Training runs inside your shift huddles, so nobody comes off the line for a training day. Results are measured in your own downtime and error figures, agreed with your finance lead before we start.
Growing operations businesses promote their best operators into team leader roles, often quickly and with little support. Most end up firefighting instead of leading, and it shows up in downtime, errors and people leaving.
See how LEAP fixes itIf your best team leader was off for a month, would their shift hold its numbers?
Each pillar is scored from 1 (Reactive) to 5 (Leading), backed by evidence from your floor and your data.
The engine that drives LEAP. It keeps learning in step with what your shift actually produces, from the first floor walk to the board read-out.
Uncover the hidden capability gaps on your floor and isolate the root cause of frontline friction.
Pilot weeks 1 to 2Put leadership and operational excellence tools to work quickly, inside live production, one pillar at a time.
Pilot weeks 3 to 10Quantify board-ready financial return, track error reduction and link behaviour change to commercial value.
Pilot weeks 11 to 12Every engagement begins with a short, fixed-fee diagnostic. You only go further if the numbers say it's worth it.
We spend two days on your floor and one day scoring and writing it up. You get a clear picture of one team and what closing the gap is worth.
One shift team, around 12 operators and their team leader, works through all four pillars inside huddles and live floor time.
Take LEAP to more shift teams and sites, or keep ongoing support in place so the habits stick.
A reduced rate in return for a case study. Start with a 20-minute call about your team leaders.