Leadership Execution in Civil Construction

From strained teams to high-performance culture – how one construction company transformed through Leadership Execution

Background

In the high-pressure world of civil construction, performance isn’t just about machinery and materials – it’s about people. In 2023, one of New Zealand’s leading infrastructure companies approached HALO Training with a challenge: improve leadership execution, reduce operational inefficiencies, and build a culture of trust and accountability – without slowing down delivery.

The organisation was experiencing:

High staff turnover
Inefficient labour practices
Communication breakdowns across sites
A lack of role clarity, feedback, and team cohesion
Margin pressure due to rework and poor execution on the ground

Despite being a technically capable business, leadership was the missing link. What they needed wasn’t more theory – they needed tools, structure, and execution.

The HALO Approach: Execution, Not just Education

We began with WayPoint©, HALO’s leadership execution and measurement system. This allowed us to:

Establish baseline leadership capability
Map organisational engagement
Measure operational and financial pain points
Create an execution plan, tailored to leaders at all levels

Over 12 months, the organisation rolled out HALO’s execution-focused leadership program – targeted workshops, leadership rhythm tools, psychometric-backed coaching, and on-site delivery support.

The focus wasn’t on changing people. It was on helping them lead – clearly, consistently, and confidently.

Organisational Impact (2024–2025)

1. Organisational Engagement

By embedding practical tools like the HALO Feedback Loop©, leadership intent became action – and communication improved from the site shed to the boardroom.

Overall Engagement:
Up from 77.4% to 82.4%,
outperforming the NZ average (67%)

Communication & Feedback:
↑ 14.7% (clarity, respect, and feedback loops built into daily operations)

Relationships & Team Dynamics:
↑ 13.6% (with team cohesion and trust
visibly improving on site)

Organisational Alignment:
↑ 6.2% (more staff understood the ‘why’
behind the work)

“The difference was visible. Conversations changed. Accountability lifted. And people felt heard.”

2. Leadership Capability

Through structured coaching, on-site simulations, and practical frameworks (like the HALO Leadership Presence Model©), leaders didn’t just learn – they executed.

Overall Leadership Capability:
↑ 30% across the organisation

“Leads” Competency:
↑ 37% clarity, direction, and decision-making under pressure)

“Grows Others”:
↑ 44% (mentoring, coaching, development plans embedded)

“Gets Results”:
↑ 12% (a visible shift in ownership and execution mindset)

Leaders began to understand that performance wasn’t about being in control – it was about building trust, giving purpose, and letting others lead.

3. HR & Workforce Metrics

This cultural and leadership shift didn’t just feel different – it performed differently.

Retention:
↑ From 41% (2022–23) → 59% (2023–24) → 114% (2024–25)
(including a 30% increase in staff size)

Labour Inefficiency:
↓ From 25% to 18%

Rework Rates:
↓ From 1.79% to 1.05%

The business also integrated HALO-backed psychometrics into its recruitment, onboarding, and development processes – streamlining hiring and accelerating role clarity from day one.

4. Financial Performance

Margins don’t lie. Leadership execution showed up where it matters – on the bottom line.

Actual Margin:
↑ From 11.8% (2023) to 14.6% (2024)

Damages (as % of gross profit):
↓ From 7.28% to 4.13%

In construction, where margin slippage is often accepted as “just part of the game,” this improvement created real competitive advantage.

Why It Worked: The HALO Execution Model

This isn’t just a workshop series. It’s a robust and effective system. HALO’s Execution Model ensures leadership development isn’t just learned – it’s lived.

We measured upfront: Leadership capability, engagement, business performance
We held ourselves accountable: HALO was responsible for reporting improvement alongside the business

“We don’t just train leaders. We track what matters, and we help them execute.”

The Bottom Line: Leadership Built for Pressure

The result was more than numbers.
It was leaders who showed up differently.
It was teams that trusted each other.
It was a company no longer guessing—but executing.

“This wasn’t just leadership training. It was a total shift in how we lead, communicate, and deliver.”