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Friday, December 6, 2024

Lean Quote: Bring the Joy of Brightening Others Lives This Holiday Season Every Day

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.


"The joy of brightening other lives becomes for us the magic of the holidays. —  W.C. Jones


During the holiday season our smiles are just a little wider, our handshakes a touch heartier, our purse strings a tad looser, and our creative juices overflow. We expend a lot of energy towards making this festive season memorable and enjoyable. Wouldn’t it be nice to spread some of the cheer throughout the year?

Let’s be honest: we can’t be carol-singing, gift-giving little elves all year long. But there are a few elements of the holiday season that we can keep with us throughout the year, giving every day a chance to have just a bit of the magic that comes along with Christmas Day. Here are some of the best ways to keep the spirit alive every day of the year:

Focus on what you have.

The holiday season often reminds of all that we have to be thankful for: our friends, family, and the collective joy many of us experience at this time of year. If we keep that feeling of appreciation with us all year long, we’ll prolong the wonder of Christmas on a daily basis. The trick is to focus on what you have, not what you want. Through the year, whenever you find yourself thinking, “I wish I had…” replace that with, “I’m so thankful I have…”

Know what really matters.

At Christmas—at least on Christmas Day!—most of us prioritize matters most: spending time with those we love and celebrating a season that means something to us. During the rest of the year, it can be hard to keep our priorities straight with all of the various aspects of life vying for our attention, but when you bring yourself back to what matters most, you make the most of every day.

Treat strangers with kindness.

At Christmastime, people are often a bit kinder, merely based on the fact that it’s Christmas. Treating others with kindness—especially those you don’t know, and especially those who don’t necessarily treat you with kindness—is a wonderful way to keep the spirit of Christmas alive every single day of the year. When someone bothers you, imagine how you would treat him or her if it were Christmas Day.

Look for the good.

Christmas is a time for taking note of things we love—the people we care about, the gifts wrapped just for us—and it’s also a time for noticing special things—the little traditions, the pretty, glittery decorations. The season brings out a sense of childlike wonder. Trying to embrace that wonderment all year long, by looking for good bits in every day, is another great way to keep the spirit of Christmas alive.

Fortunately for us, the hectic schedule of the holiday season only lasts a little while, but the best parts of the holiday can last all year long.

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Wednesday, December 4, 2024

100% Final Inspection is Not 100% Accurate

An “old school” view of quality control viewed inspection as the key to quality. One-hundred-percent inspection is commonly used to avoid shipping nonconforming product. Each of the items produced is measured and judged to be either conforming or nonconforming​. Find the defects and throw 'em out. Whatever survived the inspection process was, by default, high quality.

Visual inspection, especially 100% visual inspection, is used by many industries as part of their Quality or Risk Management programs. Sometimes, as the last resort, companies implement 100% inspection if the residual risk is deemed to be high.

Juran, one of the giants of Quality, has written that, based on his studies performed on Inspector accuracy, 100% inspection is about 87% effective. Juran gave the following formula to calculate the Accuracy of an Inspector.

Accuracy of inspector = percent of defects correctly identified = (d-k)/(d-k+b)

where   d = defects reported by the inspector

k = number of good units rejected by the inspector

d-k = true defects found by the inspector

b = defects missed by the inspector, as determined by check inspection

d-k+b = true defects originally in the product

This brings us to the next question, is 200% or 300% inspection effective?

From a pure probability standpoint, multiple inspections are indeed effective. For example, if we determine that 100% inspection is 85% effective (as an example), we can then calculate the probability of rejects being identified by at least one inspector.

P(rejects being identified by at least one inspector) = 1 – (1- e)^n

where   e = inspection effectiveness (85% in the example)

n = number of 100% inspections (3 in the example)

Thus, we can determine that the 300% inspection with an inspection effectiveness value of 85% is 99.7% effective. In other words, 300% inspection will still result in 0.3% of the bad product to be missed.

The number of rejects caught by 100% inspection can be found by the following calculation.

# of rejects caught = N * p * e

where   N = Lot size

p = % non-conforming product

e = inspection effectiveness

The least effective form of quality control is that of inspection by people, people are fallible and can often fail to observe problems especially if the work is repetitive and the shift is long. Consider the common exercise often used in demonstrating the weaknesses of 100% manual quality inspection. Count the number of F’s in the paragraph below:

THE NECESSITY OF TRAINING HANDS FOR FIRST-CLASS FARMS IN THE FATHERLY HANDLING OF FRIENDLY FARM LIVESTOCK IS FOREMOST IN THE MINDS OF FARM OWNERS. SINCE THE FOREFATHERS OF THE FARM OWNERS TRAINED THE FARM HANDS FOR THE FIRST-CLASS FARMS IN THE FATHERLY HANDLING OF FARM LIVESTOCK, THE OWNERS OF THE FARMS FEEL THEY SHOULD CARRY ON WITH THE FAMILY TRADITION OF TRAINING FARM HANDS IN THE FATHERLY HANDLING OF FARM STOCK BECAUSE THEY BELIEVE IT IS THE BASIS OF GOOD FUTURE FARMING.

How many did you get?

There are 48 f's, however most people will not get the right answer; their answers will vary between about 30 and 60 letter “f”s in the paragraph having missed letters or double counted.

W. Edwards Deming suggested that inspection is too little too late: "Cease reliance on mass inspection to achieve quality. Eliminate the need for inspection on a mass basis by building quality into the product in the first place."

He didn't call for the elimination of inspection altogether, but rather for its reduction to the optimal level. Some inspection is always necessary and is an important tool for gathering data about what you are doing. But 100 percent inspection is seldom appropriate and is costly in both time and money. And most important, inspection cannot always catch problems that are inherent in the system itself.

Rafael Aguayo, author of Dr. Deming: The American Who Taught the Japanese About Quality, makes this point vividly in his book: "The disastrous explosion of the space shuttle Challenger was apparently due to the failure of rubber O rings. The rings in the Challenger were within specifications. No amount of inspection would have prevented them from being used. But the rings tended to fail in extreme cold. It was only a matter of time before a tragedy occurred. Inspection cannot improve the level of quality that is designed into the product."

Too much reliance on inspection also supports a "blame the worker" mentality that is antithetical to today's understanding of what drives quality improvement. The health care field is richly populated with individuals who are highly committed to doing the right thing for their patients, no matter what is required. But even extraordinary people cannot consistently rise above a system that is poorly designed.

When organizations work to improve processes and systems, the opportunities for "defects" to occur are systematically reduced. Inspection then becomes useful as a means of gathering data to drive further quality improvement efforts, rather than a hunt for mistakes and those responsible for them.

Harold F. Dodge, principal architect of statistical quality control, has stated that “You cannot inspect quality into a product.” The feedback loop should be as small as possible for an inspection activity to be value adding. This feedback also has the benefit of improving the process since the operator is made aware of the issue almost immediately. The best case is to have poke-yoke or mistake proofing such that mistakes do not happen at all.


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Monday, December 2, 2024

10 Characteristics of Good Facilitator

A successful meeting needs to be well organized with a sense of purpose and direction. To ensure this, it is helpful to have a facilitator take charge of the session. A good facilitator adds immense value to any business or learning setting. The number of meetings is on the rise, with the average professional spending up to a third of their work week in meetings. However, with the right facilitator at the helm, the time spent in meetings doesn’t have to be lost time.

Some people believe that facilitating a workshop/team is easy. It is not. When you have a group of people in a room, anything can happen. Some people will dominate the meeting, while others won’t say a word; a few will stick to the issues at hand, many more will go off tangent. Experienced facilitators know how to control a meeting without deciding its outcome; how to follow an agenda while accommodating discourse; how to build consensus without alienation.

Here are some key traits that an excellent facilitator must-have:

1. Involving

It can be a real challenge to ensure that the ideas of every single person in the room are heard, especially during larger meetings. One person may hold the floor for too long, more introverted attendees may be hesitant to speak up, and the flow of conversation can be hard to manage. Ensure that you are able to bring in all the people into the conversation. Successful facilitators are by nature people-lovers. They have a genuine respect for the uniqueness of every individual and believe that everyone has something to contribute to the team. The facilitator makes sure every point of view is heard and respected.

2. Active Listener

Listening is a key characteristic for a facilitator. Both being able to listen to others and to encourage others to listen are equally as important. A facilitator needs to be able to actively listen to their group and understand what they are trying to say. Paraphrasing, summing up or using other active listening techniques are great ways to fully grasp and gauge the meaning of what people are saying. An excellent facilitator needs to be able to listen to a group, an individual and also themselves. If you feel like you aren’t feeling yourself, if you are tired this will emerge externally in your facilitation and the group will feel it.

3. Inquisitive

Asking questions is crucial to allowing valuable dialogues to be had. The facilitator does not want to simply talk to the group and tell them things and you don’t want to just give the group the answers to their problems. Instead, they must come up with them themselves. Asking open-ended questions that can spark helpful and beneficial discussions that can trigger solutions is much more valuable to all involved. The facilitator must also know how to probe respectfully, firstly to get people out of their comfort zones, but also to encourage participants to delve deeper into thoughts in order to get more out of the meeting.

4. Authentic 

A good facilitator needs to be authentic. People will soon tune out, disengage and not trust what you are saying if you are insincere. Being authentic allows you to connect and relate much easier with the participants and enables you to bond with them. In order to be an authentic facilitator, you must create a safe space to encourage people to open up and express themselves without the fear of retribution. If people do not feel comfortable or safe to convey their feelings both they and the facilitator won’t be able to present their true authentic selves. Trust is the key to encouraging others to express their true thoughts and feelings. Without trust and authenticity, the meeting will be sure to be a waste of time.

5. Impartial

Having an unbiased perspective and not tainting other’s opinions with your own is crucial to allowing open and worthwhile discussions. You don’t want to push your views onto others, instead, you want to create a forum where people can freely discuss and express themselves, enabling problems to be solved and decisions to be made. Not to mention, treating all participants as equal ensures that you maintain honest and open-minded conversations. It will be crystal clear to participants if the facilitator is trying to steer the conversation and push their own predetermined conclusions onto the group. An excellent facilitator provides an unbiased space for alternative opinions and views to be brought up in a respectful way.

6. Enthusiastic and Encouraging

A facilitator has to know how and when to bring the energy into the room and at the same time when it needs to be reeled back in. The facilitator’s energy holds the ability to control the feeling and environment of the room. It can help to inspire, encourage and motivate the group in order to provoke solutions and creative ideas if there is a brainstorming exercise or bring the energy back down if a serious discussion needs to be had. The capability to manage the emotions in the room will be of great help when constructive conversations and to keep the meeting on track.

7. Promotes Constructive Feedback

In order to ensure participants are not caving into one person’s idea(s), the facilitator will challenge the group by posing questions to either help them think more broadly, deeper or wider. If required, the facilitator encourages the group to stop and reflect on their performance or ideas for purposes of improvement. Feedback is best when it is constructive and is based on real, observable events that others can relate to. The facilitator also demonstrates their willingness to receive feedback by actively listening and incorporating process changes where it makes sense.

8. Flexibility

You need to plan appropriately how you intend to cover all the session agendas within the available time limit. Be firm with how much time you allow participants and know when to call back the team to the agenda if they start to deviate. Even after planning, things may not always go as expected. If you stay rigid, it will be difficult for you to adapt to the new circumstances and still carry through your session successfully. For example, if new agendas come up, will you still be able to address them, or will you neglect them? Flexibility allows you to innovate solutions to challenges as you go so that the end objective is still realized no matter what.

9. Patient

As they say, patience is a virtue and it is a fundamental trait when it comes to facilitating. Staying calm in discussions or when things get heated is important to limit any tensions or situations before they occur. As the facilitator, you want to help improve the situation so leading by example and keeping composed is essential. It is almost unavoidable that sometimes things just don’t go to plan. Whether it be technical or process issues, things just don’t always go how you thought they would. The facilitator must ensure they are patient and resolve the issue by encouraging dialogues and introducing different questions to the group as the purpose or plan changes and adapts.

10. Goal Orientated

Keeping the participants on track and keeping the conversation aligned with the main outcome is important and sometimes tricky. It is human nature that conversations go off on a tangent, which yes provides some of the most interesting and constructive discussions, but the facilitator needs to know when and how to bring the conversation back to the main purpose of the meeting. If the meeting is too long people will tune out and not focus, therefore managing the time is a tricky but essential part of facilitating.

Becoming an excellent facilitator takes time and practice. The skills you need will be honed and tweaked over many years of preparing and practicing in real situations. It is very rare that you would wake up overnight and be the perfect facilitator. Successful facilitators are made, not born.


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Friday, November 29, 2024

Lean Quote: Gratitude Helps Us Flourish

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.


"Gratitude turns what we have into enough, and more. It turns denial into acceptance, chaos into order, confusion into clarity...it makes sense of our past, brings peace for today, and creates a vision for tomorrow.. —  Melody Beattie


November kicks off the holiday season with high expectations for a cozy and festive time of year. However, for many this time of year is tinged with sadness, anxiety, or depression. Research (and common sense) suggests that one aspect of the Thanksgiving season can actually lift the spirits, and it's built right into the holiday — expressing gratitude.

According to research reported by Robert A. Emmons and Anjali Mishra, there are several scientifically supported ways gratitude helps us flourish. Here are four I found especially compelling:

1.     Gratitude reduces our stress. Thankfulness redirects our attention from our difficulties to the benefits we enjoy. It’s like creating a stockpile of good thoughts for when times are tough. It also helps us reframe our losses and stay connected emotionally to friends and family.

2.     Gratitude inoculates us from negative emotions. When we focus on what we don’t have or how our decisions could have turned out better, we leave room for resentment, envy, and regret to build. Gratitude can keep these feelings at bay.

3.     Gratitude sustains our relationships. Let me just ask, Do you like hanging out with people that gripe and complain? Me neither. It’s gratitude that draws people together, builds trust, and strengthens ties. That’s true in the workplace, among friends, in families, and between husbands and wives.

4.     Gratitude improves our health. Grateful people visit their doctors less often and live longer than others. The research shows that thankfulness helps us sleep better, control our blood pressure, and generally reduce physical complaints.

We all have the ability and opportunity to cultivate gratitude. Given these four ways gratitude can benefit us, I’d say we have some very good reasons to return thanks more than once a year. Simply take a few moments to focus on all that you have – rather than complain about all the things you think you deserve. Cultivating gratitude makes each day worth living and might even give us more days.

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Wednesday, November 27, 2024

Lean Roundup #186 – November 2024



A selection of highlighted blog posts from Lean bloggers from the month of November 2024.  You can also view the previous monthly Lean Roundups here.  

 

Dark Lean - Christoph Roser explains in order to do good lean, we need to understand why some lean projects are bad 0r, in order for practitioners to reach the light side of lean, they need to understand more about “Dark Lean.”

 

Reflections on Deploying Improvement Strategies – Pascal Dennis shares his reflections on deploying improvement strategies.

 

Building Loyalty and Empowering Growth: How Lean Principles and Genuine Mentorship Drive Employee Retention – Alen Ganic shares the practices successful organizations have adopted that retain staff long-term focused on creating an inviting, flexible, and supportive work environment.

 

Consolation and Desolation: Lessons from St. Ignatius for Business Leaders – Ron Pereira explores how St. Ignatiusa 16th-century saint and founder of the Jesuits, advised navigating spiritual states, and how these lessons apply to the challenges and triumphs leaders face in the business world.

 

Corporate Bystanders: The Leaders Who are Just Along for the Ride – Damon Baker explains why we need to challenge the paradigm of corporate bystanders believing they’re along for a smooth ride, but the truth is, they’re dragging the company down because in the end, leadership isn’t about titles or perks; it’s about making a difference where it matters most.

 

Leadership Cheat Codes – Christopher Chapman shares five of the best cheat codes along with some short stories drawn from real experiences that help to set them in your mind, especially those who are on a path to leadership—although, they will benefit anyone to know.

 

Toyota Change Point Management: Henkaten – Christoph Roser explains Henkaten, often translated as “change point,” an approach by Toyota to deal with changes in their manufacturing system.

 

Introduction to Daily Management to Execute Strategy - Robson Gouveia and José R. Ferro provide a complete introduction to their new book “Daily Management to Execute Strategy.”

 

Hoshin Kanri Ensures Frontline Problem-Solving within Lean Management – Mark Reich explains how hoshin kanri links strategic goals with frontline problem-solving, creating a unified approach to continuous improvement and empowering teams at every organizational level.

 

The Value of Key Performance Indicators in a Lean Transformation - Ernie Richardson and Tracey Richardson share their thoughts on the two categories of key performance indicators (KPIs) in the workplace, how they can help you, and how to identify them.

 

Reflecting on my First Time Meeting Isao Yoshino in Japan — 2012 – Mark Graban reflects on his last trip to Japan and the lessons learned from Mr. Yoshino (subject of Katie's Shingo Award-winning book Learning to Lead, Leading to Learn) ahead of embarking on a new trip with Katie Anderson to Japan.

 


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Monday, November 25, 2024

3 Ways to Give Thanks on Thanksgiving (or Any Time)

Ah, November. The leaves are falling, the weather is chilly, and the smell of pumpkin spice permeates the air. While you’re probably making plans to celebrate Thanksgiving with family and friends, there’s one group of people you may be forgetting—your employees.

Thanksgiving is the perfect time to express your gratitude to those around you. Making your employees feel appreciated now only promotes mutual feelings of goodwill, but it can make them feel more loyal and dedicated to their work.

Giving thanks on Thanksgiving doesn’t have to be difficult. These appreciation ideas for employees will help you get into the spirit and show how much you appreciate the people you work with.

1. Take the time to talk to, and get to know, your employees. The most significant way to thank your employees is to get to know them. Take them to lunch or schedule time to ask about their values, hobbies, and interests. Understand your employees. Use what you now know about them to build a customized skills-improvement performance plan. Spend time with, and become interested in, each of your employees.

2. Ask employees what they think. The best way to feel appreciated is to be included – to feel that your perspectives matter. In a Lean environment, we need input from all of our employees to be successful. Including employees in company issues, challenges, and opportunities empowers them, engages them, and connects them to the strategy and vision of the company.

3. Say thank you and mean it. Most managers actually do thank employees who do great work. Employees work for more than money. They work for the praise and acknowledgement of their managers. A sincere thank you, said at the time of a specific event that warrants the applause, is one of the most effective ways to appreciate employees. Remember the phrase, “What gets rewarded, gets repeated.” Start to say “thank you” or “I appreciate what you do” when it is deserved, and it will inspire the behaviors to continue. Make it personal and sincere. Catch employees doing great things and respond. It empowers them, appreciates them, and celebrates their performance.

The Thanksgiving season is a great time to recognize employees for their dedication. Finding simple and creative ways to show your appreciation does not have to be difficult. Be creative and try to come up with new ways to say, “thank you” this holiday and every day.

Regardless of your style and how you do it, connecting with employees and taking the opportunity to thank them, whenever you can, pays dividends for everyone. Appreciating and thanking your employees isn’t hard or costly. So, take the time to make a difference in your employee’s life. You will be pleasantly rewarded by them making a difference in yours

This Thanksgiving, remember to extend a special thank you to your coworkers. Not only will it mean a great deal to them, but they will likely return their gratitude in kind! With a simple “thanks”, you will be building a sense of gratitude and appreciation that can outlast the Holiday season and ultimately embed itself into your company’s culture.


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Friday, November 22, 2024

Lean Quote: Leadership’s Function is to Produce More Leaders Not More Followers

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.


"I start with the premise that the function of leadership is to produce more leaders, not more followers.  
  Ralph Nader


Leadership development has become a necessary focus for any organization that wishes to separate itself from the pack and become established in markets that are always changing the rules.

Creating an intentional strategy for developing employees is one of the most important things you can do as a leader to impact the culture of your organization. This is especially true for those you would categorize as future leaders.

If you want to be intentional about developing future leaders in your organization, here are a few keys to consider:

1. Encourage Self-Awareness and Reflection

Helping your employees discover their own strengths and weaknesses encourages self-awareness. A self-aware employee has a better grasp on which areas they wish to improve. By providing constructive feedback and encouraging reflection, you can coach a good employee into becoming an outstanding member of your team.

2. Promote Potential Leaders to Take on Challenges

The best employees are filled with potential, but many companies make the mistake of leaving that potential untapped. Don't let this happen in your organization. Studies show that most employees enjoy using their talents and abilities. In fact, challenging your workers to stretch their knowledge and providing opportunities for them to showcase what they can do is an ideal way to boost morale.

3. Build Strong Relationships

Strong work relationships are mutually beneficial to both management and employees because they make work a pleasant place to be. To build rapport with your team, you must be trustworthy and reliable - and open to suggestions for change. Transparency also helps build strong connections. An open-door policy is preferable to a more traditional tiered hierarchy. In this way, any employee who has a problem can talk to you without following a set chain of command.

4. Use Job Rotation to Broaden Experience

Give your workers a chance to broaden their expertise by working in different parts of the company. This will allow you and them to discover both their strengths and the areas where they need additional training. It will also give them an appreciation of other roles that will be beneficial in managing others in those areas.

5. Create Coaching and Mentoring Opportunities

One of the best ways to develop future leaders is by having them learn directly from other successful leaders. Once you’ve identified candidates that could potentially be great leaders, match them up with a great leader to mentor them, coach them, and consistently provide feedback. A mentor can provide customized guidance that helps prepare junior employees to become more effective leaders in the future. Building these strong relationships early creates opportunities for open, honest lines of communication throughout the leadership development process.

These are just a few of the ways organizations can develop leadership potential in the workplace. By keeping communication open, incorporating leadership into regular professional development, and giving emerging leaders opportunities to grow, organizations can begin to build their leadership pipelines from within.