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.

 

 

Together We Can - Values in Action!

#49 Together We Can, Values in Action!

#49

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

Lean and Continuous Improvement

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

Contributed by:  Scott Smith  @High Performance Solutions & Consortium

T2 Control Board - T1 Day by Hour.jpgA highly engaged and motivated employee is the most formidable weapon that an organization can utilize to compete and win. An engaged and motivated employee is more focused on doing their work, more productive, and is more likely to have a better work and home life.  However, less than 30% of an organization’s people fit this category. Less than 5% of organizations sustain high performance over the long term. One of the limiting factors may be your management system.

Here are a few simple steps to start to build a strong management system.

First, it is important to understand the purpose of a management system. In simple terms, your management system is in place to make sure you are dong the right things for your customers (or clients or patients). It does this by connecting everyone in your organization to your vision, strategy and big outcome measures to allow everyone to understand how they can impact the vision and connect to the big outcomes. The management system engages our humans through solving their own problems. The most effective way to do this is through ‘low tech, high touch’ planning and measurement white boards.

Here are the steps to start building or improving your management system:

1. Identify your customer and understand what value they need from you.

I find in a lot of cases, there is not a strong understanding of who the customer is.   Your customer is who gets direct benefit or value from what you do. For example, in health care, the patient receives the direct value from the care they are given.   If my role is a support operation in manufacturing, such as engineering that develops product drawings, it is the people who build the product from the drawings.    If my role is production, I deliver value directly to the end customer for the product.

2. Understand how you can easily measure the value you provide to the customer.

Our customers are easy. They want simple things.  They want their stuff NOW. They want it PERFECT. They want it WASTE FREE. They may also want a good experience during the process.

I recommend you start with NOW as it is the easiest.    We should all have a plan to deliver what our customer’s need when they need it.   My customer needs their drawings today to build their product.   My patient wants to continue to get better.  All you need to do is measure how well you delivered on your plan.   I would also recommend using a planning white board to show your commitment to your plan.

3. Graph your results to understand how you are doing.

What does a good day look like?  Did we have a good day? Typically it is getting done what we need to accomplish for our customer.  If you started with NOW, on your next white board – performance board – graph how well you are doing.   Measure for a few weeks so you can start understanding a longer term trend in performance.

4. Start understanding why.

Why did we not have a good day? If you did not have a good day and did not accomplish what you needed to do for your customer, start understanding the  reasons that are blocking your performance.  You should start seeing some recurring reasons.  For each reason, understand how bad it is by adding a bar or Pareto graph under your performance graph to track the number of occurrences.

5. Run some experiments to make it better.

Once you have a good understanding of the reasons why you are not having a good day, start running some simple experiments to fix the problem.  Below your bar graph, document the experiment and indicate when you started the experiment on your performance graph. This will allow you to see if the experiment had the results you hoped for.  If it did, adopt this as a new why to do your work. If it did not ‘t, try new experiments until you learn what does work.

6. When you are ready, add your other measures.

NOW, PERFECT, WASTE FREE.   Keep it simple and do not add too many additional measures.  Fewer measures are better, but it is important not to have a lonely number so you need to provide some balance.  For example, if you measure NOW, balance it by making sure you are also delivering what you customer needs PERFECT.

Remember – a strong management system is elegantly simple and is driven by the daily connections we make with our people. 

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

 

 

Together We Can - Values in Action!

#39 Together We Can, Values In Motion!

Whatever a person can be, he ought to be.” wrote Abrham Maslow.  What are you capable of being?  This is the one and only lifetime in which to be it – so, what are you waiting for?