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The data center boom is fully underway, and the numbers are staggering: billions of dollars in costs, millions of square feet worth of buildings, gigawatts of energy, and millions of gallons of water used per day. But before these AI-fueling behemoths can get up and running, there’s an extensive amount of prep work needed to build the infrastructure those data centers rely upon, with a whole other set of staggering costs, material flows, and resource requirements. The infrastructure behind (and below) the data center boom is in the midst of its own massive scale building boom, with no end in sight. That’s created a thriving business for the companies that provide the raw materials used to make that infrastructure. “The focus for the most part is always on the facility . . . but what gets a lot less attention today is actually what it takes to build the infrastructure around them,” says Nathan Creech, president of the Americas division at CRH, the $81 billion market cap building materials company. “Most people don’t see the below-the-ground infrastructure for water, for telecom, for energy that it takes, or the road systems to get in.” CRH is the largest building materials company in North America and Europe, providing aggregates, cement, road, and water infrastructure for building projects around the world. The company is currently working on more than 100 data centers in the U.S. This data center work was highlighted in the company’s third quarter financial results as a “robust” growth area and part of its $11.1 billion in quarterly revenue, which the company expects to continue to rise for the foreseeable future. Grading and site preparation underway at a Microsoft data center construction site in Aldie, Virginia. October, 2025. [Photo: Lexi Critchett/Bloomberg/Getty Images] Most of CRH’s large data center projects are covered by nondisclosure agreements, but you can probably imagine some of its potential customers. As competition for AI dominance heats up, so-called hyperscalers like Amazon, Meta, Google, Microsoft, and Oracle are investing in ever bigger data centers. AI companies like OpenAI and Anthropic have announced multibillion-dollar data center building sprees. According to one report, total data center construction spending is expected to exceed $52 billion in 2025. These investments will lead to a lot of state-of-the-art buildings. But first, they’ll require even more traditional infrastructure. And with construction material costs rising 40% over the past five years, all that infrastructure is part of the reason so much money is being spent to build these data centers. “Think about the water, energy, and communication systems required to operate themit’s a huge logistical challenge and demands a significant amount of expertise,” says Creech. What it takes to build a data center Once a big tech company has identified the site for a new data centera process that requires its own complex calculus to balance spatial demands, electricity generation capacity, and access to watera significant amount of concrete and asphalt has to be laid down. [Image: courtesy CRH] The estimated size of data centers varies from 20,000 square feet to 100,000 square feet, but CRH notes that average data center building typically requires 150,000 tons of aggregates, or enough to build a four-mile long lane of interstate highway. This is used to lay the concrete foundation for the building, as well as subsurface structures like water retention cisterns and retaining walls. Most of this material is mined and supplied locally. Roads have to be built to access these sites both during construction and operation, requiring even more raw materials. CRH operates more than 2,000 manufacturing plants and quarries across the U.S., and Creech estimates that 85% of U.S. datacenters sit within 30 miles of one of these facilities. For those projects that aren’t located near an existing facility, CRH builds them. [Image: courtesy CRH] “You hear about the main investments, but what you never hear about are the investments that we’re making in greenfields and building out new mines and making sure that there’s asphalt plants and concrete plants and pipe plants and paver plants that are in the area,” Creech says. “Because our products, you can’t ship them very far.” Speed has become a priority for many of these projects. Earlier this year Meta revealed that it was accelerating the startup time for new data centers by building them with hurricane-proof tents. A spokesperson told Fast Company at the time that tents are currently being set up as part of at least one of the multi-gigawatt data centers the company is building, located in New Albany, Ohio. [Image: courtesy CRH] Creech says this time pressure has also changed the way CRH approaches these big projects. Typically site works and utility infrastructure can take between three and six months to build, but he says there have been cases where CRH has sped up the delivery timeline of the baseline concrete pad infrastructure to just four weeks. An Amazon Web Services data center under construction on Quail Ridge Ln in Stone Ridge, Virginia. March, 2024. [Photo: Nathan Howard/Bloomberg via Getty Images] The race to stand up AI data centers has some analysts concerned about overbuilding, cautioning that dynamics in data center technology and future demands may put some of the infrastructure being built at risk of becoming obsolete or even unnecessary. Some have even called this an “infrastructure bubble.” In the near term, none of these concerns seem to be stopping the building boom that’s now underway. And as it continues to progress, it’s going to require a whole lot of concrete. [Image: courtesy CRH]
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The Phoenix Mercury rebranded for the first time in team history, and the new look is part of a wider trend across the WNBA as teams modernize their logos for a growing league. The new Mercury logo shows an “M” that’s a simplified version of the letter taken from the team’s old script wordmark. The bottom of the “M” is angled up at 19.97 degrees as a nod to the team’s 1997 founding as one of the league’s eight original franchises, and it’s set on a circle with a crescent shadow that represents the planet Mercury. The modernized logo was designed in-house. The rebrand comes at an inflection point for the team, which lost star player Diana Taurasi to retirement in February, and lost the 2025 WNBA championship to the Las Vegas Aces in October. The Mercury are considered the WNBA’s best-run organization, according to an anonymous survey of WNBA players released by The Athletic in July, in part because of their facilities. Mercury President Vince Kozar tells Fast Company, “Our goal is to make it as easy as possible to be a fan.” From left: The teams previous logo, and the new one [Image: Phoenix Mercury] It also comes at an inflection point for the league. Game attendance is at an all-time high, and the WNBA is expanding. The Golden State Valkyries joined last season, with the Portland Fire and Toronto Tempo set to debut next year, and future franchises planned for Cleveland, Detroit, and Philadelphia, which would bring the league to 18 teams by 2030. In a more crowded league, teams are simplifying their branding to stand out. Before the Mercury, the New York Liberty introduced a simplified version of the teams Statue of Liberty logo in 2020 that’s just Lady Liberty’s hand holding a torch. And in 2021, the Seattle Storm dropped a logo showing a detailed Space Needle illustration in favor of a simpler form of the landmark. “What we learned looking at the Storm and Liberty examples was you can do a really clean modernizationone that cleans up the 90s busyness of the logo and streamlines your color schemewithout completely rebooting or reimagining your marks,” Kozar says. [Image: Phoenix Mercury] The mark is the team’s primary logo, but it has other new marks too, including those that set the team name in a futuristic sans-serif font. There’s a global mark that wraps the Mercury logo in a roundel, a “Merc” logo that writes out the nickname over a map outline of the state of Arizona, and a “PHX” logo that Nike created in 2021. Kozar says these additional marks, which will appear on uniforms, courts, and merchandise, “just give our brand so much more depth and diversity.
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Authenticity is currency. You can spend it recklessly and go broke, or invest it strategically and build wealth. Most leaders are choosing bankruptcy without even realizing it. Right now, workplaces are debating authenticity. Some call “bring your whole self to work” a dangerous myth that punishes marginalized employees. Others claim it’s the secret to engagement and retention. Both are rightand both are missing something. Unfiltered authenticity without skill can be destructive. And yes, marginalized employees pay a higher price when they try to be authentic in systems that weren’t built for them. But your team already knows when you’re faking it. That difference between genuine authenticity and performed authenticity determines everythingtrust, safety, retention, innovation. Think about the best leader you’ve ever had. Now the worst. What separated them? Kevin Built Wealth. Nancy Went Broke An employee once described two former managers to melet’s call them Kevin and Nancy. Kevin had emotional intelligence. When you sent an email that landed wrong, he’d follow up: “Hey, I think you meant this . . .” He remembered small details from weeks ago. You felt seen. He operated from a place of genuine care. Nancy was polished. She said all the right things about supporting her team. But over time, you realized it was packagingfriendly but transactional. Like a car salesman calling you “buddy” while steering you toward the close. Surface-level all the way down. The result? People trusted Kevin enough to be vulnerable, to take risks, to bring their full selves. With Nancy, they performed. Stayed professional. Protected themselves. Kevin built wealth. Nancy went brokelosing her best people in the process. The Cost of Going Broke When leaders perform authenticity instead of practicing it, the price is steep. Trust erodes: Employees start second-guessing everything you say. They stop bringing you problems until they’ve become crises. They smile in meetings but vent about you in private Slack threads. Performance declines: When people feel unheard, they stop trying. They do the minimum, knowing their ideas will be dismissed or reworked later. Half-hearted efforts, wasted hours, and endless redos are all symptoms of leadership that performs authenticity instead of practicing it. Psychological safety vanishes: When you fake authenticity, your team learns to fake it right back. No one risks being vulnerable or challenges ideas. Creativity dies quietly in conference rooms where everyone nods along. Your best people leave: Not always loudly. Not immediately. But they start looking. They stop investing. They give you their labor, not their loyalty. For marginalized employees, the cost is even higher: Research shows the toll of code-switching and masking isn’t just emotionalit’s biological. Black adults, for example, “weather” years faster under chronic workplace stress, aging 6.1 years beyond their peers. Ninety-one percent of neurodivergent employees mask their traits at work, and most report burnout as a direct result. That’s what happens when people spend their careers navigating leaders like Nancyconstantly calculating, code-switching, and self-protecting while leadership performs its way through “authenticity.” It doesn’t just drain engagementit literally accelerates aging and drives talent out the door. What Building Wealth Actually Looks Like Kevin didn’t just happen to be authentic. He had the emotional intelligence to make authenticity work. Here’s what that looks like in practicethe four pillars of authentic leadership: Self-Awareness (Know Yourself): Kevin knew his triggers and blind spots. When he got impatient, he recognized it and communicated expectations clearly instead of lashing out. Nancy probably had no idea how she came acrossor worse, she knew and didn’t care. Transparency & Honesty (Show Yourself): Kevin admitted mistakes and shared challenges thoughtfully. Nancy talked about transparency but never revealed anything real. Her vulnerability was scripted. Consistency & Integrity (Be Yourself): Kevin’s actions matched his words whether you were in the room or not. People knew what to expect. Nancy adapted to the audiencewarm in meetings, different behind closed doors. Respectful Adaptation (Balance Yourself): Kevin was authentic without being unfiltered. He knew how to disagree respectfully, to be real without being reckless. Nancy confused polish with professionalism and never learned the difference. Without EQ, authenticity is chaosbluntness masquerading as bravery, oversharing disguised as vulnerability. With EQ, authenticity becomes the foundation for trust, creativity, and growth. Check Yourself Before You Wreck Yourself Here’s the uncomfortable truth: You might be Nancy and not know it. Cognitive dissonance lets us live with a lie. When we forfeit self-awareness for comfort, we convince ourselves we’re being authentic while we’re actually performing. We package our niceness. We script our vulnerability. We say the right words while our team watches our actionsand knows better. If this stirs some discomfort, that’s your cue to practice emotional intelligenceto pause, reflect, and not defend. Try this on Monday morning: Practice the pause. When someone challenges you, do you immediately defendor take a beat to ask, “What if they’re right?” Audit yourself. Do you remember what your people tell you? Do you follow up weeks later? When you admit a mistake, are you learningor just managing your image? These small acts separate the leaders building wealth from those heading toward bankruptcy. The Return on Investment When you invest authenticity wiselywith emotional intelligence as your guidethe returns compound: Trust multiplies: People stop hedging. They bring their full thinking, their wild ideas, their honest concerns. Problems get solved faster because no one’s wasting energy performing. Retention stabilizes: Your best people stay not for perks but for purpose. They don’t just work for youthey work with you. Innovation accelerates: Psychological safety fuels risk-taking. Teams build what mattersnot just what looks good in presentations. Culture sustains itself: Authentic leaders create authentic teams. It spreads. New hires learn what’s truly valuednot what’s written on the wall, but what’s modeled in the room. The difference between Kevin and Nancy wasn’t personality or charisma. It was the willingness to do the inner work required to show up authentically and skillfully. Kevin built wealth because he had the emotional intelligence to make authenticity work. Nancy went broke because she never learned th difference between saying the right words and being real. The question isn’t which leader you want to be. The question is: Which leader are your people actually experiencing?
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