REDSON CONSTRUCTION Builds More Than Structures

REDSON CONSTRUCTION

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REDSON CONSTRUCTION Builds Future Leaders Through an Interactive Supervisory Development Seminar

There are seminars where people attend because they are required to.

There are seminars where participants spend the entire day secretly counting the hours until dismissal.

And then there are seminars where people actually participate, laugh, compete, reflect, learn, and occasionally forget they are attending a training program.

I sincerely hope this was one of those seminars.

Recently, I had the privilege of conducting a Supervisory Development Training Program for 27 engineers, supervisors, and staff members being prepared for future supervisory positions at Redson Construction and Supplies, Inc.

The whole-day activity was held at Elim-Palm Mountain Resort in Pandanon, Murcia, a beautiful property owned by the company’s owners.

But before I talk about the seminar itself, let me tell you how this engagement started.

How It All Started

Looking back, this training opportunity actually began with another seminar.

Everything started when Redson Construction’s HR Officer, Ms. Anne Camolista, attended one of my talks sponsored by Intellicare.

One thing I have learned over the years is that you never really know who is sitting in the audience.

Some people attend because they genuinely want to learn.

Some attend because attendance is required.

And sometimes, someone in the audience is quietly evaluating whether you are worth inviting for another speaking engagement.

Thankfully, Ms. Anne belonged to the third group.

After the seminar, she asked me to submit a proposal.

Of course, like any professional consultant, I immediately prepared the proposal.

Well… after coffee.

Maybe after two cups of coffee.

Eventually, I was invited to Redson Construction’s office where I met with their Chief Financial Officer, Ms. Marivil Ang.

We discussed their people development initiatives, leadership goals, and the type of supervisory competencies they wanted to strengthen within the organization.

The meeting went very well.

No trick questions.

No surprise examinations.

No requests to solve engineering equations.

Thankfully.

A few discussions later, the training was approved.

And as they say…

the rest is history.

It was another reminder that every seminar creates opportunities beyond the training room.

You never know whose life you may impact.

And apparently, you never know whose HR officer is quietly sitting in the audience taking notes.

A Resort So Beautiful It Almost Distracted the Speaker

Now let me talk about the venue.

Because honestly, it deserves its own section.

As far as I know, Elim-Palm Mountain Resort is not yet open to the public.

And honestly, I have no idea if there are plans to open it.

But if they do, visitors are definitely in for a treat.

The training hall featured large glass doors overlooking the mountains. While discussing leadership, communication, accountability, and workplace challenges, participants were treated to breathtaking views of nature.

Now imagine trying to discuss conflict management while the mountains outside are quietly whispering:

“Forget work. Stay here forever.”

The place was stunning.

The viewing deck offered panoramic views that could easily become your next Facebook profile photo.

The infinity pool looked like it was having a conversation with the sky.

And the cool mountain air made everything feel calm and refreshing.

Several times during the breaks, I found myself wandering outside simply to admire the scenery.

Then I remembered I was the speaker.

Not a tourist.

Not a travel blogger.

Not someone looking for a retirement property.

So I returned to the training hall before somebody noticed.

REDSON CONSTRUCTION | Building Supervisors, Not Just Structures

One thing I appreciate about Redson Construction is their willingness to invest in people.

Construction companies do not simply build roads, buildings, warehouses, and infrastructure.

They also build leaders.

The participants represented a mix of engineers, current supervisors, and employees being groomed for future supervisory positions.

Because let’s face it.

Being technically competent is one thing.

Managing people is another challenge entirely.

Some individuals can solve highly technical problems but struggle when dealing with employees who arrive late, resist instructions, misunderstand directions, or occasionally create workplace drama worthy of a primetime television series.

That is why supervisory development matters.

What We Covered

Throughout the day, we explored several important leadership topics.

1. The Modern Supervisor

We discussed how supervisors today are expected to do more than monitor tasks.

Modern supervisors must become:

communicators
coaches
mentors
motivators
problem-solvers
culture builders

In short, supervisors now wear many hats.

Sometimes so many hats they probably need another supervisor just to supervise all those hats.

2. Effective Workplace Communication

One of the biggest workplace problems often begins with communication.

Or the lack of it.

We explored communication barriers, active listening, clear instructions, and how misunderstandings can create unnecessary operational problems.

As I often tell participants:

“What is crystal clear to you may be completely unclear to somebody else.”

Especially when somebody only listened to the first half of your instructions.

3. Emotional Intelligence in Leadership

This session generated plenty of discussion.

Because no matter how advanced technology becomes, people remain people.

Employees have emotions.

Supervisors have emotions.

Even engineers have emotions.

Although some hide them exceptionally well.

We discussed emotional intelligence, stress management, handling difficult personalities, and maintaining professionalism under pressure.

4. Problem Solving and Decision Making

Construction environments move quickly.

Problems do not send appointment requests before arriving.

They simply appear.

We discussed practical approaches to problem-solving, decision-making, and workplace accountability.

5. Teamwork, Motivation, and Accountability

This section focused on building productive teams without relying solely on authority.

Because fear may create compliance.

But trust creates commitment.

And committed teams almost always outperform fearful teams.

6. Adaptability in a Changing Workplace

The workplace continues to evolve.

Technology changes.

People change.

Business conditions change.

And supervisors who refuse to adapt eventually discover that change adapts around them anyway.

REDSON CONSTRUCTION Builds More Than Structures—It Builds Leaders — Screenshot

No Death by PowerPoint

One thing I strongly believe is that adults do not learn effectively by staring at PowerPoint slides for eight straight hours.

Honestly, neither do I.

That is why I always try to make my seminars highly interactive.

The day was filled with:

workshops
simulations
discussions
leadership challenges
structured activities
reflection exercises
games

And yes, there was competition.

Because nothing reveals leadership styles faster than putting people in a timed activity with bragging rights involved.

The room remained energetic throughout the day.

People participated.

People laughed.

People debated.

People shared experiences.

Thankfully, nobody appeared to be checking airline schedules or planning an escape route.

At least not that I noticed.

Did They Enjoy It?

Now this is the part where I should probably tell everyone how amazing the facilitator was.

Unfortunately, the facilitator was me.

And writing glowing reviews about yourself feels awkward. Hahahaha!

Imagine reading:

“The speaker was brilliant.”

“The participants were captivated.”

“The facilitator was charismatic, engaging, insightful, and remarkably handsome.”

At that point, even I would stop believing myself.

So instead, I will simply say this:

I had an amazing time.

Yes, I talked almost the entire day.

Yes, my voice probably rendered overtime.

Yes, I consumed more water than usual.

But I genuinely enjoyed every minute.

More importantly, I did not notice many bored faces.

Nobody appeared to be sleeping.

Nobody appeared to be questioning their life choices.

Nobody threw anything at the speaker.

For a trainer, those are already excellent indicators.

Based on the verbal feedback I received throughout the day, many participants said they enjoyed both the learning experience and the activities.

At least that’s what they told me.

Unless all 27 participants secretly enrolled in acting classes.

Thank You, Redson Construction

My sincere thanks to the management of Redson Construction and Supplies, Inc., especially Ms. Anne Camolista and Ms. Marivil Ang, for trusting me to facilitate this leadership development program.

It was a pleasure spending the day with professionals who were eager to learn, participate, share ideas, and prepare themselves for greater leadership responsibilities.

Leadership development does not end when the seminar ends.

The real test begins when participants return to work and start applying what they learned.

And judging from the engagement I witnessed throughout the day, I am confident many of them will do exactly that.