Introduction <ul><li>Why do improvement efforts fail or perhaps not sustain the gains? </li></ul><ul><li>There are many reasons, but those most often stated are “lack of commitment” and not “following the process”. </li></ul>
Introduction <ul><li>But why is there lack of commitment, and why aren’t processes followed? </li></ul>
Too Much Focus on Tools vs. People <ul><li>Analytical tools and improvement process steps are important, but people are more important. </li></ul><ul><li>And it’s not about “selling” them or using “change management” tools to have them accept whatever the “really smart” people have come up with. </li></ul><ul><li>It’s about involving them (all of them) and having them own the process. </li></ul>
Communication not Emphasized, Structured <ul><li>Without communication, disruptive, damaging paranoia develops between work groups, between shifts, between departments, between individuals, etc. </li></ul><ul><li>This destroys involvement and ownership. Casual (now and again) conversations and major presentations are only a small part of what it takes. </li></ul><ul><li>Communication has to be structured and orchestrated, part of the everyday routine, and flow both ways. </li></ul>
Not Knowing and Respecting What is Already in Place <ul><li>Every organization does some things well, and the people there have pride in their particular organization (even despite what they might tell you). </li></ul><ul><li>To ignore this is insulting and arrogant. Too many times, the “everything here is wrong” attitude is evident (and sometimes outright stated) by program “experts”. </li></ul><ul><li>Setting up “negative waves” like this never helps. Use what is in place as a start. </li></ul>
Developing the Elite vs. the Majority <ul><li>Improvement is an “everyone” thing. It’s too easy to just work with the bright, energetic people and count on them to carry it all. </li></ul><ul><li>But most people are hesitant or unwilling to accept what they haven’t had some involvement in developing or improving. </li></ul><ul><li>And besides, this is ignoring a huge pool of capability. Everybody brings something to the party, but some may be unwilling to share for many reasons. </li></ul><ul><li>Their past ideas have been criticized and not welcomed. There are peer pressure issues. There are trust issues. Etc., etc. But sincere, routine involvement efforts can overcome these. </li></ul>
Improvement Events vs. Routine Improvements <ul><li>Big events are good at generating interest and knocking out a lot of work in a short time. </li></ul><ul><li>But the heart and soul of sustaining improvement is getting a solid everyday routine process to have everyone continually dealing with the many, many, many small opportunities. </li></ul>
Focusing on Solving Specific Issues vs. Developing People <ul><li>It’s just too easy to get absorbed in solving specific issues and using specific problem-solving techniques vs. using the issue-solving process as a way to develop people. </li></ul><ul><li>But there will always be plenty of issues and opportunities to deal with. </li></ul><ul><li>The scarcer commodity is the capability to deal with them - and even scarcer, the ready motivation to do it. </li></ul>
Lico Reis Consultoria & Línguas Roberto Lico Reis Feel free to send us suggestions about new presentations, that can help you to face your life or professional challenges. www.licoreis.com [email_address] E-books: www.migre.me/oQ5 Linkedin: www.migre.me/1d9r Twitter: @licoreis
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