Learning objectives
- Lead people, not just process
- Build a coachable line
Steps
- Walk the line daily with intent
- Ask, don't tell, at hourly review
- Coach one supervisor per week
- Celebrate wins visibly
Factory example
A floor where switching from blame meetings to coaching questions raised on-time hourly targets by 18% in one quarter.
Common mistakes
- Meetings that only assign blame
- No visible recognition