On Fridays I will post a Lean related Quote. Throughout our lifetimes many people touch our lives and leave us with words of wisdom. These can both be a source of new learning and also a point to pause and reflect upon lessons we have learned. Within Lean active learning is an important aspect on this journey because without learning we can not improve.
Feel free to share some of your favorites here as well.
“There exist limitless opportunities in every industry. Where there is an open mind, there will always be a frontier.” - Charles F. Kettering
To have an open mind means to be willing to consider or receive new and different ideas. It means being flexible and adaptive to new experiences and ideas. Having an open mind doesn’t mean accepting everything as truth, but rather being open to new possibilities.
People who are open-minded are willing to change their views when presented with new facts and evidence. Those who are not are resistant to change. When you close your mind and become stubborn you essentially tell yourself and others that you're not willing to go the extra mile - that you're not willing to grow and experience new things. If you are not willing to grow, experience new things and instead choose to be stubborn or closed minded then there can be no change and no progress in life and things will never improve - it's that simple.
An open mind leads to new possibilities. New possibilities lead to new thoughts and experiences. New thoughts and experiences lead to growth. Therefore an open mind is important to our personal growth.
Being open-minded also helps us with problem solving. First it helps us look at more than one way to approach a problem; then we find more expansive, ways of solving it. When we give ourselves more options, better solutions are undoubtedly more available to us. Keeping an open mind means that you are open to all possibilities.
In my opinion being open minded is one of the most important traits for individuals to have in a Lean environment. Without an open mind problem solving and learning will be more difficult and therefore delay your pursuit of excellence.
If you enjoy this post you may want to connect with me on Linkedin or follow me on Twitter. You can also subscribe to this feed or email to stay updated on all posts. For those Facebook fans join A Lean Journey on our facebook fan page.
Friday, July 2, 2010
Thursday, July 1, 2010
Guest Post - Featured Lean Thinker: Tim McMahon
Jeff Hajek from the Gotta Go Lean Blog has started a new series of posts in an effort to build on the Lean community. Every Thursday, he will profile a “Featured Lean Thinker”. These are the people who have a voice in the Lean community, and are shaping the way people think about and practice Lean. He will ask each person the same series of questions so you can get to know them a little better.
I am happy to kick off this series and be this weeks Featured Lean Thinker. This is another great way to learn a little more about the man behind the posts from my answers to these questions:
What does Lean mean to you?
What was your first experience with Lean, and how did you know you were hooked?
What is your Lean claim to fame?
Where do you see Lean going in the future? What is on the horizon?
To see my thoughts on Lean view this weeks Featured Lean Thinker, here. While you are there you can also listen to my podcast on frontline leadership with Jeff Hajek.
If you enjoy this post you may want to connect with me on Linkedin or follow me on Twitter. You can also subscribe to this feed or email to stay updated on all posts. For those Facebook fans join A Lean Journey on our facebook fan page.
I am happy to kick off this series and be this weeks Featured Lean Thinker. This is another great way to learn a little more about the man behind the posts from my answers to these questions:
What does Lean mean to you?
What was your first experience with Lean, and how did you know you were hooked?
What is your Lean claim to fame?
Where do you see Lean going in the future? What is on the horizon?
To see my thoughts on Lean view this weeks Featured Lean Thinker, here. While you are there you can also listen to my podcast on frontline leadership with Jeff Hajek.
If you enjoy this post you may want to connect with me on Linkedin or follow me on Twitter. You can also subscribe to this feed or email to stay updated on all posts. For those Facebook fans join A Lean Journey on our facebook fan page.
Wednesday, June 30, 2010
Lean Roundup #13 – June, 2010
Selected highlights from the Lean Blog Community from the month of June, 2010.
Fake Lean and the Spotting Thereof – Jon Miller lists 5 ways to know if you are getting fake lean from your consultant.
Keeping Score – Evan Durant shares a method of measuring performance to project kanban board.
Asset Depreciation – Productivity Inc talks about having consistently reliable equipment and what you can do to make sure your assets are available and capable.
Where is Culture Created? – Mark Rosenthal talks about the culture of an organization.
The Power of "Yes, if..." Instead of "No, because" – Matthew Davis says a simple choice of words can help combat the resistance to change.
21 Questions to Ask When Walking the Model Line (Part 1 & Part 2) – Jon Miller provides a quick guide to gauge the maturity of your model line.
We're Not Making Chicken Here – Bill Waddell follows up on earlier post on why one size doesn't fit all and why Lean can't be copied.
Step Up to the Plate in a Crisis – Liz Guthridge shares three key lessons about dealing with crises, especially crisis communications in context with recent events.
Tear Down This Wall – Mike Wroblewski talks about the divide that still exists in many organizations between management and shop floor.
Visual Management Principle: There Must be a Standard – Pete Abilla illustrates the importance of a standard in visual management.
The Role of Middle Management in Toyota or a Lean System – Tracey Richardson explains the vital role of a middle manager in continuous improvement.
Add Value Even When It's Free – Ankit Patel shares a compelling story why adding value from the customer's perspective can generate a business in the future.
Lean and The Power of Communication - Dan Markovitz raises the point that if communication is at the heart of what we do then why is so much of it wasteful.
The Theory of Constraints: The Fundamentals – Pete Abilla explains the fundamental concepts of Goldratt's Theory of Constraints.
Give Happiness - Dragan Bosnjak shares some concepts from a new book by Zappos CEO Tony Hsieh on principles to deliver happiness.
Ensuring Continuous Improvement Among Consulting Groups by Connor Shea and Erika Fox – Lee Fried shares some experiences for Lean companies Kaas and FastCap and how to leverage improvement.
"Do" Only Gets You Half the Way There or... "No Pie for You!" – Mark Hamel explains PDCA and doing is only half of improving.
Stop Improving and Start Eliminating – Matt Wrye explains why we should stop improving value added activities and start eliminating waste.
Hope Isn't a Business Strategy – Bill Waddell shares a new idea where functional champions communicate across multiple value streams ensuring consistency.
The 7 Wastes on the Construction Site – JC Gatlin explains Ohno's 7 wastes in terms of the construction industry.
Process Improvement and the Census – Jeff Hajek uses some recent observations from the door-to-door counting process to illustrate several important points when making your own process improvement observations.
The Power of Everyday Frontline Employee Driven Innovation – Andy Brophy explains the power of well run Idea Management Systems.
Fake Lean and the Spotting Thereof – Jon Miller lists 5 ways to know if you are getting fake lean from your consultant.
Keeping Score – Evan Durant shares a method of measuring performance to project kanban board.
Asset Depreciation – Productivity Inc talks about having consistently reliable equipment and what you can do to make sure your assets are available and capable.
Where is Culture Created? – Mark Rosenthal talks about the culture of an organization.
The Power of "Yes, if..." Instead of "No, because" – Matthew Davis says a simple choice of words can help combat the resistance to change.
21 Questions to Ask When Walking the Model Line (Part 1 & Part 2) – Jon Miller provides a quick guide to gauge the maturity of your model line.
We're Not Making Chicken Here – Bill Waddell follows up on earlier post on why one size doesn't fit all and why Lean can't be copied.
Step Up to the Plate in a Crisis – Liz Guthridge shares three key lessons about dealing with crises, especially crisis communications in context with recent events.
Tear Down This Wall – Mike Wroblewski talks about the divide that still exists in many organizations between management and shop floor.
Visual Management Principle: There Must be a Standard – Pete Abilla illustrates the importance of a standard in visual management.
The Role of Middle Management in Toyota or a Lean System – Tracey Richardson explains the vital role of a middle manager in continuous improvement.
Add Value Even When It's Free – Ankit Patel shares a compelling story why adding value from the customer's perspective can generate a business in the future.
Lean and The Power of Communication - Dan Markovitz raises the point that if communication is at the heart of what we do then why is so much of it wasteful.
The Theory of Constraints: The Fundamentals – Pete Abilla explains the fundamental concepts of Goldratt's Theory of Constraints.
Give Happiness - Dragan Bosnjak shares some concepts from a new book by Zappos CEO Tony Hsieh on principles to deliver happiness.
Ensuring Continuous Improvement Among Consulting Groups by Connor Shea and Erika Fox – Lee Fried shares some experiences for Lean companies Kaas and FastCap and how to leverage improvement.
"Do" Only Gets You Half the Way There or... "No Pie for You!" – Mark Hamel explains PDCA and doing is only half of improving.
Stop Improving and Start Eliminating – Matt Wrye explains why we should stop improving value added activities and start eliminating waste.
Hope Isn't a Business Strategy – Bill Waddell shares a new idea where functional champions communicate across multiple value streams ensuring consistency.
The 7 Wastes on the Construction Site – JC Gatlin explains Ohno's 7 wastes in terms of the construction industry.
Process Improvement and the Census – Jeff Hajek uses some recent observations from the door-to-door counting process to illustrate several important points when making your own process improvement observations.
The Power of Everyday Frontline Employee Driven Innovation – Andy Brophy explains the power of well run Idea Management Systems.
Monday, June 28, 2010
Guest Post on Lean Blog about Lean and Green
I had the pleasure to guest post on Mark Graban's Lean Blog while he is on vacation. I took this opportunity to present my thoughts on Lean and the environment (commonly referred to as Green improvements).
Many manufacturers know the benefits of Lean manufacturing: higher productivity, better quality, reduced cycle time, plus enhanced employee engagement. Lean is excellent at marshalling different groups and individuals into a high performing team focused on rooting out waste. That relentless focus on eradicating waste makes Lean a necessary partner for Green...Learn how the the acrynom WASTE can help you prevent or reduce the 5 key enviromental wastes.
Also, I highlight 10 things you can start doing right now to reduce environmental wastes in your business. The benefits of reducing these wastes goes beyond just cost savings.
Click here to read the complete post on LeanBlog.com.
...While the pursuit of Green and Lean is not a destination but a journey it is clear that organizations that stretch themselves to build a culture around the values of Sustainability, Excellence, and Equity will ultimately have a big advantage those who do not. Green and Lean is not a dichotomy rather it can be said being Green is Lean.
If you enjoy this post you may want to connect with me on Linkedin or follow me on Twitter. You can also subscribe to this feed or email to stay updated on all posts. For those Facebook fans join A Lean Journey on our facebook fan page.
Friday, June 25, 2010
Lean Quote, June 25, 2010: Desire
On Fridays I will post a Lean related Quote. Throughout our lifetimes many people touch our lives and leave us with words of wisdom. These can both be a source of new learning and also a point to pause and reflect upon lessons we have learned. Within Lean active learning is an important aspect on this journey because without learning we can not improve.
Feel free to share some of your favorites here as well.
“The winner ain't the one with the fastest car its the one who refuses to lose” - Dale Earnhardt, #3
I picked today's quote in part because I am on my way to the NASCAR race in New Hampshire this weekend and in part from it's lesson. Desire and drive to win (no pun intended) can't be replaced by tools, technology, or engineering. You still need a willingness to win and an overall refusal to lose. Winners aren’t afraid of challenges, they go after them. Winning isn’t something that is handed to you. You must do the preparatory, ground work if you’re going to win. This translates into our lives and our work in the same manner. To improve you must truly want to change and be willing to work hard to make it successful. It is this desire that sets successful individuals apart from others.
Everyone has to start somewhere and not everything will go to plan. The achievers of this world are not discouraged by initial failure, this is fundamental to their success. There is no shame in failing before you finally succeed as all successful people will testify. With every failure comes the chance to learn something new for another opportunity.
All achievements no matter how significant they are to others begin with a burning desire to get the result intended. In the human mind there is a power that is hard to explain. It is the ability to focus positive thoughts on achieving the thing that is wanted most. Success is sometimes a thing that at first seems impossible. The word 'impossible' has no significance to someone who possesses a burning desire.
If you enjoy this post you may want to connect with me on Linkedin or follow me on Twitter. You can also subscribe to this feed or email to stay updated on all posts. For those Facebook fans join A Lean Journey on our facebook fan page.
Feel free to share some of your favorites here as well.
“The winner ain't the one with the fastest car its the one who refuses to lose” - Dale Earnhardt, #3
I picked today's quote in part because I am on my way to the NASCAR race in New Hampshire this weekend and in part from it's lesson. Desire and drive to win (no pun intended) can't be replaced by tools, technology, or engineering. You still need a willingness to win and an overall refusal to lose. Winners aren’t afraid of challenges, they go after them. Winning isn’t something that is handed to you. You must do the preparatory, ground work if you’re going to win. This translates into our lives and our work in the same manner. To improve you must truly want to change and be willing to work hard to make it successful. It is this desire that sets successful individuals apart from others.
Everyone has to start somewhere and not everything will go to plan. The achievers of this world are not discouraged by initial failure, this is fundamental to their success. There is no shame in failing before you finally succeed as all successful people will testify. With every failure comes the chance to learn something new for another opportunity.
All achievements no matter how significant they are to others begin with a burning desire to get the result intended. In the human mind there is a power that is hard to explain. It is the ability to focus positive thoughts on achieving the thing that is wanted most. Success is sometimes a thing that at first seems impossible. The word 'impossible' has no significance to someone who possesses a burning desire.
If you enjoy this post you may want to connect with me on Linkedin or follow me on Twitter. You can also subscribe to this feed or email to stay updated on all posts. For those Facebook fans join A Lean Journey on our facebook fan page.
Tuesday, June 22, 2010
Guest Post: The “Process” to Improve Your Bottom Line
The "Process" to Improve Your Bottom Line
by Tom Pesaturo
by Tom Pesaturo
We need to change our thinking about cost reduction from the traditional approach of slashing overhead to the sustainable "process approach". By modifying your internal business culture, you can directly, and positively, impact your bottom line.
Instead of using the traditional approach of overhead expense reduction to cutting costs, which is often not enough or sustainable, organizations must take a more disciplined process approach. This type of approach reviews work actions and evaluate their value with the goal of eliminating non-value added activities. Non-value added activities add waste and ultimately, cost to your business.
The purpose of using this value-added analysis is to identify potential areas of improvement. To deliver a product or service, we perform actions and these can be classified as "value-added" or "non-value added". Non-value added is defined as waste, or "MUDA", and a key concept in the design of a Lean system. The Japanese term "MUDA" is defined as any human activity that absorbs resources, but creates no real value. Estimates have placed non-value added activities in most businesses as high as 95%!!! These non-value added activities can be classified as avoidable or unavoidable. The goal is to eliminate the avoidable and streamline the unavoidable so they are performed in the fastest, most efficient and least costly manner possible.
What do you see?
Step back and look at your operation with a critical eye. Complicated office layouts, customer orders taking too long to be filled, in-baskets that fill up and never get emptied in a day, poorly planned meetings, teams with incomplete or no direction, duplication of work, correcting other peoples work, quotations not completed in time, extra signatures needed that hold up completion, documents handled too many times by too many people . . . all examples of "waste" and non-value added activities.
The first and most critical step is to abandon the "if it's not broken, don't fix it" mentality. You should ask the questions: "what value does the task deliver" and "how much does this task actually cost us". It is vital to see the operation yourself, remember, if the work and process are invisible to you then chances are the savings are too!
Implementing the process approach:
Choose one problematic process and draw out the current state "as-is" process (how it is done today) in the form of a flowchart, with each box representing one step in the process. Then evaluate every step to see if it is needed. When complete, eliminate non-value added steps from the process and then design the future state "to-be" process (the way you want it done in the future). Remember to design steps to be done simultaneously instead of in sequence whenever possible and avoid unnecessary hand-offs between people, typically a large source of error and waste. Always, always, always chose error reduction over speed.
The most successful way to improve profitability is to effectively and permanently eliminate waste which reduces cost. Using the process approach explained in this article will lead to enhanced profitability and cash flow and will provide a model for sustainability. In conclusion, you should consider a "fresh set of eyes" to examine your process. An outsider can avoid the company culture and politics that often cause a faulty diagnosis and can also recommend best practices from other companies and industries.
Sunday, June 20, 2010
Change is Difficult
To survive and thrive, we must be prepared at a minimum to modify, adjust, adapt and then adopt. It's a little like trying to go up the down escalator. Stand still and you can be assured of moving backwards, farther away from your goal. Change is necessary if organizations want to continue to improve and grow, but change instantly raising resistance from some people.
Here are four common reasons people resist change:
It's unknown –One of life's greatest fears is the unknown. It causes us to resist those things for which we cannot easily discern an outcome.
It's challenging – Change stretches us out of our comfort zone. Some of us like to be stretched more than other people do.
It's uncertain – When we change, we are often introducing untested waters. We prefer certainty.
It's unpopular – The resistance to change is universal. Change invites animosity and tension.
The behavioral change can be the most difficult part of any change. We have all heard the adage "Old habits die hard." Whether or not we like to admit it, we often are creatures of habit.
Try this experiment. Cross your arms. Now look at how your arms are crossed. Which arm is on top? Now quickly re-cross your arms so the opposite arm is on top. Keep them crossed as long as you can. Is that as comfortable? Probably not. Does that make it wrong? No, just different.
Crossing your arms is a very simple task, yet when you tried to do it differently, it felt uncomfortable. In fact, for some, it may have been so uncomfortable that you couldn't even concentrate.
Yet, if you were to cross our arms differently for three weeks, the "new" way would start to feel comfortable. Many people won't take the time or will feel they can't stick to it that long. Would you ever slip back to crossing your arms the other way? Yes, especially when you are under stress or facing problems.
Dan Heath of Fast Company says that change wears people out—even well-intentioned people will simply run out of fuel. In the following video (which is also transcribed), Dan explains why changes in behavior requiring self control are so difficult:
We are so ingrained in the way that we do things that to do it a new way, or to stop doing something, causes us to feel uncomfortable and even exhausted. We equate uncomfortable with wrong, instead of different, and there's a tendency to go back to what was comfortable.
Change is one of the most difficult things for humans to readily accept. Charles Darwin said "It is not the strongest species that survive, nor the most intelligent, but the ones who are most responsive to change" which holds true for culture change. There are several factors that will help any organization make the change they make lasting. Change agents need to recognize, understand, and interpret resistance to change and develop skills to manage it effectively. Successful initial implementation and ongoing maintenance of process improvements requires overcoming the resistance to change.
Here are four common reasons people resist change:
It's unknown –One of life's greatest fears is the unknown. It causes us to resist those things for which we cannot easily discern an outcome.
It's challenging – Change stretches us out of our comfort zone. Some of us like to be stretched more than other people do.
It's uncertain – When we change, we are often introducing untested waters. We prefer certainty.
It's unpopular – The resistance to change is universal. Change invites animosity and tension.
The behavioral change can be the most difficult part of any change. We have all heard the adage "Old habits die hard." Whether or not we like to admit it, we often are creatures of habit.
Try this experiment. Cross your arms. Now look at how your arms are crossed. Which arm is on top? Now quickly re-cross your arms so the opposite arm is on top. Keep them crossed as long as you can. Is that as comfortable? Probably not. Does that make it wrong? No, just different.
Crossing your arms is a very simple task, yet when you tried to do it differently, it felt uncomfortable. In fact, for some, it may have been so uncomfortable that you couldn't even concentrate.
Yet, if you were to cross our arms differently for three weeks, the "new" way would start to feel comfortable. Many people won't take the time or will feel they can't stick to it that long. Would you ever slip back to crossing your arms the other way? Yes, especially when you are under stress or facing problems.
Dan Heath of Fast Company says that change wears people out—even well-intentioned people will simply run out of fuel. In the following video (which is also transcribed), Dan explains why changes in behavior requiring self control are so difficult:
We are so ingrained in the way that we do things that to do it a new way, or to stop doing something, causes us to feel uncomfortable and even exhausted. We equate uncomfortable with wrong, instead of different, and there's a tendency to go back to what was comfortable.
Change is one of the most difficult things for humans to readily accept. Charles Darwin said "It is not the strongest species that survive, nor the most intelligent, but the ones who are most responsive to change" which holds true for culture change. There are several factors that will help any organization make the change they make lasting. Change agents need to recognize, understand, and interpret resistance to change and develop skills to manage it effectively. Successful initial implementation and ongoing maintenance of process improvements requires overcoming the resistance to change.
If you enjoy this post you may want to connect with me on Linkedin or follow me on Twitter. You can also subscribe to this feed or email to stay updated on all posts. For those Facebook fans join A Lean Journey on our facebook fan page.
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