Every plant manager I talk to says the same thing: "We can't find good techs." They're not wrong. The skilled trades pipeline has been shrinking for decades and the guys who came up through apprenticeships in the 80s and 90s are retiring faster than anyone is replacing them. But here's what I've figured out: the shortage is a market condition, not a sentence. Some shops never feel it. They're the ones who are paying fair-to-good and who do the following things well. 1. Stop

In Afghanistan back in 2008, I was a battle captain and an aviator in an aviation task force. I was on night shift so I could plan the next day's missions while my team ran operations. That worked fine during the winter until the passes thawed in the spring. Operational tempo spiked when it started to warm up. Suddenly I was managing live operations all night and trying to produce a full day's worth of mission planning. Something had to give. I'd come off shift scrambling to

When I walk into an underperforming plant, I expect the usual: bitterness, low trust, people going through the motions. I'm rarely disappointed. In that environment, I expect to hear management describe their own floor as lazy, pointing at guys barely out of their teens who "don't want to work." Picture a lazy kid on the shop floor at 1pm: leaning on a broom, phone in hand, doing just enough to not get noticed. Now picture him at 1am: video game controller in hand, hunched

A supply chain expert in my network told me something today that I thought was worth discussion: he plans better when he can visualize how his schedule actually unfolds on the floor and that only happens when he's out there, talking to the people running it. He said he thinks great organizations always have leaders on the floor. He's right. Leadership is just a relationship, and relationships start with interaction. If there is no relationship there cannot be leadership. W

Every organization runs on 4 levels of work. Technical. Tactical. Operational. Strategic. Technical - does the work in accordance with process. Tactical - ensures the work is done in accordance with process. Operational - writes the process. Strategic - wields the entire organization. Each level has the same 3 core systems: Daily operations - do what needs to be done (planning and execution) Process improvement - learn from feedback, improve the standard. Accountability

I keep seeing leaders throw "culture" at broken operations like it's a cure instead of a symptom. Ping-pong tables. Core values on the wall. Town halls about trust. And nothing changes. Here's the truth: you cannot build a bad organization with a great culture, and you cannot fix a bad organization by working on culture. Culture isn't a lever. It's feedback. There's an old story. The Sun and the Wind are arguing over who can get a farmer to take off his jacket. The Wind goes

You're Just Not Running It Right. Games aren't fun because they're games. That sounds backward, so let me say it plainly: there is nothing inherently enjoyable about jumping on a mushroom or chasing an oblong leather ball. What makes games fun is that they simulate things we're already driven to experience: status, mastery, belonging, discovery, completion. Yu-kai Chou spent years mapping this out in a framework called Octalysis, which identifies eight core human motivation

"A bad system will beat a good person every time." - Deming We've all seen the stats, they're clear: 70–90% of Lean, Six Sigma, and TPM implementations fail. The process excellence community's explanation: Leadership. "Superficial commitment." "Treats lean as a toolbox, not a culture." "Weak supervisors." "Doesn't give the floor a voice." The objective function is: We said do this and it didn't happen. It must be the leader's fault. But we already know that weak operational s

Every organization I've ever walked into has the same meeting problem. Not too few meetings, but too many of the wrong kind. Let me give you nine laws that explain your calendar and a case for rethinking where decisions actually belong. Sayre's Law: The passion of the argument is inversely proportional to the stakes Wallace Sayre, a political scientist at Columbia University, observed that, "in any dispute the intensity of feeling is inversely proportional to the value of the

Many manufacturing leaders have been trained to believe that speaking with urgency communicates importance. If something matters enough, the emotions behind the correction should be visible, that a raised voice or visible frustration signals that you're serious. This is one of the most costly misconceptions in operational leadership and the damage it does is largely invisible because it never shows up on a report. Here's what actually happens when a leader delivers a correcti

There are two kinds of accountability and only one works. Negative accountability is what most companies default to. Something goes wrong. We hunt for the rule that wasn’t followed and we punish the person who did it. But here’s the uncomfortable truth: even if the rule was trained, what if nobody ever checked whether it was being followed? That employee probably deviated dozens of times before the disaster. Likely, other employees are deviating too. The inductive principle o

In the corporate world, leadership promotions often hinge on a subtle but critical distinction: are we elevating the most competent individuals, or simply the least incompetent? This might sound like semantics, but the difference is profound and it explains why so many organizations end up with leaders who excel at spin rather than substance. The Foundation of Flawed Promotions: Poor Documentation and Perception Bias Most companies don't document work and results with the rig

"In any bureaucratic organization, there will be two kinds of people: those committed to the mission of the organization, and those committed to the organization itself. In time, the dedicated protectors of the organization will always gain control of it, and the actual purpose of the organization will be lost." In a merit-based system, we naturally promote those who appear most competent or, phrased differently, those who are least incompetent. On the surface, this makes per

Ever go into a meeting and see a Pareto Chart that is linear? Or maybe there is a slight rise at the top... but clearly it's not in accordance with the Pareto Principle? Pareto Principle: Also known as the 80/20 rule, it states that roughly 80% of effects come from 20% of causes—in ops, 80% of downtime might stem from 20% of factors. This one is essential for setting priorities in a leadership role. When leading change, the temptation is to pull the most easily accessible dat

Lean is arguably one of the most powerful and comprehensive frameworks for process improvement ever developed. Yet, studies show that 70-95% of Lean initiatives fail to sustain gains, often ending up costing more than they deliver. Applying Lean without the right groundwork completed can actually hinder progress rather than help it. And without the right prerequisites in place, Lean will fail every time. How does that happen? Lean is celebrated for a reason, it’s transformati

As leaders, we often focus on strategy, metrics, and execution, and rightfully so. That stuff is important. But what if I told you that the emotional tone you set could control your ability to drive change? Emotional Reflection: the idea that people around you will mirror the emotional state you project. And it's true. When someone acts angry at you, you will tend to feel anger. When you smile at someone, they smile back. We feel what others around us feel. Emotion is contagi

Picture this: It's Super Bowl Sunday The game's tied, clock's ticking, and millions of viewers are glued to their screens, hearts pounding. Stress levels? Sky-high. That's cortisol, the hormone evolved to snap us out of autopilot in high-stakes moments, surging through their bodies,. Cortisol disrupts automatic muscle and movement memories, forcing us to focus, observe, think, and decide deliberately. It's nature's way of saying, "Pay attention!” Then comes the commercial bre

Ever watched a Little-League team completely forget how to play baseball after the coach yells at a player? Humphrey's Law: Conscious attention to a task normally performed automatically can impair its performance, deliberate focus disrupts ingrained habits, spiking error rates. This one is essential for process leaders. People's highest performance physical capabilities occur when they run on autopilot. That's what muscle and movement memories are. Under muscle memory, peopl

Centralizing decisions because of "incorrect" or "bad" decision making causes bottlenecks and slows your entire operation to a crawl while frontline teams wait for approvals. Ashby's Law: Only variety can absorb variety. To effectively control a complex system, the controller must have at least as much flexibility (variety) as the system it's managing; otherwise, it gets overwhelmed. This one is essential for correctly integrating decision making into systems. When someone on

Source: xkcd.com New tasks with unknowns over-run estimates no matter how much buffer you build-in. Hofstadter's Law: "It always takes longer than you expect, even when you take into account Hofstadter's Law." This law really highlights the risk of running any task outside the control of a clear process. To be clear, in a well-designed, trained, and controlled process you will find tasks are repeatable and predictable. When you design process, you design every step to minimiz