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In leadership and construction, the way we focus our attention can either build a culture of excellence or quietly destroy it. Over time, I have noticed that success comes when we choose to highlight and reward the right people, set a standard for fairness, and embrace the challenges that make our work meaningful.

One of the most important concepts I have learned is to make winners famous. In any organization, you usually have three groups of people. The top third are highly engaged and committed, the middle third are somewhere in between, and the bottom third are resistant or negative. Too often, leaders spend most of their energy trying to fix problems in the bottom group, but this creates the wrong incentive. When you reward negativity with attention, human nature encourages others to drift in that direction.

The opposite is also true. When leaders focus on their best performers and most bought-in team members, others begin to strive toward that level of excellence. What you measure and reward is what people will naturally become. If you want a culture of winners, you must reward your winners.

Making winners famous does not mean overworking them or assigning them to fix every problem on every struggling project. That is a quick way to burn out your strongest people and dilute their impact. Instead, give them the best opportunities, invest in their training, and create an environment where they can shine. Care for them by listening to their input, involving them in meaningful decisions, and ensuring they feel valued. Most importantly, give them recognition and visibility. Highlight them in meetings, celebrate their achievements publicly, and create opportunities for them to share their success with others.

When you make your top performers the standard, the rest of the organization sees what is possible. Jealousy may appear at first, but eventually people realize that tearing others down will not elevate them. The only way forward is to rise to the level of the best. This creates a culture where everyone is striving to improve.

Another concept that has been on my mind is how power and privilege can lead to abuse if not managed carefully. The bigger you get, the easier it becomes to take advantage of others. I see this often in the construction industry with large general contractors. Their size gives them influence and privilege, but too frequently, that privilege is used in ways that harm trade partners. For example, I once worked with a large contractor that took nine months to pay a simple invoice. When a company grows and knows that people need them, the temptation is to leverage that position unfairly.

This principle extends beyond business. On a personal level, I have noticed similar patterns in everyday life. For instance, I often see privilege in action during small moments like traveling. As a white male, I experience situations where I am treated differently than others around me. Security checks are shorter, scrutiny is less, and space is often assumed rather than negotiated. These may seem like small things, but they reveal how unearned privilege can shape behavior and expectations. The point is not to punish people for privilege but to recognize that with it comes a responsibility to treat others fairly and respectfully.

The same applies to large construction firms. Size and influence should not be an excuse for abuse. Instead, they should carry the responsibility of setting the standard for fairness, respect, and timely collaboration. Being bigger should mean being more considerate, not less. Leaders and companies alike should be mindful of the space they take up, the influence they wield, and the way they treat others who may not have the same advantages.

Finally, I want to address the idea that lean methods or tact planning are too hard. I hear this complaint often, but I challenge that mindset. Nothing worthwhile has ever been achieved by choosing what is easy. The reason construction planning systems like tact or lean feel difficult is because they demand discipline, commitment, and change. Yet it is exactly this difficulty that makes them valuable. Growth, progress, and excellence are not found in what is comfortable but in what stretches us.

Think about it: would you be excited to go to work every day if it were just easy and predictable? Probably not. It is the challenge that makes the work fulfilling. The obstacles and complexities of construction are what give us the chance to learn, adapt, and ultimately achieve something remarkable.

If we want to elevate our industry, we must embrace this truth. Make your winners famous, recognize and manage the responsibility that comes with privilege, and lean into the difficult systems that create flow and clarity. Success is not about doing what is easiest, it is about doing what is right and meaningful.

Key Takeaway

Focus on celebrating top performers, use privilege responsibly, and embrace the challenges of lean systems because growth only happens when we rise to meet what is hard.