The 7 Lesson School teacher

How to Build a Strong Construction Team Culture: Understanding the Programming Behind the Behavior

If you’ve ever faced resistance when trying to get your team to engage in meetings, participate in planning, or collaborate openly, you’re not alone. The reality is that many of us don’t realize that people aren’t naturally conditioned to excel in these environments. It’s not that they’re bad at their jobs, but rather, they’ve been programmed to survive in systems that don’t encourage collaboration or open communication.

As we push for leaner practices, such as Last Planner, Takt Planning, and healthy conflict resolution, we’re asking our team members to shift their mindset and behavior. Unfortunately, the traditional schooling system, combined with how most organizations operate, often teaches us to conform, stay silent, and avoid conflict. This isn’t something people can just switch off when they walk onto your project site. It’s deep-rooted.

Let me walk you through this, how this programming affects our teams, and how we can create a culture of collaboration, communication, and participation on our projects.

Why Is It So Hard for Teams to Collaborate?

It’s easy to assume that everyone on your team understands the importance of collaboration, participating in meetings, or following systems like Last Planner and Takt Planning. The truth is, they haven’t been programmed to do so. This is where the challenge lies.

As kids, we were taught to conform, memorize, and follow authority figures rather than think critically and act independently. School systems are structured around rules and regulations where individuality is often discouraged. From standardized tests to bells ringing every 45 minutes, students are trained to function within these rigid structures. Over time, this leads to the development of passive behaviors waiting to be told what to do, not questioning authority, and avoiding the discomfort of conflict or ownership.

When this kind of programming spills into the workplace, it can feel like a huge hurdle when you want people to take ownership, collaborate openly, and engage in meaningful problem-solving.

Why Trust Matters in a Lean Culture

I once worked on a project where we were implementing Last Planner and the team was struggling to buy into the system. One of the key players was a seasoned carpenter, an expert at his craft but completely disengaged from the process. He was quiet in meetings, avoided providing feedback, and didn’t engage in our pull planning sessions. He felt out of place in the structured setting of our team huddles and planning sessions.

One day, after a few weeks of pushing him to join the discussions, he finally spoke up. He asked for something something simple, but it showed me that trust had been built. That was the turning point. From that moment, he became one of the most vocal and productive members of our team, contributing roadblocks, insights, and ideas. But it took time. And it took creating a safe environment where he felt his voice was heard.

His initial resistance wasn’t because he didn’t care about the project or the team, it was because the system had trained him to be passive and disconnected from the team’s broader goals.

The moment he felt safe to contribute, he was all in. This is a perfect example of how programming whether it’s from school or prior experiences can affect how people engage in a new work environment, even when that environment is designed for collaboration and efficiency.

Deprogramming the ‘Survival’ Mentality: How to Encourage Full Participation

So how do we get our teams to break out of this passive “survival” mentality? How do we get people to feel safe enough to engage in meetings, speak up during problem-solving, and contribute their ideas?

1. Create a Safe Environment:
   The first step is to build an environment where trust and safety are at the core. People need to know that their opinions matter and that they won’t be penalized for offering feedback. This is the foundation of any collaborative system. It’s important to set clear expectations and consistently reinforce that collaboration is not just encouraged, it’s expected.
2. Encourage Healthy Conflict:
   Contrary to popular belief, healthy conflict isn’t about arguing or creating division. It’s about allowing people to speak their minds, challenge ideas, and discuss problems openly. This is where systems like Last Planner and Takt Planning come into play. They provide the structure for conflict and problem-solving to happen in a productive way. However, people have to be ready and able to engage in this process.
3. Ask for Their Opinions and Listen:
   One of the biggest mistakes we make is assuming that our team members know their role without clearly communicating it. Regularly ask your team for input whether it’s on a plan, a process, or a problem. Don’t just assume that people are on the same page. When they provide feedback, listen actively. This builds trust and reinforces that their contributions are valuable.

Practical Steps for Building a Collaborative Culture

Now that we’ve discussed the challenges, let’s look at how to implement practical solutions that will foster collaboration and participation on your project sites.

• Implement Clear Communication Systems:
  Regular huddles, brief daily meetings, and consistent check-ins ensure that everyone is aligned and has a chance to speak. Use tools like whiteboards, sticky notes, and collaborative platforms to keep the flow of information open and transparent.
• Incorporate Lean Principles:
  Lean methodologies like Last Planner and Takt Planning are essential for creating flow and building a culture of collaboration. These systems provide the structure for your team to participate in the planning process, measure progress, and address problems before they become bigger issues.
• Invest in Team Building:
  Building relationships is key. As I mentioned earlier, people are conditioned not to engage openly, so invest time in team-building activities that help break down barriers and encourage collaboration. Whether it’s through training sessions, boot camps, or simply getting people out of their comfort zones, the more your team feels connected, the more they will contribute to the success of the project.
• Reinforce Positive Behavior:
  When people step up and engage, make sure to recognize their efforts. Celebrating small wins encourages people to continue participating and showing initiative. This helps create a feedback loop where collaboration and engagement become the norm.

Two Key Principles to Focus On

• Fostering Open Communication:
  Communication isn’t just about talking; it’s about understanding. Ensure that everyone, from foremen to the office team, has a chance to voice their thoughts and concerns. Hold regular meetings where each team member can share feedback and ask for help. This not only builds trust but creates a system for resolving problems before they escalate.
• Prioritize Team Ownership:
  Everyone on the project should feel like they own a piece of the work. From the planning to execution, empower your team to take responsibility. The more ownership they feel, the more they will engage and collaborate.

Why Elevate Construction’s Approach to Culture and Collaboration Works

At Elevate Construction, we believe that every successful project starts with the right culture. A culture where trust, respect, and open communication thrive. We’ve seen firsthand how lean principles, proper team-building efforts, and a collaborative mindset can turn any project into a success.

Our mission is simple: To elevate the entire construction experience for workers, leaders, and companies. If you want to build a team that communicates, collaborates, and contributes to a project’s success, you need to foster an environment where everyone feels valued, heard, and respected.

The Power of Human Systems

The reality is that no amount of technical expertise will make up for poor communication, lack of trust, and unhealthy team dynamics. You can have the best project managers, the best trade partners, and the best systems, but if you don’t have a cohesive team working towards the same goal, you’ll never achieve the results you want.

Remember, collaboration doesn’t just happen. It’s something you have to build, nurture, and grow. And it starts with the people.

“If you want to go fast, go alone. If you want to go far, go together.” – African Proverb

FAQ

Why is team collaboration so difficult in construction?
Team collaboration is challenging because many workers are conditioned not to engage in conflict or provide input. Creating a culture of trust and healthy conflict is key to overcoming this.

How can I get my team to participate in meetings?
Create a safe environment where people feel their opinions matter. Encourage open dialogue and ensure that everyone has the opportunity to speak up and contribute.

What role does Lean play in team collaboration?
Lean principles, such as Last Planner and Takt Planning, provide structured processes that require input from all team members, making collaboration a key part of the planning and execution process.