Why I Was Passed Up for a Management Promotion — And What Construction Leaders Can Learn
Navigating the path to leadership in the construction industry isn’t always straightforward. For many professionals striving to grow, the jump from a solid team player to a trusted manager can be a tough transition — especially when you’re unexpectedly passed up for a promotion.
In this episode of Construction Trailblazers, host Samantha C. Prestidge shares her personal story about being passed over for a management role early in her career — and why, with hindsight, she agrees with that decision. This candid reflection offers powerful lessons for construction business owners, team leaders, and emerging managers looking to sharpen their leadership skills, improve communication, and boost operational efficiency.
If you’re ready to build stronger teams and lead with confidence, this episode sheds light on the leadership pitfalls to avoid and practical steps to elevate your management game.
Key Takeaways from This Episode
Prioritization is Essential: Not all tasks are created equal. Learning to prioritize projects based on impact is critical to leading effectively.
Avoid Office Gossip: Building trust and professionalism means steering clear of gossip and focusing on constructive communication.
Focus on Solutions, Not Just Problems: Great leaders identify inefficiencies but also proactively propose improvements.
Seek Clarity and Communicate Goals: Align your work and your team’s efforts by clarifying priorities and goals regularly.
Support and Develop Your Team: Managers should help employees connect the dots and grow into leadership roles by coaching and guiding them.
Prioritize Like a Pro: High-Impact Work Over Busywork
One of the biggest reasons Samantha was passed up for promotion was a lack of prioritization. Early in her role, everything felt urgent — every task screamed “do this now!” Without understanding how projects fit into the bigger company goals, she found herself overwhelmed, sometimes spending too much time on low-impact work while critical projects lagged behind.
For construction leaders and managers:
Help your teams distinguish what truly moves the needle versus what feels urgent but isn’t strategic. Encourage regular check-ins on project priorities and deadlines, especially when workloads pile up. This not only improves operational efficiency but also empowers your employees to make smarter decisions independently.
Cut the Gossip — Build a Culture of Trust and Professionalism
Samantha admits she was a “go-to” person for venting and gossip in the office, which eventually affected productivity and contributed to a negative work culture. Even if you’re not actively gossiping, absorbing it or allowing it to linger can drag down morale and team cohesion.
How to turn it around:
Create clear boundaries around gossip in your workplace. Encourage open, solution-focused conversations. Offer a trusted ear for employees who need to vent, but guide those talks toward constructive outcomes instead of negativity. As a leader, address conflicts head-on rather than letting rumors fester — sometimes a direct conversation with the involved parties can nip issues in the bud.
Be a Problem-Solver — Don’t Just Point Out Problems
Spotting inefficiencies and challenges is important, but what truly sets leaders apart is their ability to propose actionable solutions. Samantha recalls how she often focused on what was wrong without offering ideas for improvement, which painted her as a complainer rather than a contributor.
For teams and managers:
If you notice a process that’s broken or inefficient, take a step further and ask yourself: What could fix this? How would that solution impact other parts of the business? Managers should encourage employees to come with solutions or at least ideas for solutions, fostering a culture of continuous improvement rather than frustration.
Seek Clarity and Align With Team Goals
Overwhelm can cloud judgment and make it difficult for employees to see how their work fits into larger goals. Samantha encourages individuals to ask their managers for clarity about priorities and departmental objectives. This dialogue ensures everyone is rowing in the same direction.
Leaders, take note:
Regularly communicate your team’s goals, priorities, and how each role contributes to the bigger picture. Help your people understand why certain projects take precedence and how their contributions matter. This clarity increases engagement, reduces wasted effort, and drives operational excellence.
Develop Your People — Help Them Connect the Dots
Managers play a critical role in helping team members grow. Samantha’s experience highlights how providing clear guidance on priorities, professional boundaries, and problem-solving skills can prepare employees for future leadership roles.
Actionable tip for managers:
When your team brings up problems, instead of brushing them off, ask: “How would you solve this?” Encourage creative thinking and coach your team through the solution-finding process. This mentorship builds confidence and develops the next generation of effective leaders within your construction company.
Final Thoughts
Being passed up for promotion can sting, but sometimes it’s the best opportunity to reflect, learn, and grow. Samantha’s story is a reminder that leadership isn’t just about doing your job well—it’s about growing in maturity, strategic thinking, communication, and team development.
If you recognize any of these challenges in yourself or your team, use these insights as a roadmap for improvement. Prioritize wisely, foster trust, focus on solutions, seek clarity, and invest in your people.
Ready to dig deeper?
Listen to the full episode of Construction Trailblazers to hear Samantha’s story in her own words and discover practical strategies for building a more efficient, people-focused construction operation.
Have a similar story or question? Connect with Samantha on LinkedIn or email her at hello@constructiontrailblazers.com — she’d love to hear from you!