Forget Hierarchy — How This Construction Company Runs as a True Team

Construction Genius

What happens when leadership isn’t about control but about a shared goal? What if the future business world looks more like a team, not a hierarchy? As more companies reconsider the traditional structures, models like worker cooperatives and employee-owned cooperatives are gaining momentum. They offer a way to codify culture, share decision-making, and maintain purpose beyond the founder’s occupancy. These models present an agreeable alternative in a time when millions of small businesses face uncertain futures. It’s time to see ownership as not a privilege for the few but a path for the many.

John Abrams is a succession planning consultant, workplace democracy advocate, author, and the co-founder of both South Mountain Company and Abrams+Angell. He retired and handed over the company he started at age 24 in 2022, and started Abrams+Angell with his partner. They consult with the triple bottom line (TBL) businesses to help them with succession planning, worker co-op conversions, financial literacy, leadership development, and business effectiveness. He is the author of “From Founder to Future: A Business Roadmap to Impact, Longevity, and Employee Ownership,” which provides knowledge, strategies, and tools to help business owners successfully complete transitions. He joined us today to talk about forgetting hierarchy and running a company as a true team.

HIGHLIGHTS

[02:30] Understanding B corporations.

[05:56] The Impact of Codifying Company Culture.

[10:24] The importance of clear leadership for effective decision-making.

[13:00] The differences between worker cooperatives, ESOPs, and employee ownership trusts.

[15:00] What is democracy in business?

[18:07] The importance of listening in a coorperative environment.

[19:35] Turning the leadership into the next generation.

[23:45] Open book management.

[28:44] Employee ownership options.

KEY TAKEAWAYS

1. Regardless of how formal your systems become, stay focused on the human connection.

2. Protect what makes your culture unique; growth and structure don’t erase the personal touch.

3. Define roles and trust them, collaborations don’t mean everyone decides everything.

4. Hire people who align with your values, not just job descriptions.

5. Transitioning leadership takes intention, patience, and trust.

RESOURCES

Connect with John Abrams

LinkedIn – linkedin.com/in/john-abrams-3bb94683/

Website - abramsangell.com/

From Founder to Future: A Business Roadmap to Impact, Longevity, and Employee Ownership

By John Abrams

amazon.com/Founder-Future-Business-Longevity-Ownership/dp/1523006811

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