Transforming Commercial Construction | Unifying Fragmented Trades | Veteran Leader Preserving Legacies & Multiplying Value

The $550 Billion Problem: Why Trade Fragmentation is Killing Construction Projects

We've all been there. You're renovating your kitchen, and the plumber and electrician can't stand each other. They're playing territorial games, pointing fingers, and working around each other instead of together. You just know you're going over budget.

That same dysfunction happens in commercial construction—to the tune of $550 billion in overruns annually in the US.

But what if the trades actually played nice with each other?

This is what LCAB Holdings is building.

We bring together successful, independent trade companies under one umbrella—creating the skills and resources needed for midmarket commercial construction. Same expertise, less friction, better results.

It's Not a New Idea
This is exactly how the military operates. When you conduct an operation, it's not just infantry doing their thing. We coordinate artillery, aviation, logistics, engineering, maneuver, intelligence—all critical trades working as one force.

If these military trades treated each other like that plumber and electrician in your kitchen renovation, we'd never win a battle.

The difference? Leadership that works together.

The LCAB Model
Our leaders know each other. They've gone through leadership coaching together. They coordinate with and support each other across trade lines.

They're experts in their craft, but they also know how to create uncommon value by working seamlessly with other trades.

Great people + Great processes + Right mindset + Right leaders = Results

The construction industry doesn't have to accept fragmentation as "just how it is." We're proving there's a better way.

Are you a commercial construction business owner ready to be part of the solution? Let's talk about how joining forces can protect your legacy while delivering better outcomes for everyone.

#CommercialConstruction #Leadership #BusinessGrowth #VeteranOwned #ConstructionInnovation

Bob Dixon

Many of you know that I have a weekly Leadership Thought of the Week newsletter. I was doing research while preparing my Presidents' Day message and thought this would be more appropriate to post now.

Many of you know that I have a weekly Leadership Thought of the Week newsletter. It's a quick read designed to get leaders thinking about their leader

Open article: What 200 Years of American Crises Should Teach Us About Leadership in Volatile Times by Bob Dixon • 4 min read

What 200 Years of American Crises Should Teach Us About Leadership in Volatile Times

Every construction site is a battlefield.

Not because of the work. Because of the words.

Industry research says 70% of all communication on site is conflict resolution. Seventy percent.

Yet barely anyone trains their team for it. 

Leaders get thrown into the fire. Figure it out. Put out the flames. Keep the project moving.

Most do it by trial and error. Tempers flare, things spiral, nothing gets built faster.

Nobody hands out blueprints for resolving disputes. We trust foremen and supers will "just handle it." 

That's backwards.

If 70% of the job is conflict resolution, why is training optional? Why isn't it mandatory?

We'll spend weeks on safety or tools. Zero on defusing an argument between skilled trades. Zero on coaching a fired-up supplier. Zero on negotiating with an angry client or city inspector.

What does that cost? Schedule delays. Turnover. Burnout. Lost deals. And sometimes, job site accidents.

Construction is people business disguised as building business. 

You want things built right? Train your people to handle conflict right.

Otherwise, you're just hoping for the best on the most important part of the job.

What if I told you sustainability isn't just about saving the planet?

It's about saving your business too.

When I stumbled upon the MIT Sloan article featuring IKEA's CEO, it struck me how sustainability can double as a competitive advantage.

Here are 3 actionable insights from IKEA's strategy that any leader can apply to gain an edge:

Embrace Circular Economy
 → IKEA is redesigning products to ensure they can be reused, resold, or recycled.

↳ This isn't just ecofriendly; it's costeffective.
→ Ask yourself: How can your products or services be part of a circular economy?

Engage Your Entire Value Chain
 → IKEA is working with suppliers to reduce environmental impact.
→ Consider how you can collaborate with your partners to drive sustainable practices.
↳ Remember, a chain is only as strong as its weakest link.

Empower Customers
 → IKEA encourages customers to buy sustainably and rewards them for it.
→ Think about how you can motivate your customers to join your sustainability journey.
↳ Educate them on the benefits and provide incentives for sustainable choices.

Why does this matter?

Because as leaders, our role isn't just to lead for today but to leave a legacy for tomorrow.

Incorporating sustainability isn't just a trend—it's a responsibility.

And those who do it right, like IKEA, don't just survive; they thrive.

So, leaders, here's a challenge for you:

What one step can you take this week to integrate sustainability into your strategy?

Share your thoughts below or tag a colleague who needs to hear this today.

Rick Maher

Visionary/CEO at Turning Point HCM

Back in 2010, I saw a problem that too many small business owners know all too well—the constant pressure and stress that HR issues create. Big companies had HR advantages that smaller businesses could only dream of. So I set out to change that. That’s when I created our fractional HR model built on one simple promise: the Right Resource, Right Price, Right Time.

Our mission? It’s clear and personal: Releasing the pressure valve for small business owners so they can focus on what matters most—building their legacy.

I built our company on 5 Non-Negotiable Values that aren’t just words on a wall. They’re the compass for how we live, work, and support our family business clients:

1. Family First  
2. Growth is the Only Option  
3. Freedom to Manage Your Way in a Changing Environment  
4. Can-Do, Self-Reliant Attitude  
5. Capitalize on Individual Talents and Behavioral Styles  

Since 2010, we’ve been honored to support over 2,500 family-owned businesses across all 49 states, spanning more than 65 industries. Most of our clients are first or second-generation companies with 10 to 300 employees—businesses just like yours facing the unique challenges that come with growth and change.

Our team? They’re not just HR pros—they’re experienced, US-based employees who average 8+ years with us and hold top certifications like PHR and SPHR. Many bring advanced degrees, and all are committed to solving your toughest HR challenges.

We help you tackle the headaches that keep you up at night: compliance worries, employee conflicts, unclear policies, and strategic growth hurdles.

Ready to take the pressure off and finally move forward with confidence? We’re here to guide you every step of the way.

How Our Living Handbook Combines Tech + Human Expertise to Keep You Protected

What if your employee handbook could update itself? Not just with automated alerts, but with expert human oversight ensuring every line stays compliant with federal and all 50 state laws.

That’s exactly what our Living Handbook does. It’s the perfect blend of cutting-edge technology and real-world HR experts working nonstop to keep your policies current.

No more guessing if you’re compliant. No more expensive, slow handbook revisions. Just fast, reliable peace of mind for CEOs, HR leaders, and COOs who want to stay ahead.

#LivingHandbook #HRCompliance #BusinessProtection #InnovationInHR Michael Nolan, CSL John Glover Christine Reyes Brandon Carter Jessica Barzler Mark Osborne, MBA, CEPA® Katie Casper Cory Hanscom Jake Stahl Clare Price, CEPA

National Fractional HR Firm CEO & Visionary | Stopping HR Fires Before They Burn Your Business Down

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