11
TRANSACTIONS PAPE-DAWSON
ENGINEERS,
LLC
hydrology and hydraulics, and surveying. The firm is headquartered in Statesboro, Georgia with a second office in Atlanta. Maxwell-Reddick is Pape-Dawson’s first acquisition in Georgia. “This acquisition supports Pape-Dawson’s long-term strategy to expand our markets and services through thoughtful partnerships with leading firms across the nation,” said Pape-Dawson President, Gene Dawson. “Maxwell-Reddick’s technical expertise coupled with their
leadership’s commitment to employee satisfaction make the firm a strong addition to the Pape-Dawson family.” “Maxwell-Reddick and Pape-Dawson share similar values, not only in our work but also in our people,” stated Charles “Joey” Maxwell, President at Maxwell- Reddick. “Joining Pape-Dawson allows us to offer expanded resources for our clients and increased opportunity for our employees to grow with us. We’re excited for the future together.”
ACQUIRES
GEORGIA-BASED
FIRM
MAXWELL-REDDICK Pape-Dawson Engineers, LLC has acquired Georgia- based engineering firm, Maxwell- Reddick, as part of its strategy to expand its industry-leading civil engineering, surveying, and land planning practice across the United States. Maxwell-Reddick was founded in 1964 and provides a wide range of services including land planning, civil engineering,
in a controlled environment. While this approach might seem efficient, it inadvertently limits the scope of feedback and learning, potentially skewing outcomes with a narrow set of data, especially if we’re trying to implement change in a larger organization. A more effective strategy involves spreading the initiative across multiple small teams. By identifying and empowering change champions (from the left side of the aforementioned change adoption curve) within various teams, locations, or projects, firms can harvest a rich diversity of feedback and insights. This method not only fosters a more inclusive environment for change but also allows for a broader understanding of what strategies resonate across different segments of the organization. The implications of this approach are profound. By engaging with change at the individual level and recognizing the unique paths different employees take along the adoption curve, AEC companies can foster a more resilient and adaptable organizational culture. This culture not only embraces change but thrives on it, leveraging the collective strengths and perspectives of its workforce. Moreover, having our initiative decentralized with multiple teams or projects offers us a wide range of learning opportunities and ways in which to adapt to the implementation process. This point is especially important when we’re considering technological change, as having more experts ultimately make it easier for them to work (and not be overwhelmed by support requests), and it means a faster adoption of technology in the firm, as there’ll be more in-house experts. From the perspective of these change champions, they’ll be more inclined to stay in the company and lead the change in their environment. Ultimately, the journey of change management is a testament to the power of individual agency within the collective
framework of an organization. It highlights the critical role of empathy, understanding, and strategic planning in navigating the complexities of change. As AEC companies continue to evolve in this dynamic landscape, their success will be increasingly dependent on their ability to foster an environment where change is not just managed but embraced at every level. This people-first approach ensures that the foundation of change is built on a solid understanding of human behavior, enabling a more effective and sustainable implementation of change across the organization. Stjepan Mikulić is founder and CEO of AI in AEC. Connect with him on LinkedIn . Everett Rogers’ change adoption curve, illustrating the spectrum of organizational members from “innovators” to “laggards” ( source ).
AI & AEC TECH SUMMIT With AI being the biggest potential modern-day disruptor in the AEC industry, this conference will provide valuable insights into technological developments on the technical and business side of running a firm of any size in this industry. Leaders will leave with strategies and tactics they can implement to give their people a competitive edge in the profession’s future. Join us May 22-23 in Atlanta. Click here to learn more!
THE ZWEIG LETTER APRIL 1, 2024, ISSUE 1531
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