Numbers, not testimonials
Anybody can collect a nice quote at the end of a training week. Here's what happened six and twelve months later.
Manufacturer, Midwest
They brought us in for a single leadership session. Morale was low, turnover was running near 50 percent, and the leadership team spent most of its time reacting.
Afterward their CEO asked what it would take to keep us. We spent the following year on site one week a month, training supervisors, standing up SQDCE scorecards and leader standard work, and coaching against the numbers on every visit. Then we built them a dashboard so their leaders could see their own results between visits.
Trailing twelve-month turnover dropped from 49 percent to 36 percent, confirmed by their HR data. Thirteen points in a year. The VP of Ops doubled our cadence to two weeks a month.
The dashboard is why it held. Their leaders stopped waiting for us to show up to know how they were doing.
Mining operation, Southwest
A hard environment with a hard schedule and no room for informal training. We run the same system there, adapted for MSHA requirements and a rotating crew structure, and their leadership team works off the same live scorecard we built in the Midwest.
Contract manufacturer, Mountain West
They knew they had a skills problem but couldn't put a size on it. We put their training matrix on a dashboard: every operator, every job, every skill level, in one screen. They saw the gap and expanded their leadership training on the spot.
Sometimes the fastest way to sell an organization on developing its people is to let them see the hole.