Radcom provided instructional design services and job performance analysis to create a leadership training program for superintendents at an international construction company. This project followed earlier partnerships involving eLearning and instructor-led training (ILT) initiatives for other leadership roles within the organization.
Company Profile
- Industry: International Construction
- Headquarters: U.S.-based, operating globally
- Focus: Field leadership development for superintendents
- Training Limitation: Only one two-day in-person session available for participants
Problem
Superintendents promoted into leadership roles lacked key supervisory and communication skills, which slowed their ramp-up time and impacted project performance. The company needed a targeted, experience-based training program that could be delivered efficiently.
Specific challenges included:
- Limited availability for training due to demanding onsite responsibilities.
- An inconsistent understanding of leadership expectations.
- A lack of structured opportunities to practice leadership skills on the job.
- A need to align new training with existing leadership development series.
Solution Presented
Radcom proposed an accomplishment-based training solution anchored in job performance analysis. The program would:
- Define clear leadership expectations for superintendents.
- Prioritize real-world scenarios and practical applications.
- Align with the company’s existing leadership series structure.
- Deliver three content-rich, interactive modules within a two-day timeframe.
Process Executed
Our performance analyst and instructional designer (ID) partnered with the client to design a high-impact leadership program. Our approach combined research-driven analysis with real-world job alignment to ensure relevance and engagement.
- Job Analysis: Our analyst interviewed managers and high-performing superintendents and identified 18 key work outputs.
- Training Focus: The team selected 7 outputs that required leadership development and designed training around them.
- Content Development: Our ID created PowerPoints, facilitator guides, and participant guides based on themes of supportiveness and communication.
- Modular Design: This included:
- Self-assessment and leadership introduction.
- Module on creating a supportive environment (safety, culture, development).
- Module on communicating effectively (expectations, listening, feedback, adversity).
- Instructional Strategy: The session design used discussion, scenarios, and peer sharing to foster engagement and retention.
- Reinforcement Tools: Flip-charted best practices, takeaway action plans, and additional learning suggestions were located in participant guides.
- Learning Framework: The team linked all content to five job-relevant categories, namely safety, quality, schedule, cost, and people.
Outcome
The pilot program launched with 75 participants and received enthusiastic feedback:
- Participants felt energized, engaged, and emotionally connected to the training.
- The training was described as “an exchange of ideas,” not a lecture.
- Participants reported heightened leadership awareness and practical takeaways.
The program was rolled out to over 350 superintendents in 2025.
Client Testimonial:
“The design and development of the course achieved our goal. There is a good balance in this training between learning content and activities to reinforce the learning. After attending this training, superintendents have expressed that they have a heightened understanding of their leadership role.” — Director of Knowledge and Learning