Episode Description:
If you lead field teams in building automation, you already know the challenge. Technical skills alone do not create strong field leaders.
Many teams still rely on the old method of learning by watching someone work and figuring things out along the way. That approach is starting to break down as projects get more complex and the workforce continues to change.
Strong field leaders are developed through intentional mentoring. Not just technical coaching, but guidance that builds judgement, communication, and leadership in the field.
This episode explores what effective mentoring actually looks like in the building automation industry and why developing people is one of the highest leverage actions a leader can take.
Topics Covered
• Why traditional learn by watching is failing in the field
• The role mentoring plays in developing future field leaders
• Balancing technical capability with communication and leadership skills
• How real projects can become development opportunities
• Why protecting your mentoring capacity matters
Someone invested time to help you grow in this industry. The question is how you pass that forward to the next generation of field leaders.
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The building automation industry is changing. Systems are becoming more complex, projects are moving faster, and companies face increasing pressure to deliver results with smaller, less-experienced teams. In this environment, developing strong field leaders is critical.
For many organizations, mentoring still happens informally. A new technician follows an experienced technician, observes how work gets done, and slowly picks things up through experience. That approach worked when systems were simpler and when teams had more time to learn through trial and error.
Today, that method is no longer enough. Field leaders need intentional development that builds both technical ability and leadership capability.
Learning by observation has long been the default training method in the trades. Someone new joins a team, shadows an experienced technician, and gradually learns through exposure.
The problem is that this model assumes several things that are no longer guaranteed:
In reality, many field leaders are already stretched thin. Deadlines are tighter, staffing shortages are common, and experienced technicians often carry heavy project loads. When mentoring is left to chance, development becomes inconsistent.
Some technicians grow quickly while others struggle without clear guidance.
Effective mentoring goes beyond teaching someone how to configure controllers or troubleshoot a network issue. Field leaders must develop a broader set of capabilities to represent the company and lead work in the field.
Strong mentoring focuses on several areas of development:
Technical capability
Technicians must understand systems, programming, integration, and troubleshooting.
Communication skills
Field leaders interact with contractors, project managers, and customers. Clear communication prevents confusion and keeps projects moving forward.
Judgment under pressure
Unexpected problems happen on every project. Leaders must evaluate situations and make decisions quickly.
Leadership presence
Field leaders often coordinate crews, manage subcontractors, and represent the company on job sites.
These skills do not develop automatically. They require guidance, feedback, and structured opportunities to practice.
One of the most effective ways to mentor field leaders is through real project experience.
Instead of explaining concepts in theory, mentors can intentionally assign responsibilities that build both technical and leadership skills.
For example, a mentor might identify two development goals for a technician:
The mentor then selects an upcoming project task that addresses both.
A technician might be asked to run a kickoff coordination meeting with a contractor or lead a portion of the commissioning process. After the task, the mentor and technician review what went well and what could improve.
This approach turns everyday project work into structured development.
Many mentoring relationships fail because they rely on occasional conversations or informal check-ins.
Consistent structure helps both the mentor and the mentee stay focused on growth.
A simple recurring meeting can make a major difference. Even a short check in every two weeks creates an opportunity to discuss progress and prepare for upcoming challenges.
During these conversations, mentors can focus on questions such as:
Consistency builds momentum and keeps development moving forward.
Mentoring requires energy, attention, and patience. It is easy for leaders to underestimate how much effort it takes to guide someone through real development.
When mentors take on too many people at once, the quality of mentoring drops.
A single well-developed technician often creates more long-term value than several technicians who receive limited guidance.
Field leaders should be realistic about how many people they can mentor effectively. Clear communication with management about mentoring capacity protects both the mentor and the development process.
One of the most important steps in mentoring is also one of the simplest.
Have a direct conversation about development.
This is not a performance review or evaluation. It is a discussion about growth and direction.
Key questions include:
These conversations create alignment and help both mentor and mentee focus on meaningful progress.
Building automation continues to evolve. New technologies, integrations, and expectations require skilled professionals who can lead projects and solve problems in the field.
Developing those professionals does not happen by accident.
Intentional mentoring builds technicians who can think critically, communicate effectively, and lead work with confidence.
Every experienced professional in the industry learned from someone who invested time and attention in their development. Passing that knowledge forward strengthens teams, companies, and the entire workforce.
Strong mentors create strong field leaders. Strong field leaders move the industry forward.
For a deeper discussion and insights from the field, listen to this episode on the Smart Buildings Academy podcast.