Commercial Construction & Renovation

SEP-OCT 2012

Commercial Construction & Renovation helps our subscribers design, build and maintain better commercial facilities by delivering content to meet the information needs of today's high-level executives.

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INDUSTRY EVENTS Open Forum the construction managers select someone who they wanted to lead that group. All but two or three selected me. So for me, the epiphany was that I gained some real credibility. I was one of only two women in that department and the guys selected me to lead that group. It was pretty incredible. All of a sudden people are coming to you going and asking, "How do you do it? How do you deal with this? How will you respond to these various opportunities? When you start to see people take note, you think, "Wow, it is so nice to know that I am able to add value and mentor others like the great men- tors before me." Berry: I have little epiphanies every day where I'll ask, "How do I know all of that?" That's when I realize that I have come a long way from where I started. And then somebody will ask me something I do know the answer to and I'll think, "I didn't even know I knew that." Barrett: That's what's so great about this industry. I sit here today and think about all the things I've learned. Every day is a new challenge. That's why I love this business. You take a project, assess what you know, and then apply it. But how do I teach it? That has been a big challenge. Once you realize you know it, you have to figure out how to transfer it and make it worth something to some- one else. Terrill: I started an apprenticeship program in my company where we have journeymen that understand how to function in all the various trades we do. But we also have a helper. I won't hire someone to work for my company now unless they actually are willing to train a helper. When you hire someone, you're hop- ing they turn out to be that ace you're looking for. I've found that it takes time for them to learn how to train. So you must become a good mentor and teach them how to train so that they can share that knowledge. To me, construction is a dying breed for labor. Everybody is going to various trades besides construction. It's hot. The hours are long. There are so many differ- ent variables. It's not a Monday through Friday, 8 to 5 job. So I've learned a lot about the dynam- ics of taking these young men and women who want to learn and grow. It's about mentoring and teaching them. Berry: I was honored when several different people asked me to mentor them about eight years ago. Since I'm working on a new website for our company, which will help increase incom- ing calls. We're changing the focus. I think it's really going to increase traffic and calls. — Julia Versteegh, Storefloors then, I have mentored numerous employees who have continued to advance in the company. They came to me for that counsel and advise and it appears to be serving them well. It's pride that you feel. They are the next generation of leaders. CCR One of the key things I've found is that whether you're dealing with architects, engi- neers, design professionals or construction professionals, you have to have a servant- type attitude. — Cindy Rotton, Solutia, a Subsidiary of Eastman Chemical Co. 66 Commercial Construction & Renovation September/October 2012

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