A new partnership arranged by the developers behind a proposed £20 million Gateshead retail scheme could create work and training opportunities. Fintry Estates and development partner Hargreaves revealed revised plans earlier this year for the 8.2-acre site, off Albany Road, south of the Baltic Business Quarter. It is set to feature a discount food-store, additional retail units, garden centre, micro-brewery/pub, drive-thru coffee shop and a gym, and could create about 138 job. The developers have ow partnered with partnership with Gateshead College to offer work and training opportunities to student in both construction and retail. “Hargreaves and Fintry Estates are serious about investing in Gateshead, the place and the people. As we begin the economic recovery, our proposed £20m development will help pump-prime the local economy, creating around 125 jobs during the construction phase, and around 138 when the scheme is fully operational,” said Graham Wilson, director at Fintry Estates. “We’re proud to be partnering with Gateshead College, to ensure the young people of Gateshead are well-equipped for work. If planning permission is granted, we’ll work together to offer real work experience and employment opportunities for college students on the site, through the construction phase and into operation as a new retail and leisure quarter. The proposed development demonstrates a massive vote of confidence in Gateshead,” Graham added. A planning application was submitted to Gateshead Council by the Newcastle office of national planning and development consultancy Lichfields earlier this year and is expected to be heard later this month (August 2020).

Assisting with a multitude of developmental aspects both professionally and personally, leadership coaching is designed to encourage employees to transform themselves into being the best they can possibly be. It also assists management teams and higher level executives in seeing which aspects of the business an employee really excels in and which blind spots could be improved upon. A recent study by FMI about the impact of leadership coaching in the built environment revealed some interesting findings for the construction sector. Flexible in its approach to business management, coaching is designed to be specifically tailored to the needs to the individual receiving the coaching. Construction firms often create their business model around the ideology of the economy being able to grow and shrink at the drop of a proverbial hat. Leadership coaching is often required in order to sustain this adaptive approach to business, as it allows leaders to be best prepared for a range of challenges the future may hold. The sector has always been volatile, with construction leaders regularly handling levels of complexity and ambiguity that would be considered extreme by the measure of many other industries. This rapid change of pace within the industry has rendered more traditional leadership techniques old-fashioned at best, requiring leaders and executives to better equip themselves to deal with an ever-changing global landscape. Strategic thinking is the name of the new game, aiming to minimise ineffective or knee-jerk responses to the business environment which can cripple an organisation with remarkable rapidity. Introducing coaching into the equation provides numerous benefits to the industry’s leadership by helping to manage transitions and develop essential skills, as well as turning those skills into positive habits for lasting change. Unlike conventional training, a coaching-led approach to development allows for maximum flexibility and agility while still providing the essential, tailored individual support that leaders need. FMI’s study notes four particular areas where access to coaching can provide critical support to leaders within the construction sector. A Sounding Board Executives often feel isolated at the top of their organisations, so access to a coach provides a much-needed “thought partner” who can be reliably confided in, especially as entering senior positions dramatically shifts the working dynamic with former organisational peers. The main workforce is often also critical of the leadership team, both at an individual and collective level, which can result in feelings of isolation and self-doubt, affecting wellbeing and ultimately business performance. Coaches again can step in here to act as valuable neutral parties so that leaders can still give voice to sensitive or complex issues which others below them in the organisation may struggle to empathise with. This leads to improved self-awareness in executives, with many saying that working with a coach as an external advisor has helped them to better understand and process feedback they receive as leaders, in turn producing healthier and more effective leadership approaches and an improvement in their organisations. More Effective Leadership Transitions The idea of “loneliness at the top” only becomes more notable when leaders transition into new roles as part of succession planning. Ambiguous expectations and complexities in taking over leadership from another introduce a “perfect storm” of isolation and self-doubt for many, especially when combined with a significant shift in previous internal relationships. Having a coach on hand to help shift thinking and adapt to a new role proves invaluable, with 91% of FMI’s study participants saying that engagement with a coach made them feel increased readiness for a new role. This development of new active skills and assistance in navigating changing relationship dynamics leads to more capable, confident, self-aware and stable leadership teams. Boosting Role Engagement Employee engagement is a hot topic at the moment given its power in so many aspects of the business world. Interestingly leaders tend not to seek out coaching specifically for the purpose of improving engagement, but nearly 88% of FMI’s surveyed participants said that access to coaching improved their engagement with their roles. Boosting job satisfaction and confidence, as well as helping to reduce the learning curve for new roles and improving relationships in the workplace all contribute to positive engagement. This gives increased likelihood of retention, effectively boosting leadership development ROI in the long term, and almost always produces performance boosts which enhance overall business profitability; a powerful combination. Driving Commitment & ROI As well as boosting “secondary” ROI drivers such as engagement and retention, using coaching as a way to develop specific leadership competencies to drive success will almost inevitably lead to both individual and organisational growth. In the highly volatile E&C environment, covering required skillsets can be time consuming and expensive, but coaching offers a highly engaging way to empower leaders to self-develop while at the same time directly boosting their in-role efficacy. “Multiple research approaches confirm the idea that coaching offers an ROI that verges on the extraordinary,” says Nick Goldberg, founder and CEO at leadership development solution Ezra Coaching. “Investing in leadership throughout an organisation produces enormous benefits, not least of which is maximising engagement and retention potential for employees. By working to make coaching more accessible to all leaders, a business is investing not just in its workforce and culture but in its whole growth trajectory.” While a great deal of focus is often placed on the benefits of coaching for soft skill development, in fact many leaders decided that access to a coach also improved the strategy, culture and even financial health of their organisations. In a challenging sector where the right leaders are a very scarce commodity, investing in people with coaching not only ticks valuable HR boxes but will significantly elevate the potential of the business in its entirety.

Although a university degree is valuable, it isn’t the best route for every high school graduate. Many college graduates today work outside of their degree, in spite of devoting several years of their life to time-consuming studying. According to the Harvard Business Review, recent graduates tend to be underemployed and sometimes don’t get paid enough to cover their school debts and basic living costs. This isn’t to say that no one should get a college degree, but there are other effective routes that lead successfully into high-paying careers. One great example of a satisfying career that doesn’t require a lot of schooling is that of an HVAC technician. Heating, Ventilation, and Air Conditioning HVAC stands for heating, ventilation, and air conditioning. The term refers to the systems in buildings that keep people comfortable. In addition to the heating and cooling systems, the HVAC needs in a building generally include adequate ventilation, moving fresh air into homes or businesses, and moving air away. Especially as construction becomes more air-tight, it’s important that ventilation systems replenish the oxygen in buildings. A good ventilation system also moves carbon dioxide, excess humidity, and unpleasant smells. HVAC work also includes attention to the filters on heaters, AC units, and vents. Filters remove dirt, allergens, and other particles from the air. More Than Installation and Repair Work The work done by HVAC technicians has a big impact on the health and comfort of the people who live or work in buildings. These professionals are responsible for installing and completing maintenance for heating, cooling, or combination systems. They may be hired to plan or repair ventilation or climate-control systems in homes or businesses. There’s more involved in keeping these systems running than just showing up to complete repairs. Technicians must understand how factors such as the size of the room, the amount of insulation, and how much power is available to affect the successful operation of heating, cooling, and ventilation appliances. HVAC Schooling Although some education and training are required to become an HVAC technician, the amount of time spent in a classroom and the cost of the training is much less than would be spent for a university degree. Most employers require a high school diploma or equivalent; it is easier to get a job with more education or some time spent in an apprenticeship. There are some schools that specifically offer a certificate or an associate degree for HVAC work. These often take less than a year and may be offered online. HVAC Training In addition to earning the initial certificate, some technicians opt to complete trainings specific to focused areas of heating, cooling, and ventilation. For example, a technician may choose to focus only on refrigeration systems, or a technician may choose to handle installations, leaving maintenance and repair work to another professional. Sometimes, technicians specialize in specific equipment, such as commercial refrigeration or heating systems. Much of this training happens while on-the-job whether through an internship or similar program. Licensing and Certification In a few cases, it isn’t necessary to have schooling or training to get a job as a technician. However, many states require a license and certification. When states require a license, the technician may need to successfully complete an exam and verify a specific amount of postsecondary schooling or work experience or a combination of both. Certification, on the other hand, is required for every technician. The U.S. Environmental Protection Agency requires the completion of Section 608 certification before anyone works with refrigerant. Further Training and Certification Technicians with more experience and more completed training under their belts are more likely to get comfortable jobs and make more money. Some of these options include specialized training for heat pump systems, electrical work, or HVAC load calculations. It may also be helpful for HVAC technicians to develop skills such as welding, customer service, and plumbing. Job Security There’s a lot of demand for HVAC technicians, and as long as people want to feel comfortable in their homes, there will probably be a consistent demand for them. The job growth in this area is comparative to electricians and plumbers (other jobs that pay well without a lot of school requirements.) The median pay for heating and air conditioning technicians, according to the U.S. Bureau of Labor Statistics is $48,730 per year and $23.43 per hour. A Path to a Satisfying Career Pursuing a college degree may be the best route for some careers, but it isn’t the only route to successful employment and a comfortable lifestyle. The path to working as an HVAC technician is shorter and less expensive than completing a college degree. The workload and continuing education requirements aren’t as demanding as working part or full-time while attending a university. Overall, the path to a successful career as an HVAC technician requires some schooling, training, licensing, and certification. Once these requirements have been completed, work as an HVAC technician can lead to satisfying employment and a comfortable life.