Lean Quote: There is No Secret to Success

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.

"There are no shortcuts to any place worth going." — Beverly Sills

Success is one of those things that just about everybody wants, but not nearly as many people do what it takes to achieve. It’s the reason why so many people search for a “secret to success”; they want it, but they’re afraid of what it might take to get there. They’re looking for an easy path; a magic pill that will solve all their problems along the way and give them what they want with minimal effort.

Well, I’ve got news for you. There is no magic pill. There is no easy path. There is no secret to success. You have to work, and you have to work hard.

It is usually true that something, no matter how difficult, can be done if someone spends enough time trying to do it. If you think of any goal as requiring a finite number of steps (tasks), then each task completed is one step closer toward completion of the goal. The key is often to break the steps down into what may seem to be absurdly simple tasks, but ones that you know you can complete, thereby making measurable progress and establishing forward momentum.

 

Quality Isn’t Fluff

According to a study covered in a recent Harvard Business Review article, companies with highly developed quality cultures spend, on average, $350 million less annually fixing mistakes than companies with poorly developed ones.

In the survey employees reported that it takes about two hours to correct a mistake. Assuming an hourly wage of $42.55 (the median for CEB client companies), a bottom-quintile quality firm with 26,300 employees (the median head count) spends nearly $774 million a year to resolve errors, many of them preventable. Top-quintile firms, on the other hand, spend about $424 million annually.

Although figures will vary according to industry and company, the report’s authors, suggested a broad rule of thumb: For every 5,000 employees, moving from the bottom to the top quintile would save a company $67 million annually.

Given this tremendous financial impact, the need for a true quality culture cannot be overstated. Building a quality culture is not an easy task. A quality culture starts with managers who understand and believe the implications of the systems view and know the necessity of serving customers in order to succeed. The result of that understanding is a culture where a positive internal environment and the creation of delighted customers go together. It is a culture that naturally emphasizes continuous improvement of processes, one that results in a healthy workplace, satisfied customers, and a growing, profitable company.

Here are a few vital points necessary for creating a climate focused on quality:

Commitment to Quality

Commitment from management is a “MUST”. In fact, it is the driving force. Procedures, tools, and database are all useless if the management do not want to see a Quality culture in the organization. The employees of the organization will not care, if the management themselves do not show the attitude to follow the right path.

Capability of Skill

Capability refers to having the skills to undertake work successfully. As is true with any successful implementation, you need the right team blend and capable people in the team, to execute these things. There will be a need to raise the basic knowledge, understanding, and maturity for each and every member of the organization.

Honest Communication

People function best in a culture where open, honest communication is understood. You may be surprised how many innovative solutions can be developed when the truth is consistently shared throughout the organization. An important way to encourage truth-telling is by creating a culture where people listen to one another.

Focus on Processes

Focus on processes helps everyone understand even further the importance of teamwork and cooperation and the interdependence of their work. It places a premium on implementing the tools that make management and improvement of processes more efficient and effective. The emphasis is on continuous improvement through the use of quality tools to measure process performance and teamwork

Understand Your Customer’s Needs and Expectation

For any business the customer is the lifeblood. Every process and every action internal or external should ultimately result in the value addition to the customer and the customer’s delight. Therefore it is essential that the customer needs, wants and expectations are identified before you embark on a quality building program

It is said that the quality of an organization can never exceed the quality of the minds that make it up. The key to success lies in how well each employee is motivated and inspired to deliver quality work.

To create a culture of quality, an organization must align its organizational processes with these vital points. Quality leadership starts with the leaders who plant the seeds, create the environment for success, empower others and deploy quality throughout the organization.

Lean Quote: Thanksgiving, After All, Is A Word Of Action

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.

"Thanksgiving, after all, is a word of action." — W.J. Cameron

Whilst Thanksgiving may have evolved into a turkey eating, football supporting, Macy’s parade watching event, the original tradition stems from when the Pilgrims and Indians joined over a feast to give thanks to each other and God for getting through a difficult harvest. The gratitude shown to each other is something which many employers forget to embrace in the workplace, yet a little recognition and praise can have a significant impact on employee engagement and productivity.

Thanksgiving provides the perfect opportunity for employers to reflect on how often they offer thanks and praise to their employees. Your employees work hard for you all year, and what better season to show your appreciation and gratitude than now, as we celebrate Thanksgiving with family and friends.

Thankfulness is something we have to practice. It is like learning how to play the piano. Just as anyone who wishes to play piano well has to practice scales over and over again, thanksgiving must be practiced continually.

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.

Being thankful for what we already have is probably the most powerful tool of positive thinking. The ability to notice what we already have and to consider ourselves blessed with it truly unlocks the door to abundance and to feeling good.

 

Happy Thanksgiving! Take a Moment to Be Thankful

Thanksgiving Day has evolved over the years as an important holiday. It is not just about feasting and merrymaking. The tradition of Thanksgiving dinner teaches us to appreciate the finer things in life. It is about showing one's gratitude for the blessings that we are showered with. In all the hustle and bustle of getting ready for Thanksgiving, take a moment to focus on what being thankful is all about.

Most of All

Thanksgiving Day brings to mind

the blessings in our lives

that usually go unnoticed:

a home that surrounds us

with comfort and protection;

delicious food, for pleasure

in both eating and sharing;

clothes to snuggle up in,

books and good entertainment

to expand our minds;

and freedom to worship our God.

Most of all we are thankful

for our family and friends,

those treasured people

who make our lives extra special.

You are part of that cherished group.

On Thanksgiving, (and every day)

we appreciate you.

Happy Thanksgiving!

By Joanna Fuchs

www.poemsource.com

As we gather to celebrate Thanksgiving in the US, may we vow to live not just this day but every day with a grateful heart and to use our blessings to bless others.

I would be remiss if I did not take time to thank all of you for reading, following, and supporting A Lean Journey Blog. I am deeply grateful for the opportunity to share my journey in Lean with you. You make sharing my thoughts more rewarding than I would have imagined.   

No MAS - How to Save the World (or at Least Yourself) From Bad Meetings

Every day, we allow our coworkers, who are otherwise very, very nice people, to steal from us. I'm talking about time. Your time. In fact, I believe that we are in the middle of a global epidemic of a terrible new illness known as MAS: Mindless Accept Syndrome. The primary symptom of Mindless Accept Syndrome is just accepting a meeting invitation the minute it pops up in your calendar.

No MAS! — An epidemic of bad, inefficient, overcrowded meetings is plaguing the world’s businesses — and making workers miserable. David Grady has some ideas on how to stop it. 

1. Don't automatically accept meeting invitations. 
2. Instead, email the meeting holder and ask to help them create an agenda, etc. 
3. If enough people do that often enough, respectfully, people might start to be a little bit more thoughtful about the way they put together meeting invitations.

People just might start to change their behavior because you changed yours.

Efficient meetings are the result of careful planning by the meeting planner. Make your meetings more effective with the use of SPACER as a meeting framework

Use SPACER (Safety, Purpose, Agenda, Conduct, Expectations, and Roles & Responsibilities) as a technique to improve team meeting efficiency and effectiveness.

Safety – is always the top priority, discuss safety protocols like evacuation, PPE or safety equipment needed in the facility, bathroom location, etc.

Purpose – "what is the meeting for?", discuss what is in scope and what might not be.

Agenda – no matter what type of meeting or for how long there should be some sort of plan.

Conduct – what are the rules the team participants should adhere to while in the meeting like cell phone us, side discussions, etc.

Expectations – what do we expect to get out of this meeting especially if it is a training session?

Roles – what are the roles of the participants in the meeting, is there a note taker or time keeper for example. 

One of the biggest challenges to meeting effectiveness is we are essentially creatures of habit. We do things this way because we have always done things this way – status quo. 

Take David Grady's advice to change status quo. Don't lose your time. No MAS!

Lean Quote: There is No Secret to Success

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.

"It’s easier to go down a hill than up it but the view is much better at the top." — Ward Beecher

Success is one of those things that just about everybody wants, but not nearly as many people do what it takes to achieve. It’s the reason why so many people search for a “secret to success”; they want it, but they’re afraid of what it might take to get there. They’re looking for an easy path; a magic pill that will solve all their problems along the way and give them what they want with minimal effort.

Well, I’ve got news for you.

There is no magic pill. There is no easy path. There is no secret to success.

You have to work, and you have to work hard.

Lots of people prepare for what they want to do. In my experience, that is usually the easiest part of the job. But if they don’t learn from their experiences, they will continue to fail.

Fewer people will truly work hard. They’ll build strength, endurance, strategy, and all sorts of tricky skills. But if they don’t learn from their experiences, they will continue to fail.

A person, with a bit of basic preparation and a willingness to work, a person who is willing to learn can get a great deal accomplished. By learning from their experiences, failures become stepping stones to success.

If you can stay with it, persevere in face of repeated failures (and learn from each one), there is very little limit to what you can accomplish.

 

10 Dimensions of A Creative Climate

A change of culture occurs when people start behaving differently as a result of a change in the climate of the organization. Altering a company’s workplace environment is the most direct way to develop and manage employees’ creativity. Improving the organizational climate for creativity and innovation can effectively promote problem solving in a company and thereby increase its productivity and competitiveness.

Research around creative culture and general climate has led to the identification of key areas on which companies can focus to develop an effective climate in which people are not only creative, but where they are motivated to develop these ideas into value-adding contributions to the success of the whole organization.

Swedish researcher Göran Ekvall identified 10 climate dimensions (nine positively correlated, and one negatively correlated) that affect creativity in organizations.     

Motivation

To do anything, people must feel motivated, an internal need to act. The climate of the organization thus must provide the cues and forces that lead people into the deep motivation that is required to push through from idea to end product.

Challenge and Involvement

The degree to which people are involved in daily operations and long term goals. The climate has a dynamic, electric and inspiring quality. People find meaning in their work and are intrinsically motivated to invest much energy. The opposite is a feeling of alienation, indifference, apathy and lack of interest.

Most people here strive to do a good job

Playfulness and Humor

Spontaneity and ease displayed in the workplace. Relaxed atmosphere where jokes and laughter occur often. Fun at work. Easy going.

Opposite is seriousness, stiff and gloomy atmosphere. Laughter is improper

People here have a sense of humor.

Empowerment

Once people are motivated to be creative, they need the environment in which they can be creative.

Freedom

Independence in behavior. Autonomy to define much of work. Taking initiative. Opposite - strict guidelines and roles. Work carried out in prescribed ways with little room to redefine their tasks.

People here make choices about their own work.

Idea Time

Amount of time can use and do use for elaborating ideas. Possibilities exist to discuss and test impulses that are not planned or included in task assignment. Slack.

Opposite - every minute booked. Time pressures make thinking outside instructions and planned routines impossible.

One has the opportunity to stop work here in order to test new ideas

Idea Support

The ways new ideas are treated - attentive, listened to, encouraged. Constructive & positive atmosphere.

Opposite automatic 'no' prevailing, suggestions refuted by counter argument. Fault finding usual style.

People here receive support and encouragement when presenting new ideas.

Dynamism

Alongside a motivated and empowered organization, a harder edge is needed that drives forward towards success.

Energy

Getting an idea from first notion to final product can be a long and arduous process. This requires a dynamic environment in which people are energized and constantly pushing forward. You can walk into many workplaces and feel the lack of energy and enthusiasm, whilst others have a definite, almost palpable buzz about them.

Buzz and energy comes from the leaders of the organization. This includes the formal management and informal social leaders. People look to these leaders for cues in how they behave. If the leader is full of energy and enthusiasm, then this emotion will 'infect' others and the motivation will spread through the organization.

Conflicts

Personal & emotional tension. Conflict high. Interpersonal warfare. Plots, traps, power struggles. Slander, gossip.

Opposite is more mature, deal effectively with diversity.

There is a great deal of personal tension here

Debates

Discussion of opposing opinions and sharing diversity of perspectives.

Opposite - follow authoritarian patterns without questioning. Groupthink.

Many different points of view are shared here during discussion.

Openness

Trust & Openness

Emotional safety in relationships. When a level of trust, individuals can be open and frank with each other.. Can count for personal support. Have respect. Opposite is suspicion, closely guarded, cannot communicate openly.

People here do not steal each others ideas.

Risk

Risk Taking Tolerance of uncertainty and ambiguity in workplace. Bold new initiatives taken when outcomes unknown. Take a gamble, out on a limb.

Opposite is cautious, hesitant mentality. Sleep on it, safe side. Committees to cover themselves before making a decision.

People here feel as though they can take bold action even if the outcome is unclear.

If a company wants to become more creative, rather than just encouraging people or teaching tools, then perhaps the best way is to develop the organizational climate. Rather than telling the plants to grow, this is about tending to the soil in which they can become what they are capable of becoming.