Monday, July 22, 2019

Book Review: Be a Frontline H.E.R.O.


Do you know someone who was very good at their job, and as a result was promoted into management without any people training? Maybe you’ve promoted an employee into management assuming they could hack it. Despite our best intentions, truth of the matter is most managers are not equipped to handle the people piece. Dr. Cyndi Laurin, author of Be a Frontline HERO: A Parable to Propel your Job and Life, a new book providing simple and accessible frontline management tools, tells a story we can all relate to that managers can incorporate in the same day and see immediate results.

“Emily” is a conscientious but frustrated server who is on the brink of quitting her job at a local pizzeria when she is suddenly promoted to manager. It will come as no surprise to readers who have been promoted into management that she gets no training and little support in her new role. You will immediately identify with her troubles because they are exactly the kinds of struggles many frontline managers face. Being “one of them” gives Emily complete credibility. That credibility extends to the ideas shared by “Anne”, an expert training leader who befriends and mentors her. 

Anne teaches Emily five, simple tools to start using immediately and quickly sees change in herself and her team. Emily learns how to provide meaningful feedback, how to get her team on the same page in under 10 minutes, and how to prioritize which issues to tackle and which ones to block. By the end of the story, the staff have evolved into self-motivated pros who love their jobs as the pizza joint enjoys great reviews, soaring revenue and very low employee turnover.

Transform yourself from frontline manager to frontline H.E.R.O.:
Huddles – everyday!
Engage in being in a Position to Notice for Keep it Ups and Adjusts!
Remember 3 Keep it Ups for every 1 Adjust.
Only Tackle issues that have a deadline associated with them.

Written as a narrative, the book is a quick and easy yet powerful read, and the content can be implemented immediately. It’s not only a highly effective for new frontline leaders but can serve as a valuable model for experienced leaders as well. It’s an interesting and fun read about a scenario that anyone can relate to.

Be a Frontline H.E.R.O. is a great resource for frontline teams to develop important skills that produce better outcomes for customers and the company. Everybody wins!



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Friday, July 12, 2019

Lean Quote: 5 Qualities of a Great Leader

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 challenge of leadership is to be strong, but not rude; be kind, but not weak; be bold, but not bully; be thoughtful, but not lazy; be humble, but not timid; be proud, but not arrogant; have humor, but without folly." — Jim Rohn

If you want to be a great leader who attracts quality people, the key is to become a person of quality yourself. Leadership is the ability to attract someone to the gifts, skills and opportunities you offer as an owner, as a manager, as a parent. Leadership is the great challenge of life.

What’s important in leadership is refining your skills. All great leaders keep working on themselves until they become effective. Here’s how:

1. Learn to be strong but not impolite.
It is an extra step you must take to become a powerful, capable leader with a wide range of reach. Some people mistake rudeness for strength. It’s not even a good substitute.

2. Learn to be kind but not weak.
We must not mistake weakness for kindness. Kindness isn’t weak. Kindness is a certain type of strength. We must be kind enough to tell someone the truth. We must be kind enough and considerate enough to lay it on the line. We must be kind enough to tell it like it is and not deal in delusion.

3. Learn to be bold but not a bully.
It takes boldness to win the day. To build your influence, you’ve got to walk in front of your group. You’ve got to be willing to take the first arrow, tackle the first problem, discover the first sign of trouble. Like the farmer, if you want any rewards at harvest time, you have got to be bold and face the weeds and the rain and the bugs straight on. You’ve got to seize the moment.

4. Learn to be humble but not timid.
You can’t get to the high life by being timid. Some people mistake timidity for humility. But humility is a virtue; timidity is a disease. It’s an affliction. It can be cured, but it is a problem. Humility is almost a God-like word—a sense of awe, a sense of wonder, an awareness of the human soul and spirit, an understanding that there is something unique about the human drama versus the rest of life. Humility is a grasp of the distance between us and the stars, yet having the feeling that we’re part of the stars.

5. Learn to be proud but not arrogant.
It takes pride to build your ambitions. It takes pride in your community. It takes pride in a cause, in accomplishment. But the key to becoming a good leader is to be proud without being arrogant. Do you know the worst kind of arrogance? Arrogance from ignorance. It’s intolerable. If someone is smart and arrogant, we can tolerate that. But if someone is ignorant and arrogant, that’s just too much to take.


Life is unique. Leadership is unique. The skills that work well for one leader may not work at all for another. However, the fundamental skills of leadership can be adopted to work well for just about everyone: at work, in the community and at home.


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Wednesday, July 10, 2019

Lean Tips Edition #141 (#2326-#2340)

For my Facebook fans you already know about this great feature. But for those of you that are not connected to A Lean Journey on Facebook or Twitter I post daily a feature I call Lean Tips.  It is meant to be advice, things I learned from experience, and some knowledge tidbits about Lean to help you along your journey.  Another great reason to like A Lean Journey on Facebook.


Here is the next addition of tips from the Facebook page:


Lean Tip #2326 – Invest in Your Employees
Another way to inspire and motivate your employees is by investing in them. Offering things like tuition reimbursement, a mentoring program, one-on-one coaching, and job shadowing with people in higher positions sends a clear message: you care about their career and their future. Some companies, in fact, have periodic meetings with their employees to discuss their career paths and make sure they stay on track.

Aside from improving skills and increasing staff knowledge, this kind of investment in employee career pathing gives them a reason to stay with the company for the long haul rather than be on the lookout for a better offer.

Invest in your employees, and you’ll give them a reason to stick around. When your employees grow and improve, so does the company.

Lean Tip #2327 – Give Employees a Purpose
No matter what your job is, whether it’s packing orders at a distribution warehouse, or managing a Fortune 500 company at the executive level, we all want to know that our jobs matter. Show your employees why they matter to the company, and what the results of their work are, and they’ll feel rewarded and motivated to keep at it. Emphasizing the importance of employee contributions (and giving people credit for good work) bolsters a sense of confidence and achievement, which can motivate people to keep working hard.

Lean Tip #2328 – Show Your Trust
A surefire way to motivate and inspire your employees is to demonstrate that you have faith in their abilities to get the job done. You can do this by assigning them more responsibilities and giving them the chance to rise to the challenge. Doing so shows that you trust them, which has a way of motivating people to keep doing their best.

Micromanaging your employees and hovering over their shoulders at every step is counterproductive because it makes them nervous. If your employees are too afraid to try new things, they won’t be giving you their best. Give them greater autonomy and responsibility and they will rise to the occasion.

Lean Tip #2329 – Be Transparent
Every relationship, including work relationships, is built on trust. Defaulting to transparency is one of the best ways to encourage an atmosphere of trust amongst you and your team, and a team that trusts you will be more motivated and engaged with their work.

Transparency also helps ensure that everyone is working with the same information. That in itself can benefit the team.

Lean Tip #2330 – Cultivate a Fun Workplace
Managers should keep in mind that employees spend quite a lot of time at work, which means that the workplace can't be solemn and somber all the time. While productivity and performance are of utmost importance, people also need to work in a pleasant environment where they sometimes have fun. Look for ways to productively encourage laughter and enjoyment into your organization in ways that are appropriate. Encourage friendly chatter and banter, as well as create shared experiences such as potluck employee lunches, special occasion celebrations and more.

Lean Tip #2331 – Create Regular Thinking Time
Operations and manufacturing managers are time poor. They’re often so involved in the responsive day-to-day that very few create space in their diary to think. They often have KPIs for continuous improvement, but are limited in their capacity to point their curiosity in new and potentially impactful directions.

Make the habit: To allow yourself this ‘space’, book an hour of time a fortnight to read industry news, or analyse your shop floor data in a new way.

Consider different perspectives and possibilities and visualize how you’d do things differently. Then pick up these ideas in your next scheduled slot, and share the well-formed ones with your team or manager,  so they can be actioned or developed further.

Lean Tip #2332 – Connect to the Customer
The production cycle is a continuous loop with no end: meeting KPIs; solving production issues; managing staff; maintaining plant equipment. There’s rarely time for internal collaboration, let alone consulting with the customer.

Connecting with the customer will help you understand their pain points, desires, new focus areas, future plans, and company updates. This information can be used to improve production.

For example, if new traceability regulations are top-of-mind for your downstream customers you’ll be able to re-focus your efforts in quality checks, training for staff, or product and materials tracking technologies and even suggest new business initiatives. 

Make the habit: Attend industry forums, organize informal client lunches, and talk to customer-facing employees in your organization. Aim to do at least one of these per week. Understand customer pain points so you can prioritize improvement activities around these.

Lean Tip #2333 – Create Opportunities to Maximize Efforts
In any task, project or strategy, it’s possible to hit multiple outcomes with a deliberate approach. It's more time efficient and effective. Rather than just following the structure of a done-to-death process, look at it and ask, ‘what multiple objectives can we achieve if we tackle them together?’ 

For example, implementing a continuous improvement process like 5S might aim to achieve ‘less waste in production’, but if you deliberately aim to achieve ‘greater engagement with the team’ and ‘staff training and empowerment’ as outcomes you might go about it differently.
You might create a goal, and delegate key staff to take ownership of the program, do some lean improvement training or take turns in reviewing its success. This would also increase the chances of program success through staff engagement.

Make the habit: Whenever you begin a new initiative, think about how you can use it to achieve more than one objective. Involve your team in strategy sessions for better collaboration and to gain support for new initiatives.

Lean Tip #2334 – Create Opportunities for Everyone to Contribute
Getting bogged down in urgent tasks can stop the important things like incremental improvements, from being addressed. That's where your staff can come in.

Many of the best ideas come from employees, and higher levels of staff involvement will get the greatest buy-in for change. What’s more, it can also boost company performance.

But how do their ideas get through?

Make the habit: Make it easy for improvement suggestions to be fed back into the system through an improvement suggestion program:

·        Use the intranet, a social forum or a suggestions box
·        Recognize all suggestions publicly via official written communication or at monthly catch ups
·        Verbally encourage ideas from all staff levels
·        Provide a framework: outline how improvement ideas should be tied to businesses goals
·        Publicly reward any actioned suggestions, provide rewards for the best idea
·        Ensure the business is actively assessing and implementing suggestions, to keep staff motivated to contribute
·        Showcase or demonstrate ideas that were successfully implemented and executed.
·        Importantly, make work a safe place to contribute by regularly encouraging suggestions, giving feedback and admitting your own mistakes.

Lean Tip #2335 – Empower Staff to be Innovators
Employee’s performance and enthusiasm for change will determine the company’s success. And, as the baby boomers start to retire, manufacturers face a key challenge in educating and developing the next generation of skilled workers in digital manufacturing.

Spend some time developing your production staff to offload some of the day-to-day burden and save the business time and money. Empowered staff are more proactive, make the right decisions independently, problem-solve and champion change programs.

Make the habit: Some actionable ways to empower employees are to allow paths to promotion, provide relevant training, facilitate peer-to-peer training, involve employees’ in decision-making and strategy, and design job roles for autonomy and play.

Lean Tip #2336 – Your Arrival at Work Sets the Tone for the Day
Picture Mr. Stressed-Out and Grumpy. He arrives at work with a frown on his face. His body language telegraphs overworked and unhappy. He moves slowly and treats the first person who approaches him abruptly. It takes only a few minutes for the entire workplace to get the word. Stay away from Mr. Stressed-Out and Grumpy if you know what's good for you this morning.

Your arrival and the first moments you spend with staff each day have an immeasurable impact on positive employee motivation and morale. Start the day right. Smile. Walk tall and confidently. Walk around your workplace and greet people. Share the goals and expectations for the day. Let the staff know that today is going to be a great day.

Lean Tip #2337 – Make Time for People for Employee Motivation
Spend time daily with each person you supervise. Managers might aim for an hour a week with each of their direct reports. Many studies indicate that a key employee work motivation factor is spending positive interaction time with the supervisor.

Schedule quarterly performance development meetings on a public calendar so people can see when they can expect some quality time and attention from you. You can make their year, not just their day.

Lean Tip #2338 – Focus on the Development of People for Employee Motivation
Most people want to learn and grow their skills at work. No matter their reason: a promotion, different work, a new position or a leadership role, employees appreciate your help. Talk about changes they want to make in their jobs to better serve their customers.

Encourage experimentation and taking a reasonable risk to develop employee skills. Get to know them personally. Ask what motivates them. Ask what career objectives they have and are aiming to achieve. Make a performance development plan with each person and make sure you help them carry out the plan. The quarterly performance development meeting is your opportunity to formalize plans for people. You can make their career.

Lean Tip #2339 – Share the Goals and the Context: Communicate for Employee Motivation
People expect you to know the goals and share the direction in which your workgroup is heading. The more you can tell them about why an event is happening, the better.

Prepare staff in advance if visitors or customers will come to your workplace. Hold regular meetings to share information, gain ideas for improvement, and train new policies. Hold focus groups to gather input before implementing policies that affect employees. Promote problem-solving and process improvement teams.

Lean Tip #2340 – Say Thank You to Your Staff Regularly
Motivating staff doesn't have to be complicated, and isn't much harder than saying thank you to staff and encouraging your managers to do the same. Yes, a Mckinsey study showed that praise from the immediate manager was deemed to be the most effective staff motivator, (cited by 67% of respondents). So, start from the top by thanking and praising your direct reports and encouraging them to pay-it-forward by praising and thanking their subordinates regularly. Staff motivation should soar as a result.



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Monday, July 8, 2019

Real Leaders: Chobani’s CEO Boosts Employee Happiness

In an appeal to corporate leaders worldwide, Chobani founder Hamdi Ulukaya calls for an end to the business playbook of the past — and shares his vision for a new, “anti-CEO playbook” that prioritizes people over profits. “This is the difference between profit and true wealth,” he says.



Given that there is no such thing as work-life balance, because work and life are inextricably intertwined, it makes sense that companies are starting to pay closer attention to their employees’ happiness and well-being. 

This means more than offering an array of snacks and drinks in the shared kitchen of a workspace — it means fostering happiness among a staff who feels truly seen and heard by a company’s leadership. This is something that Hamdi Ulukaya, the CEO of Chobani, understands well. “For me, the success of a company, the number one sign is the happiness of employees,” he explains in a recent TED video.

But how exactly does that happen? What can managers and employees at all levels do to boost the success and happiness of the staff and in turn, the company? Here are three ideas from Ulukaya:

Don’t lead from a distance

Arguably, one of the greatest benefits of social media is that it has acted in some ways as an equalizer — giving the average person access (at least in theory) to some of the most powerful people in the world. This includes CEOs of companies, who now are visible public figures. But according to Ulukaya, company heads shouldn’t lead from a distance: they should get in the trenches in order to truly understand their employees, and what helps them thrive.  

“Being shoulder-to-shoulder and seeing people, working with them, understanding their conditions, and understanding how they feel about the company, how they feel about the work, how the communities react to it is also very much tied to the success of the business,” he says

Invest in your employees

In a recent TED talk, Ulukaya, who is Kurdish and originally from Turkey, urged companies to adopt the “anti-CEO playbook,” starting with practicing gratitude, noting that “business should take care of their employees first.” And he’s not talking about lip-service, ceremonial gratitude in which a leader makes empty statements about being thankful for his or her employees — he’s referring to implementing actual policies that demonstrate the employee’s value. For example, in 2016, Chobani offered employees shares in the company, not only to make them official stakeholders (and shareholders), but also to ensure that they profit when the company does. 

“This notion of doing things by your employees — and making sure they have the conditions for themselves and for their families and for their communities — it’s not an expense. It’s an investment in your own company, in your own people, in your own dream. Every time you invest in your people, the return is 100 times greater than the expenses,” he said.

Include the community
Yes, fostering a sense of community among employees is a crucial part of happiness at work, but beyond doing that, Ulukaya also sees the importance of incorporating the local community. In his TED talk, he espouses a JFK-inspired relationship between corporations and communities, where successful corporations don’t ask communities what they can do for the company, but rather what the company can do for the community. Ulukaya says that businesses should approach struggling communities and ask about their needs and how they can help. For example, before opening a Chobani plant in Idaho, Ulukaya met with the local community, learned what would benefit them, and then created training and educational opportunities at the plant.


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