Is Your Hard Hat Doing The Managing?

Empowering Extraordinary

We all know that the emotional tone for any organization starts at the top and this is true in construction management. Highly skilled professionals in this field are often lacking the skills needed to manage effectively and allow their hard hat to set the tone. As a tool, the function of the hard hat is to protect and provide safety while on the job, and that is all. However, while on the job, if upper management arrives with a “hardhat” mentality, barking orders or yelling at the crew out of frustration, the stress levels will increase and the potential for errors increases. Why is that? Because the higher the stress, the higher the potential for the amygdala hijack to occur. When this happens, one cannot access the logical reasoning function part of the brain that interferes with arriving at the best decisions.

Construction management is a complex profession and can often be very stressful. The interface between all the players and coordinating the crews and subcontractors eventually filter down to pleasing the customer. In the background of all of this is the drive to meet the budget. Unforeseen setbacks and complications raise the stress levels and more than ever, upper management in this field need to strengthen and have on hand skills and tools to not only manage their stress levels but also need to develop a high level of interpersonal skills.

Having emotional self- awareness is the first step in metaphorically removing the hard hat from your management style. Knowing your emotional state can then help with managing your emotions. By managing your emotions, you can potentially lower the stress levels for yourself and results in lower stress levels for all those on the job. Maintaining this self-awareness and managing your emotions makes you more approachable when problems arise. The end result is the ability to approach setbacks and problems from a place of stability and strength where better decisions can be made.

[message type=”custom” width=”100%” start_color=”#FFFFFF” end_color=”#FFFFFF” border=”#fb7200″ color=”# fb7200″]

There are 15 competencies that can be learned and developed to increase emotional intelligence and they are all interrelated. By strengthening one or two areas, one can then increase other areas. The three competencies already mentioned are:
  • emotional self-awareness
  • emotional expression
  • stress tolerance
  1. How does one develop and strengthen these areas to improve one’s management style that can increase productivity?
  1. Do you have weak interpersonal skills?
  1. Do you find that you often receive the same comments in a performance review?

[/message] [su_spacer]

Everyone has a career-limiting issue that can be addressed. One of the ways I uncover the limiting concern is I always have my clients take the emotional intelligence assessment, the EQi – 2.0. This assessment can expose those areas concretely. When we go over the results, the bar graph illuminates areas of strength and what needs strengthening. From this initial meeting, we create a plan to develop the skills and tools that are lacking. By strengthening areas that are weak, one has increased their set of tools for managing at their best and can remove the hard hat method of managing which is crucial for overall success.

Emotional intelligence is a vital component and is critical for success for an organization. Increased emotional intelligence brings added value and the benefits are numerous.

Does your organization want to:

  • Increase revenues?
  • Increase role performance?
  • Increase leadership effectiveness?
  • Improve teamwork and collaboration?
  • Improve employee retention?
  • Improve leadership potential?

According to the World Economic Forum’s Future of Jobs Report, emotional intelligence will be one of the top 10 job skills in 2020.

Does your organization have this skill?

Does your organization have a plan to develop this skill?

Find out today by taking advantage of my complimentary webinar that I offer organizations and learn where your strengths are and what needs strengthening. Everyone can learn the skills that are lacking. Through my powerful coaching sessions, everyone can surmount limitations. And remember, Success Starts With You.

Melinda Fouts, Ph.D.
Melinda Fouts, Ph.D.
Melinda is a select Columnist & Featured Contributor for BIZCATALYST 360° and a Member of the Forbes Coaches Council (comprised of Top coaches offering insights on leadership development & careers). Prior to executive coaching and leadership development, Melinda has been in private practice as a psychotherapist for almost 20 years. She leverages her strengths and insights from her psychology background to help leaders and managers in transition through increased self-awareness. Owner and founder of Success Starts with You, is based upon the premise that you are already successful. Increasing self-awareness to increase emotional intelligence and unlocking blind spots are paramount to continued success. Melinda uses assessments to help bring more awareness. Whether you are a leader or manager in transition, need a thought partner, or need to improve your professional presence, Melinda has developed unique and innovative techniques from her background to help you reach higher heights. Melinda received her Ph.D. in Jungian Psychology from Saybrook University and her Masters in Psychology from Pacifica University. Melinda has worked as a consultant with executives and businesses for over 20 years. As a result of her experience and studies, she has developed a unique craft to fine-tune leadership development for peak performance. She lives in Colorado with her big, beautiful dog, Stryder.


Please Login to comment
Newest Oldest most voted
Notify of
Bharat Mathur
Bharat Mathur

Very well said, Dr. Melinda, Congratulations! The hard hat is supposed to protect the soft, thinking brains. Hard heads do not need any hats.

You are absolutely right about emotional intelligence. No wonder modern-day management studies have started giving higher weight to adding this particular facet to a prospective manager’s portfolio of skills.

Thank You!

Melinda Fouts, Ph.D. International Executive Coach
Melinda Fouts, Ph.D. International Executive Coach

Thank you, Bharat. I appreciate your humorous comment, “Hard heads do not need any hats.” Upper management needs to develop the soft skills to improve engagement, retention, and respect. Otherwise, the organization drives away good talent. Your insights are always fruitful.



Must Read