People · Processes · Profit
Crew accountability without owner escalation.
When foremen improvise and authority is unclear, jobs wobble and owners get pulled back into the field. This is how we install predictable accountability.
Signals accountability is missing
- •Foremen wait for approvals that should be routine.
- •Standards change by crew because the playbook is verbal.
- •Coaching conversations happen only after issues surface.
This page is a deep dive on the People pillar. The full operating system ties accountability to Processes and Profit.
What leaders ask us
“How do I get foremen to run the plan without me?”
Accountability fails when decision rights, rhythms, and coaching tools are missing. We install all three so crews execute the plan and own outcomes.
Decision rights that are explicit
We map who decides, who is consulted, and what auto-approves so decisions stop boomeranging to the owner.
Field rhythms that repeat
Daily huddles, weekly look-aheads, and issue logs that keep crews aligned without ad-hoc check-ins.
Coaching that sticks
Scorecards and feedback templates that make performance conversations specific and frequent.
People · Processes · Profit
Accountability works when the other pillars support it.
We tie decision rights to standard operating procedures and to the financial signals that matter. Accountability is enforced by structure, not personality.
People
Role charters and escalation paths make ownership visible. Leaders know what they own and when to involve the owner.
Processes
Work instructions, checklists, and change-order rules align every crew on the same playbook.
Profit
Job-costing dashboards and variance alerts link accountability to margin protection.
Ready to install accountable crews without owner escalation?
We align decision rights, field rhythms, and coaching so foremen own outcomes and owners get their time back.