I moved to Florida in 1992, right before Hurricane Andrew hit on August 24, 1992. I was young, ready for a new adventure, and honestly, it never occurred to me that a Category 5 hurricane could hit, or even what that truly meant if it did. They say ignorance can be bliss.

Fortunately, for me and many of my co-workers, I was living in Sunrise, Florida at the time, in a brand-new development where the utilities were buried underground rather than mounted on overhead poles, which was considered state-of-the-art infrastructure for residential communities back then. We hosted those with power outages for more than a week.

Looking back now, I realize how many people relocate during the summer months with the same mindset I had at the time focused on opportunity, family, career growth, schools, lifestyle, and the excitement of a fresh start, without always fully understanding the realities that can come with a major move, even potential weather events.

According to major moving companies and U.S. Census Bureau data, approximately 60%–70% of all household relocations in the United States occur between May and August, with June, July, and August representing the peak moving season. July alone is consistently the single busiest moving month in America, accounting for approximately 20% of all annual household moves by itself.

Even people who have relocated before for a project, promotion, or through their company often underestimate how different each move can be. A new market, company culture, leadership style, cost of living, commute, school system, weather pattern, or support structure at home can completely change the experience.

We are currently working with families relocating to Florida by choice this summer, and many are timing the move around closing out one school year in another state and starting a new school year in Florida. What many people do not realize is that even school schedules can vary by county and whether the children attend public or private school.

A practical way to think about it:

• May–August = peak family relocation season
• September–April = more individual, renter, retirement, or financially driven moves

For those of us in Construction Management and leadership guidance, this timing matters more than many realize.

A brief heads-up for employers and candidates alike:

Many executive-level construction professionals are not moving slowly because they lack interest. They are often coordinating school calendars, spouse careers, housing transitions, project close-outs, bonuses, custody schedules, and their children’s emotional stability all at the same time.

Florida schools also generally start earlier than many northern states, which compresses relocation timelines and creates pressure on housing, enrollment, and transition planning much earlier in the summer.

This is one reason many strategic career discussions begin in January through March, intensify during the spring, and ultimately result in relocations over the summer months.

Sometimes understanding the timing behind a move tells you just as much about the person as the resume itself.

One way to gain additional insight into the relocation process is through Everything DiSC®, helping individuals better understand their natural communication style, decision-making tendencies, stress responses, and how they interact with the many people involved in a successful transition both personally and professionally.

How Different DiSC Styles Tend to Approach a Move

One of the most overlooked aspects of relocation planning is that people do not all process change the same way emotionally, professionally, or practically.

If you do not know your DiSC style, a major life transition such as a relocation, career move, or leadership change may be the perfect opportunity to better understand how you naturally communicate, process stress, make decisions, and respond to change.

D Style (Dominance)

A high “D” style may focus on speed, opportunity, compensation, control, and getting the family settled quickly so they can get back to producing results. They often underestimate the emotional adjustment side of the move because they are focused on execution.

Tip for the Employee:
Slow down long enough to communicate with your spouse, children, and team about the transition, not just the outcome.

Tip for the Employer:
Be direct, organized, and efficient. A “D” style relocating for your company wants confidence that leadership has a plan, clear expectations, and decisiveness.

i Style (Influence)

An “i” style may become excited about the adventure, lifestyle, new relationships, and possibilities, but sometimes underestimate the logistics, timelines, or stress the transition creates behind the scenes.

Tip for the Employee:
Stay organized and realistic with timelines, budgets, and commitments during the move.

Tip for the Employer:
Keep communication positive and relational. Help them build connection quickly with the team, community, and culture.

S Style (Steadiness)

An “S” style is often the most concerned about stability, routine, relationships, schools, family comfort, and how everyone will emotionally adjust. They may appear slower in decision-making because they are thinking about the impact on everyone involved, not just themselves.

Tip for the Employee:
Communicate your concerns openly instead of carrying the emotional pressure silently.

Tip for the Employer:
Do not confuse caution with lack of interest. Provide reassurance, consistency, and patience during the transition process.

C Style (Conscientiousness)

A “C” style will typically want to research everything housing, schools, commute times, insurance, taxes, weather patterns, contracts, and long-term financial implications before feeling comfortable making a decision. They often reduce risk well, but can become overwhelmed trying to make the “perfect” move.

Tip for the Employee:
At some point, you will need to move forward with imperfect information. Do not let over-analysis create paralysis.

Tip for the Employer:
Provide detailed information early. The more organized and transparent the process feels, the more trust you will build.

Most construction leaders are a blend of styles but understanding how someone naturally processes change can help employers, spouses, and even the individual themselves communicate more effectively during a relocation.

Sometimes what looks like hesitation is actually someone trying to create stability, reduce risk, or protect the people counting on them.

At Florida Construction Connection and through The Breistol Method®, we specialize in helping both the employer and employee communicate more effectively through major career and relocation transitions.

What started for me as a young woman moving to Florida in 1992 for a new adventure eventually became building a life here, raising a family here, and spending more than 30 years working alongside Construction Management professionals throughout the state of Florida and beyond.

Over those years, I have watched people relocate successfully and I have also watched incredibly talented people struggle unnecessarily simply because they underestimated the importance of communication, timing, expectations, family dynamics, marketplace differences, and cultural fit.

We understand Construction Management, leadership pressure, project demands, and the realities of relocating into and throughout Florida because we live life in the same marketplace we work in every day.

Sometimes the difference between a successful transition and a costly one is not talent alone, but communication, expectations, timing, and having the right people helping guide the process.

Whether you are a company strategically hiring leadership or a construction professional considering a move for your family and career, we help define, distinguish, and develop the right fit for long-term success.

To A Successful Relocation to Elevate Your Life, Work, and Family,

Suzanne Breistol

Florida Construction Connection
305-361-0094