5 Skills to Help You Lead the Next Generation of Employees
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On the Cover: Cover story
5 Skills to Help You Lead the Next Generation of Employees Learn what makes Gen Z tick? Learn some tips to motivate and inspire them.
Permits On the Rise Throughout Most of Area 11 5 New home starts appear to be up around the region, according to members during the Area 11 Caucus at the National Association of Home Builders’ Spring Leadership meetings. Other popular topics during the meetings were lumber and the One in ’21 campaign.
KCHBA’s Impact Lives On
Ray Fessler recently donated his model home, which won the top prize in the 1959 Greater Kansas City Home Show contest, to the KCHBA. Read about his experience and how it impacted his career.
Safety Solutions Column
By Kansas Builders Insurance Group Answering the hard question about investing in safety: What’s in it for me?
In Every Issue Member News
Anniversaries 21 Residential Permit Statistics
Take Some of the “Work” Out of “Networking”
Do Business Together Muller urged always including a women-owned business when considering who to work with. It’s OK if they ultimately don’t get the business; just giving them the opportunity to be considered will be useful to them.
etworking is not about money, finding a job, making a sale or gathering business cards,” said Alana Muller at last month’s KC Professional Women in Building meeting. “It is about connections, community and belonging. We innately need human connections and we establish communities through those connections in order to create a sense of belonging.”
Participate in Groups Volunteering at a non-profit is an excellent way to expand your network while also sharing your skills, Muller explained. She also suggested bringing someone with you and introducing them to everyone. It’s important to help another woman if you can, Muller noted.
Despite the fact that no one looks forward to networking, it is crucial and must be a priority in your schedule, according to Muller. Hence the name of her company: Coffee Lunch Coffee. Muller provided five tips to assist women in their networking efforts.
Make Yourself Bigger Women tend to close ourselves off and sometimes our posture isn’t as confident as it should be. Muller asked everyone to stand up and do the “Wonder Woman” pose. “It may seem silly but before you go into a big meeting try it and see how it makes you feel,” said Muller.
“How can I help?” Women are notoriously bad at asking for help because they don’t want to look incompetent or weak, according to Muller. When in fact the opposite is true. Muller argues that asking for help with a specific issue actually shows a level of confidence and knowledge not weakness. Be sure to ask others how you can help them as well.
When working a room at an event, Muller suggested positioning yourself either by the bar or the buffet. “Everyone will eventually gravitate to both those areas and you will get to choose who you talk to,” said Muller.
Make Introductions When introducing themselves, women tend to be too brief for fear of bragging, Muller said. Instead, she suggested introducing others. Then you can be each other’s champions and tell people about the great things each of you have accomplished in your careers.
Permits Up Across Area 11
ew home starts appear to be up around the region, according to members during the Area 11 Caucus at the National Association of Home Builders’ Spring Leadership meetings, held virtually between June 14-18. Area 11 encompasses Kansas, Missouri, Nebraska and Oklahoma and HBAs in each area provided an update on the state of the industry in their areas. The HBA of Greater Tulsa’s EO, Jeff Smith, noted starts are up 35 percent from last year and in Topeka permits are up 25 percent, according to Topeka’s Area Building Association EO Katie Nelson. This is in line with the Kansas City metro where housing starts are up 21 percent compared to last year. Permits are up 18 percent in St. Louis, according to Celeste Rueter, EO of the Home Builders Association of St. Louis & Eastern Missouri. The only HBA that noted a decrease in starts compared to last year was Kearney, Neb.
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Several other HBAs have held their Parades. Elisa McAllister from Central Oklahoma Home Builders Association in Oklahoma City noted they had about half the number of homes as usual due to low inventory and the Flint Hills Area Builders Association in Manhattan, Kan., did not host a spring Parade because they did not have enough homes.
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Common Themes During Meetings
The cost of lumber was a discussion point in every leadership meeting. NAHB’s efforts to bring awareness to the unprecedented price of lumber have resulted in Commerce Secretary Gina Raimondo acknowledging the issue and promising to identify actions that government or the industry can take to address these supply chain constraints. Another common topic during meetings was the NAHB’s One in 21 membership campaign. One in ’21 is a campaign to empower members to help grow the Federation. It starts with each member and ends with a stronger, more effective voice at the local, state and federal levels. “Just one conversation can lead to a new member and just one new member can make a difference,” said Mike Fournier, owner of Sonrise Construction in Broken Arrow, Okla.
2021 KCHBA Golf Tournament Scramble Presented by Associates Council
hirty-five golf teams participated in the KCHBA’s annual golf tournament on June 10. Thank you to Kevin Stallings for once again hosting this event at Stone Canyon Golf Club. Congratulations to the following teams for their low scores: Overall 1st Place – KC Pumpman with a score of 55. • Craig Broswick, Joshua Elgin, Chris Robbins Overall 2nd Place – Roeser Homes with a score of 57. • Isaiah Britt, Jeff Sheppard, Kevin Montgomery, Nathan Evans, Austin Roeser Overall 3rd Place – Kansas Builders Insurance Group (KBIG) with a score of 58. • Doug Hamilton, Darin Osterhaus, Craig Preisner, Chris Sullivan • Doug Claussen, Nelson Eddy, Dan Guenther, Jim Robertson
Flight B 1st Place – Teague Lumber with a score of 60. • Sid Adamson, Sean Flandermeyer, Mark Yancik, Mike Yancik Flight B 2nd Place – Sherwin Williams with a score of 60.
Special appreciation goes to the following companies:
• Nate Anderson, Donnie Bowers, Brett Bowes, Rex Schugart
Leaderboard Sponsor: SCI
Flight B 3rd Place – Boise Cascade/Owen Lumber with a score of 62.
Beverage Sponsors: Boise Cascade First Federal Bank of KC
• Pat Miller, Dave Brady, Shannon Williams, Bret Mersman
Birdie Sponsor: Rocktops Granite & Stone Fabrication Flight C 1st Place – First Federal Bank of KC with a score of 65.
Hole-in-One Sponsors: CKF, LLC Canaan Stone Works, LLC Pella Products of Kansas City
• Alex Downing, Keith Fenwick, Chris Miller, Cody Richardson Flight C 2nd Place – SCI with a score of 65. • Rod Savage, Charles Werr, Sarah Harrington, Tym Mosetter Flight C 3rd Place – Robertson Construction LLC with a score of 65.
Premium Hole Sponsors: Elkay Mfg. Co. North American Savings Bank Continued on page 7
2021 KCHBA Golf Tournament
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Continued from page 6
Activity Hole Sponsors: First American Title Real Estate Book & New Home Guide / Design KC
• One Closing • Secured Financing • Quickly Processed Construction Draws
Hole Sponsors: Academy Bank Bank of Blue Valley Bison Tiling, LLC Bovard Insurance Capitol Federal Hermes Landscaping, Inc. Kansas Builders Insurance Group Kansas Gas Service ProSource of Kansas City Stoneworth Building Products Teague Electric Construction Inc.
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New this year was the opportunity to win prizes for a hole-in-one, including a trip to the Super Bowl, a golf trip to Tempe or a $1,000 American Express gift card. Thank you also to Dixon Golf, KCHBA Young Professionals and the KCHBA Professional Women in Building for participating in the tournament.
T RUS T T H E E X PE RT S W I T H YOUR NE W H OM E ! W E SPE CIA L I Z E I N:
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If you would like to reserve your team or sponsorship spot for the 2022 tournament, contact Dawn@kchba.org.
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First Federal Bank of Kansas City Welcomes Cody Richardson
KCHBA Members Judge for Greater Des Moines Home Show Expo
Cody Richardson has joined First Federal Bank of Kansas City as a Construction Loan Officer. In this role, Richardson will focus on providing financing opportunities to home builders and developers within the Kansas City metropolitan area. He is also responsible for developing new relationships in the Kansas City home building and commercial real estate markets. Richardson has over 18 years of experience within the financial and lending industry. He previously served as Vice President at Bank of Blue Valley.
The HBA of Greater Des Moines is hosting its 2021 Home Show Expo over three weekends from July 10-25. This year’s show will feature six homes in the “agrihood” community of Great Western Crossing located in the town of Cumming, Iowa. Agrihoods are defined as a single family, multifamily or mixed-use community centered around working farms. KCHBA members Darnell Blacklock (ReeceNichols) and Dan Carvalho (Stoneworth Building Products) will be traveling to serve as guest judges for this event. Houses are evaluated in a number of areas, ranging from landscaping, layout and livability, outdoor living space and craftmanship.
Roeser Homes Featured on HGTV’s House Hunters Spoiler alert for season 199, episode 8 of HGTV’s House Hunters… they went with Roeser Homes! Homeowners Brett and Jessica were searching for their first house together in Olathe. Head to hgtv.com/shows/house-hunters to find upcoming showings of the episode “No Time to Waste in Kansas.”
Summit Homes Partners with Boys & Girls Clubs During the month of June Summit Homes hosted approximately 30 high school kids from the Boys & Girls Clubs of Greater Kansas City for a career exploration day. Student attendees were shown the ins and outs of new home building and met with industry professionals. The goal of this experience was to show construction and the trades as a viable, and enjoyable, career path after high school.
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McCray Lumber and Millwork Wins National Award The ProDealer Lumberyard of the Year is presented by the National Lumber & Building Material Dealers Association and Hardware + Building Supply Dealer. This award recognizes innovation, growth and performance in accordance with the values of the lumber and building material industry. McCray Lumber and Millwork – your hometown lumber dealer.
KCHBA’s Impact Lives On
n 1958, Ray Fessler was a junior at Shawnee Mission High School. During his junior year, Ray took a drafting class. This teacher encouraged students to enter the model home contest offered by the KCHBA.
“We were allowed to work on our model during class time. There were several high schools in the area that also participated in the contest,” said Ray. “As I recall, there may have been as many as 20-30 models on display at the Home Show.”
Ray’s model was based on a home in the Millhaven subdivision, located off Nall and Shawnee Mission Parkway. “The builder was Jack Bear. I was able to get a copy of the floor plans to follow as I worked on my model,” he recalled. “All the materials used in the model were bought at local hobby shops with the participants' own money. It took maybe 3-4 months, working a few hours a week, to build my model. Everything was built to 1/4” scale.”
Continued on page 11
Ray dipped straight pins into paint to create flowers in the window boxes. All the furniture, from the coffee table to the sinks to the piano, were made by him. Ray notched and cut balsa wood into strips to give the appearance of individual pieces of wood for the roof.
that small scale, Ray needed to put thought into the use of colors and interior features. “Floor coverings had to be to scale and were found in different magazines. They were then cut to fit a room,” said Ray.
Reflecting on his experience, Ray remembers his plan at the time was to become an architect. “I had an uncle who was an architectural engineer and he encouraged me to seek a degree,” said Ray. But the reality of earning a degree didn’t translate to immediate financial gain.
Ray wasn’t the only one in his family to explore the trades as a career. Margaret, Ray’s wife, worked at a residential construction company for 12 years doing the paperwork, and ultimately running insurance and payroll. When the owner decided to retire, Margaret and another employee were asked if they would like to buy the business. They took over with five employees, growing to 19 by the time Margaret sold her shares.
It was at this time Ray went back to work at the auto body shop. And then his life took another turn. “Tragically, I fell in love,” Ray said with a big smile. Ray worked in the auto shop until he was 28 and then decided to go into the insurance business. He spent much of his career as a regional sales manager, travelling between Des Moines, St. Louis, Denver and Omaha. Despite switching paths, “I never regretted working at the body shop because I learned to use tools,” said Ray. “I could take care of my own home.”
“The roof by far was the hardest part to build because of the angles. They all had to meet,” said Ray. “The individual windows were also a challenge. Each individual piece was cut and glued.” Getting everything straight and level took time and patience. “I had to start over several times when I messed up,” said Ray. “The only real tools I had were a small jigsaw and a utility knife.” He used tweezers and glue to set everything in place.
“I recall after my first year at KU they posted the starting salaries of the prior year’s class after five years of school. I was making more money pounding fenders [his family owned an auto body repair shop] than the first year's salary of the graduates,” said Ray. Although there was another realization Ray had around that time. “I dropped my major after discovering I had no creative talents.”
It just goes to show that you never know who you can impact or reach with something as simple as a model home contest. Just think of the impact KCHBA’s current workforce development efforts are having. It’s a long-term commitment that will yield in long-lasting results.
Ray also gained familiarity with trade tools through his model home. He used T-squares, 45- and 30-degree
Stop by the KCHBA to see the model home.
triangles, a drawing board and an architecture scale. Even at
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What’s in it for me?
Answering the hard question about investing in safety. By Doug Hamilton
mproving safety in the workplace requires expending time, money, resources and effort. WHY should an owner, manager, supervisor or foreman tackle the task of improving their company’s safety culture?
always happen. In fiscal year 2020, there were 45,281 total occupational injuries and illnesses reported to the DWC. Of the reported injuries, 41 of them resulted in fatalities. What is the cost of safety? Creating a safety culture within your company won’t happen overnight. It’s not something that happens because you implement a new safety manual or reward employees for an accident-free month with a free BBQ lunch. While neither of these are bad ideas, it will take more.
Is the payoff worth it? Each year in Kansas, about 45,000 workers compensation claims are filed. “Direct losses” are the sum total of amounts covered by insurers, as well as any deductibles paid by the policy holders. These direct losses are any losses resulting from an occupational injury or illness of an employee working for a covered employer. Losses reported to the Division of Workers Compensation (DWC) in fiscal year 2020 totaled $425,993,019.
– It will take listening and allowing your workers to have a voice in the safety procedures that are adopted. Their input will be the backbone of the program itself and will promote the “buy-in” that is essential for the program to gain traction. – It will take accountability. Everyone in the organization should be accountable to abide by the standards that have been put into place. Traditional thinking is to hold workers accountable for safety violations. However, managers, supervisors and owners can’t throw these values out the window just because a job is running behind schedule or a deadline is fast approaching. To truly
Of that amount, 27 percent were deductibles paid by policy holders. The Division of Workers Compensation estimates indicate that calendar year 2019 closed claims had a median total benefit amount of $16,103.12 per claim. It should be the goal of every employer to have their employees go home every night safe and healthy. Unfortunately, that doesn’t
Continued on page 16
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5 Skills to Help You Lead the Next Generation of Employees T
he KCHBA’s Workforce Development Committee’s efforts to promote careers in the residential construction industry are starting to pay off with five high school graduates recently joining KCHBA member organizations.
This group of young professionals are eager to learn and ready to work. They are part of the next generation of workers, Gen Z, born between 1997-2010. This generation is characterized as “digitally native,” meaning they have never known life without technology at their fingertips. Gen Z is the most diverse generation to date in the United States as nearly half of this group are non-Caucasian, a statistic increasing by about 5 percent from the Millennial generation.
A manager is well organized. He or she has a clear project scope and a defined budget that he or she follows. A manager seeks to improve processes on paper and looks for ways to problem solve within the business. While management is more about control, leadership is more about letting go. Leadership is about motivating and inspiring employees to keep them moving in the right direction, i.e., toward the long-term vision of the company. As leaders motivate and inspire people, those employees achieve a sense of belonging, recognition, self-esteem and a feeling of control over one’s life — some of the very same characteristics Gen Z is looking for in their employers.
As Gen Z enters the workforce, they crave stability and expect detailed instructions. They value diversity and skill development. Unlike previous generations, most Gen Z professionals are not looking for a total separation of work and personal life. They are seeking leadership that cares for them as a whole person.
Here are five skills to help you motivate and inspire Gen Z.
Gen Z is also more vocal about the importance of managing mental health. According to the Harvard Business Review, Gen Z reports higher levels of anxiety and depression than previous generations. There are various thoughts on why, but immediate access to the latest headlines that often focus on everything from mass school shootings to climate change to financial instability are thought to be taking a toll on their mental wellbeing. The flip side of immediate access to information is Gen Z is expected to be one of the most well-educated groups ever. When it comes to leading this group, it is important to note there is the distinct difference between leadership and management. Most organizations “today are over-managed and under-led,” according to John Kotter, a business and management thought leader, entrepreneur and Harvard professor. But one is not more important than the other; a harmonious relationship between leadership and management is the goal.
#1: Empathy. There’s no need to get mushy with “I love you, man” stuff. But it’s a skill to understand the emotional makeup of other people and then treat them according to their reactions. You can’t please everyone, but you can help others see different viewpoints and work better as a team. Learning how to practice empathy in your business not only leads to a more enjoyable work environment, but it is also one of the most effective tools you can use to retain talent, according to Harvard Business Review.
According to Kotter, good leaders “regularly involve people in deciding how to achieve the organization’s vision.” This collaborative approach gives colleagues a real sense of controlling their own future. Talking one-on-one with employees can make a big impact. Asking what their goals are and figuring out how the company can help them on that journey will go a long way in making your Gen Z employees feel valued and supported.
#2: Self-awareness The ability to recognize and understand your own moods and drives and how they affect others plays an important role when speaking with Gen Z. Being authentic by being honest with yourself and others will go a long way with this group.
#4 Motivation: If you are a motivated leader, you are passionate about the job you do and the industry you work in. How many times have you driven by a home and thought proudly “I did that”? Gen Z is competitive and this group wants to be judged by their merits. Allowing your Gen Z employee to appreciate where they fit and why they matter will motivate them. Rewarding successes offers employees a sense of accomplishment as well as instills a feeling of belonging to an organization that cares about them.
#3 Self-regulation: The propensity to suspend judgement and think before acting or speaking to a young new hire when they make mistakes will foster trust between you and the employee. Consider the way you express yourself when giving constructive criticism, as well as the timing of when you do it and how. Practicing self-awareness and self-regulation are also useful tools when it comes to coaching and mentoring. When properly coached, new professionals will develop faster because their learning has been enhanced and guided.
#5 Social Skill: Social skill is the propensity for managing relationships and building networks, which leads to the ability to find common ground and build rapport. Social skill translates into being able to effectively build and lead teams. After all, nothing important gets done alone.
Showcasing these skills to the youngest workers can have a ripple effect. Gen Z will play an important role in reverse mentoring, helping more senior workers improve their skills in technology.
It takes time to hone these skills, but for those who do, the benefits that come from effectively managing your Gen Z workers and successfully leading your organization are worth the effort.
change the culture, the safety and health of the employee must take precedence in every situation. Continued from page 12
– It will take constant re-evaluation and updating. Good safety programs aren’t static, they should evolve over time – adapting to changes and new hazards in the industry, changes in jobsites and keeping up-to-date with newly available safety technology. When workers are included in, and feel like they are an integral part of, the company’s overall safety effort, they tend to exhibit the following: • • • •
Higher productivity Better morale and confidence A more cooperative spirit (team players) Increased company loyalty
Making Safety Pay Having a strong safety culture within an organization promotes more than safety – it pays financially, too! Employers can save $4.00 to $6.00 in direct and indirect costs, for every dollar spent on a safety and health program. According to OSHA, workplaces with successful safety and health management systems reduce injury and illness costs by up to 20-40 percent. Work comp premiums, deductibles, and return-to-work programs can add-up to substantial dollar amounts. With fewer workplace injuries, employers will see their experience modification factor drop. This will result in paying less for work comp insurance premiums. Here is a simple example of how employers can save work comp premium dollars: A small company that generates $20,000 in work comp premiums, with an average experience mod of 1.00, would pay an additional $5,000 dollars if losses cause his or her experience mod to increase to a 1.25. Conversely, if a similar size employer was successful at promoting a safe workplace and kept accidents in check, while lowering his or her experience mod to 0.80, would only pay $16,000 in premium. That is $9,000 difference in premium between a company with a successful safety culture and one without. Keeping workers on the job, and not at home after being injured, saves money as well. When injured workers miss time at work, the indirect costs of the claim can include lost production, replacement labor, additional hiring and additional training. Another financial payoff available to employers is choosing a work comp insurance provider that pays a dividend, or a premium refund, based on a favorable loss history. Several standard market insurance carriers pay dividends, while self-insured groups usually pay back a premium refund for group members who contribute positively to the group’s overall losses. Consider asking Continued on page 22
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The Official Publication of the Home Builders Association of Greater Kansas City
July 2021 • Volume 27 • Issue 6 Copyright 2021
Published by the Home Builders Association of Greater Kansas City 600 E. 103 Street, Kansas City, MO 64131 • (816) 942-8800
Editor Kari English Contributing Writers Marcia Jurgens, Paige Waltman Graphics Karla Peterie, Creative Services 2021 Executive Committee President Kevin Kirtley Vice President Tommy Bickimer Executive Vice President Will Ruder Secretary/Treasurer Brian Tebbenkamp Immediate Past President Jerry Braklow Associate Representative Richard Holtcamp Past Presidents Representative Bob Frost
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Anniversaries 1952 Pacific Mutual Door & Window Ferguson Enterprises, Inc. 1978 Tom French Construction, Inc. 1985 MarKirk Construction, Inc. 1992 Ashner Construction Co. 1999 Stewart Title of Kansas City 2001 Atronic Alarms, Inc. First American Title 2003 Apex Engineers Inc. 2004 C & M Builders, Inc. Haynes Equipment Co., Inc. Shaw Construction Inc. NBKC Bank 2005 Security Bank of Kansas City Henk, Inc / Lumber One 2006 K & E Flatwork LLC 2007 CrossFirst Bank Jim Larson Homes LLC 2008 Park Ridge Homes, LLC 2009 RubinBrown LLP 2010 Legacy Flooring Contractors 2012 Northcraft Flooring and Design 2013 Dan Moore Construction Gaumats International LLC Clayco Electric 2014 Gregory Allen Enterprises Missouri Propane Education and Research Council
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Metro New Home Construction Edges Down in May
ew housing starts in metropolitan Kansas City edged lower last month, according to statistics compiled by the Home Builders Association of Greater Kansas City’s (KCHBA). A total of 570 single-family permits were issued in May 2021, compared to the 618 single-family permits issued in April. The region’s residential construction market remains elevated despite the decline in May. A total of 2,612 single-family permits have been issued through the first five months of the year compared to 2,076 during the first five months of 2020. “The inventory of homes on the market in Kansas City continues to be very low,” said Executive Vice President Will Ruder. “Despite recent headlines suggesting that lumber futures prices are retreating from their historic highs earlier in the spring, futures prices do not reflect the actual cost of materials available in the short term. Considering the strong consumer demand, prolonged supply chain challenges, and the threat of future interest rate increases brought on by broader economic pressures, we recommend that buyers seeking a newly built home begin their process sooner rather than later.”
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Kansas City, Mo., ranked as the top city for new single-family construction permits through May with 422 permits, followed by Olathe, Kan., with 328 permits. Overland Park, Kan., ranked third with 302 permits issued in May followed by Lee’s Summit with 275 permits. Rounding out the top five is Blue Springs with 129 single-family permits issued year-to-date.
What’s in it for me? Continued from page 16
your insurance agent to find these types of programs for you. A Great Safety Culture Pays Off While employers have a lot to gain from a well thought out and effective safety culture, employees are beneficiaries as well. Working for an employer with a “safety first” mentality provides employees with greater job satisfaction. A safe and healthy workplace also attracts and retains more quality employees. Workers who do get hurt on the job tend to return to work faster, and are less likely to litigate the claim, due to a sense of loyalty. The company with a true culture of caring for the health and safety of its employees is an asset to its community, operates more efficiently and enjoys a healthy bottom line. Both the business and the workers thrive in a safe, healthy, respectful and caring environment. Doug Hamilton is an administrator at Kansas Builders Insurance Group. Contact him at firstname.lastname@example.org.
Residential Building Permit Statistics
Residential Building Permit Statistics MAY 2021 CASS COUNTY Archie Belton Cass County Cleveland Garden City Harrisonville Lake Winnebago Lee's Summit Peculiar Pleasant Hill Raymore Village of Loch Lloyd
CLAY COUNTY Clay County Excelsior Springs Gladstone Kansas City Kearney Lawson Liberty North Kansas City Pleasant Valley Smithville JACKSON COUNTY Blue Springs Buckner Grain Valley Grandview Greenwood Independence Jackson County Kansas City Lake Lotawana Lee's Summit Oak Grove Raytown Sugar Creek PLATTE COUNTY Kansas City Parkville Platte City Platte County Riverside Weatherby Lake Weston JOHNSON COUNTY De Soto Edgerton Fairway Gardner Johnson County Leawood Lenexa Merriam Mission Hills Olathe Overland Park Prairie Village Roeland Park Shawnee Spring Hill Westwood
Single MultiS-F M-F Total Family Family Total Units Units Units Units^ Units% Units YTD YTD YTD 0 5 0 0 0 1 3 7 0 0 24 0 40
0 0 0 0 0 0 0 0 0 0 0 0 0
0 5 0 0 0 1 3 7 0 0 24 0 40
0 20 0 0 0 5 15 18 0 17 70 0 145
0 49 0 0 0 0 0 0 0 0 0 0 49
0 69 0 0 0 5 15 18 0 17 70 0 194
0 3 0 45 9 0 14 0 0 1 72
0 0 0 0 0 0 0 0 0 0 0
0 3 0 45 9 0 14 0 0 1 72
0 8 3 257 28 0 34 0 0 26 356
0 0 0 0 0 0 0 0 0 0 0
0 8 3 257 28 0 34 0 0 26 356
41 0 6 0 0 14 14 17 0 58 7 0 0 157
0 0 0 0 0 0 0 0 0 0 0 0 0 0
41 0 6 0 0 14 14 17 0 58 7 0 0 157
129 0 55 1 0 36 39 72 0 257 7 0 0 596
0 0 0 0 0 0 0 0 0 0 0 0 0 0
129 0 55 1 0 36 39 72 0 257 7 0 0 596
14 0 0 18 0 0 0 32
0 0 0 0 0 0 0 0
14 0 0 18 0 0 0 32
93 18 0 66 4 0 0 181
0 0 0 0 0 0 0 0
93 18 0 66 4 0 0 181
6 0 0 7 4 8 16 0 0 83 58 7 0 25 11 0 225
0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
6 0 0 7 4 8 16 0 0 83 58 7 0 25 11 0 225
18 0 0 29 20 23 101 0 0 328 302 51 0 103 76 0 1051
0 0 0 32 0 0 0 0 0 70 0 0 0 0 0 0 102
18 0 0 61 20 23 101 0 0 398 302 51 0 103 76 0 1153
Single MultiS-F M-F Total Family Family Total Units Units Units Units^ Units% Units YTD YTD YTD LEAVENWORTH COUNTY Basehor 10 0 63 0 10 63 Lansing 0 0 0 0 0 0 Leavenworth County 6 0 62 0 6 62 Leavenworth 0 0 0 0 0 0 Tonganoxie 0 0 38 0 0 38 16 0 16 163 0 163 WYANDOTTE COUNTY Bonner Springs Edwardsville KCKS/Wyandotte Co MIAMI COUNTY Louisburg Miami County Osawatomie Paola Spring Hill Totals
0 0 2 2
0 0 0 0
0 0 2 2
0 0 56 56
0 0 0 0
0 0 56 56
18 0 0 0 8 26
0 0 0 0 0 0
18 0 0 0 8 26
36 0 0 1 27 64
0 0 0 0 0 0
36 0 0 1 27 64
Comparison of Single Family Building Units for Greater Kansas City (Cass, Clay, Jackson, Platte, Johnson, Leavenworth, Miami, Wyandotte Counties) Month/Year January February March April May June July August September October November December
2014 287 216 362 439 385 364 375 352 383 468 312 328
2015 240 260 393 437 395 438 399 425 462 459 360 432
2016 274 408 542 523 503 578 494 536 424 466 417 352
2017 2018 457 463 477 463 571 549 562 564 504 598 567 569 512 485 480 514 514 353 583 485 502 354 468 276
2019 2020 234 355 234 475 357 438 411 434 391 374 387 421 471 493 429 444 396 557 500 510 410 404 434 461
2021 406 482 536 618 570
Comparison of Permits By Units Issued Year to Date
2014 - 2021 2014 2015 2016 2017 2018 2019 2020 2021
S-F Units 1689 1724 2250 2571 2637 1627 2076 2612
M-F Units 1604 1269 1555 1049 494 1094 1202 151
Total Units 3293 2993 3805 3620 3131 2721 3278 2763
^The Single Family number is units and includes both attached and detached units. %Multi-Family units are in buildings with 5 or more units. # Not available at time of report Permit information reflects the most recent data at time of publication. In order to ensure accurate recording of residential building permit statistics, the HBA may revise monthly and year-to-date figures when updated data is made available. Copyright 2021 Home Builders Assoc of Greater Kansas City. All rights reserved.
& E N I W L L U P 21 20
WHEN: AUGUST 26TH ; 6-9 PM
WHERE : SVB FLOORS 4200 Main St., Grandview, MO 64030
The Wine & Whiskey Pull is the KC Professional Women in Building Council’s annual fundraiser. Funds will support its education and event programming — including a future scholarship program. Buy cork and barrel tickets when you register for the event. At the event, pull barrels/corks from a container and find the corresponding bottle in the display of wine and whiskey. That bottle is yours to take home.
Ticket purchase required for entry
$20 – Cork Ticket, $25 – Barrel Ticket RSVP by August 13th
Signature Cocktails Raffles Prizes Live Music Silent Auction