Personal Development, The Leader

Leader Standard Work & Hitting Targets

Combining a robust leader standard work routine with setting and hitting targets can be a powerhouse that delivers results!  It’s not just a shot in the dark!

If you have followed my posts, you’ll know that I’ve been a strong proponent of leader standard work (LSW) for a long time, however, I was reminded recently of the power of combining standard work and the setting and hitting of targets.

Each month I reset my standard work for the new month.  It starts by reviewing the previous month and reflecting on what worked, didn’t work and why, and identifying any new priorities.  Then the baseline is revised by making some adjustments, adding or deleting tasks, or changing the frequency of some tasks.  I also include certain non-work items within my LSW.  These are things that are for personal or professional development, important family responsibilities, or when I’m trying to create a new habit.

Although this is a personal example, it still shows the power of combining LSW and targets.  At the beginning of last month when I was doing my LSW review I found that I was not happy with my daily exercise results.  It had been very inconsistent.  Although I was running, the frequency was very intermittent and inconsistent.   There were always reasons why for each miss, but when seeing the results for the month, none of them mattered, the result was the result and it wasn’t what I wanted.  So,  I decided I needed to do something about it!  First, I added a “Daily Exercise” task to my LSW, and second, I set a distance target for the month.

The month started off well.  I was exercising more regularly and I was well on my way to achieve my distance target.  It was working!  Then, by conscious choice, I missed about a week.  With about a week to go in the month, even if I got back to my routine, I wouldn’t make my distance target.  At least, not doing what I had been doing before the break in the routine.  I couldn’t make up for the days I didn’t exercise, but I could do something different for the days remaining in the month.

I changed the time of day when I would exercise.  This helped overcome some of the challenges (a.k.a excuses) that were creating barriers to my daily exercise.  Then, I started running further than I had been before to make up some of the distance.  Some may consider running further than usual was somewhat cheating, and perhaps it was since the intent was not the distance per se, but rather to exercise regularly.  However, on more than one occasion in that final week of the month, I exercised when I probably wouldn’t have.  I had a strong desire to hit and exceed my distance target, AND, I wanted to check off my LSW each day indicating that I had exercised.  It worked, I exceeded my distance target with a day to spare, but I ran the last day of the month anyway so that I would have exercised every single day for that last week.

Maybe a simple personal example, but combining LSW and targets is a powerful tool and is equally effective in a business environment.  The target will give you the motivation to keep working at it and to find ways to achieve it, while the LSW will give you the reminder and sometimes push to take the necessary steps, or to complete the appropriate tasks, necessary to achieve the target.

In summary, here’s a few key points:

  1. Reflect on your LSW each month and reset it based on lessons learned and new priorities.
  2. LSW can include personal and professional items.  It’s yours, so make it work for you!
  3. Set challenging targets, then look at how to combine with LSW to assist in achieving the targets.
  4. Don’t beat yourself up for missing some LSW items when looking back, but rather figure out why you missed them and implement mitigation actions to achieve them going forward.

AAEAAQAAAAAAAA2JAAAAJDMyMDQxYzdmLTFjYWYtNDBkNC1iODZhLTRhNWIzMTBlMzAzZARelated Posts:

For more information on setting up and using leader standard work, check out this other post “Leader Standard Work is for, well, EVERYONE!

 

Contact me:

You can email me with any questions at glennsommerville@hotmail.com, find me on Facebook at https://www.facebook.com/glennsommervilleL2R/, or on Twitter at  https://twitter.com/gsommervilleL2R.

If you are enjoying my posts and find the information useful, please “Follow” me by entering your email in the follow box on the right-hand menu of my website www.glennsommerville.com.

 

 

Lean and Continuous Improvement, Visual Controls

Do Your Operational Abnormalities Go Undetected Too Long? Maybe It’s Your Escalation Process?

If you are finding that your operational abnormalities go undetected too long, perhaps you need to take a deeper look at your escalation process.  If you haven’t reviewed your escalation process, tested knowledge and understanding of it, or don’t have them at all, perhaps this is a good starting point.

Clear and specific escalation criteria is a key element of an effective abnormality management system.  Abnormality management and escalation criteria is NOT a manufacturing thing only!  Abnormalities can and do occur in any operation.  What’s important is what we do when they occur.

There are 3 main elements of a abnormality management system which are discussed below.  In this post, we’ll focus more on the escalation element.

1.)  Defined standards in place that specify what is normal and what is abnormal.

Examples:

a)  Maximum number of work in process (WIP) units is 20.

b)  Maximum customer wait time is 15 minutes.

c)  When not in use, equipment XYZ is stored at location ABC-01.

d)  The line is to operate at greater than 90% operational availability (OA).

2.)  Visual controls that quickly and efficiently identify an abnormal condition or situation.

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Examples:

a)  20 squares taped on the floor, each depicting where 1 unit of WIP can be placed. 15 squares taped in blue tape, and the last 5 in yellow.

b)  If customer wait time is electronic, change the font colour and/or size of the customer’s name, or flash the name on the computer screen if the customer is not assisted within 15 minutes.  If a manual system is in place, mark with a pen the time after which 15 minutes will have passed.  Once the 15 minutes has elapsed highlight the time to differentiate from other customer orders.

c)  Tape the floor in which equipment XYZ will fit.  Post a picture at ABC-01 and add text indicating this is the home position of equipment XYZ.  Or, draw a shadow outline of equipment XYZ which will quickly indicate if it is there or not.  An equipment sign-out sheet is posted at the location indicating who signed out the equipment last.

d)  Install a coloured light and/or audible sound connected to the line controls that indicates when the line is down or not operating.  Have a downtime counter on the line indicating the cumulative downtime within the shift.  Alternatively, have a manual tracking system that is updated by a designated person that displays the cumulative downtime within the shift.

3.)  Escalation processes are documented standards and instructions that define what action is required to be taken by whom, at what point, and how they are to escalate the issue.  The more descriptive the escalation process is, the better.

Examples:

a)  When there are 15 units in WIP (all 15 blue taped locations) immediately call the team leader by activating their andon and advise them of the situation.  The team leader will assess the situation and make a determination as the appropriate response (i.e./ add or remove resources, resolve productivity issue, etc).  When there are 20 units in WIP (all 15 blue and 5 yellow tape locations) immediately call the team leader and advise them of the situation.  The team leader is to shutdown the line and assign team members alternative work.  The team leader is to phone the manager within 10 minutes of the line down.

b)  When a customer has been waiting 15 minutes, prioritize their order by following up and confirming their order and assessing when it will be completed.  Advise the customer of delay and expected resolution.  When two or more customers have been waiting more than 15 minutes, notify the supervisor immediately.  The supervisor is to assign additional resources to assist with the customer orders.   If any one customer has been waiting more than 25 minutes, the supervisor is to be immediately notified.  The supervisor will resolve the issue with the customer’s order and make a determination (based on customer service policy) as to a discount to be offered to the customer.

c)  If the equipment is found in an abnormal location and not in use, it is to be returned to the designated location immediately and the supervisor advised.  The supervisor is to check the sign-out sheet and follow-up with the person responsible for not returning the equipment.

d)  If the line is down more than 10 consecutive minutes, the team leader is to phone the maintenance manager to advise them of the situation.  If the line is down more than 30 consecutive minutes, the maintenance manager is to phone the Production Director and advise them of the situation.  The Production Director will assess the situation and determine what course of action for the employees i.e./ send for early break/lunch, send home, etc.  When downtime exceeds 30 consecutive minutes and/or OA is less than 85% in a shift, the maintenance manager will complete a root cause analysis and provide a report to the Production Director the findings and actions within 24 hours.

Once you have these 3 elements in place, you need to periodically audit and confirm each of them.  This means auditing that the standards are documented and all who use them are knowledgeable of the standards, know where to find them, and are following them.  Confirm that the standards are documented, are in good condition, and revise them if anything has changed, or needs to change.  Confirm the visual controls are in place, in good condition, being used and followed.  If not, determine why not and correct.  Also confirm that the escalation process is in place, being utilized, and is effective.  Confirm for each of the elements that new hires are trained on them, and know what they are responsible for.

Your abnormality management system will only be as strong as your weakest of the 3 elements; Standards, Visual Controls, and Escalation.  Audit them today!

 

Related Posts:

Who the heck needs standards?

4 Necessities for Smooth Flow

Stop repeating bad history…

3 Critical Necessities For World Class 5S

Is Your Management System Limiting Your Success? 6 Steps To Start Improving Today!

 

Contact me:

You can email me with any questions at glennsommerville@hotmail.com, find me on Facebook at https://www.facebook.com/glennsommervilleL2R/, or on Twitter at  https://twitter.com/gsommervilleL2R.

If you are enjoying my posts and find the information useful, please “Follow” me by entering your email in the follow box on the right-hand menu of my website www.glennsommerville.com

Lean and Continuous Improvement

Non-Manufacturing Example of High Performance Culture & Continuous Improvement!

Unfortunately, many people still think that continuous improvement, high performance cultures, and/or people-centric concepts are for manufacturing.  Those that do, are definitely missing out!

Point and case:  Scott Smith and I recently had the opportunity to visit and participate in a gemba (go & see) with Karla and Michelle from the Paris Dental Centre.  This is not your run of the mill dental office, and they certainly demonstrate that these concepts go well beyond the typical manufacturing environment!

Our gemba started at the main entrance at the front reception desk where the receptionists quickly greeted us with a smile and asked how they could help.  What was different than what I’m used to in a professional office was that their duties had been stream lined with the customer in mind.  How?  There were no phones!  They managed the direct face-to-face contact and relationship with their customers, rather than answering a continuously ringing phone line of incoming calls.  They focused on their customer, value streamed the roles/responsibilities, and created smooth flow.

As our gemba took us throughout the facility, it was obvious that 5S (sort, set in order, shine, standardize, sustain) principles were also in place as this rather large and very busy dental centre was orderly, and had effective visual controls throughout the facility.  Each of the main departments had visual team boards where the teams would conduct daily stand-ups to review their performance results, discuss ideas for improvement, and communicate important messages.  Even the dentists had their own board where they met daily to review performance and drive improvement in their work.  Standardized work was being implemented in the various roles throughout the office as well.

Now, are there opportunities to do more or to improve further, gain more engagement?  Of course!  We all have those opportunities!  What we have to remember is that continuous improvement, high performance or a people-centric organization is never ending.  Why?  Things are always changing!  Everyone on this journey hits the wall at some point and feels they are not progressing.  What’s important to reflect on is where you’ve come from, keep doing what’s working, tweak what’s not, and then keep plugging away at the next steps towards where you want to be.

Great job Paris Dental Centre, keep up the good work!

Cover picture:  From Paris Dental Centre – Michelle Vaandering, Karla Stonham, Heidi Burton Paris Dental Centre;   from HPS – Scott Smith

Similar topics: 

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

For additional information on High Performance Leaders Inc., click here.  Or follow us on LinkedIn.

Contact me:

You can email me with any questions at glennsommerville@hotmail.com, find me on Facebook at https://www.facebook.com/glennsommervilleL2R/, or on Twitter at  https://twitter.com/gsommervilleL2R.

If you are enjoying my posts and find the information useful, please “Follow” me by entering your email in the follow box on the right-hand menu of my website www.glennsommerville.com

 

5S, Lean and Continuous Improvement, Uncategorized

3 Critical Necessities For World Class 5S

Do you struggle maintaining good 5S conditions?  Ever wonder how some companies are able to sustain world class 5S?  It comes down to whether you have a complete 5S system or not.  Typically, one or all three of these key components are missing, broken, or are not consistent enough to sustain good 5S conditions.

Most people think of 5S as “Everything has a place, and everything in it’s place”.  Some think 5S is just about keeping things clean and tidy.  Sure, it’s both of these, but more importantly it’s about having a complete system of being able to quickly and easily identify abnormalities and either take action, or ensure action is taken to correct the situation.  When you have more than one person within the same space, things are going to get out of place.  Stuff happens in any working environment.  A robust 5S system will quickly highlight these deficiencies and allow appropriate actions to be taken to address the root cause.

When 5S is a struggle to maintain, typically one or all three of these components of a robust 5S system are either missing, broken, or at the very least lack the consistency necessary to sustain.

1.  Standards – to define normal vs abnormal conditions

Home position tape or markings are pretty common in any environment that has a 5S program.  However, the standards must go well beyond just identifying the home positions of equipment, tools, etc.  The standards that lead to world class 5S include minimum and maximum levels, how long things should be located in certain designated locations, FIFO/LIFO controls, ability to quickly identify normal vs abnormal conditions, identification of known abnormalities, documented operating procedures, maintenance routines, safety requirements.  Standards should be practical, easy to maintain, and be visual and documented.  Reliance on ‘institutional knowledge’ is a very good indicator that your standards need attention.

2.  Escalation Process – what to do when there is an abnormality

Really escalation process is an extension of standards, but we’ve shown it as a stand alone component due to its importance and that it is very commonly overlooked.  World class 5S systems have very well defined escalation processes for what to do when there is an abnormality.  Abnormalities are going to occur.  Of course through continuous improvement these abnormalities should be tackled and improved, but in any on-going and growing environment, if you are going to continue to exist, things are going to change.  With change, comes some level of abnormality.  You need to plan for the abnormalities by having clear standards as to what to do when faced with one.  These processes may include installing signage that identifies the abnormality is known, who is taking action, when it will be resolved.  They may include notifying a specific person or high level leader of the situation.  It some cases, the process may call for the operation to stop until the abnormality is resolved.

3.  Visual Controls – make abnormalities stand out and be seen

Everyone is dependent on our computer systems these days out of necessity.  I’m not suggesting that we shouldn’t use them, but what I am suggesting is that there is still a need for good visual controls that highlight and make what is in the computer systems visible to employees and leaders.  The problem with most computer systems is that they only highlight problems if you look in the system.  Also, for those who may not have access to the system, they don’t see the concerns or may not fully understand the magnitude of the situation or know if it is getting better or worse.  This can drive a disconnect as to priorities, urgency, and actions required.  Use of visual controls are extremely important to maintain world class 5S so that any abnormalities are made very obvious to everyone.

Here’s an example that highlights the need for all 3 of these components.  Within a manufacturing cell, there is a need for a partially complete unit to move to another cell for testing.  Not all units require this interim test though.  The process is that when required the manufacturing cell moves the unit to the test cell for testing or to await testing.  Sometimes, the test cell gets backed up, so the manufacturing cell leaves the untested units within their manufacturing cell to wait for test capacity.  There isn’t space allocated for the storage of these units within the manufacturing cell so the units are placed anywhere they can be placed.  You can see how the 5S in these two areas can quickly become out of control.  Why?

Not withstanding the inherent process flow issues, the 5S problem starts with the lack of standards.  Standards on how the test cell is scheduled, laid out, and configured to manage the expected work load.  Standards around min/max units waiting for test with designated locations and visual controls are missing.  There’s no escalation process for what the manufacturing cell should do when the test cell is full.  Who to contact, where to place the untested units, and nothing stopping the cell from producing units only to sit and wait for test, or for the test cell to increase capacity.  There is a lack of visual controls that clearly indicate there is a problem.  The situation would be visual in the production control system, but on the floor, the condition is not visual.  This could result in the test cell not having full awareness of the backlog, loss of FIFO by scattering the units anywhere would occur, the magnitude of the situation would be diffused by the units being squirreled away throughout the manufacturing and test cells, resulting in a missed opportunity for all involved to understand the magnitude and align on the needed priority to address.

Contact me:

 

You can email me with any questions at glennsommerville@hotmail.com, find me on Facebook at https://www.facebook.com/glennsommervilleL2R/, or on Twitter at  https://twitter.com/gsommervilleL2R.

If you are enjoying my posts and find the information useful, please “Follow” me by entering your email in the follow box on the right-hand menu of my website www.glennsommerville.com

 

 

Leadership, Lean and Continuous Improvement, Personal Development

Introducing ‘High Performance Leaders Inc.’

In March 2018 I started this leadership and continuous improvement blog because of my high passion on the topic, my experience, and a strong desire to help and coach others.  What was an unexpected surprise to me was the personal challenge and development I received in the process.  Learning about social media, what works, doesn’t work, interacting with others that read my posts, etc.  In addition, I was blown away with the connections I made and the feedback received on the posts.  At no time did I have any grand plan for where this blogging would take me other than to help others and to challenge myself.

logo10Well, I’ve decided to take the next step.  A big next step!  I’d like to introduce a new company ‘High Performance Leaders Inc.’  (HPL) which was founded by Scott Smith and myself.  I left my position at Amazon to start this new company because of the passion I have for continuous improvement and the development of leaders.  There is so much unrealized potential out there in people and organizations and our goal at HPL is to disrupt that condition!

Click here for more information on HPL and what we do.

A highly engaged and motivated employee is the most formidable weapon that an organization can utilize to compete and win.  This depends on strong and committed leaders, an effective management system structure, and a culture based on respect, trust and performance.   This September HPL is launching a comprehensive and practical skills development program that will provide senior level leaders with a core success factor; the skills to lead and develop a high performance organization sustained through the habits of an Effective Leader.  This 12 month program launches this fall.

To learn more about this program and/or to register, click here!

Follow HPL on LinkedIn to stay informed.

Contact me:

You can email me with any questions at glennsommerville@hotmail.com, find me on Facebook at https://www.facebook.com/glennsommervilleL2R/, or on Twitter at  https://twitter.com/gsommervilleL2R.

If you are enjoying my posts and find the information useful, please “Follow” me by entering your email in the follow box on the right-hand menu of my website www.glennsommerville.com