Conference Day One |
Tuesday, November 4, 2025
8:00 am Registration & Breakfast
9:00 am What it Takes to Make a LEAP a Reality
9:10 am Chair’s Opening Remarks
Develop Leadership Pipelines by Investing in Plant-Level Talent to Strengthen Operational Continuity
9:20 am Discover: Strengthening Plant Leadership by Developing Frontline Talent, Building Succession Readiness & Embedding Development into Daily Operations
Synopsis
- Tackling leadership pipeline gaps in manufacturing by clarifying promotion paths, assessing core capabilities, and building bench strength without pulling focus from production demands
- Developing next-generation plant leaders through experience maps, targeted capability assessments, and a two-year leadership program that includes dedicated off-floor development time
- Demonstrating how Hormel Foods aligned operations leadership to support a cascade model that reinforces learning through frontline coaching, while tracking long-term impact via engagement data and reassessments of leadership behaviours
9:40 am Discover: Future-Proofing Manufacturing Leadership by Building an Operations Academy & Strengthening Succession Pipelines
Synopsis
- Addressing long-term succession risk by redesigning operations leadership pipelines across Amsted Rail’s 20-site heavy manufacturing footprint, where traditional promotion paths were falling short
- Using structured talent roundtables, role-specific capability assessments, and individual development plans to identify, prepare, and track high-potential leaders for critical plant and general manager roles
- Designing and launching a two-year Operations Academy focused on building strategic, financial, and people leadership skills, with strong executive alignment, tailored curriculum design, and site-level readiness plans
10:00 am Develop: How Can Manufacturers Build Plant-Level Leadership Pipelines That Are Scalable, Strategic & Operationally Aligned?
Synopsis
- What are the most effective ways to identify and assess high-potential frontline talent using tools like capability assessments, experience maps, and talent roundtables, without disrupting production?
- How can manufacturers design multi-year leadership development programs that balance off-floor learning with real-time coaching, and ensure alignment with site-level operational goals?
- What can be learned from Hormel Foods and Amsted Rail about embedding leadership development into daily operations, securing executive
- sponsorship, and tracking long-term impact through engagement data, readiness metrics, and succession outcomes?
10:20 am Action: What Practical Steps Can You Take to Strengthen Your Leadership Bench & Ensure Operational Continuity?
Synopsis
Output Focused Action Session Facilitated by the Chair
- Where are the current gaps in your leadership pipeline, especially at the plant and frontline levels, and how can you begin mapping future needs against internal talent potential?
- What pilot initiatives, such as a site-specific leadership academy, structured development plans, or frontline coaching models, could you launch to build bench strength and succession readiness?
- How can you engage operations, HR, and senior leadership to co-own leadership development, ensure accountability, and embed it into the rhythm of plant performance and workforce planning?
10:40 am Speed-Networking Break
Equip Supervisors with Practical Tools to Improve Team Performance & Drive Daily Accountability
11:20 am Discover: Elevating Supervisor Effectiveness by Embedding Learning Cycles, Strengthening Communication Skills & Scaling Leadership Development Globally
Synopsis
- Addressing frontline leadership challenges in manufacturing by closing confidence and capability gaps in supervisors through continuous training models that minimize disruption to operations
- Developing people leaders at Silfex through a six-week Supervisor Essentials program followed by quarterly Learning Labs focused on real-world application, building skills in tough conversations, documentation, and ownership of team performance
- Demonstrating how Lam Research is scaling the program globally by adapting its structure to diverse manufacturing sites while tracking impact through faster conflict resolution, stronger employee-supervisor trust, and measurable gains in engagement
11:40 am Discover: Embedding Learning into Daily Operations to Build Skills, Strengthen Leadership & Sustain Production in a Lean Manufacturing Environment
Synopsis
- Addressing talent development challenges in manufacturing by narrowing the experience gap between tenured and new employees without compromising output or labor budgets
- Developing frontline leaders through in-the-moment people skills training that leverages daily touchpoints to build trust, reinforce expectations, and drive accountability
- Demonstrating how O-I is building a two-track development model, using microlearning for specialized technical roles and daily leadership coaching, to close the skill gap while tracking impact through defect reduction, engagement quality, and long-term trends in absenteeism, injury, and safety event rates
12:00 pm Develop: How Can Manufacturers Equip Supervisors with the Skills, Tools & Confidence to Lead Effectively on the Plant Floor?
Synopsis
Question & Answer Session Facilitated by the Focus Day Chair
- What continuous development models, such as structured learning labs, microlearning, and in-the-moment coaching, are most effective in building supervisor confidence, communication skills, and accountability without pulling them off the floor?
- How can manufacturers embed leadership development into daily operations in a way that supports real-time application, reinforces expectations, and builds trust across diverse, shift-based teams?
- What can be learned from Silfex, Lam Research, and O-I about designing scalable supervisor development programs that adapt to different plant environments while tracking impact through metrics like conflict resolution speed, engagement scores, and safety outcomes?
12:20 pm Action: What Are You Now Going to Do Differently to Increase Communication & Culture in Your Retail Organization?
Synopsis
Output Focused Action Session Facilitated by the Chair
- Where are the most common breakdowns in supervisor capability, such as communication gaps, inconsistent performance management, or lack of confidence, and how can you begin addressing them through embedded learning touchpoints?
- What pilot initiatives, like a Supervisor Essentials program, daily coaching prompts, or site-specific learning cycles, could you launch to build consistency in leadership behaviors and improve team performance?
- How can you partner with operations, HR, and plant leadership to co-own supervisor development, ensure accountability for people leadership, and embed learning into the rhythm of daily production?
12:40 pm Lunch
Redesign Onboarding to Align Role Fit & Accelerate Retention from Day One
1:40 pm Discover: Improving Retention, Role Fit & Flexibility by Structuring Onboarding, Using Skill Evaluations & Rethinking Early Talent Decisions
Synopsis
- Tackling frontline retention challenges by building a structured onboarding program that aligns role expectations with employee capabilities, reducing early turnover without sacrificing performance
- Developing a scalable training model that includes site-specific roadmaps, weekly skill evaluations, and 30/60/90-day check-ins to reinforce learning, strengthen feedback loops, and support data-driven decisions about placement and progression
- Demonstrating how Elevate Textiles is using onboarding as a tool to build cross-site flexibility, increase performance, and retain new hires by quickly identifying when someone is better suited to a different role
2:00 pm Develop: How Can Manufacturers Redesign Onboarding to Improve Role Fit, Retention & Workforce Flexibility?
Synopsis
Question & Answer Session Facilitated by the Focus Day Chair
- What specific onboarding practices, such as structured skill evaluations, site-specific training roadmaps, and milestone check-ins, are most effective in aligning new hires with the right roles and reducing early attrition?
- How can manufacturers build scalable onboarding frameworks that adapt to different plant environments while maintaining consistency in expectations, learning outcomes, and performance tracking?
- What insights can be drawn from Elevate Textiles’ approach to using onboarding as a strategic lever for improving placement accuracy, increasing crosssite agility, and retaining talent in a competitive labor market?
2:10 pm Action: What Practical Steps Can You Take to Build a More Targeted, Flexible Onboarding Experience?
Synopsis
Output Focused Action Session Facilitated by the Chair
- Where in your current onboarding process are mismatches between employee capability and role expectations most likely to occur, and how can you redesign those touchpoints to improve fit and engagement?
- What pilot initiatives, such as 30/60/90-day check-ins, early-stage skill assessments, or structured role-switching protocols, could you implement to better support new hires and reduce early turnover?
- How can you engage site leaders, HR teams, and frontline supervisors to co-own onboarding outcomes, ensuring that new employees are evaluated, supported, and retained in roles where they can succeed and grow?
2:30 pm Networking Break
3:10 pm Panel Discussion: How Can Manufacturing L&D Leaders Build High-Impact Training Programs with Limited Budgets & Resources?
Synopsis
- What proven low-cost or no-cost tools, delivery methods, and content formats have other manufacturers successfully used to train and engage frontline employees at scale?
- How have manufacturing organizations replicated the benefits of immersive technologies like VR and AR using more accessible, cost-effective alternatives that still deliver strong engagement and performance outcomes?
- What strategies, frameworks, and real-world examples can help L&D teams in manufacturing prioritize training investments, streamline implementation, and measure the business impact of their programs?
3:50 pm Develop: How Can Manufacturing L&D Leaders Build Impactful Training with Limited Budgets?
Synopsis
- What are the most effective ways to stretch limited L&D budgets without compromising on training quality or frontline engagement?
- How are manufacturers using internal expertise, modular content, and shift-friendly formats to deliver consistent learning across multiple sites?
- What practical frameworks can help L&D teams prioritize training needs, align with operational goals, and demonstrate measurable business value?
4:10 pm Action: What Can You Do Now to Scale Learning & Drive Measurable Impact with Limited Resources?
Synopsis
Output Focused Action Session Facilitated by the Chair
- What immediate steps can you take to identify underutilized tools, content, or delivery channels within your current L&D ecosystem?
- How can you activate internal champions, peer learning, or cross-functional collaboration to scale training without increasing spend?
- What partnerships, platforms, or pilot programs can you launch in the next 3–6 months to prove value and build momentum for future investment?