Leadership

What is Leadership?

There are many different view points on what leadership is, but from my point of view to try to define leadership, you first have to define management. My definition of management is:

Management is the responsibility of a function, department, process or system. It is a position.

Many people think that because they have the positional title of “manager” that by default they are a leader. Not necessarily! My definition of Leadership is as follows:

Leadership is the ability to inspire and motivate people to want to be part of realizing a vision. It is purely about people, and not a process or product. It is character.

On the other hand, there are also people that think that because they don’t have the title of “manager” that they are not leaders. Wow, is that ever incorrect! There are many incredibly good leaders that are not managers. They can have unbelievable impact on other people by inspiring, motivating or coaching them.

A leadership model I have developed and use is shown below:

leadership model

The model is built on three important dimensions that make and define leadership. First is the Leader them self; second, a clear and articulate Vision; and third, of course People. If any one or more of these is missing or poor, so is the Leadership.

In future posts, I’ll speak to the key points of each of these 3 dimensions of leadership.

Leadership, Lean and Continuous Improvement

Gemba by any other name is… go & see! Gemba is NOT just for manufacturing processes!

Many associate gemba as a manufacturing activity, but in reality it is an invaluable tool that any leader can use regardless of the industry, business, process, or function. Gemba means nothing more than going to the workplace to see. The workplace can then include anything where work is performed such as a construction site, ER room, automotive repair garage, control room, accounting office, school room, maintenance job, or food buffet line.

The purpose of gemba is to go and see the process, engage with the employees (team members, operators, associates, cast, staff, techs, etc) that are doing the work. It is to engage with them by showing an interest in what they do, how they do it and to assist them in being successful at it.   Our teams come to work and want to do a good job and it is a leader’s job to help remove the barriers that get in the way of our teams doing the best job they can. Over time, waste and inefficiencies seem to creep in or inadvertently get added that can cause safety, quality, productivity, or cost issues. By going and seeing, a leader is more likely to find these wastes and inefficiencies and can take action to correct them. Point and case; safety, quality, productivity, and cost applies to pretty much any business or process, so why wouldn’t go & see or gemba apply?

The principles are the same when doing a gemba in a non-manufacturing environment as they are in a manufacturing environment. It starts by going to the workplace and engaging with the workers there. Explain to them why you are there, that you are interested in what they do and want to learn about it. Watch what they do and ask questions to understand why they do what they do. Ask them what they think can be done to improve the process. Ask them about things you observe that capture your interest. No doubt, between you, you will identify several things that need to be improved. It is very important in gaining their trust and respect, to then prioritize a manageable amount of items to go after. Discuss these with the employee or team and set a reasonable timeline and approach to taking action.

Most jobs or positions have some level of standardized work or standards to which the process is to be done. This is typically how someone gets trained in the first place. For example, a maintenance technician typically has a detailed preventative maintenance (PM) routine or a standard operating procedure (SOP), while a control room will have defined standards of alarm limits or frequency of checks/recordings that have to be made. Regardless of the job, there will be defined tasks that have to be done, documentation to be followed, training material, or standards to be followed. These are key documents to request, check, and audit how they are being followed. This also leads to key insights as to the cause of safety, quality, productivity, or cost issues if they are not being followed. Even more so if they don’t exist. If they don’t exist, how are people being trained? How do you know it is being done the best way to get the best results?  This then should be your starting point to standardize the task, document it, and get all those doing the function to follow it.  Only then, once it is standardized and everyone is following the standard can you make improvements.

Gemba is an extremely powerful tool in a leader’s toolbox regardless of what you do. Don’t miss out on this just because you think this is a manufacturing tool!

Here’s some other gemba posts you may find of interest:

10 Important Steps of Effective Gemba Walks or “Go See”

Gemba Walks – Tip #1

Gemba Walks – Tip #2

A Leader’s Best Question

3 Steps to Having Time for Gemba

 

Leadership, Lean and Continuous Improvement

3 Steps to Having Time for Gemba

A very common question I’ve been asked over the years is,

I don’t get out to the floor anymore, what can I do?

Most people understand the importance of gemba and going to the floor to see and understand what is happening.  However, many leaders as they continue to move up the corporate ladder or take on more responsibilities, struggle finding the time to do gemba.  They give priority to everything else and essentially hope they have time to go to the floor.  Unfortunately, it doesn’t work that way.  If left to chance, it won’t happen.

Well, the solution isn’t glamorous or earth shattering at all, but with a little discipline and planning, there is hope.

 

1. Schedule time for gemba.  It starts by literally placing time in your calendar by scheduling an event or meeting weeks in advance.  In fact, make it a never ending recurring meeting.  Schedule them several times a week so that should you have a priority conflict, you still have time in your calendar that week to do gemba.  As an example, if you want to have time for a 1 hour gemba twice a week, I recommend scheduling a 1 hour “Gemba Walk” event three to four times a week for the entire year or longer.  When slotting these Gemba Walks, select times that increase the odds of them actually occurring.  Don’t swim upstream fighting the workplace currents.  In other words, step back and think of your typical week.  There are generally days and times that will be easier to do gemba than others.  Select those time slots and not the days/times when you know there is likely to be a high risk of other conflicts, priorities, or conflicting business conditions.

2. Make gemba part of your weekly personal planning.  As you do your personal planning for the coming week, ensure that you review your calendar paying particular attention as to when you have your gemba’s scheduled.  Check for conflicts and adjust as necessary.  This provides you the opportunity to decline meetings if gemba is a priority over them, or to reschedule your gemba to ensure it happens rather than accepting meetings regardless then wondering why you have no time to do gemba.  If you proactively scheduled more gemba time slots than you need you can make a decision to cancel some or leave them just in case a last minute issue arises during the week.

3. Add “Gemba Walk” to your Leader Standard Work.  Add the number and frequency of Gemba Walks to your Leader Standard Work (LSW) as this can be an added reminder for you to complete it, but more so to provide you with a record of how you are doing.  If you are completing this aspect of your LSW, great no action required.  However, if you look back at your LSW and see that you are frequently missing it, or perhaps always missing it on a specific day/time, then you can think about why and what you need to do differently going forward to increase your ability to attend your gemba.

The above 3 steps have been my approach which has worked well for me.  I find step 3 is important over the longer term because the business and priorities do change over time.  It’s too easy to get caught up in the day to day urgent things that have to get done and before you know it, weeks have gone by and you aren’t getting to the floor as much as you should.  Weekly review of your LSW and looking back over the longer term will highlight to you that you need to take some action to course correct.

If you are already successful at doing regular Gemba, please share your approach in the comments for others to learn from.

 

Leadership, Lean and Continuous Improvement

Results are in: A Leader’s Best Question

Did you take on the Leadership question challenge last week?

If not, you can find out about it HERE!  It’s not too late to learn about it and try it!

If you did take on the challenge, this is where inter-activeness comes in.  If you found the question useful and/or will add this to your list of leadership questions going forward, click on “Like”.

For those of you that are willing to invest a little more time, leave a comment and let us know how it worked for you or what surprised you the most about it.  Alternatively, what is your favourite Leadership question to ask?  A comment only takes a minute and others will learn from your experience, or if they haven’t tried the question yet, they may give it a try as well!

Although I’ve used this question for a long time, what I enjoyed this week when I took on the challenge, actually was not the response or reaction I got from the people I asked, but rather later on during a gemba when I didn’t ask someone the question, one of the leaders on my team did.  Awesome!  That’s what it’s all about.  Imagine if all our leaders frequently ask this question and then act on the response?

If you like this question, be sure to add it to your Leader Standardized Work, make it a regular question when on a gemba walk, or during your next 1:1.