TRAINING BUILT FOR CONSTRUCTION
Welcome to the Construction Training Reimagined Resource Hub
A free resource for HR, L&D, Superintendents, Safety Leads, and Field Leaders working to build training that actually connects with construction teams. This guide is field-tested, peer-informed, and jobsite-ready.
Use it when you’re stuck—or when you just need a little (or a lot of) clarity and structure.
Jump to what you need:
Download the Builder’s Workbook
In construction, we build structures that last, but the real legacy is the people we mentor along the way.
This interactive 28-page workbook is a free, no-strings-attached resource designed to help superintendents, L&D professionals, HR leaders, and mentors build impactful training programs for their teams. Whether you're an executive, a field leader, or someone who's just passionate about growing others, this guide is for you.
Download the 9-Element Builder’s Workbook:
(No email required. No automatic sign-up. Just free and shareable.)
What's Inside? 9 Elements of Effective Construction Training Interactive Prompts & Worksheets Coaching Tips & Cohort Building Tools Final Checklist for Piloting and Iterating Your Program
6 Common Hurdles (And How to Solve Them)
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Construction Training Reimagined – webinar Companion Workbook
A fillable worksheet designed to accompany the live webinar experience—or guide you through the key questions and concepts independently.
This companion workbook is a slim, tactical version of our session—ideal for teams who joined the webinar, or for those who want to quickly reflect on the biggest hurdles in training and explore new ideas.
You can use it:
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To debrief or lead a short group discussion
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As a self-reflection tool
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To prep your next training or coaching rollout
No email required—just download and use it. Share it freely with your team or peers in the industry.
💡 Want to go further?
Explore our full 28-page Builder’s Guide here:
Peer Insights from the Webinar
Real Questions. Real Feedback. Real Solutions.
1. “How do we get buy-in from field leaders who’ve been through every training out there?” Peer Suggestions: Keep it short and field-useful. Avoid long theory blocks—focus on jobsite relevance and time-efficiency. Peer delivery works best. A respected Superintendent or foreman introducing or co-presenting the material builds credibility. Avoid the flavor-of-the-month feel. Use language that’s tied to daily challenges—not abstract leadership jargon. Leverage storytelling. One attendee shared success with “war stories” that turned into teachable moments, not lectures.
2. “What makes training actually stick—not just sound good in the moment?” Peer Suggestions: Microformats and repetition. Several participants emphasized small, frequent touches: “Toolbox talks once a week are better than one 4-hour event.” Use real examples and familiar problems. Like rework, delays, difficult conversations—people remember what feels familiar. Create usable visuals. One person shared they made “cheat sheets” for crews to post inside gang boxes or lunch trailers. Follow-up prompts. Others have sent 1-question texts or emails weekly after training for reinforcement.
3. “How do we deliver training across multiple locations and jobsite cultures?” Peer Suggestions: Give regional autonomy with a consistent core. One idea was to deliver a central framework (like the 9-elements), but allow each site lead to adapt examples and delivery. Video from the field. Someone shared success with short 2-minute videos featuring field leaders explaining “how we do it here,” which helped bridge jobsite-specific nuance. Keep the tone familiar. Avoid making it feel like a corporate broadcast—use their words and familiar language.
4. “What makes for a great facilitator in our environment?” Peer Suggestions: Personality matters more than polish. One company said they train foremen and PMs to lead sessions, not polished trainers—because crews respond better to “our own.” Facilitators should admit what they don’t know. A culture of humility builds connection, especially when rolling out new tools. Mix roles. Several attendees emphasized the value of pairing someone from leadership with someone from the field to co-facilitate.
5. “What’s a good cadence for training?” Peer Suggestions: Avoid overload. One safety director shared they went from monthly to every 6 weeks because “the crews were overloaded.” Use repetition to your advantage. Others shared how reinforcing one core idea across 3-4 weeks (in different formats) works far better than one info-dump. Quarterly rotations. Some teams use a quarterly focus—e.g., communication in Q1, accountability in Q2—then re-loop the following year.
6. “How do you track whether training is working?” Peer Suggestions: Short pulse surveys. Many recommended 1–2 question feedback tools right after sessions or weekly. Behavioral observations. A few noted that when the field started using shared language (“Check the story you’re telling yourself”), they knew it was landing. Ask the crew. One participant shared they involve team members in post-training reviews—"What would you change? Did it help?"
Webinar Recap & Transcript Highlights
Missed the webinar? Or want to revisit what was shared? Below is a detailed summary and curated transcript from the Construction Training Reimagined workshop. We’ve organized the discussion into key topics so you can jump to the sections that matter most—without scrolling through pages of raw transcript.
about your hosts
Beth Haselhorst is a partner to construction companies that want their training to be practical, engaging, and immediately transferable to the job.
She collaborates with teams to create learning experiences that reflect real-world processes and drive better performance on the jobsite and beyond. With over two decades of experience, Beth helps organizations clarify messaging, align their teams, and navigate moments of growth and change with clarity and trust.
As founder of Media-Vox, she brings deep insight into how construction teams operate and provides a grounded, thoughtful approach to solving complex training challenges.
Amy Powell is a former Project Manager turned leadership and communication coach, with over 21 years in the construction industry. After years supporting superintendents and field teams on complex projects, she stepped into a Director of Training role and quickly realized how hard it was to build training that actually sticks—especially for busy field teams. That realization led her to pursue a Master’s in Adult Education & Training and launch Well Works.
At Well Works, Amy designs practical coaching, workshops, and programs to help construction professionals grow essential skills like communication, emotional intelligence, and leadership. Her focus is helping the people who keep projects moving do their best work—under pressure, in the field, and on the go.