Team Captain and Supervisor Trainings: Occurs twice a month, one meeting focused on LEAN principle, second meeting is focused on an HR or personal development

Capstone Connection:  Monthly, Capstone holds a company-wide meeting which has the sole purpose of self-reflection, both individually and company-based. The company goes over performance with a lens on improvement and safety, while also encouraging employees to “give thanks” to those who make their lives better at work. These meetings have the benefit of providing Capstone with a chance to step back and view our performance on a grand scale, get on the same page and reiterate our goals as a company. We aim to provide unparalleled service to our customers and constantly improve ourselves individually and as a whole.

Micro‐Learns: These are held monthly with various associates and are focused on very specific issues that may be facing the company at the time, and most importantly how to deal with the issue. For example, when introducing a key LEAN movement into the office environment a fun‐filled Micro‐Learn was used to demonstrate current state of processing orders. It created a clear demonstration of the challenges we faced when getting an order out the door.

GO BIG: Using Capstone’s unique leadership model that was developed internally by the Executive Team, we have defined what good leadership looks like. GO BIG meetings are held monthly with key leaders of the organization. It should be noted here that by definition, “title” is not utilized in this forum to define a leader! Our focus is on various elements of leadership effectiveness that impact the employee experience and leadership effectiveness. Ultimately the goal of these meetings vary, but typically the outcome can apply to some aspect of Policy Deployment.

Employee Professional Development:  Capstone prides itself on our commitment to our employees. Capstone is currently rolling out a new employee involvement program for employees in our production areas. Employees are encouraged to train on new equipment and processes to expand their own capabilities within the company. Direct supervisors then evaluate employees on their level of knowledge of procedures and familiarity of equipment on a per-task basis. This allows Capstone to better evaluate our employees performance and their goals. The employees who grow their repertoire and proficiencies quickly, and display competence in a diverse range of tasks are rewarded through raises and promotions. This reciprocates the benefit the company has gained from their personal growth. 

External Training and Development: We are also very active in outside trainings from professional groups. Whether an associate attends the training or we have a certified trainer onsite, the end goal is the same; we are looking for improvement of the individual. Some examples of trainings:

• Impact Utah – focus on quick changeovers with a race car example
• Shingo Institute – overview of the Shingo Model
• USU Partners in Business on Operation Excellence Seminars
• Partnership with OWATC
• International Standards Organization

Training and Assessment:

• Crucial Conversations In‐House Trainers
• Disney Leadership and Customer Service Training

Lunch at Capstone:  Not only does the Capstone appreciate its employees, but the employees have cultivated a diverse and inclusive “family” environment. Any day during lunch, Capstone’s lunch room is filled with employees who are conversing in both english and spanish as the room fills with laughter and comradery. Almost daily there is a potluck style meal where employees bring a dish and share with the greater community, for the benefit of all. This truly captures the “Life Improved” motto that Capstone encourages amongst its employees, and that feeling of belonging and improvement has been cultivated by hard-working and friendly employees.

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