: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; }
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;
}
}
Training with Purpose
How to Drive ROI and Avoid Wasted Resources
Tell Them by Doc McIntyre
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A lot of well-intentioned, caring managers (and parents) shield their people from bad news, because they think it’s their job to absorb the stress and protect their people.
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But here’s the scoop:
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Your people feel your stress, so they know something’s up. And if you don’t come clean, they’ll make up their own story and it’ll be worse than the truth.
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If your people conclude that you withheld information from them, they’ll feel disrespected and betrayed.
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It’s far better to be real with people, tell them what you know, admit to what you don’t know, and talk through concerns together.
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Candor is the glue that holds a team together.
Training with Purpose: How to Drive ROI and Avoid Wasted Resources
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When it comes to training and professional development, every manufacturing leader knows it’s critical to success. But let’s be honest – it’s easy for training to turn into a costly boondoggle if we’re not intentional about the return on investment (ROI). You send folks off to get certified or complete some high-priced program, only to realize that the gains don’t align with the investment. So how do we avoid that?
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First, we need to shift our mindset. Training isn’t a check-the-box activity; it’s an investment that requires a clear plan for applying the skills learned back on the shop floor. One of the things we do with our GSD system is integrate professional development directly into operational goals. The idea is simple: you don’t just train to train—you train to get sh!t done.
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To maximize ROI, make sure you’re aligning training with real-world problems your team faces daily. This helps employees see immediate value in what they’ve learned and apply it directly to improving processes or driving productivity. And remember, development isn’t a one-and-done deal; it’s continuous. Set measurable goals, track progress, and celebrate small wins along the way.
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The boondoggle effect happens when training is disconnected from your company’s objectives. Avoid that by being strategic about who attends, why they attend, and how you’ll measure success after they return. Whether it’s Lean, Six Sigma, or leadership development, the goal is the same: better people, better processes, better outcomes.
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Let’s not waste time or resources. Let’s focus on getting real results from training that drives us forward.
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Now go and Get Sh!t Done!
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Enjoying these leadership nuggets? If so, check out Doc’s book for more valuable insights on leadership HERE.
