-teams developed over the program period. Each sub-team within the cohort focuses on a real business need, brainstorming solutions and then developing a proposal demonstrating the program competencies. Teams present their proposals to the executive team and stakeholders, after which the executive team selects a winning proposal to support and execute. This program was piloted in 2022 and scaled to a second cohort in 2023 with successful completion.

The future focus of leadership development at ConstructConnect is on developing aspiring leaders. An online learning pathway is currently available to all team members, covering the same basics as the New Manager Pathway. While online learning is highly accessible and timely, aspiring leaders also would benefit greatly from connection and peer learning.

With this in mind, an initiative for 2024 is underway to develop the same social learning experience for these eager aspiring leaders. This will consist of a regular discussion group focused on leadership basics, trending topics and common challenges. Aspiring leaders will also have the chance to present how they would apply concepts in real life and lead engaging discussions within the group. Creating connections for aspiring leaders will complete the vision of collaborative leadership learning across the entire spectrum of experience.

In addition to the programs mentioned above, ConstructConnect offers a mentorship program, an action learning program called Impact Projects, and several opportunities to serve on committees for engagement and employee resource groups (ERGs).

Results

The results of offering a spectrum of leadership development for all team members with a focus on connection have been encouraging. With all offerings combined, 325 individuals, or 43% of the company, participated in 2023. Of the 325 that participated, 67 (21%) also experienced a promotion or job change in 2023.

A consistent comment received from participants is that cross-functional connection and small group discussions are valuable. Participants appreciate hearing from others, connecting across teams, and sharing their challenges, solutions and tactics with each other. This feedback supports the value the programs provide to improve both cross-functional collaboration and ultimately, enhancing leadership effectiveness.

Conclusion

The effectiveness of the spectrum of leadership development at ConstructConnect hinges not only on the structured curriculum and a focus on core competencies, but also on creating space for learners to engage and contribute as fellow teachers. They learn from each other while also learning about their business, making the experience highly relevant and applicable to their everyday lives. Connection sparks new ideas, builds best practices and grows confidence in leadership. Learners engage with team members and leaders they will work with now and in the future, building lasting connections that benefit them far into the future.