:root {
–wt-primary-color: #030712;
–wt-text-on-primary-color: #F9FAFB;

–wt-secondary-color: #F9FAFB;
–wt-text-on-secondary-color: #030712;

–wt-tertiary-color: #FFFFFF;
–wt-text-on-tertiary-color: #222222;

–wt-background-color: #FFFFFF;
–wt-text-on-background-color: #030712;

–wt-subscribe-background-color: #FFFFFF;
–wt-text-on-subscribe-background-color: #030712;

–wt-header-font: “Inter”, ui-sans-serif, system-ui, -apple-system, BlinkMacSystemFont, “Segoe UI”, Roboto,”Helvetica Neue”, Arial, “Noto Sans”, sans-serif, “Apple Color Emoji”, “Segoe UI Emoji”, “Segoe UI Symbol”, “Noto Color Emoji”;
–wt-body-font: “Inter”, ui-sans-serif, system-ui, -apple-system, BlinkMacSystemFont, “Segoe UI”, Roboto, “Helvetica Neue”, Arial, “Noto Sans”, sans-serif, “Apple Color Emoji”, “Segoe UI Emoji”, “Segoe UI Symbol”, “Noto Color Emoji”;
–wt-button-font: “Inter”, ui-sans-serif, system-ui, -apple-system, BlinkMacSystemFont, “Segoe UI”, Roboto, “Helvetica Neue”, Arial, “Noto Sans”, sans-serif, “Apple Color Emoji”, “Segoe UI Emoji”, “Segoe UI Symbol”, “Noto Color Emoji”;

–wt-border-radius: 8px
}

.bg-wt-primary { background-color: var(–wt-primary-color); }
.text-wt-primary { color: var(–wt-primary-color); }
.border-wt-primary { border-color: var(–wt-primary-color); }

.bg-wt-text-on-primary { background-color: var(–wt-text-on-primary-color); }
.text-wt-text-on-primary { color: var(–wt-text-on-primary-color); }
.border-wt-text-on-primary { border-color: var(–wt-text-on-primary-color); }

.bg-wt-secondary { background-color: var(–wt-secondary-color); }
.text-wt-secondary { color: var(–wt-secondary-color); }
.border-wt-secondary { border-color: var(–wt-secondary-color); }

.bg-wt-text-on-secondary { background-color: var(–wt-text-on-secondary-color); }
.text-wt-text-on-secondary { color: var(–wt-text-on-secondary-color); }
.border-wt-text-on-secondary { border-color: var(–wt-text-on-secondary-color); }

.bg-wt-tertiary { background-color: var(–wt-tertiary-color); }
.text-wt-tertiary { color: var(–wt-tertiary-color); }
.border-wt-tertiary { border-color: var(–wt-tertiary-color); }

.bg-wt-text-on-tertiary { background-color: var(–wt-text-on-tertiary-color); }
.text-wt-text-on-tertiary { color: var(–wt-text-on-tertiary-color); }
.border-wt-text-on-tertiary { border-color: var(–wt-text-on-tertiary-color); }

.bg-wt-background { background-color: var(–wt-background-color); }
.text-wt-background { color: var(–wt-background-color); }
.border-wt-background { border-color: var(–wt-background-color); }

.bg-wt-text-on-background { background-color: var(–wt-text-on-background-color); }
.text-wt-text-on-background { color: var(–wt-text-on-background-color); }
.border-wt-text-on-background { border-color: var(–wt-text-on-background-color); }

.bg-wt-subscribe-background { background-color: var(–wt-subscribe-background-color); }
.text-wt-subscribe-background { color: var(–wt-subscribe-background-color); }
.border-wt-subscribe-background { border-color: var(–wt-subscribe-background-color); }

.bg-wt-text-on-subscribe-background { background-color: var(–wt-text-on-subscribe-background-color); }
.text-wt-text-on-subscribe-background { color: var(–wt-text-on-subscribe-background-color); }
.border-wt-text-on-subscribe-background { border-color: var(–wt-text-on-subscribe-background-color); }

.rounded-wt { border-radius: var(–wt-border-radius); }

.wt-header-font { font-family: var(–wt-header-font); }
.wt-body-font { font-family: var(–wt-body-font); }
.wt-button-font { font-family: var(–wt-button-font); }

input:focus { –tw-ring-color: transparent !important; }

li a { word-break: break-word; }

@media only screen and (max-width:667px) {
.mob-stack {
display: block !important;
width: 100% !important;
}

.mob-w-full {
width: 100% !important;
}
}

.table-base, .table-c, .table-h { border: 1px solid #C0C0C0; }
.table-c { padding:5px; background-color:#FFFFFF; }
.table-c p { color: #2D2D2D; font-family:’Helvetica’,Arial,sans-serif !important; overflow-wrap: break-word; }
.table-h { padding:5px; background-color:#F1F1F1; }
.table-h p { color: #2A2A2A; font-family:’Trebuchet MS’,’Lucida Grande’,Tahoma,sans-serif !important; overflow-wrap: break-word; }

.bh__byline_wrapper {
font-size: .875rem;
line-height: 1.25rem;
vertical-align: middle;
justify-content: space-between;
display: block;
}

.bh__byline_social_wrapper {
display: flex;
margin-top: 0.5rem;
align-items: center;
}

.bh__byline_social_wrapper > * + * {
margin-left: 1rem;
}

@media (min-width: 768px) {
.bh__byline_wrapper {
display: flex;
}

.bh__byline_social_wrapper {
margin-top: 0rem;
}
}

Shifting Gears

From Firefighting to Building an Unstoppable Machine

Beau Groover
August 22, 2024

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Fish by Doc McIntyre

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There are two types of leaders:

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·The Give-a-man-a-fish types who FEAR not being needed… and eagerly make decisions and do work on behalf of their people.

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·The Teach-a-man-to-fish types who RELISH not being needed… and actively develop and defer to their people.

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Decide which leader you want to be.

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Hint: Fish Givers usually end up complaining about not having enough time for their own work.

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Shifting Gears: From Firefighting to Building an Unstoppable Machine

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In today’s fast-paced world, if you want to make your organization truly unstoppable, you’ve got to stop playing defense and start moving upstream. It’s not about constantly reacting to the latest crisis; it’s about getting ahead of those problems by improving the system that’s cranking out those results in the first place. Too often, we get stuck in firefighting mode, scrambling to tackle issues as they pop up. But let me tell you, that approach only keeps you running in place. The real magic happens when you shift your focus to the source of those fires and make sure they never flare up again.

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An organization becomes unstoppable when its people, processes, and platforms are all firing on all cylinders. It’s like a well-tuned engine where every part knows its role and executes it flawlessly. But here’s the kicker—this kind of harmony doesn’t just fall out of the sky. It takes deliberate, intentional effort to break down the silos that keep different departments and functions from working together like they should. If your people are pulling in different directions, or if your processes aren’t in sync with your platforms, you’re going to run into friction. And that’s when the engine starts to sputter.

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So, what’s the fix? First, take a hard look at where your organization is operating in silos. Where are the disconnects? Where is communication falling apart? Start by fostering a culture of collaboration. This isn’t about more meetings or fancy new software; it’s about making sure everyone understands how their work impacts the whole operation. Get those cross-functional teams going, tear down those barriers, and make sure everyone’s rowing in the same direction.

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Next, focus on alignment. Are your processes actually supporting your people and platforms? Or are they just getting in the way? You’ve got to streamline those processes so they enhance productivity, not hinder it. This isn’t about adding more complexity; it’s about simplifying wherever possible and making sure every step adds real value.

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Finally, let’s talk about outcomes. Too many organizations fixate on the end result, like coaches who are satisfied with an ugly win. But ugly wins don’t build championship teams—they build complacency. Instead, focus on the process that leads to those wins. When you build a system where your people, processes, and platforms are perfectly aligned, the outcomes will take care of themselves.

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The goal here isn’t just to keep scraping by; it’s to create an unstoppable organization that doesn’t just survive, but dominates. This requires a shift in mindset—from reactive to proactive, from siloed to synchronized, from focusing on outcomes to perfecting the process. Nail this, and your organization won’t just keep pace—it’ll set it.

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Now go and Get Sh!t Done!

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Interested to see how your organization stacks up against world-class manufacturing? Take the survey here.

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TAKE OUR SURVEY NOW