Most contractor firms discover leadership gaps at the worst possible moment: when a project is at risk, a key person leaves, or growth stalls.
OIG's Leadership Intelligence™ system gives HR directors and firm leaders the visibility to identify readiness gaps, build succession pathways, and develop leadership at scale before the moment of urgency. Strong leadership pipelines are an investment, not just a cost. The firms that build them are less exposed when a key leader leaves.
Intelligence compounds through people. Organizations compound when the people inside them do.
Schedule the Intelligence CallWho is actually ready for the next role?
The LRI™ tells you, with data and not assumptions.
Do our systems keep, grow, and replace people?
The LWIA™ maps the organizational gaps.
How do we develop the bench systematically?
The Accelerator builds it, cohort by cohort.
How It Works
Intelligence first. Development second. No program is designed before readiness is understood. Every path begins with the LRI™ — because you can't build what you haven't assessed.
A 30-minute conversation about your firm's leadership landscape. Where are the gaps? What's the succession risk? What's the cost of the current gaps to growth? We'll tell you whether OIG is the right fit and what the engagement would look like. The questions are built to surface at least one leadership gap firm leadership isn't actively tracking.
Employee self-assessment, independent manager assessment, and a calibration conversation to align on readiness. Produces a clear picture of who is ready, who is developing, and where succession risk concentrates. Every engagement begins here — before any development program is designed. 30-day process. Starting at $2,500 per assessment. An initial engagement can be scoped for approximately 5–15 leaders, depending on firm size and objectives.
The organizational lens that answers whether the systems exist to keep, grow, and replace people at scale. Assesses retention health, attraction capability, development maturity, succession confidence, leadership system consistency, and future readiness — scored 1–5 across six dimensions. Used alongside the LRI™ for multi-site and enterprise firms. Starting at $8,500.
Based on LRI and LWIA findings, OIG recommends the right development path — an Emerging Leader Cohort for high-potential individual contributors, a Leadership Accelerator License for enterprise-wide capability building, or a custom Leadership Development Blueprint for complex succession or transformation situations.
Quarterly LRI reviews, system health checks, and Leadership Intelligence™ advisory — integrated with the firm's broader OIG engagement if applicable. Intelligence isn't a project. It's a capability that compounds. Leaders who are actively developed are generally leaders a firm doesn't have to replace as often.
Three Development Paths. One Goal.
Each program is preceded by the LRI™ diagnostic. Development follows intelligence — never the other way around.
For PEs, APMs, Assistants, Foremen, Estimators, Project Coordinators · 10–20 participants · 12 months
A structured 12-month cohort experience that builds the leadership intelligence, project confidence, and business acumen that high-potential employees need to step into the next role. Monthly live sessions, role-based development, and real-world application tied to the firm's actual projects and priorities.
For entire organizations · Multiple offices · 75+ employees · GC and Trade firms
An annual enterprise license that gives the firm the tools, frameworks, and OIG support to run leadership development internally at scale, built around the firm's specific roles and organizational structure. The system is designed to grow with the firm as it scales.
For executive teams · High-growth firms · M&A · Transformation · Succession planning
A fully custom leadership development engagement co-designed with OIG directly. For situations where the standard path doesn't fit — ownership transition, rapid growth, post-acquisition integration, or leadership system rebuilds from the ground up. Direct OIG involvement throughout.
What OIG Finds in Firm Engagements
OIG's framework examines potential gaps across people, operations, financials, and strategy. The findings and priorities differ by firm. Leadership Intelligence™ is frequently among the weakest domains identified — and the most recoverable once a structured system is in place.
Firms promote based on tenure and project performance, not leadership capability. The people who need to run the next phase of growth haven't been identified or developed. Succession plans exist on paper — not in practice. Leadership transitions are rarely sudden. The warning signs are usually visible well before the disruption is.
Operational intelligence — how jobs are run, how handoffs happen, how problems get solved — lives in the people who hold it. When they leave, the knowledge leaves. The firm restarts from baseline every time. Voluntary turnover at the senior level is a real cost in embedded knowledge and replacement time, not just a hiring inconvenience.
Margin performance can vary materially between project leaders, even within the same firm. A structured review can help identify whether leadership practices, commercial discipline, or project controls are contributing to that variation. The firms that close this gap do it through structured development, not hope. Firms with consistent leadership standards across PMs tend to see margin variance narrow over time, instead of depending on which PM is running the job.
The firm's ability to grow is constrained by its leadership bench — not the market. Adding projects, regions, or work types requires leaders who aren't ready yet. Building the bench now is a strategic investment in the growth plan. Firms that build leadership infrastructure tend to scale more predictably than peers who scale through talent acquisition alone.
A free 30-minute call. We identify where leadership readiness gaps exist, what they're costing you, and what the right next step looks like — for your firm and your people.
Prefer email? insights@oigops.com
One practical intelligence brief each week for construction leaders who want better visibility, better decisions, and stronger project outcomes.