I am looking for some help to help others…
Technology in recruitment has advanced significantly in the last couple of years, turning many pipe dreams into reality.
When searching for a new role, what kind of assistance would you seek from a recruiter?
- Do you need help preparing a CV or personal statement?
- What tasks would you prefer to handle on your own?
I am open to a conversation to see how I can best support you. The best ideas always come from those using a service.
https://www.lechley.com/job-details/project-commercial-director-hospitals-in-commercial-jobs-1327317
Fantastic opportunity to join a leading contractor to support and direct the commercial activities of the company.
If you’d like some more information then please give me a call or send me a message and I will call you back
https://www.lechley.com/job-details/environmental-manager-in-environmental-jobs-1337607
Environmental Job for a Tier One Contractor.
Take a look at the link and message me if you’d like to speak when I can explain in more detail
#environmentaljob #hospitalobs #constructionjobs
No one grows by being told what to do all day. Micromanagement might feel safe, but it only leads to confusion and missed goals. People stop caring, they stop thinking, and some will quietly leave.
I have learned that trust builds strong partnerships. Leave space for your people to act. Give them the power to own decisions. You will see the difference in your culture, your results, and your confidence as a leader.
What steps have you taken to move from control to trust in your teams?
Now, look at teams that build real trust. Here is what happens:
1/ People say what is on their mind, even if it is tough
2/ Problems come out early, not too late
3/ Everyone knows they own their part
4/ Results come faster because people act, not wait
5/ Teams feel strong enough to try, to fail, and to learn
I spoke to a candidate last week. He works hard with his team. They share ideas, they talk openly, and they want to deliver. But above them, ownership wants to control every move, checks every detail, never lets go. The result? He cannot stand behind those choices. His team and clients feel let down. Motivation has faded.
In construction, I often hear this. When trust breaks down:
• Motivation drops
• Projects slow down
• Good ideas go nowhere
Micromanagement kills trust. I’ve seen it break teams faster than any deadline ever could.
You know what a team needs most? Not more rules, not more eyes on every step, not another meeting. A team needs trust.
When leaders grip tighter:
→ Decisions get stuck
→ Teams pull away
→ Good people lose their spark
That’s what makes this work worth it. Not ticking boxes. Not just placements.
It’s about helping people and businesses grow, together.
What matters most to you when building a true partnership? Let’s discuss where you see the biggest opportunity for change. 🚀
Through the work that Constructing Excellence, Build UK and DESIGN AND BUILD PUBLISHING LTD, the help that they provide, they are there to open doors to new standards.
- Pushing for more accreditations (we can always raise the bar)
- Using my network to help others see what’s possible
- Building trust, one conversation at a time
Fast forward a few months-partnerships born at these events are leading to:
→ Stronger teams
→ More inclusive sites
→ Real support for new leaders
I see the same at the Women in Construction Awards. The energy is different.
- Nominees who show what strong leadership looks like
- Sponsors and speakers, lifting others up
- The next wave of talent waiting for their shot
Across all these events, one thing is clear. Connections last long after the panel is over. A handshake leads to a coffee. A coffee leads to a real partnership. That’s where growth happens.
It’s not just about jobs, it’s about building partnerships that change the industry for the better.
Every time I step into a room at UK Construction Week , whether in Birmingham or London, I see more than just contracts and open vacancies.
Here’s what stands out:
- Leaders who want to share real stories (not just stats)
- Conversations on recruitment that actually mean something
- Events where talent, not titles, takes centre stage
A strong interview process is not just about finding the right person. It’s about building a reputation as a company that cares about people. In a competitive market, this makes all the difference.
How do you approach feedback in your hiring process? Let’s discuss.
I make it a point to ask, “Is there anything you didn’t get a chance to tell us today that you think we should know?” It gives candidates a sense of closure. And when possible, I offer real feedback-not just a polite “no.” This simple step has led people to recommend our business, even if they weren’t successful.
But the most overlooked step is what happens after the interview. Most candidates will not get the job. How you reject them says everything about your brand. A short, generic message can leave people feeling ignored. Taking time to give constructive feedback shows you value their time and effort. It often turns disappointment into respect.
I’ve seen it many times. The best candidates have options. They are not only being assessed-they are assessing you, too. From the first greeting to the final feedback, every moment matters. A cold welcome or a lack of structure sends a message about your culture. If you’re not prepared or if each interviewer asks the same questions, people notice.
If you skip feedback, you are hurting your brand more than you think.
Every interview is a reflection of your business. The process shows candidates what it’s like to work with you. Even if they don’t get the job, they will share their experience with colleagues, friends, and sometimes even competitors. This can shape your reputation in ways you may not expect.
Taking the leap can be one of the best decisions you make for your personal and professional growth. But you don't have to navigate it alone. Here at Lechley Associates, we specialise in the construction industry and are ready to guide you through every step of this exciting new chapter. We can help you turn those daydreams into a reality.
These career pivots are far more common than they used to be. The days of staying in one job for life are behind us. Your skills are more transferable than you realise, and your experience is valuable in more places than you might think. A change in industry can be a huge advantage.
So, how do you move from thinking to doing? It starts with honest reflection. Ask yourself the big questions. Are you consistently feeling negative about your current work? Does your role actually use your strengths and allow you to grow? Is your work-life balance out of kilter? It’s about taking a proper look at what you have now and what you want for the future.
That emotional rollercoaster is a completely normal part of contemplating a career change. One minute you're picturing yourself in a new role, loving the idea of tackling new challenges and collaborating with new colleagues. Next, you're questioning everything: Am I good enough? Am I making a huge mistake? Is this the right time? These feelings of self doubt are part of the journey, not a sign you should stop.