Analytical tools and improvement process steps are important, but people are more important. And it’s not about “selling” them or using “change management” tools to have them accept whatever the “really smart” people have come up with. It’s about involving them (all of them) and having them own the process.
Without communication, disruptive, damaging paranoia develops between work groups, between shifts, between departments, between individuals, etc. This destroys involvement and ownership. Casual (now and again) conversations and major presentations are only a small part of what it takes. Communication has to be structured and orchestrated, part of the everyday routine, and flow both ways.