Monday, April 15, 2013
From the Pulpit
Love this parting joke from Father today and wanted to share:
One of the questions asked of a 90 year old woman during an interview: "If you had to choose, would you rather have MS or dementia?" The woman paused for a minute and then responded: "MS". "Why?" asked the interviewer. She replied: "It would be sad to lose a drop of wine from my glass. It would be worse if I couldn't remember where the bottle was!"
Go in Peace.
Monday, February 18, 2013
A.I.M. - All Inclusive Management - a child's perspective
You are familiar with the verse "and a child shall lead them". I spent the weekend with my grandchild. She gave me several porcelain dolls as Christmas gifts. There was quite a variety - small, large, brunettes, blondes, etc.
One of the conversations we had (she is 7 going on 31) was a "mean girls" story. It seems she is being harassed by one of the "popular" girls in her classroom. One day the girl is nice, the next day mean.
You know someone like that at work. Suffering from either a low self-esteem or having been belittled as children, "mean folks" project the negative behavior when they are older. We have created an entire section of the Human Resource department entitled "diversity" to ensure the proper behavior for our ever-changing environment. Rather than focus on differences, we must focus on our similarities.
We placed all the dolls on my hotel bed and I asked her to sort the dolls as many ways as she could focusing on the things that the dolls had in common. Some of the ones she came up with are pictured below. There were more, I just wanted to give examples.
| the group |
| wearing blue dresses |
| brunettes |
| blondes |
| wearing white shoes |
| on pedestals |
| both sides of the spectrum |
| wearing hats |
Creating the scenarios and the dialogue made her feel better and more prepared for the next time she had to deal with the "mean girl". If you have boys, use cars or trucks to create the same opportunity for understanding all-inclusive.mangement skills.
It is important to know for all of our uniqueness, there are more things that make us the same. Those are the characteristics we need to focus on when dealing with people and understanding interpersonal management styles.
Wednesday, January 23, 2013
Value Stream Mapping – Appraising your Business Supply Chain
Hope all of you had a happy holiday and are ready for 2013! Last year I wrote about defining your 2012 objectives and putting them into actionable events. I hope that as you review your objectives and actions, you were able to complete each one. If not, and they are still important to you, determine why you weren’t able to accomplish, define whether or not they are still achievable and if the answer is yes, place those at the beginning of this year’s list.
For those of us who are responsible for achieving increased profits, I wanted to address the process of value stream mapping. A value stream includes all activities to bring a product from your vendor’s raw material into the hands of the customer. It includes all activities from Sales through the receipt of dollars for your product. Any part of the process that takes time and resources but does not add value to the product is waste!
Statistics show that 60% of operations activities do not add value to the customer. VSM provides the key to
n Reduce lead times
n Improves product quality and space utilization
n Reduces rework/scrap and inventory levels
n Reduces indirect labor costs
Value Stream Mapping (VSM) serves as a personal magnifying glass and provides you with the tools to stand back, identify the waste in your business and to streamline processes to get rid of wa$te.
First, question how you currently run the organization. How are sales measured? Are they measured by actual orders received and shipped? In which case, you can invoice and receive monies. Are they measured by what is forecasted by the sales person? Does the product actually ship or is your warehouse filling up?
Order Entry: Are orders tracked through the system based on need date or ship date? Does everyone know? Is the computer set up correctly to reflect?
How do you measure performance or do you? Do you determine the sales accuracy of your sales people? Do they understand that under-ordering or over-ordering will impact the levels of inventory on hand or the amount of wasted money spent on expediting and premium freight?
New Product Design is the key to your customer retention and growth. It is the number one process to measure (your) business performance. Are all players at the table at the genesis of the new product - Sales / Engineering/ Producing Plant or Service provider/ suppliers / customer? Have you evaluated the amount of old items that needs to be used up to avoid obsolesce and all the costs surrounding this waste? Do we know the real date of the new product, part or service or will we upset and/or lose customers with a late introduction?
Purchasing/Inventory Management’s responsibility is to eliminate extras (they cost money in transporting, storage, and space). This means we must evaluate our decisions to insure that we carefully order only what we need. Working hand in hand with Sales people will assist in scheduling (only) needed parts. This means that standards must be set for sales people and suppliers.
Once we understand how the stream should flow we need to evaluate the work involved in meeting our value stream objective. Use a storyboard to facilitate “seeing” the process. A picture is worth a thousand words and visualizing the process negates the denial factor. What you will almost always learn is “gee, I had no idea….”
First, we must specify (remember, magnifying glass evaluation) the current process stream. How does your organization really work? Each step of each activity must be documented. I always suggest using post-it notes as they are easy to move around as you begin to evaluate the waste in the process. Once each step is documented – go back to the first one and evaluate the following:
- What is the labor cost per action – break labor down per step/action.
- How many forms do we need to use for each action – what is the cost of printing the forms? Are they 100% useable or old and need to be replaced? Can you combine several of them to save costs?
- How many times does the paperwork move from one desk to another before actually being actioned – quantify the labor costs as well as the potential loss of customers.
- Does your IT system enhance or delay your process – what has it cost you in customers? What has it cost you in low productivity (and more errors) from your frustrated employees?
Now, define the process stream if everything worked right. (labor, steps process, movement process, IT process) What will be the anticipated value of each? Quantify each step as you did before. Arrive at a sum total for this process stream.
$ TOTAL _______________
Now, you are in the position to quantify your savings
Step 1. (the old way) List the cost of old stream $_________________
Subtract
Step 2. (the new way) List the value of new stream $_________________
Enter your total Activity Based Cost Savings (labor, steps process, movement process, IT process)
Value Stream Cost Benefits Dollars $ _________________
Evaluate your strategy for eliminating waste in the process to insure success
ò Define waste / AOP (Areas of Opportunity)
ò Define process owners
ò Develop Value Stream PITs (Process Improvement Teams)
ò Schedule progress meetings between all process owners (internal / external) to insure understanding, buy-in or consensus!
As non-value streams are eliminated and streamlined solutions are implemented, remember to update the storyboard to show continued progress. Invest those saved dollar$ on value-added education, capital equipment, and/or ergonomic equipment and furniture for your employees. Provide cost reductions to your customers on your products and/or services without losing a dime! The short term effort is well worth your long term objective.
WHERE WILL YOU BEGIN?
Labels:
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value stream mapping,
VSM,
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Sunday, November 11, 2012
THANK YOU VETERANS!
As the daughter of an American veteran who fought in three wars - WWII, Korea, and Vietnam - I thank my hero, my father, and all veterans for the sacrifices you made/make for this country.
Saturday, November 3, 2012
“here, let me show you” (leading by example)
(part of the Total Quality Leadership (TQL) series)
How an organization achieves world class quality excellence depends on its leaders within the organization, at all levels of the organization. Whether your organization has just started its quality journey with ISO certification or are ready to apply for the world renowned Deming award, the critical success factor to world class quality excellence…it’s all in the leadership!
Leadership skills that make an environment successful are the same skills that we learned when we were little. Today, a coaching skill, leading by example.
It's not that the young ones can't do something. They just need to be shown. We demonstrate, step by step, how to put things together and they follow our lead. We make it easy for them. We relieve the stress they may have. We show them how to do it right. Once they learn, they go to the next level. They experiment. They do better than we can. They now show us.
“You cannot create experience, you must undergo it.” Albert Camus, French Novelist
The new CBS television show “Bosses” is one I enjoy because it represents leadership at its best. It answers the question of how decisions made in the corporate office impacts those who have to perform the actual implementation of those decisions.
Prior to consulting on topics I am not 100% familiar with, I spend time beforehand to familiarize myself with the workflows of the environment. The two pictures are ones taken at the International Bridges in
A checklist for instructions includes the following:
1. Find out what each employee knows (don’t make assumptions). I found the associates to be well-versed. They had to determine the crossing charge in both US change or dollars and Mexican Pesos. I barely kept up as people walked or drove by and, many times, tossed in their change.
2. Demonstrate whenever possible. I took over for 5 minutes at a time and my head was reeling with the exchange I had to make between both country’s monies.
3. Encourage questions. I have always been one to drive my teachers crazy with questions. As a (Dr.) Deming disciple, the "5 whys" comes naturally to me. There are no stupid questions!
4. Explain purpose of job. Both associates were well-informed tutors. I was able to tailor my course to the department with the knowledge they had taught me.
5. Follow up. Their thirst for additional learning encouraged the manager and director to provide more team based education. Procedures were tweaked to meet their respective needs.
6. Recognize accomplishment. Writing a column in the City’s online newsletter lets everyone know your Department news. Everyone likes to see their name in print (and it’s zerO cost)!
My hands-on experience with the associates facilitated tailoring the team-based class to the needs of the department. Sometimes taking the lead means you have to follow first.
Labels:
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motivation,
performance,
role model,
skills inventory,
teambuilding
Monday, October 29, 2012
“what a good boy/girl!” (praise phrases)
(part of the Total Quality Leadership (TQL) series)
How an organization achieves world class quality excellence depends on its leaders within the organization, at all levels of the organization. Whether your organization has just started its quality journey with ISO certification or are ready to apply for the world renowned Deming award, the critical success factor to world class quality excellence…it’s all in the leadership!
Leadership skills that make an environment successful are the same skills that we learned when we were little. Today, praise phrases.
My June 27th blog addressed low self-esteem and the behavior we learn based on our environment as a child. Titled To belittle is to be little; it addresses the behavior change needed in the 21st century. Praise is a skill we give to children when they do something well or they've tried very hard to do well. Your approval motivates them to continue to keep on trying. Praise makes children proud. They want to do more and to do it better.
I have yet to be bored by someone paying me a compliment. Psychology professor, Otto Van Isch
Praise defined: words that express approval or admiration, e.g. for somebody’s achievements. Praise is a zerO cost motivating solution. One of the 6 critical factors for successful coaches in a team based environment is praise. A great coach gives positive feedback to motivate his players. A great coach:
- looks for opportunities to commend people publicly
- rewards Outstanding Achievement
- finds ways to recognize achievers in a public way
- is consistent
- looks for opportunities to praise people for their work (ref: praise exercise below)
Praise is a skill 21st century leaders must acquire. Brainstorm phrases you can use on / with your associates. If it’s difficult, start with simple two word phrases: good job, great job, add any positive adjective for the word job; atta boy, well done. Create a list of 20. Use one every day.
Praise is one of the most powerful methods of letting employees know they make a difference. Praise is the opportunity to reward as soon as possible to the action, at zerO cost. One of Dr. Deming’s people philosophies: Every organization has undiscovered “gems” waiting to be discovered. Two words are worth discovering those “gems”.
Labels:
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skills inventory,
work flows,
zero cost
Tuesday, October 23, 2012
"wanna see what else..." (creativity)
(part of the Total Quality Leadership (TQL) series)
Leadership skills that make an environment successful are the same skills that we learned when we were little and playing in the sandbox. Today's sandbox skill is creativity.
Kids can make something out of nothing. A bucket and a shovel can make beautiful castles. You take the shovel and scoop up the sand into the bucket. Once the bucket is full, you pack it down. Very carefully, the child will quickly turn the bucket over and very carefully pull the bucket up, et voilà, a castle form. From there, they add doors, windows, a moat, a bridge, and whatever else they feel makes their castle better. Their creativity has no boundaries.
Creativity is the ability to use the imagination to develop new and original ideas or things. Creativity is the foundation of brainstorming sessions. The first requirement is an environment where the associates and team leaders feel free to be creative, to brainstorm. The old dysfunctional environment, the ‘me boss - you employee’ environment, prevents creativity. One of the comments I hear all the time is “we tried to tell them” (ref my blog dated on “this is the last time I'm gonna to tell you! “ (listening), August 19, 2012).
“As a team, invent as many uses as you can for this pictured item.” The above 2011 Family Circus cartoon represents an exercise I have used in my creativity, team building classes for many years. This is a simple exercise to get the brains of the associates and leaders “out of their box”. It’s also a lot of fun! Fun is not a dirty word in a team based environment.
The World Class Leadership objective is to build excellence into every aspect of the company by focusing on creating a workplace that encourages EVERYONE to contribute. The prerequisite is everyone must feel comfortable in voicing ideas and having them actively listened to versus the old dysfunctional attitude of “we (managers) know what’s best for you and we’ll tell you what to do. We’ll make the decision for you and then we will hold you accountable to make it work.” It obfuscates the associates. Fear is not a motivator!
The associates who do the work 8 hours a day know the changes to make in their jobs to make it better. Ask each associate and leader to “name 3 things that would make your job better?” I am always (pleasantly) surprised to note the associates make changes that cost little to no monies but save time and increase productivity. Think 3M, an engineer, paste, a tablet and post-it-notes – who woulda thought?
Associates are like the bucket – you fill them with the right education, top it off with a firm belief in them (based on your outstanding education and coaching to them) and then let them build their castles. Allow their creativity. Success is built on "can" not "cannot". I find 99.9% of the time, they really can.
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