Hey Dawgs! I’d like to hear about the experiences in this community about dealing with the psichological stress that comes from trying to do things in line with your values and contrary to how things have historically been done. There is tangible results that show how working with empathy builds momentum, but at the same time it presents a “risk” in terms of control, for people in “upper management” and that “ invisible” tension is taking a toll in my mind. I would appreciate you al’ s nuggets of wisdom from your experience… For reference, I am in an operations management position.

Calling all old and new dawgs. What are your expectations ( or demands ) from the trade partner foreman/supers I’m looking for specific personal and planning skills we could train on to elevate the pain on our projects. Exclude , know the plans Know Procore . We all know this area is a common topic.

Heather and I are going to submit an abstract on the Red Zone vs. Green Zone jobs. Calling on Old Dawgs to help us come up with a questionnaire. Blowing up Hoots spot here but he has a great idea in the works regarding an app that rates the trustworthiness of a leader based on feedback from the folks that work with that individual. We were thinking of a similar thing for a jobsite, something that rates the health of a job. Workers could fill out a questionnaire anonymously and the results would pump out a score with a threshold above which is a "Green Zone" and below a "Red Zone" job. What kind of questions should be included??

Defensiveness shows up on every project. In high-pressure environments like construction, it can look like short tempers, blame, rule resistance, or shutting down. For some people, these reactions are connected to underlying neurodivergent traits—most commonly ADHD, which affects emotional regulation, stress response, and how feedback is processed. Related patterns such as Rejection Sensitive Dysphoria (RSD)—an intense response to perceived criticism—and oppositional traits often misunderstood as attitude or defiance, can also be part of this picture. Many adults are undiagnosed or unaware they’re affected, and many more work alongside someone who is. The goal isn’t labels or excuses—it’s awareness. When we understand what’s happening beneath the surface, we reduce defensiveness, improve communication, and create conditions where people can stay accountable, engaged, and productive. This is Respect for People. In this talk, Jim Tamm, a former judge and expert on conflict resolution, discusses strategies for improving collaboration by reducing defensiveness within teams.

Team - As mentioned in our lean coffee yesterday, the great, Brent Darnell has offered us the chance to take his online courses for FREE!! Please do not miss this opportunity to gain the necessary Construction Wisdom that our industry is missing!! Thank you Brent for being the epitome of what an Old Dawg is!! A person who has found a better way and is willing to share that with the next generation of builders!! #iValYOU 🧡 Here is the link to our signup page: https://www.brentdarnell.com/signup Once you have signed up, you will be redirected to your Dashboard. Once you are there, hit Browse. Add all 12 courses to the cart. YOU MUST ADD ALL 12! Go to the cart. At the bottom, you will see a place to add a coupon (APPLY COUPON). Add OLDDAWGS26, all caps, you must type it in. Don't cut and paste. That should zero out the cost. Once you hit Proceed to Checkout and pay, you can access all courses! The only promise our team made is that we would provide @Brent Darnell with actionable feedback. Please take screenshots of things that don't look right, work right, etc. Brent - You are a lean construction idol in my book!! Thank you sir!