Making Elevating Construction Surveyors, Part 3 Feat. Brandon Montero

Read 20 min

Why Zero Residuals Are Not Good News: Surveying Mastery for Construction Professionals

Zero point zero zero zero. When a trade partner’s data collector flashes that residual after a resection, most people see confirmation that the work is accurate. Brandon Monteiro sees a problem. That perfect number does not mean the work is good. It means there is not enough data to prove the work is bad.

This is one of the most important lessons in the third session of Elevating Construction Surveyors, and it is the kind of insight that separates professionals who produce reliable results from those who produce results that occasionally happen to be correct.

Applied Resection: The Math Behind the Setup

A resection is how a surveyor locates their total station at a convenient vantage point without needing a physical survey nail or rebar beneath the instrument. The instrument shoots angles and distances to at least three known control points, then calculates its own coordinates by triangulating its position from those observations.

This technique is widely used across trades in construction. Electricians use it to locate stub positions for bollards and light poles. HVAC contractors use it to determine overhead penetration locations. Civil layout crews use it to work from inside a busy site where perimeter control points are blocked by structures. The technique is common. The problem, as Brandon puts it, is that it is also very commonly done incorrectly.

Brandon tells the story of a trade partner on a project who was performing a resection using only two control points. Before taking any observations, he had already eyeballed the position of a column corner by taping off chalk lines on the ground, holding his rod at that estimated location, and shooting to it with an eight and a half foot rod held well above his head. The data collector returned exactly zero zero zero on the residual. The contractor was confident. Brandon was not.

Here is why. When you use only two control points for a resection, the instrument has no independent check. If your measurements to both points contain error, the instrument simply accepts both observations and calculates a position that incorporates all of that error without flagging any of it. There is nothing for the residual to compare against. The zero does not mean the work is accurate. It means the system cannot prove it is inaccurate.

When you add a third control point, the instrument now has three observations to reconcile. The residual will not be zero, and that is good. A nonzero residual tells you the magnitude of your error and allows you to evaluate whether it is within acceptable tolerance. Add a fourth or fifth point and you can identify which specific observation is the outlier and remove it, tightening your result further.

The lesson is direct: the more points included in a resection, the more your residuals can reveal. Minimum three points, always. Zero residuals from a two point resection are not a green light. They are a blind spot.

Plan Your Daily Tasks Before You Arrive at the Site

The second concept in this session moves from technical precision to professional discipline: planning the full day before the work begins, not just reviewing the work order.

Brandon draws a distinction that matters. The work order tells you what the task is. A daily plan tells you how the full day is going to unfold, in what order tasks will be performed, what the time constraints are, what resources each stage requires, and where the plan could fall apart if something unexpected happens.

He uses the image of a water hose to make the point. A hose with no nozzle puts water everywhere. The same hose fitted with a narrow nozzle focuses all that force in one precise direction. Showing up to a job site with effort but no plan is the hose with no nozzle. You are expending energy without directing it.

A daily plan includes more than just field tasks. It accounts for reporting back to the office at a specific time, communicating with the team before or after work hours, coordinating with trades who need your results before they can proceed, and protecting time that matters outside of work. Brandon is direct about this: personal time, family commitments, and recovery are also tasks that deserve a slot in the plan, not leftover time after everything else fills in.

The challenge is building the habit. Whether you use a calendar, a spreadsheet, a task management application, or a written list is secondary to the discipline of putting the plan somewhere visible before the day starts. People who plan their days discover where their time actually goes. People who do not plan wonder where it went.

Applied Leveling and Level Loops

The third section covers leveling, one of the most foundational skills in survey and one of the most frequently performed poorly in construction.

Applied leveling means understanding not just how to operate a level but when it is the right instrument for the task, what the math behind the observations looks like, what a properly closed level loop tells you, and how to distribute and mark final adjusted elevations clearly for the people who will use them.

Brandon’s strong recommendation is three wire level loops rather than single wire. Here is the argument. Three wire leveling records top, middle, and bottom wire readings for each observation. This gives you a built in distance check between observations and allows you to see, reading by reading, whether any individual observation is out of range before you close the loop. Single wire leveling gives you less information to work with and fewer opportunities to catch an error in progress.

The common objection is speed. Three wire is slower. Brandon’s response is to get faster at three wire. The same efficiency principles that apply to any field task apply here. Define the workflow, assign roles so no one is waiting on anyone else, and practice until the method becomes fast. Accepting a slower QC method because you have not optimized the better one is the wrong trade.

Level loops close back to the original benchmark. That closure is the quality check. If you surveyed a level loop from a benchmark, set control around a project, and never returned to the benchmark to close the loop, you have no way to know whether error crept into the work. Closing the loop tells you the magnitude of any error and allows you to distribute it through an adjustment rather than having it accumulate at one end of your work.

Jason adds context from his own superintendent and field engineering experience. He has seen elevation problems on multiple projects caused by not using proper leveling techniques. Six inch errors. Eight inch errors. Problems traced back to trigonometric leveling used where a level should have been, or benchmarks that were never independently verified, or level loops that were never closed. In every case, the method was the problem, not the instrument.

Layout Basics: Understanding What the Equipment Is Actually Doing

The final section in this session addresses layout fundamentals, specifically the discipline of performing manual layout operations with a conventional total station rather than relying entirely on robotic operation.

Brandon’s point is subtle but important. When you operate a robotic instrument, the machine turns the angles, finds the prism, and reports a result. You accept the result and move on. The error characteristics of that observation, whether the angle was turned cleanly, whether the observation quality was appropriate for the tolerance required, whether the prism position was actually where the work needed to go: none of that is visible to you. You trust the output.

When you perform the same work conventionally, turning a 90 degree angle manually, flopping the instrument to turn the reverse, and averaging the two to find the true 90, you can see what the instrument is capable of in the physical marks on the ground. You develop calibration for your equipment. You learn when to trust its output and when to apply additional checks.

That calibration is not replaceable by robotic operation. It is built through the experience of working conventionally, making observations, seeing the error, and learning what it means.

If your project needs superintendent coaching, project support, or leadership development, Elevate Construction can help your field teams stabilize, schedule, and flow. The survey principles in this series, from resection to leveling to layout, are part of a larger professional standard that applies to anyone who touches control on a construction project. Learn the math. Verify the work. Plan the day. Trust the process, not just the output.

The Challenge From This Session

Brandon’s challenge for resection is direct: if you understand applied resection, spread that training to the trade partners working around you. The vendors who sell and set up equipment for trades do not have the math background to train them properly. When you see a contractor performing a resection with two points and getting excited about zero residuals, you have an opportunity to help them do better work. Better work from every trade means a better project for everyone on site.

On we go.

Frequently Asked Questions

Why do trade partners use so few control points in a resection if more points produce better results?

Usually because no one has taught them the math behind the method. Vendors prioritize getting people operational quickly, not training them on the statistics behind their observations. The trade partner with two control points is doing what they were shown to do, not what produces reliable results.

When is trigonometric leveling appropriate versus using a level?

A level produces more accurate elevation transfers over short to medium distances. Trigonometric leveling using a total station introduces angle based error that compounds over distance. For project benchmark control and transferring elevations to the site, a level with proper three wire technique and a closed loop is almost always the right choice.

How do you handle a situation where a trade partner’s work does not meet accuracy requirements but they are confident in their results?

Ask to see the number of control points used and the residuals. If the resection used fewer than three points, the zero residual is not a valid quality check. Walk them through what a three point resection would show. In most cases, the trade partner is not being careless. They simply were not trained on why more points matter.

How detailed should a daily survey plan be?

Detailed enough to sequence the tasks in logical order, account for time constraints, identify what each person on the crew will be doing at each stage, and flag the moments where something unexpected could derail the plan. It does not need to be a formal document. It does need to exist before the crew leaves the office.

What is the most common leveling mistake on construction projects?

Not closing the level loop back to the original benchmark. An open loop gives you no independent check on your work. Elevation errors that go undetected at the leveling stage become structural problems later. Close the loop. Every time.

 

If you want to learn more we have:

-Takt Virtual Training: (Click here)
-Check out our Youtube channel for more info: (Click here) 
-Listen to the Elevate Construction podcast: (Click here) 
-Check out our training programs and certifications: (Click here)
-The Takt Book: (Click here)

Discover Jason’s Expertise:

Meet Jason Schroeder, the driving force behind Elevate Construction IST. As the company’s owner and principal consultant, he’s dedicated to taking construction to new heights. With a wealth of industry experience, he’s crafted the Field Engineer Boot Camp and Superintendent Boot Camp – intensive training programs engineered to cultivate top-tier leaders capable of steering their teams towards success. Jason’s vision? To expand his training initiatives across the nation, empowering construction firms to soar to unprecedented levels of excellence.

From Chaos to Calm Predictability – Part 1, Feat. Tyler Cormeny and Harry Schmidt

Read 18 min

The Overnight Success That Took 15 Years: O’Shea Builders’ Lean Journey

People look at what O’Shea Builders has accomplished in the last 18 months and ask how they got there so quickly. Tyler Cormany and Harry Schmidt, VP and Director of Business Strategies at O’Shea Builders, have the same answer every time: it was an overnight success that took 15 years to build.

That is not false modesty. It is a precise description of how transformation actually happens in construction, and it is the most important lesson any company on a lean or operational excellence journey needs to hear.

The Flywheel in Real Life

Harry Schmidt walked through O’Shea Builders’ revenue history against the backdrop of Jim Collins’ flywheel concept from Good to Great. The pattern was unmistakable. From 1992 through the mid-1990s, growth was steady but unremarkable. Then a series of deliberate investments, each one building on the last, began to compound in ways that only became visible much later.

The first inflection came in the late 1990s when president Mike O’Shea had an epiphany: leadership matters. He shifted his focus to leading the company and finding the right people, and the revenue curve began to bend upward.

The second inflection came between 2006 and 2011 with a series of key hires, including Tyler himself. Mike understood that the who on the team determines the ceiling, and he built accordingly. But the most significant investment in this phase was hiring a dedicated Director of Organizational Development focused entirely on growing people. At a company of 35 employees, that was a bold bet.

The third inflection came in the 2017 to 2019 period with discipline action: structured process implementation, lean principles applied at the project level, and the Last Planner System creating a stable environment where all the previous investment in people could finally express itself.

The fourth leap, Harry believes, will come through intelligent leverage of technology, not just purchasing it, but building the capability to actually use it.

On the revenue scale Harry described, the company moved from roughly 0.2 in those early years to near 0.8 after the people investment, to 1.4 with disciplined focus, and then shot to 2.5 and beyond with the breakthrough of discipline action. In real terms: they roughly doubled the number of professional staff from 30 to 60 full time equivalents and achieved approximately 10 times their revenue from the time the organizational development investment began.

What the Lean Principle of Respect for People Actually Looks Like

Harry was clear that the people phase of this journey is not just a well conceived cultural initiative. It is the lean principle of respect for people applied with full organizational commitment.

O’Shea currently has two people dedicated entirely to training and developing their 60 production staff. Tess, their Director of Organizational Development, and Josh have spent years building the learning infrastructure of the company. The investment looked like overhead. The return has been compounding ever since.

Just before this podcast recorded, O’Shea Builders was notified that Training Magazine had selected them as one of the top 100 training organizations in the world. A regional construction company. Recognized globally for how they develop their people.

Harry also has three people dedicated to business strategy. Five total overhead positions, all focused on making the other 60 people better at what they do. In an industry that typically views any non billable position as a cost to minimize, this is a fundamentally different philosophy.

Why the Last Planner System Was the Catalyst

Tyler made a point that deserves to be heard by every company investing in leadership development without a corresponding investment in operational systems.

O’Shea had been building great leaders and great people for years. And they were not seeing the full return on that investment on their project sites. The reason, Tyler explained, was that they were still managing chaos. Without a stable project environment, the trained leaders had nowhere to express what they had learned. They were applying 21st century leadership skills to a 20th century project management structure, and the structure was winning.

When they implemented the Last Planner System 18 months ago, everything changed. The stable environment created the conditions where the leaders they had developed could actually lead. The superintendents who had been trained to be collaborative, communicative, and crew focused could now operate that way because the system supported it.

This is the sequence that Harry articulated with clarity:

  • Build the people through leadership development and a culture of respect
  • Create a stable project environment through systems like Last Planner and Takt planning
  • With stability established, variation and waste become visible and removable
  • With waste removed, flow becomes achievable
  • With flow operating, continuous improvement tools like prefabrication, kitting, and 5S become accessible

Most companies try to jump to step four or five. O’Shea earned each step in order. That sequencing is why the results are durable rather than temporary.

The Evidence From the Field

Tyler shared an email from a trade partner who had experienced friction with O’Shea on previous projects. This contractor works on roughly 50 projects per year and has been in the industry for 15 years. After being on an O’Shea project where a senior superintendent was fully running Last Planner and Takt planning, he sent an unsolicited message.

In 15 years, he had never been on a project that flowed and was predictable the way this one did. He described what he was witnessing using the exact vocabulary that O’Shea uses internally, words like flow, predictability, and collaborative leadership, without having been through any of O’Shea’s training. He had simply experienced the project and named what he felt.

That is the goal. When a trade partner who had previously had friction with your company sends you an email saying they have never experienced anything like this in 15 years, the system is working.

The Challenge Harry Left Behind

Harry’s challenge was specifically for companies who have been on a lean journey for six to twelve months and are beginning to feel like they have figured it out. The temptation is to carry that momentum onto the next project and assume the new team will naturally catch up.

They will not. A trade partner who is new to your project has not traveled the path you have been on. A new subcontractor, even if they are a familiar company, may have different people on this project who have never experienced a well run Last Planner environment. You have to go back and pick them up. You have to bring them from unaware to aware before the system can function the way you know it can.

Patience and the willingness to re onboard, re explain, and re invest in each new project team member is not a sign of slow progress. It is what sustains the gains.

The Challenge Tyler Left Behind

Tyler’s challenge was about the tools. Everyone has tools. Software, scheduling platforms, prefabrication systems, BIM workflows. The tools are not the differentiator. The people using them are. If you put a sophisticated lean planning tool into the hands of a team without the culture, the leadership, and the stable environment to support it, they will use it the same way they used the old tool. A hammer used like a screwgun produces the same poor results regardless of how advanced the hammer is.

If your project needs superintendent coaching, project support, or leadership development, Elevate Construction can help your field teams stabilize, schedule, and flow. O’Shea Builders’ journey is a case study in what is possible when leadership, people development, and operational systems are built in the right order and sustained over time.

The lesson is not that 15 years of work is required before anything changes. The lesson is that the changes which last are the ones built on a real foundation. Start building the foundation today.

On we go.

Frequently Asked Questions

How do you know if your company is ready to implement Last Planner or Takt planning?

You do not have to be fully ready. Commit to building the environment that makes the system work, which means leadership engagement, a willingness to train, and patience with the learning curve. The stable environment Tyler described was created by the Last Planner implementation over 18 months of consistent effort, not before it.

What is the right sequence for a company starting a lean journey?

Start with people. Build the leadership culture and the organizational development infrastructure before investing in process tools. When the people are ready, introduce the process systems. When the process creates stability, use that stability to identify and remove waste. Then flow. Then continuous improvement.

How do you justify the overhead cost of dedicated training and development roles?

O’Shea doubled staff and achieved roughly 10 times the revenue from the period when those investments began. The overhead created capacity, capability, and culture that produced returns no billable hire could have generated alone. The question is not whether you can afford it. It is whether you can afford to keep growing without it.

What do you do when new trade partners or team members do not understand your lean culture?

Go back and start from the beginning with them. You cannot expect new participants to catch up to a journey they were not on. Treat every new team member as someone who needs to be brought from unaware to aware before they can contribute at the level the system requires.

How does a company maintain lean momentum across multiple projects simultaneously?

By developing enough internal capability that the knowledge is not concentrated in one or two people. O’Shea’s investment in organizational development created a distributed leadership model where the culture and the systems are carried by the team rather than by any single individual. That is the only way the flywheel keeps spinning across an entire portfolio.

 

If you want to learn more we have:

-Takt Virtual Training: (Click here)
-Check out our Youtube channel for more info: (Click here) 
-Listen to the Elevate Construction podcast: (Click here) 
-Check out our training programs and certifications: (Click here)
-The Takt Book: (Click here)

Discover Jason’s Expertise:

Meet Jason Schroeder, the driving force behind Elevate Construction IST. As the company’s owner and principal consultant, he’s dedicated to taking construction to new heights. With a wealth of industry experience, he’s crafted the Field Engineer Boot Camp and Superintendent Boot Camp – intensive training programs engineered to cultivate top-tier leaders capable of steering their teams towards success. Jason’s vision? To expand his training initiatives across the nation, empowering construction firms to soar to unprecedented levels of excellence.

The Ten Commandments of Change Orders

Read 18 min

The Ten Commandments of Construction Change Orders Every Project Team Must Know

Are you stomping ants while elephants run wild? Are you straining at gnats and swallowing camels? That is how Petty Coach Schmidt introduces their Ten Commandments of Construction Change Orders, and it is exactly the right framing. Most project teams spend enormous energy on small inefficiencies while losing thousands or hundreds of thousands of dollars on change orders that were handled poorly, undocumented, or simply never collected.

Jason Schroeder came across this framework at one of Petty Coach Schmidt’s Micro Monday training sessions and immediately knew it needed wider reach. These are not complex legal principles. They are the practical discipline that separates project teams who manage changes well from the ones who give away their margin without realizing it.

Commandment One: Know Thy Contract

You cannot do well with changes if you cannot identify how the change departed from the original agreement. The original contract is the rulebook. If you do not know it, you are playing a game without knowing the rules.

Jason’s go to example here is project manager Ryan Young, someone he considers among the best he has ever worked alongside. Ryan’s discipline was to go through every contract and distill the key provisions the entire project team needed to understand. Not just the PM. Not just the executive. The whole team. He would put contract inclusions and exclusions into a binder so that when questions came up in the field about whether something was in scope, the answer was already organized and accessible. That discipline protected the project from arguments that should never have happened.

Know your contract before a change request hits your desk. Know it before a trade partner asks whether something is covered. The contract is always the starting point.

Commandment Two: Do Not Give Away Thy Leverage

The owner wants the project complete, including all changes. You want compensation and to deliver value. Both parties have something the other needs. But if you give the owner what they want without securing what you deserve, you have surrendered your position permanently.

Ryan Young’s practice here was also instructive: nothing got done in the field without a PCO number, a potential change order tracking identifier logged into the project management system. T&M tickets, contingency exposures, scope additions: all of it had a number and a home in the system before the work began. And the team never started change work without financial approval. That project finished on time and within budget. The connection is not coincidental.

Leverage exists in the moment when both parties still need each other. Once you have performed the work and accepted a vague assurance of resolution later, the leverage is gone. Protect it before you spend it.

Commandment Three: Never Perform Change Work Without a Written, Signed, Authorized Change Order

This one gets its own emphasis because it gets violated so often. Not a verbal agreement. Not an email chain that implies approval. Not a handshake on the job site. A written, signed, authorized change order. Period. Under any circumstance. For any reason.

Jason lived this standard as a superintendent and says it is both possible and the right way to operate. The temptation to start work first and sort out the paperwork later is how projects lose money that never comes back.

Commandment Four: Depend Not on the Attorney to Bail You Out

Use attorneys for advice. Build your competency in managing changes so that attorney involvement is never necessary. Most change order disputes that end up in legal proceedings started as management failures that compounded over time. Fight your own battles by not creating the conditions for battles in the first place.

Commandment Five: If Thou Ask Not, Thou Receive Not

If you do not request full compensation, you will not receive it. There are almost no cases where payment is made for items left out of a change request. Owners do not volunteer to pay for things you forgot to bill.

Jason spent years watching project teams leave money on the table because they were afraid to ask for the full amount. His experience was that when the request is right, when it reflects actual cost and actual time and can be supported, owners say yes the large majority of the time. Not because owners are generous but because a well prepared, reasonable change request reflects a professional team managing the project with discipline. Ask for what you are owed. Prepare the support. Submit the request.

Commandment Six: Time Is Money

Change orders cover both cost and time. Read the contract rules on both. Most project teams are disciplined about pricing the direct cost of a change and negligent about quantifying and requesting the time impact. Schedule delays, productivity impacts, extended general conditions: all of these flow from changes and all of them have legitimate value in a properly prepared change request.

Know the rules. Price the full impact. Request both.

Commandment Seven: Surprise Not Thy Owner

Owners have budgets and management options. The earlier they know about a potential cost increase, the more options they have to address it. The later they find out, the fewer options they have and the more damage is done to the relationship.

Jason tells the story of a project team that absorbed cost after cost, trying to handle it internally, and finished the project significantly over budget without telling the owner in real time. The project was beautifully built. The owner was furious about the financial surprise, and that team never worked with that owner again. Jason was assigned to the follow on project because that team had burned the relationship.

Here is what that looks like in practice:

  • Early notification of a potential change, even before costs are fully quantified, gives the owner time to plan
  • Regular updates on the financial trajectory of the project protect the relationship
  • A surprise at closeout is not a billing issue, it is a trust issue, and trust issues end relationships

Communicate early. Communicate often. Owners are business partners, not adversaries.

Commandment Eight: Be Persistent

Persistence gets results. Change order management requires consistent follow through. Submit the request, follow up, push through the administrative friction, and keep going until the change is approved and the money is collected. Most project teams do excellent work on the field side and then let change orders age out through inaction.

Commandment Nine: Thy Bargaining Power Equals That of Others

Your bargaining power in a change negotiation is equal to the owner’s unless you have done one of three things: failed to know the rules, thrown away your leverage, or chosen not to use your leverage. All three are self inflicted. The contract gives you rights. Know them. Protect them. Use them.

Commandment Ten: Thy Job Is Not Finished Until the Money Be Collected

The change order is not closed when the work is done. It is not closed when the paperwork is submitted. It is closed when the money is collected, the lien waivers are exchanged, and the account is reconciled. Closeout is where change order management most often breaks down.

Jason describes creating a streamlined system for change order closeout after seeing a project where the team had done excellent work but left open change orders at the end of the job and created friction with an owner who had been otherwise satisfied. The system reconciled all outstanding items between the GC and all trade partners, ensuring that when the team demobilized, everything was collected and resolved.

Nobody makes a lot of money on change orders. The best outcome is to get them done correctly and collect what is owed. The worst is to do the work, let it drag, and never collect.

If your project needs superintendent coaching, project support, or leadership development, Elevate Construction can help your field teams stabilize, schedule, and flow. Change order discipline is part of the same professional standard as schedule management and site cleanliness. It is not a back office concern. It is project management.

The Challenge for Your Next Project

Print these ten commandments and put them somewhere visible for your project team. Then audit your current change order process against each one. Where are you strong? Where are you giving away margin without knowing it?

As the old legal principle holds: a right not asserted is a right not protected. Every change on your project that is not properly documented, tracked, priced, and collected is money that belongs to your company being left behind. Stop stomping ants. Manage the elephants.

On we go.

Frequently Asked Questions

What is the single most common change order mistake on construction projects?

Starting change work before receiving a written, signed, authorized change order. Once the work is done and the owner has what they wanted, your leverage is gone and collection becomes exponentially harder.

How do you handle a situation where the owner is pressuring you to start work before the change order is approved?

Document the request in writing, state your position clearly, and do not start the work. If the owner insists, escalate to your project executive or legal team. The pressure to start work early is almost always about the owner’s schedule preference. Your financial protection is your responsibility.

When is the right time to notify an owner about a potential change?

As early as possible, even before you have a fully developed cost. A preliminary notification that says “we have encountered a condition that may result in a change, we will have pricing to you by this date” gives the owner time to plan and demonstrates professional management.

How do you ensure trade partners are managing their change orders properly so GC closeout goes smoothly?

Set expectations in the subcontract and reinforce them throughout the project. Require PCO numbers for all potential changes. Establish a regular cadence for change order reconciliation, not just at closeout. The GC’s change order health is directly connected to how well trade partners are managed in this area.

What does a good change order closeout process look like?

All open PCOs reconciled and closed or withdrawn. All approved change orders with signed documentation and collected payment. All lien waivers exchanged. A clear accounting of what was billed, what was collected, and what remains, with zero open items before the team demobilizes.

 

If you want to learn more we have:

-Takt Virtual Training: (Click here)
-Check out our Youtube channel for more info: (Click here) 
-Listen to the Elevate Construction podcast: (Click here) 
-Check out our training programs and certifications: (Click here)
-The Takt Book: (Click here)

Discover Jason’s Expertise:

Meet Jason Schroeder, the driving force behind Elevate Construction IST. As the company’s owner and principal consultant, he’s dedicated to taking construction to new heights. With a wealth of industry experience, he’s crafted the Field Engineer Boot Camp and Superintendent Boot Camp – intensive training programs engineered to cultivate top-tier leaders capable of steering their teams towards success. Jason’s vision? To expand his training initiatives across the nation, empowering construction firms to soar to unprecedented levels of excellence.

The Upside of Stress!!!

Read 18 min

Stop Running From Stress: What Construction Leaders Get Wrong About Pressure

Here is a finding that feels backward at first: people who experience high levels of stress but believe that stress is a normal and helpful part of life have better health outcomes than people with low stress levels. Better than the low stress group. The people carrying a heavy load and viewing it as meaningful outlive the people who have figured out how to avoid the load entirely.

Jason Schroeder came across this research in the book The Upside of Stress by Kelly McGonigal during a stretch when business was pressing hard, finances were tight, and the grinding pace of building Elevate Construction was wearing on him. He was doing what most people do when stress shows up: trying to get rid of it. The book reframed everything.

Lesson One: Stress Is Only Harmful If You Believe It Is

The original study McGonigal cites set out to show that high stress increases the risk of early death. It did. High levels of stress increased the chances of premature death by 43%. That number sounds like the case for every relaxation retreat and every doctor telling you to slow down.

But then the data broke open. That 43% figure only applied to people who believed their stress was harming them and also experienced high levels of stress. The people who had equally high stress levels but did not believe stress was hurting them were actually the least likely to die early in the entire study. Not slightly less likely. The least likely.

The differentiating variable was not the amount of stress. It was the interpretation of the stress. A mind that frames pressure as natural and meaningful produces a completely different physiological and behavioral response than a mind that frames it as a threat.

The book draws a direct parallel to the growth mindset versus fixed mindset distinction: believing that stress is a helpful part of life is more powerful than the facts about stress itself. That belief leads to seeking help when needed, viewing stressful events as challenges rather than threats, and developing better strategies for navigating difficulty. The opposite belief leads to avoidance, which compounds the damage.

This showed up in a study with hotel housekeeping staff. One group was told that their daily work, the lifting, moving, and physical effort of cleaning rooms, was legitimate exercise with real health benefits. The control group was not told anything different about their work. The group that reframed their daily activity as healthy exercise lost more weight and showed better health markers than the control group, without changing a single thing about the actual work. Same tasks. Different interpretation. Different body.

Lesson Two: Stress and Happiness Belong Together

The stress paradox is this: a completely stress free life cannot be a happy one. The happiest and longest lived populations in the world are not the most leisured. Japan, which carries some of the highest stress levels in developed nations, also has one of the highest life expectancies. Countries with the most leisure time and the least daily stress often show the opposite pattern.

A 2013 study by Roy Baumeister found that people consistently rate their most stressful experiences as also being their most meaningful. The most successful people tend to be extraordinarily busy and deeply invested in demanding work. The stress of that work is not incidental to its meaning. It is part of the meaning.

Jason recognized this pattern in his own life. When he left the stability of a director level construction career to build Elevate Construction, the financial security disappeared. Every day brought a new challenge that had no precedent from the day before. By the conventional measure of comfort, things got harder. By the measure of engagement, purpose, and forward motion, everything improved.

He also sees the inverse pattern constantly: people who have stagnated. The early retiree with no goals. The professional who coasted into comfort. They report the same kind of hollowness, the same restlessness, the same quiet dissatisfaction that comes not from having too much to carry but too little.

Stagnation and ease never was happiness. Construction professionals who understand this have a different relationship with demanding projects, difficult clients, and the relentless pace of building in the field. The pressure is not the problem. It is the arena.

Lesson Three: You Can Channel Stress Into Performance

Before a presentation, which instruction produces better results: “I am calm” or “I am excited”? Harvard Professor Alison Brooks tested both. The group that told themselves they were excited was rated as more confident and more compelling. Not because they had less anxiety. Because they channeled the same physical arousal state into forward energy rather than trying to suppress it.

The body’s stress response, the elevated heart rate, the sharpened attention, the heightened awareness, is not noise to be dampened. It is signal that can be redirected. The question is whether you interpret it as fear or as readiness. The body does not know the difference. Your interpretation does.

This same principle showed up in PTSD research. People who produced more cortisol during traumatic events were actually less likely to develop PTSD afterward. The stress hormone, doing what it is designed to do in the body without interference, supported processing and recovery. The instinct to suppress the stress response, to calm down at all costs, to flatten the experience as quickly as possible, can interrupt a process the body knows how to run.

Here is what that looks like on a construction project:

  • A superintendent heading into a tough owner meeting who tells themselves they are ready and fired up will perform differently than one who is trying not to look nervous
  • A project manager navigating a compressed schedule who channels the urgency into sharpened planning instead of catastrophizing will find better solutions faster
  • A foreman running a crew through a difficult pour who reframes the difficulty as the opportunity to show what this team can do will get more from the people around them

The internal narrative is not decoration. It directly shapes the physiological state and the quality of what follows.

What This Means for Construction Culture

The construction industry has a complicated relationship with stress. On one side, there is a culture that glorifies grinding to the point of burnout, where stress becomes a badge of honor disconnected from actual performance. On the other side, there is an emerging push toward comfort and minimizing difficulty, as if a reduced challenge load will produce a more engaged workforce.

Both miss the point. The goal is not more stress or less stress. It is meaningful stress, the kind that comes from doing work that matters, facing challenges you are equipped for with a team that is pulling together. That kind of stress is productive. It builds people. It creates the conditions for real performance and real satisfaction.

If your project needs superintendent coaching, project support, or leadership development, Elevate Construction can help your field teams stabilize, schedule, and flow. The leaders who thrive under pressure are not the ones who feel no pressure. They are the ones who have learned to interpret it as information, channel it into focus, and use it as fuel.

The Challenge for This Week

Notice the next moment when stress shows up. Do not try to suppress it. Instead, ask: what is this telling me? Is this the signal that something important is at stake and I am invested in getting it right? Can I use this energy to sharpen my thinking rather than to catastrophize?

The reframe does not erase the difficulty. It changes your relationship with it. And that relationship, not the difficulty itself, determines whether the stress improves your performance or undermines it.

As Theodore Roosevelt said, “Far and away the best prize that life has to offer is the chance to work hard at work worth doing.” Construction is exactly that. Own the pressure that comes with it.

On we go.

Frequently Asked Questions

Does reframing stress actually work, or is it just positive thinking?

The research McGonigal cites shows measurable physiological differences between people who interpret stress as helpful versus harmful. The reframe changes how the body processes the stress response, not just how the person feels about it in the moment.

How do you distinguish between productive stress and burnout?

Productive stress is connected to meaningful work and comes with recovery. Burnout is what happens when the load never lets up and the meaning disconnects from the effort. The goal is not to eliminate recovery and push indefinitely. It is to stop running from the pressure that comes with doing things that matter.

What does this mean for leaders trying to protect their teams from overwork?

The goal is not to remove challenge from people’s work. It is to make sure the challenge is meaningful, the support is present, and the recovery is real. A team stretched on a project they believe in, with a leader who has their back, will handle pressure better than a team doing easy work in a dysfunctional environment.

How does this connect to the construction industry’s mental health challenges?

The industry’s mental health challenges are not caused by difficult work. They are caused by isolation, lack of support, and disconnection from meaning. Reframing stress as productive opens a path toward engaging with difficulty in a healthier way rather than either suppressing it or being defeated by it.

Can this mindset be taught to a crew or project team, not just individuals?

Yes. The way a leader frames challenges in front of their team shapes how the team interprets those challenges. A superintendent who says “this is a tough pour and we are going to nail it” creates a different team response than one who communicates anxiety without direction. The leader’s internal narrative becomes the team’s external culture over time.

 

If you want to learn more we have:

-Takt Virtual Training: (Click here)
-Check out our Youtube channel for more info: (Click here) 
-Listen to the Elevate Construction podcast: (Click here) 
-Check out our training programs and certifications: (Click here)
-The Takt Book: (Click here)

Discover Jason’s Expertise:

Meet Jason Schroeder, the driving force behind Elevate Construction IST. As the company’s owner and principal consultant, he’s dedicated to taking construction to new heights. With a wealth of industry experience, he’s crafted the Field Engineer Boot Camp and Superintendent Boot Camp – intensive training programs engineered to cultivate top-tier leaders capable of steering their teams towards success. Jason’s vision? To expand his training initiatives across the nation, empowering construction firms to soar to unprecedented levels of excellence.

Making Elevating Construction Surveyors, Part 2, Feat. Brandon Montero

Read 21 min

Five More Habits That Separate Good Surveyors From Great Ones

In the first part of this conversation, Brandon Monteiro and Jason Schroeder covered the foundational habits of situational awareness, task grounded preparation, tool belt refinement, work order envisioning, and plan reading. In this session, they go deeper into the habits that define mastery: understanding the math, using equipment with precision, keeping notes that serve as professional records, learning the CAD environment, and managing error proactively.

These are not beginner concepts. They are the habits that the best surveyors in the field apply at every level of their career, every day, on every task.

If You Do Not Know the Math, You Cannot Check the Math

Brandon tells a story that is hard to forget. Property corners had been set in the wrong place on a job. In reviewing the field book of the crew lead responsible, Brandon discovered something that explained everything: the crew lead did not know the math for doubling an angle. He knew that the company required him to double angles, so he was writing down his first turned angle and then some other number in the field book. There was no back checking math that would have flagged anything wrong. Errors compounded silently through the entire task.

The math is not just a formality in surveying. It is the only mechanism that tells you whether the work is done. And if you do not understand the math, you cannot check whether the instrument’s output is correct, whether your calculations hold, or whether the numbers in your field book reflect reality.

Brandon’s challenge is direct: do not depend on the data collector to do your thinking for you. The data collector does not know what a wrong answer looks like. You do, if you know the math. Make it a standard practice to understand the math behind every task you perform and to QC your work in accordance with that math. If you are not yet at that level, the path is repetition. Put yourself in positions where you have to perform the math functions. Chase the thing that is uncomfortable until it belongs to you.

If you do not know the math, you will not be able to check the math. And the work that cannot be checked will not be caught when it is wrong.

The Work Is Done When the Math Checks Out, Not When the Task Is Finished

Before moving to equipment, Brandon returns to something from the math section that deserves its own emphasis. He has seen too many surveyors run level loops, come back with numbers that do not check out, and essentially complete the task for nothing. The field work was done. The math was not. That means the work was not done.

This reframe applies everywhere in construction, not just surveying. The pour is not done when the concrete is placed. It is done when the placement is verified. The layout is not done when the marks are set. It is done when the QC confirms they are correct. The schedule is not done when it is printed. It is done when it reflects reality and the team can use it.

Build the habit of knowing what a complete result looks like before you go to the field, so you know when you have actually achieved it.

Learn the Equipment Beyond What You Were Told

Most field professionals learn equipment the way they were shown by whoever trained them. Brandon’s challenge is to go further. Read the instrument manuals. Watch instructional videos. Understand not just how to operate a piece of equipment but what its inherent error characteristics are, what best practice methods exist for each task type, and how to use the equipment to QC your own work.

He also introduces a discipline worth internalizing at any career stage: time yourself and beat your time. If you are learning instrument setup, measure how long it takes you. Then measure it again in a few months. Continuous improvement is not an attitude. It is a practice. It requires measurement.

The broader question Brandon keeps returning to is: with your mind in the on position, is every step in the process actually necessary? Are you creating rework somewhere? Is there a faster or more accurate method that you have not explored yet? The surveyor who asks those questions and chases down the answers is the one who compounds their capability over time. The one who does not is the one who has been doing it the same way for twenty years.

Always have room to broaden your knowledge and grow.

Notes Are Your Professional Record

Brandon teaches surveying at Arizona State University and has reviewed field notes from beginner to intermediate level. His observation is consistent: a large portion of task failures trace back to inadequate note keeping. Not enough starting information. Incorrect formatting that made the math hard to follow. Descriptions that only the person who wrote them could understand.

The field notes are often the only official record of what actually happened on site. The data collector stores point values, but notes can contain everything else: instrument and rod height revisions, fuller descriptions, sketches that explain how the work was carried out. In many cases, a great set of field notes can become the exhibit shared directly with the project team, saving hours of CAD drafting work on the back end.

Every type of survey task has a note keeping format that makes sense for it. Three wire leveling, traverse work, monitoring surveys: each has a format that allows others to follow the thought process, verify the math, and understand what was done without having been there. Learning those formats is part of becoming a professional.

If note keeping is uncomfortable for you, that is the signal. Chase the area that is uncomfortable until it belongs to you. Look up the format for the specific task you are performing. Practice it until it is a reflex.

Learn CAD to Understand What Your Client Receives

Brandon offers a framing that reorients the way most field surveyors think about their work: your client is the draftsperson. Not the project owner. Not the civil engineer. The draftsperson is the person who will receive your data and turn it into a deliverable that the engineer will use to design the site. If your data is difficult to interpret, if the lines do not connect, if the coding is inconsistent, you have failed your client.

That means the surveyor who understands AutoCAD, even at a foundational level, will perform better field work. They will code and label things in ways the draftsperson can render. They will take photos that resolve ambiguity. They will draw field sketches that translate directly into exhibits. They will collect the data the draftsperson needs to build a clean surface, not just the data that seemed complete at the time.

Brandon’s practical challenge: take your own topographic work home. Try to connect all the dots in AutoCAD. Create a surface from the point data. See if what you collected actually builds into what was supposed to be built. That exercise will tell you more about the gaps in your field practice than any instruction from a supervisor.

Managing Error Is Not Optional

Error creeps into every survey task. Human error, instrument error, environmental error: it is unavoidable. The professional’s job is not to eliminate it entirely but to foresee it, plan around it, and use best practices that average it out or alleviate it altogether.

Brandon uses the phrase “it’s on the cap” to describe the mindset he is pushing against. A measurement that falls somewhere on the survey cap is technically acceptable. But acceptable and accurate are not the same thing. A five second gun that reports exactly 90 degrees is reporting something that could be up to five seconds off by construction. Is there a best practice that eliminates that error? Is there a different tool that backs up the measurement? Is there a way to alleviate the error at the source, like using a mini prism at ground level instead of a rod that introduces angular error?

These are the questions that professionals ask during the task, not after. Building the habit of asking “how does what I am doing introduce error, and is there a better way?” is what separates surveyors who produce reliable results from surveyors who produce results that mostly check out.

If your project needs superintendent coaching, project support, or leadership development, Elevate Construction can help your field teams stabilize, schedule, and flow. The habits in this conversation, and in the Elevating Construction Surveyors book being built from these sessions, are part of a broader framework for professional development in the field.

The Challenge Across All Ten Habits

Jason closes this session with an observation worth carrying: these concepts are not just for surveyors. If you write a book for superintendents, ninety percent of the concepts apply to project managers. These are universal truths about professional excellence in construction. Absorb your environment. Prepare specifically for the task. Know the math. Verify the work. Keep records that others can follow. Understand the full process from field to finished product. Manage error proactively.

Whether you are holding a rod or running a billion dollar project, the discipline of asking “am I doing this right, and do I know how to verify that?” is what separates the professional from the technician.

On we go.

Frequently Asked Questions

How do you start learning the math for surveying if your training never covered it properly?

Start by identifying the math behind the specific tasks you perform most often. Look up the formulas. Practice working through them by hand alongside your data collector outputs. When the numbers match, you understand the process. When they do not, you have found a learning opportunity. Put yourself in positions where you have to perform the math functions rather than always deferring to equipment.

What is the minimum level of AutoCAD knowledge a field surveyor needs?

Enough to understand how a draftsperson will work with your data. You do not need to be a CAD technician. You do need to understand how point data becomes a surface, how line work needs to be coded for clean rendering, and what a drafter requires to produce the final product without rework. That understanding will change what you collect and how you document it.

How should a surveyor decide which error reduction practices to apply on a given task?

Start by identifying where in the task human or instrument error is most likely to creep in. Then ask what the cost of that error would be. High stakes tasks with tight tolerances warrant more rigorous error management. The key is making that assessment consciously rather than defaulting to the same practices regardless of the task.

What makes a set of field notes truly professional?

Anyone who was not present should be able to read the notes, follow the thought process, verify the math, and understand exactly what was done and why. If the notes require the person who wrote them to explain them, they are not complete. Great notes include full descriptions, sketches, instrument and rod height records, and enough detail that they could function as a standalone exhibit.

How do these surveying habits connect to the broader principles Jason teaches for construction leadership?

Directly. The habit of envisioning the full process before performing it mirrors the principle of planning before building. The discipline of verifying math before calling work complete mirrors the standard of finishing as you go. The practice of continuous tool refinement mirrors the lean principle of constant improvement. The specific application is different. The professional discipline underneath it is identical.

 

If you want to learn more we have:

-Takt Virtual Training: (Click here)
-Check out our Youtube channel for more info: (Click here) 
-Listen to the Elevate Construction podcast: (Click here) 
-Check out our training programs and certifications: (Click here)
-The Takt Book: (Click here)

Discover Jason’s Expertise:

Meet Jason Schroeder, the driving force behind Elevate Construction IST. As the company’s owner and principal consultant, he’s dedicated to taking construction to new heights. With a wealth of industry experience, he’s crafted the Field Engineer Boot Camp and Superintendent Boot Camp – intensive training programs engineered to cultivate top-tier leaders capable of steering their teams towards success. Jason’s vision? To expand his training initiatives across the nation, empowering construction firms to soar to unprecedented levels of excellence.

Making Elevating Construction Surveyors, Part 1, Feat. Brandon Montero

Read 20 min

Five Things Every Construction Surveyor Should Master Before Picking Up the Equipment

There is a common misunderstanding about what the early stages of a surveying career are actually for. A Rodman or field technician looks like a manual labor position from the outside: hammering lath, loading the truck, holding the rod. But that framing misses the entire point. The early positions in a survey crew exist to build something far more valuable than muscle memory. They exist to develop the discipline of situational awareness, the habit of preparation, and the professional standard that follows a surveyor for the rest of their career.

Brandon Monteiro, a veteran surveyor and co author of the forthcoming book Elevating Construction Surveyors, joined Jason Schroeder to walk through the first five foundational concepts every surveyor needs to internalize. These are not technical skills. They are the professional habits that make technical skills effective.

Absorb the Environment Around You

Brandon tells the story of Joe, a chain man in Washington State who would go out to cut line for a topographic survey and every five minutes you would hear someone say “Joe, that way.” Joe was working hard. His head was down. He was producing effort. He was also going in the wrong direction constantly, because he had stopped looking at where the work was actually headed.

The Rodman role gives you something rare in a career: the freedom to absorb. You are not yet the party chief. You are not responsible for the data collector or the calculations. That means you have space that more senior people do not have. You can watch the crew lead and understand their thought process. You can ask questions. You can observe the sequence and the logic of what is happening around you.

The mistake is treating that freedom as permission to turn your brain off. The Rodman who uses that position to stay curious, to ask why things are happening in the order they are happening, and to build their picture of the whole task is investing in a career that compounds over time. The one who just works is leaving everything on the table.

Always absorb the environment around you. Take the opportunity to learn at every level of the work.

Preparing for Work Means You Know What the Work Is

Brandon’s second principle sounds simple until you trace its failure mode. Survey crews drive hours to remote sites, set up their equipment, and discover they are missing a car battery to power the GPS. Or aerial panel targets. Or enough of the right nails for the task at hand. Not because the crew was careless. Because they ran through a general checklist of preparedness rather than thinking through the specific task they were going to perform.

The discipline is connecting preparation to the actual work order. A general checklist covers what the crew normally carries. A task specific preparation reviews what this particular task requires, what the edge cases are, what could come up that would require something not on the standard list.

Brandon’s challenge is direct: ask for a copy of the work order. Even at the Rodman level, even in a role where the expectation is that you will be told what to do. The work order tells you what the task is, which materials will be needed, how many of each, and what conditions the crew will be working in. Having that information in your hands before you leave the office changes everything about how you prepare.

Preparing for work means you know what the work is. Not just what you normally do.

Refine Your Tool Belt Continuously

Brandon has been a surveyor since the late 1990s and says he is still refining his tool belt. The most recent update was about two months before this conversation. His principle is simple: a tool belt that serves yesterday’s tasks is not good enough for today’s. The goal is to carry what you need without being overburdened, to be prepared for the full range of what could come up on a given day without slowing yourself down with equipment you will not use.

The phrase “it’s in the truck” is one of the worst things a surveyor can hear from a Rodman. The truck might be parked across the street. It might be down a hill. It might not be able to come onto the site at all. Every trip back to the truck is a hit to production, and every hit to production could have been prevented by preparation.

The principle extends beyond the physical tool belt. It applies to the mental preparation of knowing the task well enough to anticipate what will be needed. A Rodman who has read the work order and envisioned the day knows what to pack. A Rodman who loaded the standard kit and stopped thinking there will be making trips to the truck.

Refine your tool organization constantly. Update it based on the specific demands of each task, not just what has always worked before.

Envision the Work Order Before You Leave the Office

Brandon’s crew kept a folder called the Hall of Shame. It held the worst work orders they had ever received: orders written on napkins, orders with grease stains, orders with no job name, no map, and almost no information about what the task actually required. The humor was dark but the principle underneath it was serious. A work order that does not allow you to envision the task is a work order that sets you up to fail.

The productive version of this principle is envisioning the work order before stepping foot on site. Read it thoroughly. Ask what the progression of steps will be. Think through what each person on the crew will be doing, not just yourself. Identify the potential obstacles. What if some of the targets fall on the road? Are you painting grass? Is there enough material for the edge cases? What questions could be answered here in the office that will otherwise require a phone call from the field?

The work that happens in the mind before the crew leaves the office is not extra. It is the preparation that makes the field work coherent. As Brandon puts it, they are really paying you for preparation and execution. Not for work and rework and return trips.

Accomplish the task in your mind before you step foot on site. Think through every step, every potential obstacle, and every question that can be answered now rather than in the field.

Learn to Read the Plans

The plan set is the official record. It supersedes the work order, the office calculations, the CAD drawings, the data collector line work, and almost anything else. That makes it the most important document on any project, and the one that most field personnel at the early career stage spend the least time with.

Brandon tells the story of sending an RFI because a CAD drawing and the plan set disagreed with each other. He was told the plan set was the official version. He went back to the plan set and found that the plan set was disagreeing with itself, architectural dimensions conflicting with structural. After some time, the final answer came back: the CAD file had actually been correct. The lesson is not that the plan set is unreliable. It is that professional surveyors do not take any single source of information on faith. They read thoroughly, compare disciplines, look for conflicts, and verify.

Brandon’s personal practice is to approach every set of plans the way Indiana Jones was warned to approach every person in The Last Crusade: do not trust anybody. That means doing a distance inquiry on every grid line and confirming it matches both the architectural and structural plan sets. It means sending RFIs when things do not reconcile. It means understanding which portions of the plans pertain to your work, including the portions that look like they belong to another discipline but could have direct bearing on what you are doing in the field.

If your project needs superintendent coaching, project support, or leadership development, Elevate Construction can help your field teams stabilize, schedule, and flow. These five habits apply far beyond surveying. The discipline of absorbing the environment, preparing specifically for the task, refining your tools continuously, envisioning the process before performing it, and reading the source documents thoroughly: these are the habits of the best professionals in any field role in construction.

The Challenge for Every Surveyor at Every Level

These five habits are not beginner concepts that advanced surveyors have already handled and moved past. Brandon has been in the field for decades and is still refining his tool belt, still reading plans as if nothing can be trusted, still envisioning work orders before leaving the office. The difference between a good surveyor and a great one often comes down to how rigorously they apply the fundamentals at every stage of their career.

As one of the principles from this conversation states, the work is not done when the task is complete. The work is done when the math checks out. That standard applies to preparation just as much as it applies to execution. Prepare until the plan is sound. Perform until the result is verified. Then call it done.

On we go.

Frequently Asked Questions

Why should a Rodman care about envisioning the full work order if the party chief is responsible for the task?

Because ownership of understanding is not the same as ownership of authority. A Rodman who understands the task is prepared to contribute, to catch problems early, and to develop faster than one who waits to be told what to do. The best professionals take responsibility for understanding even when the formal accountability belongs to someone else.

How often should a surveyor update their tool belt or field kit?

Continuously. Brandon updates his based on task type and has been doing so for decades. The goal is matching your kit to the specific demands of the upcoming work, not carrying everything you own and not arriving with just the standard setup. Review your kit against the work order before every job.

What is the fastest way to get better at reading plans if you have limited experience?

Start comparing disciplines. Look at what the architectural plans say about a given element and then find the same element in the structural plans. Note where they agree and where they differ. Ask questions when things do not reconcile. The skill of reading plans is built through active comparison, not passive review.

What should a field professional do when the work order is unclear or incomplete?

Ask for clarification before leaving the office, not from the field by phone. An unclear work order is a preview of an unclear execution. The questions that can be answered at the office should be answered now. The questions that will require a return trip if unanswered should surface at the planning stage.

Do these five principles apply to roles other than surveying?

Yes, which is one of the most important things about them. Field engineers, foremen, assistant superintendents, and project engineers face the same fundamental choices: absorb or tune out, prepare specifically or generically, read the source documents or assume. The principles are universal. The application is specific to each trade.

 

If you want to learn more we have:

-Takt Virtual Training: (Click here)
-Check out our Youtube channel for more info: (Click here) 
-Listen to the Elevate Construction podcast: (Click here) 
-Check out our training programs and certifications: (Click here)
-The Takt Book: (Click here)

Discover Jason’s Expertise:

Meet Jason Schroeder, the driving force behind Elevate Construction IST. As the company’s owner and principal consultant, he’s dedicated to taking construction to new heights. With a wealth of industry experience, he’s crafted the Field Engineer Boot Camp and Superintendent Boot Camp – intensive training programs engineered to cultivate top-tier leaders capable of steering their teams towards success. Jason’s vision? To expand his training initiatives across the nation, empowering construction firms to soar to unprecedented levels of excellence.

A New Free Resource for Your Takt Journey!!!

Read 17 min

Your Complete Takt Planning Journey Is Now Mapped: Here Is How to Use It

There is a problem that Jason Schroeder hears constantly from project teams who want to implement Takt planning but do not know where to start. They have heard the podcast episodes. Some have read the book. They understand conceptually that Takt planning produces better outcomes. But when they sit down to actually begin, the path forward is not clear. What do they do first? What comes after that? Where do they go when they get stuck?

That question is what drove Elevate Construction to build something Jason describes as a direct answer to it: a complete, step by step Takt planning journey mapped on a Miro board, free and openly accessible to any individual, team, or organization in the industry.

What the Miro Board Actually Is

Miro is a visual collaboration platform that allows teams to build interactive boards with sticky notes, graphics, links, and organized content flows. Elevate Construction used it to build what is essentially a visual curriculum for a Takt planning implementation, designed so that anyone who opens it can orient themselves immediately and know exactly where to begin.

The board opens with a clear starting point: this is how you use the board, these are the resources available to you, and this is who you can contact if you need support. From there, it moves through a sequenced path: step one leads to step two leads to step three, and so on. At each step, the board links directly to the resources that support that stage of the journey, including podcast episodes, blog posts, books, Amazon orders, and landing pages for Elevate Construction programs.

The goal is that no one who opens the board should have to figure out where to go next. The path is built. The resources are linked. The journey is already mapped.

Why This Matters for the Industry

The McCarthy project story that surfaces in this episode is worth sitting with for a moment. A senior general superintendent on a $480 million project read Elevating Construction Takt Planning, implemented it on his own, and immediately shaved three months off the project schedule. Then the team optimized their concrete workflow. Then they built predictability around the high risk commissioning phase. The system kept delivering.

That superintendent had the book, the courage to experiment, and the experience to adapt. He made it work. But as Jason acknowledges directly, not everyone has that combination. Not every team has a seasoned leader willing to figure it out from first principles. Not every company can absorb the trial and error that comes with learning a new planning system on a live project.

The Miro board exists to close that gap. It is the guided path that the book did not include, the curriculum that connects the concepts to the practice, and the resource hub that keeps every team from having to rediscover what others have already figured out.

This is how an industry improves at scale. Not by requiring every team to reinvent the approach independently, but by making the best available path accessible to everyone who wants to take it.

The Philosophy Behind the Resource

Jason describes the creation of this board as inspired. That word choice matters. The Miro board is not a product launch or a marketing asset. It is a genuine attempt to democratize access to Takt planning knowledge. Anyone in the industry, anywhere, can open the board and begin their journey. There is no registration required. No fee. No prerequisite training.

This reflects a principle Jason returns to repeatedly in his work: the industry improves when knowledge flows freely. Keeping frameworks proprietary or locked behind expensive consulting engagements benefits a few. Publishing them openly and making them navigable benefits everyone. Trade partners improve. General contractors improve. Owners benefit from better run projects. Workers go home having actually built something instead of having survived something.

The Miro board is an expression of that philosophy in practical form.

What Is in the Board Right Now

In its current form, the board covers the foundational path for a Takt planning implementation. It is organized to serve three types of users: an individual practitioner learning on their own, a project team beginning their implementation journey, and a company trying to establish Takt planning as an organizational standard.

For each stage of the journey, the board points to the most relevant resources currently available. Some of those resources are complete. Others are marked with notes indicating that a blog post or a video is in development to fill that section. Jason and his team are actively building out those resources as the content library grows.

The board is also designed to evolve. As new podcasts, blog posts, case studies, and training materials are produced, they will be linked into the relevant sections of the journey. The intent is that within a few months of its release, the board will represent the most complete public resource available anywhere for learning and implementing Takt planning in construction.

How to Start

The most important step is simply opening the board. The link is in the show notes for this episode. If you cannot find it there, email Elevate Construction directly and they will get it to you. Once you are in the board, start at the designated starting point and follow the path.

Before you do anything else, here are the questions worth answering about where you currently are:

  • Are you an individual trying to understand Takt planning well enough to bring it to your team? 
  • • Are you a team about to begin implementation on a project? 
  • • Are you a company trying to establish a consistent methodology across multiple projects?

The board is designed to serve all three, but knowing which path applies to you will help you navigate to the right starting sections and the most relevant resources for your current stage.

If your project needs superintendent coaching, project support, or leadership development, Elevate Construction can help your field teams stabilize, schedule, and flow. The Miro board is one part of a broader ecosystem of support, from coaching to boot camps to the books and planning tools that underpin the Takt system.

The Bigger Picture

Takt planning works. The evidence is not theoretical. It is in the three months shaved from a $480 million project. It is in the trade partner who emailed a GC saying he had never been on a project that flowed the way theirs did. It is in the workers who go home on time because the plan was made ready and the work had room to flow.

The industry has enough proof. What it has lacked is a clear path for teams who want to start but do not know how. The Miro board closes that gap. It is a complete roadmap, built by people who have implemented the system on real projects, organized so that anyone who opens it can find their footing and begin.

The journey is mapped. All you have to do is start.

On we go.

Frequently Asked Questions

What is Takt planning and why does it work better than CPM scheduling?

Takt planning is a production based approach to construction scheduling that organizes work into defined zones with consistent cycle times, creating predictable flow across a project. Unlike CPM, which coordinates activities without managing the physical conditions that allow those activities to proceed, Takt planning creates even workflow that reduces interference between trades, cuts waiting time, and makes the schedule something the crew can actually feel and follow.

Do I need to read the book before using the Miro board?

The book Elevating Construction Takt Planning provides the conceptual foundation that makes the board more useful. The board links to the book and other resources at the points where they are most relevant, so you do not need to have read it first. But reading it will give you a significantly better understanding of why each step on the board is sequenced the way it is.

Can the Miro board be used by a team that has never done any lean planning?

Yes. The board is designed to bring a team from no prior lean or Takt experience through the foundational concepts and into the practical implementation steps. The starting point on the board is oriented toward orientation and foundation, not assumption of prior knowledge.

How is the Miro board different from just reading the podcast episodes or blogs on Takt planning?

The podcast and blog content covers individual topics and concepts. The Miro board organizes that content into a sequenced path with a clear beginning, middle, and progression. It is the curriculum that the individual pieces of content support. Instead of having to figure out which episodes apply to which stage of your journey, the board does that work for you.

What if my team gets stuck during implementation and the board does not address the specific problem?

That is exactly the situation where reaching out to Elevate Construction directly makes sense. The board is designed to get teams as far as possible independently, but coaching support is available for teams who need more than a self guided resource. The contact information for that support is on the board itself.

If you want to learn more we have:

-Takt Virtual Training: (Click here)
-Check out our Youtube channel for more info: (Click here) 
-Listen to the Elevate Construction podcast: (Click here) 
-Check out our training programs and certifications: (Click here)
-The Takt Book: (Click here)

Discover Jason’s Expertise:

Meet Jason Schroeder, the driving force behind Elevate Construction IST. As the company’s owner and principal consultant, he’s dedicated to taking construction to new heights. With a wealth of industry experience, he’s crafted the Field Engineer Boot Camp and Superintendent Boot Camp – intensive training programs engineered to cultivate top-tier leaders capable of steering their teams towards success. Jason’s vision? To expand his training initiatives across the nation, empowering construction firms to soar to unprecedented levels of excellence.

You have a Problem!

Read 17 min

You Have a Problem: A Direct Message to the Construction Industry

There is a story about Febreze that Jason Schroeder tells often because it is an almost perfect mirror of what is happening in construction right now. When Procter and Gamble first launched Febreze, the product did something remarkable: it neutralized odors. Completely. Scientifically. The problem was that the people who needed it most could not smell what the product was eliminating. The person whose house smelled like cat urine had long since stopped noticing it. The smoker did not know they smelled like smoke. The product did not sell until they added artificial scents to it, because people needed to smell something improving before they could recognize that something had been wrong.

The construction industry right now does not know it stinks. That is the problem. Projects that would be considered deeply unacceptable by any reasonable standard are being called successful. Superintendents with thirty five years of experience are saying they have nothing to learn because everything has “always been fine.” General contractors are listing every external factor they can find as the reason their projects are suffering, while the actual reasons stand in plain sight on the job site every day.

This is not a small issue. It is a systemic one. And it is not going to get better until more people in the industry are willing to say it out loud.

The Victim Mentality Has to Stop

COVID. Supply chain disruptions. Workforce shortages. These are real factors. They are also, in too many cases, being used as cover for execution problems that existed long before any of them arrived. Jason is direct about this: if you are a general contractor, the project site is your world. You are the god of that project with a lowercase g. Everything that goes wrong there belongs to you. Not to the trade partners. Not to the owner. Not to material delays. To you.

That does not mean external factors do not exist. It means that the leader’s job is to anticipate, plan around, absorb, and adapt. When a GC’s first response to a struggling project is to list everything that happened to them, the crew, the trade partners, and the workers are the ones who absorb the consequences of that abdication. And the cost is not just schedule or budget. It is people. It is workers whose working conditions are unsafe or disrespectful. It is trade partners being pushed through the knothole on timelines they never agreed to. It is talented professionals leaving the industry entirely because they cannot stomach one more project that treats people as expendable inputs.

The victim mentality in construction is not just bad leadership. It is a failure of care for the people who show up to build every day.

What Bare Minimum Actually Means

Here is where Jason refuses to soften the message. The standards he is describing as bare minimums are not aspirational goals for exceptional companies. They are the floor. The starting point. The things that should be happening on every project before anyone starts talking about excellence.

A clean project site is construction 101. Not something to be proud of. Not a differentiator. The baseline. Workers deserve clean restrooms. They deserve a site where they can move safely without navigating piles of material scattered across every work zone. They deserve a job that looks like it is being run by professionals, because it is.

An organized logistics plan where deliveries arrive on time and have a designated place to land is construction 101. A procurement log that tracks what has been ordered, what has been received, and what needs to arrive and when: construction 101. Not advanced scheduling. Not lean innovation. The starting point for running a project.

A risk and opportunity register that tracks what could go wrong and what contingency covers it, alongside what could go right and what fee opportunity it opens: construction 101. A superintendent or project manager who does not have one is not running a project. They are reacting to one.

Flow in the schedule: this is where Jason’s frustration reaches its peak. The fact that Takt planning has to be sold, explained, defended, and argued for at this point in the industry’s development is, in his words, madness. CPM schedules that nobody reads, nobody understands, and nobody uses to make decisions are not schedules. They are documentation. Flow is how work actually gets done. Even workflow across a project, where every trade has what they need when they need it and the work moves predictably through zones: this is construction 101. It should not require a persuasion campaign.

The Basket Principle

There is something important underneath Jason’s passion here, and it matters for anyone receiving this message directly. Criticizing behavior is not criticizing identity.

When Jason talks to his kids, he holds up two baskets. One basket holds everything he believes about who they are: their worth, their potential, their character, his love for them. That basket is always full and never in question. The other basket holds what they did in a specific situation. The thing in the second basket can be wrong, needs to be addressed, and can be corrected. What is in the first basket is not affected.

The same principle applies to every superintendent and project manager who receives this message. If you have been running projects with dirty sites, reactive planning, and a victim mindset, that is in the second basket. It is a set of behaviors and habits that can be changed. It is not a verdict on who you are. The people Jason is most passionate about reaching are not the ones who cannot improve. They are the ones who do not yet know they need to.

What Finishing a Job Actually Means

When a GC says they finished a project, the real question is: finished at whose expense?

If the trade partners lost money, if workers were pushed through unsafe conditions, if the families of the people on that site absorbed the human cost of a project that ran people into the ground, if the owner got a building but not the relationship they deserved: then the project did not finish well. It finished on the backs of people who had no choice. And calling that a success is wrong.

If your project needs superintendent coaching, project support, or leadership development, Elevate Construction can help your field teams stabilize, schedule, and flow. The companies getting this right are not doing anything exotic. They are executing the fundamentals at a high level, treating people with respect, and refusing to accept the victim narrative when their projects get hard.

The Challenge for the Industry

Stop saying you do not have a problem. That is the starting point. Not a training program, not a new system, not a consultant. Just the willingness to walk your job site the way a visitor would see it, not the way someone who works there every day has stopped noticing it.

Walk the restrooms. Walk the material staging areas. Walk the areas where trade partners are working and ask yourself honestly: is this a site I would be proud to have anyone see? Is this a site that tells the workers on it that they are respected?

As the principle goes: the standard you walk past is the standard you accept. Every superintendent who ignores a dirty restroom has accepted that standard. Every project manager who looks at a disorganized logistics plan and says “we’ll fix it later” has accepted that standard. The industry will improve when more leaders refuse to walk past the things that need to change.

On we go.

Frequently Asked Questions

Is Jason saying all GCs are the problem, or specific ones?

Specific patterns, not every company or person. Jason works with clients who are heading in a better direction every day. The message is aimed at the portion of the industry that is actively resisting improvement while blaming external factors for their results.

What is the first step for a superintendent who recognizes these problems on their own project?

Start with the site walk. Walk the project as if you are seeing it for the first time and grade it honestly. Clean or not clean. Organized or not organized. Then identify the two or three things that would most visibly signal a shift in standard, and make those happen this week.

How do you implement Takt planning on a project that has already started without it?

Begin with zone identification and a rough Takt cycle time based on your remaining scope. Even a simplified version of flow based scheduling will outperform a CPM that nobody reads. The goal in the short term is to introduce even workflow thinking into the daily conversation on the site.

What should trade partners do when a GC is running a project the wrong way?

Document everything. Protect your team. Communicate clearly in writing when conditions are affecting your ability to perform. And build relationships with GCs who do run projects the right way, because they exist and they are the future of the industry.

How does respect for workers connect to project performance?

Directly. Workers who feel respected show up on time, flag problems early, take ownership of quality, and stay on the project. Workers who feel disposable do the opposite. The superintendent who maintains a clean site, provides real facilities, and communicates with dignity is creating the conditions for a project that performs.

 

If you want to learn more we have:

-Takt Virtual Training: (Click here)
-Check out our Youtube channel for more info: (Click here) 
-Listen to the Elevate Construction podcast: (Click here) 
-Check out our training programs and certifications: (Click here)
-The Takt Book: (Click here)

Discover Jason’s Expertise:

Meet Jason Schroeder, the driving force behind Elevate Construction IST. As the company’s owner and principal consultant, he’s dedicated to taking construction to new heights. With a wealth of industry experience, he’s crafted the Field Engineer Boot Camp and Superintendent Boot Camp – intensive training programs engineered to cultivate top-tier leaders capable of steering their teams towards success. Jason’s vision? To expand his training initiatives across the nation, empowering construction firms to soar to unprecedented levels of excellence.

Being a Life Diabetic

Read 17 min

Are You a Life Diabetic? Why Caring About Everything Means Delivering Nothing

There is a certain kind of person who is always busy, always trying, always showing up for something. They care deeply about their family, their work, their church, their neighbors, their friends, their extended commitments. If you ask them, they will tell you they are doing their best. And they genuinely mean it. What they cannot understand is why the people around them still feel unsupported.

Jason Schroeder was coaching a close friend through exactly this situation when an analogy came to him that reframed the whole conversation. The friend was overwhelmed. Too much was happening. Important things were slipping. And yet the care was undeniably there. Jason kept saying “you just have to care more,” and it was not landing. Then the analogy arrived.

The Biology of an Overcommitted Life

Type 1 diabetes is characterized by insulin deficiency. A person with this condition has glucose in their bloodstream, sometimes dangerously high levels of it, but the body cannot transfer that glucose into the cells where it is actually needed. The insulin that acts as the carrier, the mechanism that opens the cell wall and allows that energy to flow in, is not there in sufficient quantity. The sugar sits in the blood, undelivered, causing damage not because it is bad but because it cannot reach where it needs to go.

Jason saw his friend in that image. The care was real. The commitment was real. The desire to show up for everyone was genuine. But the time and the capacity to transfer that care into actual presence, actual delivery, actual follow through: that was depleted. And depleted capacity is the insulin deficiency of an overcommitted life.

If care is blood sugar and time is insulin, then a person who has said yes to too many things is living with chronically high blood sugar and chronically low insulin. The care is circulating but never landing. The people who need it are waiting for something that is technically available but structurally unreachable.

When Everything Is Important, Nothing Is Important

There is a version of this that shows up in construction every day. A superintendent who has fifteen things flagged as top priority. A project manager who has said yes to every meeting request, every committee, every commitment that came across their desk. A field engineer who is being pulled in eight directions before eight in the morning.

The math is brutal. If you have committed to ten things but only have the time and capacity to do four of them properly, you will not do four of them well and skip the other six. You will attempt all ten and do none of them at the level they deserve. The person who needed 100% of your attention on a critical matter received 40%. The project that needed your full presence got a fraction of your focus. The family that needed you home received a distracted version of a tired person who technically showed up.

Jason puts it directly: would you rather be 100% present for four things or 40% present for ten? The answer feels obvious when it is stated that way. The reason most people do not live that way is that saying no requires a clarity about priorities that is genuinely hard to develop, and a discipline about protecting capacity that the culture of construction rarely rewards.

The Damage of Too Much Blood Sugar

In a diabetic body, chronically high blood sugar causes real damage: cardiovascular disease, nerve damage, cognitive impairment, organ complications. It is not the glucose itself that is the problem. It is the imbalance between what is circulating and what can actually be processed.

The same principle holds in an overcommitted life. Too many commitments, too much care spread across too many people and priorities, damages the person carrying it and fails the people depending on them. The superintendent who is running on empty, trying to cover too many fronts, makes worse decisions. The leader who never stops to breathe cannot be present with their crew. The person who said yes to everything at work, at church, at the neighborhood association, and in their extended family is delivering 40% to all of them while telling themselves they are doing their best.

They are doing their best. That is the painful part. The problem is not character. The problem is an imbalance between care and capacity. The insulin is low and the blood sugar is high, and that is a metabolic crisis whether it happens in a body or in a life.

The Tools That Restore Balance

Jason teaches personal organization and time management as leadership skills precisely because of this dynamic. The tools are not just productivity tricks. They are insulin regulation mechanisms.

Here is what that looks like in practice:

  • A weekly plan that identifies the four to six things that actually matter this week, and protects time for them before anything else gets scheduled
  • Buffers built into the schedule that absorb the unexpected without collapsing the plan for the week
  • A clear set of personal priorities that makes it possible to say no without guilt, because the reason for the no is already defined
  • The discipline to stop adding commitments when capacity is already full, treating a full schedule as a fact rather than a negotiating position

The person who has these tools can match their care level to their capacity. They are not caring less. They are caring more effectively. They are making sure that the glucose actually gets into the cells, that the people who need them actually receive what they are giving.

What This Looks Like on a Project

On a job site, life diabetic behavior shows up as a leader who is technically present but effectively absent. They walk the site without seeing it. They are in meetings without engaging in them. They are available but never quite there. The crew learns quickly that asking this person for a decision is not reliable. The schedule suffers because the attention it needs is spread across too many competing demands.

The remedy is not harder work. It is better prioritization. A superintendent who protects their focus on the three or four things that will determine the project’s success this week, and delegates or declines the rest, will outperform a superintendent who tries to carry everything. The capacity that is protected goes to the things that matter most. And the people who depend on that leadership receive something real rather than a depleted gesture.

If your project needs superintendent coaching, project support, or leadership development, Elevate Construction can help your field teams stabilize, schedule, and flow. Part of what that development looks like is teaching leaders how to manage their own capacity as carefully as they manage the schedule.

The Challenge This Week

Count your current commitments. Not just at work. All of them. Then ask honestly: do I have the time and capacity to deliver on all of these at the level each of them deserves?

If the answer is no, you are running with high blood sugar and low insulin. You are not failing because you do not care. You are failing because the care cannot reach the people who need it. The fix is not to care less. It is to be honest about how many things you can actually carry, and to make deliberate choices about which ones those will be.

As Warren Buffett has said, “The difference between successful people and really successful people is that really successful people say no to almost everything.” Protecting your capacity is not selfishness. It is the only way to actually deliver on the things you care about most.

On we go.

Frequently Asked Questions

How do you decide which commitments to keep and which to let go?

Start with your clearest priorities: immediate family, your most critical work responsibilities, and your own health. Everything else gets evaluated against those. If a commitment cannot be honored at full capacity right now, an honest conversation is better than a partial delivery.

What if I feel guilty saying no to people who need me?

Saying no to a commitment you cannot honor is not abandoning people. Saying yes and then delivering 40% is. The person who receives your full attention on fewer things is better served than the person who gets a distracted fragment of your overextended self.

How does this apply to a construction project specifically?

Every superintendent and project manager has a limited number of things they can genuinely focus on at any given time. When that list grows beyond their capacity, everything on the list suffers. Identifying the three to five things that will determine the project’s trajectory this week and protecting time for those is how high performing leaders operate.

What does a good personal organization system actually include?

A weekly planning session that reviews priorities before the week begins, a daily schedule with buffers built in, a clear short list of the week’s non negotiables, and a practice of reviewing what did not get done and deciding consciously whether it still belongs on the list.

Can someone recover from a life diabetic pattern without burning bridges?

Yes, but it takes honest communication. Most people respond well when someone says “I have overcommitted myself and I cannot deliver what I promised at the level you deserve.” That conversation is harder than the one where you silently drop the ball. It is also the one that preserves trust.

 

If you want to learn more we have:

-Takt Virtual Training: (Click here)
-Check out our Youtube channel for more info: (Click here) 
-Listen to the Elevate Construction podcast: (Click here) 
-Check out our training programs and certifications: (Click here)
-The Takt Book: (Click here)

Discover Jason’s Expertise:

Meet Jason Schroeder, the driving force behind Elevate Construction IST. As the company’s owner and principal consultant, he’s dedicated to taking construction to new heights. With a wealth of industry experience, he’s crafted the Field Engineer Boot Camp and Superintendent Boot Camp – intensive training programs engineered to cultivate top-tier leaders capable of steering their teams towards success. Jason’s vision? To expand his training initiatives across the nation, empowering construction firms to soar to unprecedented levels of excellence.

Are All of Your Core Values Operationalized?

Read 21 min

Are All of Your Core Values Operationalized? The Question That Changes How You Lead

Most companies have core values. They are printed on the lobby wall, listed in the employee handbook, and recited at company events. A few companies actually live by them. The difference between those two groups is not the quality of the values on the wall. It is whether those values have made their way off the wall and into the daily decisions, the systems, the hiring, the firing, the processes, and the culture that actually governs how the organization operates.

That is what operationalization means. Not posting the values. Not referencing them in quarterly all-hands meetings. Embedding them into every system and process in the organization so that the values are not a statement about what the company believes but an accurate description of how the company behaves when nobody is watching, under pressure, and in the decisions that cost something.

What a Core Value Actually Is

Before getting to operationalization, it is worth being precise about the definition. A core value is not an aspiration. It is not something the company wants to be true or is working toward. A core value is a value that already exists in the organization that already has sustaining energy, that is already present in the behavior of the people who belong and that is non-negotiable.

Non-negotiable means exactly that. You can hire according to it. You can discipline according to it. You can terminate according to it. If a behavior violates a core value, that violation is a serious matter, not a coaching conversation. If a hiring candidate clearly does not embody a core value, that is a disqualifier, not a concern to be managed after onboarding. The core values define who belongs in the organization and who does not, not based on performance metrics, not based on title, but based on whether the person is genuinely aligned with the values that define the culture.

The five core values at Elevate Construction are: Transparency, Respect for People, Do the Right Thing, Drive Real Results, and Real Team Enjoyment. Each one of those is something that already governs how the company operates, not something the company is working toward. When someone departs, it is because they were not driving real results or were not operating with transparency. When someone thrives, it is because they naturally embody all five. The alignment is self-reinforcing because the values are real, not aspirational.

Core Values Must Come Off the Wall

The insight that shapes how great organizations handle core values is simple and demanding: the values have to come off the wall and into people’s hearts. That phrase captures the entire challenge. A values statement that lives only on the wall is a marketing artifact. A value that lives in how people make decisions, how they treat each other, and what they celebrate and hold accountable is a culture.

The mechanics that move values off the wall are specific and intentional. Core value awards that recognize people who embody specific values in specific situations make the values concrete and visible. Regular integration of the values into team meetings, into the language of leadership, and into the feedback that people give and receive keeps them present rather than ceremonial. Hoshin Kanri, the strategic alignment process that connects organizational clarity to operational goals ensures that the direction the company is moving is grounded in the values rather than running parallel to them. When those mechanics are running consistently, the values stop being something people reference and start being something people live.

At Elevate Construction, the core values are not a separate initiative that competes with operational priorities. They are the foundation on which every operational priority sits. Every decision about who to hire, who to promote, who to part ways with, which clients to serve, which processes to build, all of it flows through the filter of the five values. That integration is not effortless. It requires ongoing reinforcement from leadership, ongoing commitment from the team, and ongoing willingness to make hard decisions in alignment with the values rather than around them. But it is achievable, and when it is achieved, the culture becomes self-sustaining.

The Operationalization Question

Here is the question worth sitting with: are your systems, your processes, your standard work, your standing tactical orders, and your strategies representing your core values? Not in theory, in practice, concretely, at the level of each individual system and process.

Take a core value and run it through every operational system the organization uses. Is the system transparent? Does the process respect people? Does the standard work drive real results? Does the standing tactical order reflect doing the right thing, or does it create friction that works against it? This is not a philosophical exercise. It is an operational audit. And the answers will reveal gaps between what the organization says it values and what the organization’s systems are actually designed to produce.

The transparency test is a useful one to run first, because transparency is both a value and a system condition. The First Planner System, is it transparent? The Takt Production System, is it transparent? The Last Planner System, is it transparent? The financial reporting, the PTO tracking, the project data, is it all accessible to the people who need it? When the answer is yes, transparency is not just a stated value. It is a designed condition of the information environment. When the answer is no, when certain data is held by certain people for certain reasons that have nothing to do with genuine confidentiality, the system is in conflict with the stated value, and the value is losing.

The same test applies to every core value. A company that says it respects people but runs a payment process that keeps trade partners waiting nine months for payment is not operationalizing respect for people. A company that says it drives real results but tolerates meetings that produce no decisions and no action items is not operationalizing results orientation. A company that says it values team enjoyment but normalizes chronic overwork, toxic conflict, and leadership by fear is not operationalizing enjoyment. The gap between the stated value and the operationalized reality is where cultures silently erode.

Warning Signs That Core Values Are Not Operationalized

Before the gap between stated values and actual systems compounds into a culture problem, look for these signals:

  • Core value language appears in company communications but not in hiring criteria, performance reviews, or disciplinary conversations.
  • People in the organization can recite the values but cannot describe a specific system or process that embodies each one.
  • Leadership makes decisions that visibly conflict with a core value without acknowledging the conflict or explaining the reasoning.
  • Core value awards recognize people who are liked by leadership rather than people who exemplified a specific value in a specific situation.
  • Aspirational values are being presented as current core values creating a gap between what the organization claims to be and what it actually is.

Any one of those signals means the values are still on the wall rather than in the operation. The fix is the operationalization audit going core value by core value through every system and asking whether the system embodies, reinforces, or undermines the value it is supposed to represent.

The Distinction Between Core Values and Aspirational Values

One more distinction worth making clearly: there is a meaningful difference between a core value and an aspirational value, and conflating them is one of the ways cultures lose integrity.

A core value already exists with sustaining energy. It is present now. It governs behavior now. It is the basis for current hiring and firing decisions. An aspirational value is something the organization genuinely wants to become, a quality or behavior it is working toward but cannot yet honestly claim as a description of current reality.

Both have value. Aspirational values give the organization a direction to grow toward and can eventually become core values through sustained investment and culture-building. But treating an aspirational value as a current core value posting it on the wall alongside the values that are genuinely non-negotiable misleads new hires about what they are joining, misleads the organization about where it actually is, and dilutes the meaning of the values that are real.

Being honest about which values are core and which are aspirational is itself an act of integrity that reflects the core value of transparency. The organization that can say “we aspire to this, and here is the work we are doing to make it real” is more trustworthy than the organization that claims every value on the wall is equally embedded in the culture.

Build the Culture Through the Systems

The work of operationalizing core values is never finished, because organizations change, systems evolve, and new situations create new opportunities to test whether the values are real. The leaders who take this work seriously who regularly audit their systems for value alignment, who make hard decisions in the direction of the values when it costs something, who recognize and celebrate value embodiment specifically and concretely are the ones who build cultures that sustain.

We are building people who build things. Building those people requires a culture that is honest about what it values, builds its systems to reflect those values, and holds the standard consistently enough that the values become something people carry internally rather than something they reference on the wall. If your project needs superintendent coaching, project support, or leadership development, Elevate Construction can help your field teams stabilize, schedule, and flow, and build the culture infrastructure that makes core values operational rather than decorative.

A Challenge for Builders

Take one of your company’s core values this week and run it through every major system your organization uses. Is the hiring process designed to identify alignment with that value? Is the performance review process designed to evaluate it? Is the financial reporting system designed to reinforce it? Is the weekly team meeting structured to bring it to life? If the answer to any of those is no, you have identified an operationalization gap. Name it. Assign it. Build the system change that closes it. That is the work of culture-building at the systems level, and it is the most durable form of leadership investment available.

As Jason says, “Respect for people is not soft, it’s a production strategy.”

On we go.

Frequently Asked Questions

What is the difference between a core value and an aspirational value?

A core value already exists in the organization with sustaining energy, it governs current behavior, current hiring, and current discipline. An aspirational value is something the organization genuinely wants to become but cannot yet honestly claim as a description of current reality. Both have a place, but presenting aspirational values as current core values creates a credibility gap that erodes trust.

What does it mean to “operationalize” a core value?

It means embedding the value into the systems, processes, standard work, and decisions that govern daily operations, so that the value is not just a statement about what the organization believes but an accurate description of how it actually behaves. The test is whether each major system embodies, reinforces, or undermines the value it is supposed to represent.

How do core values come off the wall and into the culture?

Through specific, sustained mechanics: core value awards that recognize specific behaviors in specific situations, integration of the values into team meetings and feedback processes, strategic alignment that connects organizational direction to the values, and leadership that consistently makes hard decisions in alignment with the values rather than around them.

If you want to learn more we have:

-Takt Virtual Training: (Click here)
-Check out our Youtube channel for more info: (Click here) 
-Listen to the Elevate Construction podcast: (Click here) 
-Check out our training programs and certifications: (Click here)
-The Takt Book: (Click here)

Discover Jason’s Expertise:

Meet Jason Schroeder, the driving force behind Elevate Construction IST. As the company’s owner and principal consultant, he’s dedicated to taking construction to new heights. With a wealth of industry experience, he’s crafted the Field Engineer Boot Camp and Superintendent Boot Camp – intensive training programs engineered to cultivate top-tier leaders capable of steering their teams towards success. Jason’s vision? To expand his training initiatives across the nation, empowering construction firms to soar to unprecedented levels of excellence.

    Related Books

    The First Planner System: The Project Planning System for Executives, Project Managers, and Superintendents in Pre-construction - Book 2
    Pull Planning For Builders: How to Pull Plan Right, Respect People, and Gain Time (The Art of the Builder)
    The Ten Improvements to Production Planning: What Lean Builders Can Do To Improve Short Interval Planning (The Art of the Builder)

    Related Books

    The First Planner System: The Project Planning System for Executives, Project Managers, and Superintendents in Pre-construction - Book 2
    Built to Fail: Why Construction Projects Take So Long, Cost Too Much, And How to Fix It

    Related Books

    The First Planner System: The Project Planning System for Executives, Project Managers, and Superintendents in Pre-construction - Book 2
    The 10 Myths of CPM: How The Critical Path Method Systematizes Disrespect for People
    Calumet "K"

    faq

    General Training Overview

    What construction leadership training programs does LeanTakt offer?
    LeanTakt offers Superintendent/PM Boot Camps, Virtual Takt Production System® Training, Onsite Takt Simulations, and Foreman & Field Engineer Training. Each program is tailored to different leadership levels in construction.
    Who should attend LeanTakt’s training programs?
    Superintendents, Project Managers, Foremen, Field Engineers, and trade partners who want to improve planning, communication, and execution on projects.
    How do these training programs improve project performance?
    They provide proven Lean and Takt systems that reduce chaos, improve reliability, strengthen collaboration, and accelerate project delivery.
    What makes LeanTakt’s training different from other construction courses?
    Our programs are hands-on, field-tested, and focused on practical application—not just classroom theory.
    Do I need prior Lean or takt planning experience to attend?
    No. Our programs cover foundational principles before moving into advanced applications.
    How quickly can I apply what I learn on real projects?
    Most participants begin applying new skills immediately, often the same week they complete the program.
    Are these trainings designed for both office and field leaders?
    Yes. We equip both project managers and superintendents with tools that connect field and office operations.
    What industries benefit most from LeanTakt training?
    Commercial, multifamily, residential, industrial, and infrastructure projects all benefit from flow-based planning.
    Do participants receive certificates after completing training?
    Yes. Every participant receives a LeanTakt Certificate of Completion.
    Is LeanTakt training recognized in the construction industry?
    Yes. Our programs are widely respected among leading GCs, subcontractors, and construction professionals.

    Superintendent / PM Boot Camp

    What is the Superintendent & Project Manager Boot Camp?
    It’s a 5-day immersive training for superintendents and PMs to master Lean leadership, takt planning, and project flow.
    How long does the Superintendent/PM Boot Camp last?
    Five full days of hands-on training.
    What topics are covered in the Boot Camp curriculum?
    Lean leadership, Takt Planning, logistics, daily planning, field-office communication, and team health.
    How does the Boot Camp improve leadership and scheduling skills?
    Yes. You’ll learn how to run day huddles, team meetings, worker huddles, and Lean coordination processes.
    Who is the Boot Camp best suited for?
    Construction leaders responsible for delivering projects, including Superintendents, PMs, and Field Leaders.
    What real-world challenges are simulated during the Boot Camp?
    Schedule breakdowns, trade conflicts, logistics issues, and communication gaps.
    Will I learn Takt Planning at the Boot Camp?
    Yes. Takt Planning is a core focus of the Boot Camp.
    How does this Boot Camp compare to traditional PM certification?
    It’s practical and execution-based rather than exam-based. You learn by doing, not just studying theory.
    Can my entire project team attend the Boot Camp together?
    Yes. Teams attending together often see the greatest results.
    What kind of real-world challenges do we simulate?
    Improved project flow, fewer delays, better team communication, and stronger leadership confidence.

    Takt Production System® Virtual Training

    What is the Virtual Takt Production System® Training?
    It’s an expert-led online program that teaches Lean construction teams how to implement takt planning.
    How does virtual takt training work?
    Delivered online via live sessions, interactive discussions, and digital tools.
    What are the benefits of online takt planning training?
    Convenience, global accessibility, real-time learning, and immediate application.
    Can I access the virtual training from anywhere?
    Yes. It’s fully web-based and accessible worldwide.
    Can I access the virtual training from anywhere?
    Yes. It’s fully web-based and accessible worldwide.
    What skills will I gain from the Virtual TPS® Training?
    Macro and micro Takt planning, weekly updates, flow management, and CPM integration.
    How long does the virtual training program take?
    The program is typically completed in multiple live sessions across several days.
    Can I watch recordings if I miss a session?
    Yes. Recordings are available to all participants.
    Do you offer group access or company licenses for the virtual training?
    Yes. Teams and companies can enroll together at discounted rates.
    How does the Virtual TPS® Training integrate with CPM tools?
    We show how to align Takt with CPM schedules like Primavera P6 or MS Project.

    Onsite Takt Simulation

    What is a Takt Simulation in construction training?
    It’s a live, interactive workshop that demonstrates takt planning on-site.
    How does the Takt Simulation workshop work?
    Teams participate in hands-on exercises to learn the flow and rhythm of a Takt-based project.
    Can I choose between a 1-day or 2-day Takt Simulation?
    Yes. We offer flexible formats to fit your team’s schedule and needs.
    Who should participate in the Takt Simulation workshop?
    Superintendents, PMs, site supervisors, contractors, and engineers.
    How does a Takt Simulation improve project planning?
    It shows teams how to structure zones, manage flow, and coordinate trades in real time.
    What will my team learn from the onsite simulation?
    How to build and maintain takt plans, manage buffers, and align trade partners.
    Is the simulation tailored to my specific project type?
    Yes. Scenarios can be customized to match your project.
    How do Takt Simulations improve trade partner coordination?
    They strengthen collaboration by making handoffs visible and predictable.
    What results can I expect from an onsite Takt Simulation?
    Improved schedule reliability, better trade collaboration, and reduced rework.
    How many people can join a Takt Simulation session?
    Group sizes are flexible, but typically 15–30 participants per session.

    Foreman & Field Engineer Training

    What is Foreman & Field Engineer Training?
    It’s an on-demand, practical program that equips foremen and engineers with leadership and planning skills.
    How does this training prepare emerging leaders?
    By teaching communication, crew management, and execution strategies.
    Is the training on-demand or scheduled?
    On-demand, tailored to your team’s timing and needs.
    What skills do foremen and engineers gain from this training?
    Planning, safety leadership, coordination, and communication.
    How does the training improve communication between field and office?
    It builds shared systems that align superintendents, engineers, and managers.
    Can the training be customized for my team’s needs?
    Yes. Programs are tailored for your project or company.
    What makes this program different from generic leadership courses?
    It’s construction-specific, field-tested, and focused on real project application.
    How do foremen and field engineers apply this training immediately?
    They can use new systems for planning, coordination, and daily crew management right away.
    Is the training suitable for small construction companies?
    Yes. Small and large teams alike benefit from building flow-based leadership skills.

    Testimonials

    Testimonials

    "The bootcamp I was apart of was amazing. Its was great while it was happening but also had a very profound long-term motivation that is still pushing me to do more, be more. It sounds a little strange to say that a construction bootcamp changed my life, but it has. It has opened my eyes to many possibilities on how a project can be successfully run. It’s also provided some very positive ideas on how people can and should be treated in construction.

    I am a hungry person by nature, so it doesn’t take a lot to get to participate. I loved the way it was not just about participating, it was also about doing it with conviction, passion, humility and if it wasn’t portrayed that way you had to do it again."

    "It's great to be a part of a company that has similar values to my own, especially regarding how we treat our trade partners. The idea of "you gotta make them feel worse to make them do better" has been preached at me for years. I struggled with this as you will not find a single psychology textbook stating these beliefs. In fact it is quite the opposite, and causing conflict is a recipe for disaster. I'm still honestly in shock I have found a company that has based its values on scientific facts based on human nature. That along with the Takt scheduling system makes everything even better. I am happy to be a part of a change that has been long overdue in our industry!"

    "Wicked team building, so valuable for the forehumans of the sub trades to know the how and why. Great tools and resources. Even though I am involved and use the tools every day, I feel like everything is fresh and at the forefront to use"

    "Jason and his team did an incredible job passing on the overall theory of what they do. After 3 days of running through the course I cannot see any holes in their concept. It works. it's proven to work and I am on board!"

    "Loved the pull planning, Takt planning, and logistic model planning. Well thought out and professional"

    "The Super/PM Boot Camp was an excellent experience that furthered my understanding of Lean Practices. The collaboration, group involvement, passion about real project site experiences, and POSITIVE ENERGY. There are no dull moments when you head into this training. Jason and Mr. Montero were always on point and available to help in the break outs sessions. Easily approachable to talk too during breaks and YES, it was fun. I recommend this training for any PM or Superintendent that wants to further their career."

    agenda

    Day 1

    Foundations & Macro Planning

    day2

    Norm Planning & Flow Optimization

    day3

    Advanced Tools & Comparisons

    day4

    Buffers, Controls & Finalization

    day5

    Control Systems & Presentations

    faq

    UNDERSTANDING THE TRAINING

    What is the Virtual Takt Production System® Training by LeanTakt?
    It’s an expert-led online program designed to teach construction professionals how to implement Takt Planning to create flow, eliminate chaos, and align teams across the project lifecycle.
    Who should take the LeanTakt virtual training?
    This training is ideal for Superintendents, Project Managers, Engineers, Schedulers, Trade Partners, and Lean Champions looking to improve planning and execution.
    What topics are covered in the online Takt Production System® course?
    The course covers macro and micro Takt planning, zone creation, buffers, weekly updates, flow management, trade coordination, and integration with CPM tools.
    What makes LeanTakt’s virtual training different from other Lean construction courses?
    Unlike theory-based courses, this training is hands-on, practical, field-tested, and includes live coaching tailored to your actual projects.
    Do I get a certificate after completing the online training?
    Yes. Upon successful completion, participants receive a LeanTakt Certificate of Completion, which validates your knowledge and readiness to implement Takt.

    VALUE AND RESULTS

    What are the benefits of Takt Production System® training for my team?
    It helps teams eliminate bottlenecks, improve planning reliability, align trades, and reduce the chaos typically seen in traditional construction schedules.
    How much time and money can I save with Takt Planning?
    Many projects using Takt see 15–30% reductions in time and cost due to better coordination, fewer delays, and increased team accountability.
    What’s the ROI of virtual Takt training for construction teams?
    The ROI comes from faster project delivery, reduced rework, improved communication, and better resource utilization — often 10x the investment.
    Will this training reduce project delays or rework?
    Yes. By visualizing flow and aligning trades, Takt Planning reduces miscommunication and late handoffs — major causes of delay and rework.
    How soon can I expect to see results on my projects?
    Most teams report seeing improvement in coordination and productivity within the first 2–4 weeks of implementation.

    PLANNING AND SCHEDULING TOPICS

    What is Takt Planning and how is it used in construction?
    Takt Planning is a Lean scheduling method that creates flow by aligning work with time and space, using rhythm-based planning to coordinate teams and reduce waste.
    What’s the difference between macro and micro Takt plans?
    Macro Takt plans focus on the overall project flow and phase durations, while micro Takt plans break down detailed weekly tasks by zone and crew.
    Will I learn how to build a complete Takt plan from scratch?
    Yes. The training teaches you how to build both macro and micro Takt plans tailored to your project, including workflows, buffers, and sequencing.
    How do I update and maintain a Takt schedule each week?
    You’ll learn how to conduct weekly updates using lookaheads, trade feedback, zone progress, and digital tools to maintain schedule reliability.
    Can I integrate Takt Planning with CPM or Primavera P6?
    Yes. The training includes guidance on aligning Takt plans with CPM logic, showing how both systems can work together effectively.
    Will I have access to the instructors during the training?
    Yes. You’ll have opportunities to ask questions, share challenges, and get real-time feedback from LeanTakt coaches.
    Can I ask questions specific to my current project?
    Absolutely. In fact, we encourage it — the training is designed to help you apply Takt to your active jobs.
    Is support available after the training ends?
    Yes. You can access follow-up support, coaching, and community forums to help reinforce implementation.
    Can your tools be customized to my project or team?
    Yes. We offer customizable templates and implementation options to fit different project types, teams, and tech stacks.
    When is the best time in a project lifecycle to take this training?
    Ideally before or during preconstruction, but teams have seen success implementing it mid-project as well.

    APPLICATION & TEAM ADOPTION

    What changes does my team need to adopt Takt Planning?
    Teams must shift from reactive scheduling to proactive, flow-based planning with clear commitments, reliable handoffs, and a visual management mindset.
    Do I need any prior Lean or scheduling experience?
    No prior Lean experience is required. The course is structured to take you from foundational principles to advanced application.
    How long does it take for teams to adapt to Takt Planning?
    Most teams adapt within 2–6 weeks, depending on project size and how fully the system is adopted across roles.
    Can this training work for smaller companies or projects?
    Absolutely. Takt is scalable and especially powerful for small teams seeking better structure and predictability.
    What role do trade partners play in using Takt successfully?
    Trade partners are key collaborators. They help shape realistic flow, manage buffers, and provide feedback during weekly updates.

    VIRTUAL FORMAT & ACCESSIBILITY

    Can I access the virtual training from anywhere?
    Yes. The training is fully accessible online, making it ideal for distributed teams across regions or countries.
    Is this training available internationally?
    Yes. LeanTakt trains teams around the world and supports global implementations.
    Can I watch recordings if I miss a session?
    Yes. All sessions are recorded and made available for later viewing through your training portal.
    Do you offer group access or company licenses?
    Yes. Teams can enroll together at discounted rates, and we offer licenses for enterprise rollouts.
    What technology or setup do I need to join the virtual training?
    A reliable internet connection, webcam, Miro, Spreadsheets, and access to Zoom.

    faq

    GENERAL FAQS

    What is the Superintendent / PM Boot Camp?
    It’s a hands-on leadership training for Superintendents and Project Managers in the construction industry focused on Lean systems, planning, and communication.
    Who is this Boot Camp for?
    Construction professionals including Superintendents, Project Managers, Field Engineers, and Foremen looking to improve planning, leadership, and project flow.
    What makes this construction boot camp different?
    Real-world project simulations, expert coaching, Lean principles, team-based learning, and post-camp support — all built for field leaders.
    Is this just a seminar or classroom training?
    No. It’s a hands-on, immersive experience. You’ll plan, simulate, collaborate, and get feedback — not sit through lectures.
    What is the focus of the training?
    Leadership, project planning, communication, Lean systems, and integrating office-field coordination.

    CURRICULUM & OUTCOMES

    What topics are covered in the Boot Camp?
    Takt planning, day planning, logistics, pre-construction, team health, communication systems, and more.
    What is Takt Planning and why is it taught?
    Takt is a Lean planning method that creates flow and removes chaos. It helps teams deliver projects on time with less stress.
    Will I learn how to lead field teams more effectively?
    Yes. This boot camp focuses on real leadership challenges and gives you systems and strategies to lead high-performing teams.
    Do you cover daily huddles and meeting systems?
    Yes. You’ll learn how to run day huddles, team meetings, worker huddles, and Lean coordination processes.
    What kind of real-world challenges do we simulate?
    You’ll work through real project schedules, logistical constraints, leadership decisions, and field-office communication breakdowns.

    LOGISTICS & FORMAT

    Is the training in-person or virtual?
    It’s 100% in-person to maximize learning, feedback, and team-based interaction.
    How long is the Boot Camp?
    It runs for 5 full days.
    Where is the Boot Camp held?
    Locations vary — typically hosted in a professional training center or project setting. Contact us for the next available city/date.
    Do you offer follow-up coaching after the Boot Camp?
    Yes. Post-camp support is included so you can apply what you’ve learned on your projects.
    Can I ask questions about my actual project?
    Absolutely. That’s encouraged — bring your current challenges.

    PRICING & VALUE

    How much does the Boot Camp cost?
    $5,000 per person.
    Are there any group discounts?
    Yes — get 10% off when 4 or more people from the same company attend.
    What’s the ROI for sending my team?
    Better planning = fewer delays, smoother coordination, and higher team morale — all of which boost productivity and reduce costs.
    Will I see results immediately?
    Most participants apply what they’ve learned as soon as they return to the jobsite — especially with follow-up support.
    Can this replace other leadership training?
    In many cases, yes. This Boot Camp is tailored to construction professionals, unlike generic leadership seminars.

    SEO-BASED / HIGH-INTENT SEARCH QUESTIONS

    What is the best leadership training for construction Superintendents?
    Our Boot Camp offers real-world, field-focused leadership training tailored for construction leaders.
    What’s included in a Superintendent Boot Camp?
    Takt planning, day planning, logistics, pre-construction systems, huddles, simulations, and more.
    Where can I find Lean construction training near me?
    Check our upcoming in-person sessions or request a private boot camp in your city.
    How can I improve field and office communication on a project?
    This Boot Camp teaches you tools and systems to connect field and office workflows seamlessly.
    Is there a training to help reduce chaos on construction sites?
    Yes — this program is built specifically to turn project chaos into flow through structured leadership.

    agenda

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    Day 3

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    Day 4

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    Day 5

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