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February 18, 2026
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How to Choose a Supervisor Training Program

5 Questions to Ask Before You Invest in Frontline Leadership Training You’ve decided your supervisors need training. Maybe turnover is climbing. Maybe safety incidents are ticking up. Maybe you just promoted three people from the floor and realized nobody taught them how to actually lead a team. Whatever got you here, you’re now looking at […]
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February 9, 2026
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A Framework for Supporting Newly Promoted Supervisors

We were on a call recently with a food manufacturing company. Two employees. One on the operations side, one on the HR side. They’d both been through a leadership program at a previous company and were looking to bring something similar to their current team. When we started walking through the first module of our […]
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February 6, 2026
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How Cambridge Found Leadership Training That Actually Fits

A dense, complex city with 2,000+ employees and 24/7 operatons needed practical supervisor training that could work across departments (5 years later, they’re still expanding it) The Challenge Rebecca Fuentes needed something specific. As Deputy Chief Operating Officer for the City of Cambridge, Massachusetts (formerly Assistant Commissioner for Planning and Administration at Public Works), Rebecca […]
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February 1, 2026
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When Training Becomes a Bottleneck

We talk to HR and L&D leaders in manufacturing and distribution every week. And one of the most common things we hear sounds something like this. “I’m the only person overseeing training and development for all of our locations.” One person. Multiple facilities. Dozens (sometimes hundreds) of supervisors who need development. Custom training being built […]
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January 30, 2026
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Manufacturing Supervisor Training That Fits Your Floor

When LaTonya Richardson took on training at Sauer Brands, training didn’t exist at the company. Not because the fourth-generation family business didn’t value it. They just didn’t have a person to lead it. LaTonya’s task was clear: find training for production supervisors and managers across four manufacturing plants. These are the first point of contact […]
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January 2, 2026
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Meetings Don’t Have to Be Bad

Every shift starts the same way. The supervisor gathers the team for the daily meeting. Five minutes later, everyone walks away having learned nothing useful, feeling less connected than before, and wondering why they bothered showing up. This ritual happens thousands of times daily across the country. Supervisors run shift meetings because they’re supposed to. […]
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December 26, 2025
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Quiet Quitting: Who Created It?

Your engagement survey results just came back. Scores dropped again. HR launches another initiative. You increase recognition budgets. You improve break room amenities. You communicate company values more frequently. Six months later, engagement is still declining. Here’s what the surveys don’t tell you: Your employees aren’t disengaging from the company. They’re disengaging from their supervisors. […]
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December 19, 2025
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Lack of Accountability Kills Culture

Your organization has clear performance standards. Written procedures. Quality checkpoints. Safety protocols. Every employee signed an acknowledgment that they understand expectations. Yet on the production floor, those standards exist more as suggestions than requirements. Some people follow them. Others don’t. And nothing happens either way. This isn’t a standards problem. It’s an accountability problem. The […]
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December 12, 2025
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Kind Managers Destroy Team Performance

Your newest supervisor is universally liked. They’re friendly, approachable, and never create tension. Team members enjoy working with them. No one complains about their management style. Yet six months into their role, their department has the highest turnover, lowest productivity, and most ongoing performance issues in the facility. What happened? The supervisor is too nice […]
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December 5, 2025
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Conflict Avoidance: Why It Destroys Teams Faster than Actual Conflict

Your supervisor knows exactly who the problem employee is. Everyone on the team knows. The performance issues are obvious. The attitude affects team morale. The work quality requires constant correction. Yet week after week, the supervisor says nothing. They hope the problem will resolve itself. They convince themselves it’s not that bad. They focus on […]
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