Galloway knows that a thriving business depends on more than just today’s leaders—it requires a strong bench of future leaders as well.
In a panel discussion at the annual conference for Mile High Society for Human Resource Management (SHRM), Galloway President Dave Guetig, PE, highlighted how commitment to developing leaders is key to sustainable growth. Backed by his experience in scaling Galloway from 30 in 2013 to 320 employees today, Guetig underscored the power of trust, alignment, and detailed communication between HR and company executives in building Galloway’s leadership bench.
“Trust is built when there is alignment on leadership values as well an awareness of emerging company leaders. It is important to lead our emerging leaders by example,” said Guetig.
He also emphasized that transparency and clear communication about decisions, intentions, and actions, foster a collaborative environment for leadership at Galloway. It is important that employees better understand business objectives and feel supported.
Project managers, for example, significantly influence team culture, and investing in them is a key element to Galloway’s growth strategy. Guetig highlighted the importance of developing strong leader skills in these individuals to improve retention and create a positive work environment.
Focused Leadership Development from Day 1
Leadership development at Galloway begins the day new hires walk through the door. The onboarding program introduces employees to the core of Galloway’s culture and common language, including training on the 13 Behaviors of a High-Trust Leader, the Full Spectrum Approach™, and the Culture Index. Through these onboarding sessions, Galloway’s newest team members are introduced to foundational elements of Galloway’s culture, including behaviors that establish trust, holistic thinking, and innate characteristics of each individual that contribute to the overall team.
A Plan for Career Growth
Another tool that Galloway utilizes to support career growth is the “Job Stream”—a visual guide that clarifies role expectations and outlines a clear growth path. Each employee also participates in an annual “Employee Growth Plan” discussion with their manager, which is a meaningful conversation about personal development goals and how leadership can help support them. With a defined Job Stream and Employee Growth Plan, Galloway employees and managers have more productive conversations about where the employee wants or needs more experience and how they see themselves with the company in the future.
Galloway also recognizes the importance of providing guidance to emerging leaders and offers a robust mentorship program open to all employees. Galloway’s mentorship program is not only for career support and advocacy, but it also serves to assist mentees in completing licensure goals for creating an upward trajectory within their specific career discipline. Additional mentorship for rising leaders at Galloway comes through the Associate Program, which is a pathway for partnership at Galloway. Galloway Associates are the company’s future leaders and owners, and the mentorship that they receive through the program supports succession plans that help Galloway retain top talent and drive future business growth.
Whether you’re an experienced professional or an early career apprentice, check out the current openings at Galloway for opportunities to grow your career with us!
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