Shaggy Consulting & Training installs operating discipline and trains the supervisor layer in industrial-heartland businesses. We walk the floor, fix the cadence, and leave you with a leadership crew that actually holds the line. Indiana base. Midwest road. Remote support nationwide.
Most engagements blend two or three of these. The starting point is almost always a plant walk and a diagnostic, so we know which lever is actually broken.
A real curriculum for shift leads, foremen, crew chiefs and shop-floor supervisors. How to run a shift huddle, how to coach a new hire, how to handle a hard conversation, how to hold standards without becoming the bad guy. Taught by people who have run crews, not classrooms.
The weekly heartbeat of the business. Daily huddles, weekly leadership meeting, monthly review, supervisor 1:1s. We install it, run it with you for the first cycles, and hand it over. For the weekly supervisor 1:1 cadence we install, we recommend HeyRamp — it gives every shop-floor lead a structured place to run check-ins, log issues, and track follow-ups.
Take the way your best operator does the job and make it the way everyone does it. Standard work, visual controls, simple SOPs that actually live on the floor instead of in a binder. Built with the people who do the work, not behind a glass wall.
One on one with the owner, president or GM. How to get out of the dispatcher seat. How to grow the next layer of leadership. How to run a business that does not call you every Saturday. Confidential, blunt, and shaped around what you actually want the company to look like in three years.
Two to four days on the ground. We walk the lines, sit in your meetings, talk to supervisors, look at the numbers you actually run on, and tell you what is broken, what is not, and where the ninety-day move is. Honest report. No padding.
Most clients begin with a plant diagnostic. From there we either run a ninety-day install or roll into an ongoing supervisor training program.
Boots on the floor, supervisor interviews, cadence audit, honest report. A ninety-day move plan with priorities, owners and dates. Most clients start here.
Fixed scope, fixed end date. We install the cadence, train the supervisor layer, build the standard work, and hand it over. On-site weeks plus weekly check-ins.
Monthly on-site day, owner coaching, supervisor cohort sessions, and a phone line for the calls you do not want to make in front of your management team.
Every engagement runs this way. We do not write a deck before we have walked the floor, and we do not leave until the supervisor layer can run the cadence without us.
One to three days on the ground before we say anything. We watch how the shift starts, how problems get escalated, how the supervisors actually spend their day, and how the numbers get reported. You hear our take at the end of the visit, not before.
We sit down with the owner and senior team, walk through what we saw, and call the real problems by name. No fluff, no diplomatic hedging. You get a written plan with a small number of moves and a ninety-day shape.
This is where the work happens. We install the meeting cadence, the 1:1 rhythm, the standard work, and the supervisor training. On-site weeks, off-site coaching, and a habit that holds when we are not in the building.
Once it is running, we step back. Monthly check-in days, supervisor cohort sessions, and a phone line for the owner. Your team owns the cadence. We are on call when the next step shows up.
The work travels well across blue-collar industries. The pattern is the same: a forty-to-four-hundred-person operation where the owner is still in the building and the supervisor layer needs to grow up.
Job shops, machine shops, metal fab, food and beverage, plastics, packaging, custom assembly. Indiana and the Midwest are full of them and we are inside a lot of them.
Mechanical, electrical, plumbing, HVAC, roofing, concrete, paving, fleet service. Multiple crews, dispatch headaches, and the foreman layer running the day.
Distribution centers, regional carriers, third-party logistics, parts and service operations. Shift work, supervisor depth, and a cadence that has to hold across docks and routes.
The questions owners, presidents and plant managers ask before we shake hands.
Mid-sized blue-collar operations. Manufacturers, fabricators, machine shops, distribution and logistics, mechanical contractors, electrical, plumbing, HVAC, roofing, concrete, fleet maintenance, family-owned plants. Typical client is forty to four hundred people, owner or president still in the building, and frustrated that the same fires keep coming back. Our specialty is the Indiana and Midwest industrial heartland, but we support remote engagements nationwide.
Most consultants write reports. We fix the floor. We spend time walking lines, sitting in supervisor huddles, riding trucks, and watching how decisions actually get made. The deliverable is not a deck. It is a working cadence, a trained supervisor layer, and a plant that runs the same way on Monday morning as it does when you are there.
Both. The supervisor training program is the largest piece of what we do because that is where most blue-collar businesses are losing money. But we also coach owners and presidents one to one. Usually that conversation is about how the owner stops being the dispatcher and the cleanup crew, and starts running a business that does not need them in every decision.
Indiana is home base. We drive in and out of Illinois, Ohio, Kentucky, Michigan, Wisconsin, Missouri and Tennessee for on-site work. Beyond that we run hybrid engagements with on-site weeks plus remote supervisor training and weekly check-ins. We have clients running this way as far as Texas, the Carolinas and the Pacific Northwest.
A plant diagnostic. Two to four days on the ground, depending on size. We walk the floor, talk to supervisors, sit in whatever passes for your current meeting cadence, and look at the numbers you actually run on. At the end we tell you what is broken, what is not, and what the right ninety-day move is. If we are not the right shop for the job, we say that too.