Author: Mark

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I.E. and Kaizen

There is an interesting thread developing on the NWLEAN discussion group. Kris Hallan, a regular reader here, asked a great question about the contributions of the industrial engineering pioneers to what, today, we regard as “lean production.”

This, in turn, sparked some debate about whether Taylor, the Glibreths, and others were actually following lean methods; about whether traditional industrial engineering is bogged down in over analysis, and a host of other issues.

Because not all you are following NWLEAN, I wanted to share my thoughts here as well.

The pioneers all did very good work advancing the field of knowledge.

The Gilbreths, for example, are credited with the realization that “time is the shadow of motion.”

Ohno and Toyoda were both adamant that everything they applied to build cars was simply an extension of what they saw at the Rouge plant.

The neat thing about knowledge and technology is that each generation has an opportunity to build on the last. Sometimes this is incremental, sometimes it is a profound shift. But in either case, it is the previous work that establishes the foundation – either something to extend, or a refutable hypothesis to test and reject.

If I really look at the shift that separates traditional I.E. from the more modern approach, it is in who holds the knowledge of the process AND how to improve it.

Taylor separated thinking about the process from determining the best way to perform it. He (and the Gilbreths) learned to observe with a keen eye, and optimize the motions he saw. Great stuff. Nobody did that before. Everything we do today is built on that foundation.

Today I see two levels of lean practice.

The first, and far more common, is the “outside expert” – the kaizen workshop leader, for example. In this model, this expert comes from outside the actual process. He acknowledges that the people doing the work probably know the best way to do it. But the work of exactly HOW to improve things – the magic of kaizen if you were, belongs to the expert. He is the one who facilitates improvements. While “process improvement” is the domain of the people doing the work, the “process of improvement” is owned by the outside expert.

So the skill of “improvement” is separate from the skill of “doing the work.”

I see this all of the time. Its dark side is manifested in “How do I make them follow standard work?” as if that is even possible through coercion or some punishment/reward system.

This is really an extension of the Taylor model of separating “thinking” and “doing.” In this case, however, it is “thinking about how improvement should be done” and “doing the improvements” vs. the work itself.

But something slightly different is happening in the organizations I see pulling ahead.

In those, the “skill of how to improve” is also manifested in the people doing the work. “Improvement” is part of that work itself, not something separate. There is time and resource specifically allocated to it, just as there is for production. EVERYBODY is focused on not only making improvements, but also improving how they do improvements themselves.

To the outside observer, the difference in the teaching and implementation processes are very subtle. But the difference in the culture and results that emerge can be profound.

The key difference is in letting go, finally, of the Taylor model and working to incorporate the knowledge and skill of process improvement into the entire organization – everybody – rather than keeping it in a small cadre.

I think this is one of the distinctions between a practitioner and a true sensei.

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10% Off Coupon from LEI

The Lean Enterprise Institute is offering 10% discounts in their book store, and is asking bloggers to pass that along. I am happy to do so.

To use it, people just go to the Lean Enterprise Institute’s online Store at  http://www.lean.org/Bookstore/ and enter THANKYOU09 in the discount code field at checkout. The offer is good through Jan 31, 2010.

As 2009 winds down, I look back at a year that presents me with many opportunities for reflection. I am working on a couple of posts as a result.

Thank you all for your gift of “listening.”

Mark

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Values Checklists

I am in the process of going through a lot of old files and filling up recycle bins. Most of this stuff was collected back in first half of the 1990’s when the world wide web was just gaining critical mass, and a half day on Alta Vista, or the brand new search engine, Google, turned up new stuff all of the time. It disappeared just as fast, so the rule was “if you want it, copy it.”

A lot of this material comes from the TQM community. But what struck me enough to sit down for a minute and write about is checklists that include values like “respect for people,” “openness and honesty” and “teamwork.”

This was an era when companies were creating “values statements” and publishing them.

Many of them followed by trying to measure compliance with those values, putting them in performance management reviews, etc.

Of course since the mid 1990’s we know better. . . don’t we?

Values are tricky things. Certainly if a company is sincerely trying to change its culture, the values are going to have to shift. The question I have is not whether this is true, but whether writing them down and trying to enforce them is an effective way to go about it.

Consider how a company with a long, entrenched culture of conflict avoidance is going to transition itself into one which truly respects people?

In a conflict avoidance culture, the people who are truly open and honest tend to ruffle feathers and find themselves in the “out” crowd, isolated in the eddies, and often are never told why.

The people who have flourished in that culture now are saying they want to change it.

Let’s assume that the handful of people at the top – whose behavior has likely been rewarded by promotion throughout their careers and possibly even molded the rest of the organization, can even see that they have not been respectful of people.

If they truly want to change the values of the organization, the only way I can see for this to happen is if they, personally, are totally open and honest that (1) What they have been doing is holding the company back, and is disrespectful of people; (2) They intend to change it starting today; and (3) Ask for help and support from others around them to make a personal change.

If these things don’e happen, then it really doesn’t matter what they put on the wall or say they want everyone else to do.

This is a tough one. It is what Peter Senge calls “personal mastery” and what Jim Collins talks about in “Level 5 Leadership.”

Honestly, I don’t think it is a hard prerequisite for a fair degree of success. I know a few companies who have done pretty will without ever addressing this issue.

But I also know they are hitting the limits of what they can accomplish. As I am someone who sees things in terms of their potential I just wanted to take a couple of minutes and toss this one out there for everyone to think about while we (in the USA at least) stuff ourselves with turkey.

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Grassroots Innovation: The 3rd Way

Grassroots Innovation: The 3rd Way.

Greg captures a concept in 183 words that entire books have utterly failed to explain.

When we are trying to solve a problem, there are always people involved. And people have positions, feelings, and are always emotionally tied to this-or-that outcome.

It is critically important to find “The 3rd Way” when working on a solution.

There is a great example of what Greg describes as “flight” starting in page 73 of John Shook’s book “Managing to Learn.”

Shook summarizes “The 3rd Way”:

. . . making good decisions required everyone’s complete commitment to dealing with harsh reality.

This produced yet another counter-intuitive aspect of A3 management: respect through conflict.

Organizations that confuse “nice-nice” with teamwork end up paralyzed and frozen in place the moment there is disagreement. No further intellectual growth appears, and they had better hope they are far enough ahead that their competitors won’t catch on.

I have already used more words talking about Greg’s post than he spent making it.

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Joe Friel’s Blog: Excellence

Joe Friel’s Blog: Excellence.

I’m a couple of months late picking this up (it was published in September, and reported by Greg Eisenbach with the observation that “nothing is listed about talent.” ). But I think it is relevant here because Joe Freil’s predictors of excellence in an athlete translate directly to business performance. Only the context is different.

Motivation – do you want it? The key words are:

This goes well beyond lip service to goals.

Yet, all too often in business, lip service goals are what we get. But organizations that are truly successful and it it for the long haul are motivated by something intrinsic, something more than the platitudes of “creating shareholder value” or other committee-created “vision statements.”

Discipline – a rare commodity in business. The discipline to understand the long-term vision and work incrementally to get there vs. chasing after the short-term gains is the first thing I think of. Even tougher is to demonstrate discipline when times are good. It is easy to hire like mad and sacrifice sustainable margins for short-term sales. It takes discipline to develop a long-term steady growth plan and stick to it.

Confidence – Although this is speculation on my part, I have developed a sense over the years that what we deem “management resistance to change” is actually a lack of confidence. Leaders, and the organization, are simply not capable of performing any better than they believe they can. When I really listen to the language of resistance, the things I hear most often are how “we are different” (or how the examples of excellence are different) in some way that justifies not doing any better than they are now. I have even seen this internally when one part of the company starts to out-perform the others. Even more incredible is the response to turn against the outlier and tear it down.

Focus – I am going to quote Joe Friel here, because I can’t think of a better way to say it.

This could also be called purpose; the athlete knows where he or she wants to go in the sport. Daily training is a purposeful activity that will lead to excellence. Each workout (and accompanying recovery) is a small building block that eventually results in excellence. But you have to take it one step at a time, which brings us to the last predictor, patience.

There are a number of analogies here. Purpose is the obvious one. “Daily training” to the athlete is the process of building, and sustaining, capability. At the pinnacle of “lean” are companies that look at everything they do as training to do it better the next time. They evaluate how they carry out their activities, and evaluate the results. They focus on excellence and, more importantly, they do it on purpose and with purpose.

When there are changes, there are recovery periods which are required for the organization to adjust. Unlike athletes, however, organizations are not limited by the physiology of the human body for adjustment. They can improve on it since their adjustment is mostly psychological and learning, not recovery of damaged tissue.

Patience – Our kaizen blitz culture has created an expectation of instant results. But the purpose of the kaizen event is practice – it is a workout so that people can get better at making improvements as part of their daily work. Impatience is a symptom of poor focus and lack of discipline.

Though this list is great, I want to add one more thing:

Accountability. This word, unfortunately, has a negative “blame and punishment” connotation today as in “hold them accountable.” But I don’t mean it in that way at all. When I say “accountability” I mean that people take personal, internal ownership of their own results. It is actually impossible to impose accountability on someone else. Rewards and punishments may influence behavior a little bit (though I think they just improve people’s skills at concealing things), but they have nothing at all to do with accountability.

You can see accountability when things have gone to hell in a handcart. One organization blames external forces beyond their control, and expects someone else to rescue them since “it wasn’t their fault.”

The accountable organization says “Obviously we need to improve more” and embraces their results, even if they were they were caused by events outside their control.

The difference is between an organization that chooses to be in control of its destiny vs. one which relies on luck, and entitlement to survive.

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A “Problems First” Culture

I will be the first to tell you that this is probably repetition of a fairly narrow theme you have seen here before. But I think of different ways to frame it, or get different thoughts, so I share them.

“Problems first” is one of the mantras used by Phil Jenkinson, the CEO character in The Lean Manager by Michael and Freddy Ballé. Now that I have had a few weeks to let it sink in and synthesize with my mental models, I am seeing a concept that is so fundamental I would think it would be hammered into students in every management and leadership course taught in the world.

Of course, though, it isn’t.

Instead it seems alien in most company cultures.

Yet without a “problems first” culture, the leaders really have no idea – none at all – what they should be focusing their attention on. How could they? They don’t know what their people are struggling with until it is too late. By that point, a small unresolved problem has grown to the point where it cannot possibly be ignored, and now it must be dealt with. Task teams are formed, initiatives are launched. Action item lists are made and presented every week, and after enormous expense and effort, the illusion of control is returned. And so many companies are run just like this.

I am pretty sure that anyone reading this knows exactly what this feels like. Let me call it a “hidden problems” culture for now. Maybe I will think of a better term later.

Enough about what it isn’t.

Ironically, a lot of companies in the pursuit of “being lean” actually go blindly through the motions of “problems first,” but so in a way that raises questions about their understanding of this concept.

Let’s look at a simple action item review at a staff meeting.

Typically it looks like this:

For each action, the responsible person reports on the status, whether or not it is “on time” (usually against an arbitrarily assigned due date), and any “problems.” The manager asks if any help is needed, and perhaps assigns more actions to someone else to assist.

One common management tool for these things is a “Stoplight Chart” where actions are assigned color codes of Green, Yellow, or Red, usually depending on progress against the deadline (how late they are).

Red items get the most attention in the meeting (as they should, more about that in a minute), but that attention is usually in the framework of review and reporting.

At the end of the meeting, the senior leader has a good feel for what is happening (or what is not happening).

Contrast this with a world-class automobile assembly line.

Just like the actions items, every task has a deadline. Only in this case, the timing is much tighter – measured in seconds, not days. The assembler knows that if he gets more than 3-4 seconds behind, for any reason at all, he cannot possibly catch up and complete the work cycle on time. He is going to be late.

He pulls the andon cord, to let the team leader know there is a problem.

Key Point: This is not a report of a problem. This is transfer of the problem. The assembler is responsible for carrying out the work as it is designed. If he can’t, for any reason, then exceptions are transferred to the team leader.

The team leader can deviate from the standard work sequence to complete the job, but not the timing. If he cannot clear the problem by the end of the takt cycle, that section of the line will stop, and the andon will go red.

This is not a report of a problem, this is transfer of the problem. The team leader is responsible for assuring the work can be completed within the takt time. If he can’t, for any reason, then exceptions are transferred to the supervisor.

The supervisor is now responsible for clearing the problem and getting things moving again. If he can’t, then within a few minutes, another section of the line will be stopped and the responsibility for clearing the problem transfers to the next level in the chain.

And so it continues.

Of course this increasing level of responsibility does not mean that the others walk away. They are clearly working very hard to get the problem cleared. But each level of escalation brings more resources to bear on the issue.

Note that I haven’t talked about root cause and problem solving yet. Although the escalation procedures are designed to help gain better understanding of the underlying cause, the first priority is to get the problem cleared so that production can resume without compromising safety or quality in any way.

There may be a temporary countermeasure put into place to do this – some short term action that, while it might introduce some extra resources into the process, allows safe, quality production to proceed long enough to get to the underlying cause. One test of understanding that cause can be to remove this temporary crutch and see what happens.

OK, back to the staff meeting.

What is different about that?

The main thing is that typically the problems are being reported, but not escalated. The responsible person may have to come with an action plan to clear the issue, but it is still Management by PowerPoint, and the senior leader’s role is approval vs. involvement. If the senior leader does become involved, it is often driven by a perception that the responsible person is incapable rather than a process of professional development.

What would this look like if it were managed exactly the same way as the assembly line?

What if that monthly review were treated the same as the fixed stop position?

A couple of ideas come to mind.

“Green” means “on track, as originally scheduled.”

“Yellow” means “behind, but we have a plan to get back to green.”

“Red” means behind, and we don’t know how we are going to recover.”

How would those meanings change the tenor of these meetings?

“Problems first” is more than just a discussion about problems. It is a culture that is focused on finding them, clearing them, and solving them, and doing so with the same priority that comes with production.

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Are You Ready for the Upturn?

Many pundits out there think the economy has hit bottom. If the last couple of cycles are any indication, when things start picking up again, it is going to happen fast. As people scramble to retain or gain market share they are going to want more and want it now.

And, if the last couple of times are any indication, many businesses are going to be caught totally flat footed and struggling to increase their output. I would also imagine that the “never again” vows that they made as things were going down will, once again, go out the window.

So, short of building up a lot of inventory and/or investing in excess capacity, what can you do to be more prepared?

Continue to work toward the ideal of one-piece-flow.

This does a few things for you. If you do it right, you will progressively collapse the throughput time of your process. This will make you more responsive to changes and make you less vulnerable to forecast errors.

More importantly, though, is the understanding you gain as you do this work. You want to know the cycle time constraint of each and every process in the value chain. With that information, you can predict what will constrain you from reaching any given level of production, and start to work on those constraints. That does not mean you increase production, nor does it mean that you add capital equipment. It means you know exactly what you are capable of doing, and exactly what you must do to get to the next level. In other words, you have a plan that you can put into motion at any time.

Work to standardize and stabilize your processes.

This effort helps make your work more ready for people. Many operations today are running well below their capacity, and they have lost their performance edge. Problems are going unnoticed and unaddressed because they aren’t really affecting production right now. That will change, and change fast, in a ramp-up situation.

Worse, unstable and poorly understood processes translate to long, error-prone learning cycles for new people, or current people in doing different work.

Re-energize your daily kaizen and problem solving and start seeking out the things that are disrupting the work. That investment will not only develop your ability to respond quickly and robustly to growth, it will develop people’s skills as well.

Develop your people and organization.

This will help your people become more ready for the work.

Things may be slow today, but do you know who you would put into your next leadership positions as they open up? Have you developed those potential leaders? Have you thought through how you will organize and support the work as business expands?

The more preparation you can make now, the easier it will be when you get into a fast-moving dynamic growth period. You will already have a baseline plan, so you will only need to assess the situation, modify as appropriate, and carry it out. The more of this planning you can do now, the more thinking you will be able to put into execution.

Even people who are already in leadership positions can probably use skills development. There are a few easy things you can do that will pay great dividends in a fast-flux environment.

Look into the TWI programs. These address crucial skills that line leaders need to succeed. Ideally, people would demonstrate those skills before being put into leadership positions.

The side benefit is that these programs give people skills they can use today to make the workplace safer, more consistent, and more stable. In a growth situation, Job Instruction gives you a standard method to bring new people on board, or to flex people quickly into different work and get them up to speed.

Free up as much capacity as possible.

The bottom line results of kaizen are seen primarily in the form of additional capacity – you are able to produce more with the same resources. You might not need that additional capacity right now, but if you are living within your means today, you can put that additional capacity in your hip pocket. Then, the first round of sales growth can be met without any additional resources. The better you are at kaizen, the longer you can hold your resource levels the same while growing output. The only way to get better is to practice, and just like learning to play the piano, this means practice every day.

Understand your supply base.

How well do you know your suppliers? How quickly can they respond if your needs change dramatically? Do you know which supplier controls how quickly you can increase output? Do you know at what point that bottleneck shifts to a different supplier?

The other thing to consider here is the length of that supply chain. If you are bringing in things from overseas, there is one fundamental that many people try to wish away:

No matter how hard you try, you can’t change what is on the boat.

That might seem obvious in saying it, but it is amazing how many times that four or five week transportation time ends up negating any “cost savings” in lower prices.

I am not saying this is good or bad. I am saying to look beyond invoice and transportation prices and understand your enterprise value chain as a dynamic, moving thing with a response time to change. That response time becomes critical when things are changing. Know what that response time is, and manage to it. If you don’t like the answers, you have to alter the system somehow.

Bottom line: The time to get good is now.

When you are scrambling to meet demand, “there won’t be time” for kaizen, and there will be even less time to learn how to do it. The time to get good at it is now. Your alternative is growing your cost structure at least as fast as sales are growing. Experience has shown that your cost structure likely grows faster than sales, and additional earnings come only with non-linear growth – relying on volume to make up for ever thinner margins. That might look OK in the short-term, but it is a strategy of becoming ever less efficient.

The better prepared you are for the upside, the stronger you will be the the inevitable next cycle.

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“The Origin” by Roger Slater

I remembered reading this years ago, and thought I had lost my copy. In the midst of my current file purge, I came across my photocopy of a photocopy of a photocopy that was passed around Boeing with the hand written notation “Hey team, this is a good read – enjoy!”

Even better, though, is that the article is included in its entirety in Google Book’s preview of the original book “Integrated Process Management: A Quality Model .”

I am not going to discuss the article much because I don’t want to play spoiler to the punch line.

Comments and discussion, however, are encouraged.

So, without further delay: Click here to read “The Origin”

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Continuous Erosion

“Sustaining the gains” is a frequent topic of discussion in the continuous improvement world. Often the discussion degenerates into a rant about “management commitment.”

But in the real world, people generally don’t sabotage improvements on purpose. (Though I have seen it happen, but only once.) The mechanism is far more subtle.

Before we get into what happens after improvements are made, let’s look at a common improvement process itself.

In many companies, the primary method for making improvements is through special events or projects. These are usually planned, organized and led by a staff specialist.

Although the exact methods and words vary, the general process usually looks something like this:

  • Identify an opportunity, select an area for improvement.
  • Analyze the current state.
  • Select an improvement team.
  • Teach the team members how to apply the improvement tools.
  • Facilitate the development of improvement ideas.
  • Work with the team members to implement them.
  • Wrap up with a report or presentation, including remaining action items for management.

A variation on this is where the team is chartered, and it is up to them to identify an opportunity. This approach was more common in the late 1980’s than it is today.

This process actually works. It is capable of making pretty dramatic changes over a short period of time, often only a few days.

So why do the results erode? Or put another way, what is the problem?

Take a look at the routine decisions that are made during normal work, especially the ones that result in some change to the process. Those decisions must be made, because people have to get something done. The question comes down to whether those decisions result in improving the new process, or eroding it somehow.

Once things are in operation, some kind of unforeseen event always happens. Guaranteed. It can be something that the improvement team didn’t think of. It can be a piece of malfunctioning equipment. Maybe there is a material shortage or a defective part is delivered. The same things happen in administrative processes, only the words are different. Incomplete information arrives.

It could even be a deliberate decision. A production rate change. A software upgrade. Making room for some other activity.

All of these things, no matter how small or inconsequential, force decisions to be made. “How do we deal with this this and get production going again?”

The person making that decision is either:

  1. Fully capable of applying kaizen principles, and applies them in a solution to the problem.
  2. Is not fully fully capable of applying kaizen principles, but knows that, and seeks assistance in finding a solution to the problem.
  3. Is not fully capable, may or may not know this, and does the best he can to get production back on track.

Both (1) and (2) result in making the system better, more robust and more responsive.

(3) usually results in a little bit of erosion. Variation is accommodated, things are made a bit more complex, the layout is now less than optimal, the old process does not work as designed anymore so the team member must improvise a bit. That, in turn, introduces more variation into the process, and usually drives a cascade of these little decisions.

If there is no mechanism for problem escalation (and if there was, we would likely be in (1) or (2) in the first place), then this becomes the new way, and things are steadily creeping closer to where they were before the event happened.

Given enough time (which can be amazingly brief), the process reverts back to where it was, or morphs into something else entirely – but equally wasteful.

Meanwhile the improvement specialists have moved on to the next project. Even if the local leader did ask for assistance, they might not be available, or worse, they tell him to figure it out.

Follow this with an “audit” that dings the local leader for “not supporting the changes” and wonder why he is less than enthusiastic about this kind of help.

Here is the question I want to leave hanging out there:

What was the intent of the kaizen event? (and was that intent accomplished?)

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Notes From a Kaizen Event

I was cleaning out some old stuff and came across a folded piece of paper with notes on it. They were from my parting comments to a kaizen event team that had put in a great week with spectacular results. They had started out wanting to improve the delivery of WIP to and from the warehouse.

When we went to the shop floor to see the current situation, what I saw was much more opportunity. It took a little work, especially with the area manager, but by the end of the week they had gone from needing 5 work cells with 6 people each – plus more to meet the holiday seasonal production – to 4 production cells with 5 people each, that could comfortably meet the rush. Not bad for a week’s work.

That’s the background.

When I look at old notes like this, I am always comparing what I knew then with what I know now. Now and than I turn up something that gives a hint that I knew what I was doing.

These comments were as much for the rest of the audience as they were for the team members themselves. After all, they knew what they did, and were fully aware of what they had to do next. But the other teams, and their collective bosses, needed to hear it as well.

  • Wow – great team. You caught flow fever early in the week and ran with it. You make me look like I knew what I was doing – thank you.
  • You connected the operations into a smooth flow.
  • Now you can begin the process of kaizen. Stick with it, stay on the shop floor, and work to stabilize the work. Many problems will come up. Help the work teams learn how to see them and solve them.
  • If you can save, and stabilize, a quarter of a second every day, in three months you can get another 20% of productivity. Think about that – and do the math for yourself.

What made this work?

First and foremost, we had the operational manager there, fully participating. He was skeptical at first, but once I sat down with him and went through his production requirements, step by step, he began to see things in terms of takt times and production leveling rather than just quantities to push out the door. That was a big shift.

The other big thing was having  the team work off line for a few hours to construct a mock-up of a “typical” work cell. Then, without worrying a bit about the takt time, work to minimize the cycle time of one person going through the complete cycle. They learned for themselves that to save time you must study motion. We went through three or four cycles of granularity – every time they thought they had “the” solution, we introduced another tool to see the next level of extra motion. Through this exercise, they gained confidence that it was entirely possible to make a dramatic improvement in the “optimal layout” that they already had.

After that, it was a matter of getting to work. They watched the actual operators, and now could see the excess motions that were being driven by the way the work was arranged. They started making little adjustments – always being respectful of the workers. “We’d like to try something different here, just to see if it works better for you. May we just try something?”

That “May we try this?” attitude introduced something into the dynamic that doesn’t show up often enough – humility. Rather than these managers saying “We’ve got a better way, do it like this.” they were saying “We really don’t know if this will work or not,” and asking not only permission to try, but for input on whether it worked, or how it could work if it wasn’t quite there.

A lot of changes got implemented, but there was no arguing or friction because everything was just an experiment to see if it would work or not.

In the end, I saw something I had never seen before – the manager put in a budget request for a reduction, because he knew he could  get it done with less, or at least figuring out how was within his reach.

That scrap of paper reminded me of a pretty good week.