From Training Events to Daily Operating Rhythm
The Challenge
Training investments produced high satisfaction scores but no visible behavior change on the production floor. Supervisors attended workshops, rated them highly, and returned to the same patterns within weeks. Leadership development felt like a check-the-box activity rather than a business priority. The disconnect between training content and daily reality made sustainment impossible.
The Approach
Here is how we installed leadership infrastructure:
Moved from event-based training to infrastructure installation with clear behavior definitions
Built MMI reinforcement into daily huddles and weekly supervisor meetings
Connected guiding behaviors to operational metrics supervisors already cared about
Created peer accountability structures that made leadership development visible
The Results
Supervisors began using guiding behaviors in daily huddles without prompting
The behaviors stuck because they were reinforced weekly, not annually
Safety conversations improved as supervisors guided rather than directed
Turnover in frontline roles decreased as supervisor consistency improved
"We stopped training and started installing. The difference is that now the behaviors are part of how we operate, not something we remember from a workshop."
VP of Operations
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