6 - Building a Better Future: A Vision for Sustainable Practices and Inclusive Leadership
Insights from Jen Hancock on Collaborative Construction and Leadership Development
In this engaging episode, HR Huntsman sits down with Jen Hancock, a trainer and leadership developer at Chandos, to explore her journey in the construction industry and the evolving landscape of talent development. Jen offers a wealth of insights into collaborative construction, the growing importance of training, and how organizations can better engage today’s changing workforce—particularly with the rise of Gen Y and Gen Z professionals.
Jen’s Role in the Construction Industry
Jen describes her role at Chandos as dynamic and ever-evolving, shaped by the unique demands and technological advancements of the construction industry. With a team of over 700 people, she plays a vital role in facilitating training and sparking meaningful conversations across departments. She stresses that for organizations to achieve both business growth and project success, they must invest more heavily in training and facilitation efforts.
Understanding Collaborative Construction
The conversation shifts to the concept of collaborative construction, which Jen defines as a contract model that brings contractors into the design process early on. This approach creates space for collaboration and shared decision-making, integrating the expertise of contractors and encouraging all project stakeholders to work toward mutual success. Having “skin in the game,” she explains, motivates team members to cooperate and address issues collectively instead of pursuing individual interests.
Key Elements of Collaborative Construction
Jen highlights four key elements that drive successful collaborative construction. Early contractor involvement ensures that contractors contribute their insights during the planning phase. Integrated Project Delivery (IPD) is a contract model designed to foster collaboration among all involved parties. Progressive Design Build is another model that promotes shared goals and teamwork. Finally, values alignment encourages teams to define success together at the beginning of a project, ensuring clarity and accountability from the outset.
Challenges and Solutions
One challenge Jen frequently encounters is territorial disputes between different trades and subcontractors. She addresses this by encouraging a culture of collaboration and by co-creating a shared vision of success with all parties. Some team members may feel uneasy about collaborating with others, especially across disciplines. Through values alignment and inclusive dialogue, Jen helps teams become more comfortable and cohesive.
Jen’s Journey into Construction
Reflecting on her own path, Jen shares that she initially aimed to become a teacher. After earning a degree in English and education, she spent several years in the classroom before realizing it wasn’t the long-term fit she had envisioned. She later transitioned to an engineering firm and eventually joined Chandos as a project assistant. There, she discovered her passion for sustainability and collaborative practices, which led her to her current role in leadership development.
Talent Development and Retention
Jen acknowledges the unique challenges facing the construction industry in the post-pandemic era, particularly when it comes to attracting and retaining talent. She underscores the importance of robust co-op programs to bring in junior talent and urges organizations to look beyond traditional engineering pathways when hiring. She also spotlights Chandos’s Leadership Academy, which provides coaching and professional development for employees at all levels—not just senior executives.
Strategies for Talent Development
Jen explains that talent development must be proactive and multifaceted. Robust co-op programs can help companies tap into emerging talent early, while diverse hiring practices ensure broader representation and skill sets. She also believes that every organization should view itself as a training organization first—an entity that happens to produce goods or services, but whose core success depends on how well it trains and supports its people.
Importance of Training
Training must go beyond technical instruction. Jen believes in fostering mastery, autonomy, and purpose—three pillars that keep employees engaged and motivated. Organizations should provide opportunities for people to build skills, think critically, and connect with the larger mission of their work. When training supports personal growth, people become more committed to their roles and their teams.
Adapting to Generational Changes
Jen discusses the importance of adapting leadership approaches to meet the expectations of younger employees. While there are clear generational differences, such as the growing demand for work-life balance and purpose-driven work, she notes that many of these preferences are shared by older generations as well. Gen X and even Baby Boomers are increasingly seeking fulfillment, flexibility, and wellness in the workplace.
Key Considerations for Adapting to Generational Changes
Jen emphasizes that organizations must embrace a shift in mindset. Work-life balance is no longer a luxury—it’s an expectation. Purpose-driven work matters across generations, and organizations must offer meaningful roles that allow employees to grow while contributing to something larger than themselves. Career development pathways should be transparent and attainable, ensuring that all employees feel a sense of direction.
The Changing Workforce Landscape
Jen observes that traditional 40 to 60-hour workweeks are becoming less acceptable across all age groups. Even experienced professionals are now demanding more balanced lives. Organizations must adapt their structures and cultures to support this change if they hope to attract and retain high-performing employees in the years ahead.
Fostering Connection in the Workplace
A major concern among Gen Y and Gen Z workers is a sense of disconnection. A Gallup poll shows that 77% of these workers report feeling isolated. Jen sees this as an opportunity for business leaders to create more connected, collaborative work environments. Promoting connection leads to greater engagement, better teamwork, and ultimately, a more productive workforce.
Breaking the Glass Ceiling
On a personal note, Jen shares her experiences as a woman in a male-dominated industry. Without a technical background, she often felt like an outsider at the beginning of her career. However, she quickly learned to trust her unique perspective and bring her full self to the table. Over time, she gained the confidence to speak up in meetings and contribute meaningfully, helping others see the value of diverse voices in leadership.
Importance of Diverse Voices in Leadership
Jen stresses that representation matters. Organizations benefit from including people with different backgrounds, experiences, and perspectives. Encouraging diversity not only enhances creativity but also ensures better decision-making and a more inclusive culture.
Skills and Strengths
Jen attributes much of her success to her natural curiosity and eagerness to learn. Her passion for sustainability, once considered a niche interest, has become a valuable asset. Her background in teaching has also proven instrumental, giving her the ability to present complex information clearly and support others in their learning journeys.
Key Skills for Success
Curiosity and a willingness to learn are two of the most essential skills Jen believes any professional can develop. Paired with a passion for a particular area—like her own focus on sustainability—these traits can help people carve out unique paths. Her teaching experience has given her the tools to lead training and communicate effectively, helping others grow alongside her.
Overcoming Challenges
Despite her strengths, Jen is open about her challenges. When managing multiple responsibilities, she sometimes struggles with communication and follow-up. Recognizing this tendency has helped her take steps toward improvement, and she encourages others to be honest with themselves about their own growth areas.
Future Aspirations
Looking ahead, Jen is preparing to take on a leadership role at the Alberta Construction Association. She hopes to use her new platform to advocate for sustainability and collaborative construction practices at a national level. Her vision is to create better work environments across the industry and promote long-term, systemic improvements.
Promoting Collaborative Projects
Jen notes that more and more trade professionals are gravitating toward Integrated Project Delivery (IPD) models because of the improved work culture and outcomes. She remains committed to promoting and executing collaborative projects that prioritize shared goals and values.
Advice for the Next Generation
As the episode wraps up, Jen offers heartfelt advice to young professionals. She emphasizes the importance of self-awareness and understanding one’s unique talents. Investing in career counseling and assessments can help individuals align their strengths with their roles, making it easier to find purpose and fulfillment in their careers. She also encourages people to pursue roles that allow them to contribute positively to the world while achieving financial stability.
Conclusion
Throughout the episode, Jen Hancock’s insights reveal how curiosity, courage, empathy, and a drive to serve others are essential for success in today’s evolving workforce. Her story demonstrates that leadership is not about fitting into a mold—it’s about embracing who you are and using your strengths to create impact. From collaborative construction practices to talent development and inclusion, Jen continues to shape the future of her industry in bold and thoughtful ways. Her journey is not only inspiring but also a powerful reminder that by creating environments where people feel connected and empowered, we can build stronger, more resilient organizations for the future.
