Posts tagged process improvement

Process Improvement and Agile

Agile is quickly becoming the accepted method for project management these days. Once organizations start moving toward agile projects, quickly they want everything delivered in an agile manner. This has led many to ask how process improvement and agile work together.

One of the first misconceptions is that agile is not a process. Of course it is…there is a process flow in agile, just like any other project management approach. Agile has a set of repetitive steps to gather epics and stories and perform iterations. Without a process (series of steps), how would you effectively train agile to others and ensure everyone is doing it right and the same? Yes, agile is a process.

So process improvement can take a long time and often does not feel very agile. If your organization is moving to an agile environment, how does process improvement move there too?  Well, in process improvement, there are three ways to become more agile: proper project scoping and transfer, rapid improvement events (known by many names), and true lean/continuous improvement. The following briefly discusses all three.

Process Improvement Projects.  Running an improvement project using a formal methodology normally follows a waterfall approach, whether it be DMAIC, DMADV, PDCA, or whatever alphabet soup approach you use. Waterfall, as anyone agile will tell you, is not agile! The problem with these projects is they can take a long time to get to root cause and implemented solutions that the lead is confident will solve the business problem. Want it bad, get it bad…right? However, if you take that huge ‘boil the ocean’ problem from your sponsor/client and scope it down into a single area, you can get to an initial solution fairly quickly. Rik Taylor and Associates teaches a very specific project scoping tree that is very effective at getting to a manageable chunk of work. Then, Rik teaches students how to transfer that solution to quicker iterations in other areas, focused on the same problem. This turns the waterfall approach into a very agile-like iteration process. It is still not agile, but it is much quicker at getting to improvements and builds over time.

Rapid Improvement. This is know by many names, like Kaizen Blitz, Work Out, Action Work Out, Rapid, Rapid Improvement, etc. Although still a waterfall approach to process improvement, the actual improvement activity is compressed into a week or less of hands-on dedicated activity. The lead still needs to define and measure in preparation for the workshop event, but what most participants see is a week or less of activity. Also, the solutions, though generally lean-based, are identified and implemented very quickly. This can be a much more agile process.

Lean Shop. Lastly, working in a continuous improvement organization focused on business process management creates an environment and culture of agile improvement. See a problem, fix it, at the lowest level.  That is the nature of true continuous improvement. When you get to a true world of lean daily management backed by solid business process management, agile improvement iterations become the norm. True process improvement projects (waterfall) are only used for large end-to-end improvements.

Even though improvement is happening faster or constantly, it still does not mean it happens without a process. All problem solving must follow a process of understanding the problem, getting to a root cause, and improving. Failing to follow a repeatable approach will result in things like tampering, improper solutions, and improvements reverting back to the old way of doing business.

These are the ways that process improvement and agile are related. Remember, that a process, at its core, is nothing but a series of steps that allow for training, measurement, and consistency. Thus, agile follows a process just like everything else. Although all effective process improvement also follows a process, it can be performed in a very agile manner, getting to iterations of improvement quicker.

Fix Your Roof When the Sun is Shining

Lisa Hershman, Denovo Group, has a phrase, “We never fix the roof when the sun is shining.”

I don’t know if I really need to explain the saying, but often businesses wait until stuff goes wrong to try to fix it. Then, it becomes an emergency break fix and it is done poorly because they lack sufficient time to really solve the problem.

The thing is, in business, fixing things when the sun is shining applies to everything. This basically means fixing things that really are not broken.

Off the top of my head, here are a few items that we neglect until it is too late and then do wrong because we are hard-pressed to simply get it done.

Planning. Strategic, operational, and even tactical planning, we are tremendously poor at in business, but specifically strategic planning is often overlooked. All too often, businesses look to strategic planning when they are having significant problems and they think it will solve their problems (the proverbial silver bullet). The problem is that strategic planning is a long range effort (hence strategic) and not designed to solve tactical problems.

Process improvement. All too often businesses let shoddy processes continue as the company grows and they ignore things like defects, poor customer service, and excessive process variance until too late. Then, when everything related to the process is falling apart, suddenly the business tries to solve the problems that took years to manifest in the process. What is worse, all too often all of the business processes are in the same state of disrepair and instead of just fixing one process, the business tries to create a full blown process organization and expect it to happen overnight.

Development. Businesses often look to training to solve a problem, but do not look at development when there isn’t a problem. If you are considering going into a leadership position, this is when you start learning about leadership, not six years after becoming a leader and you suck at it. However, we get very tactical when it comes to solving problems with training as the solution.

These are just a few examples of how businesses become very reactive to things and treat everything as a fire fighter versus a fire marshal. Living the advice of Lisa Hershman is very important for all of us.

When You Need A Swiss Army Knife in Business

Lately I have met several organizations that are at a crossroads in their own evolution. Many companies realize the importance of things like strategy, change management, process improvement, strategic communication, and employee engagement. However, these organizations are making tactical decisions on the direction of these areas versus truly looking at this from a strategic perspectives.

Instead of hiring several different individuals or creating separate teams all focused on doing the same thing, companies today should should focus on bringing all their Operational Excellence activities under one team working directly for the CEO or President of the company.  This group should be led by a senior leader that sits at the same table as the companies other leaders.

This Swiss Army Knife professional–SVP/VP, Operational Excellence–should manage things like:
– Strategy development, execution, and change
– Performance optimization through process, product, and functional continuous improvement
– Strategic communication inside and outside the organization
– Strategic human capital management to include education, training, and development and employee satisfaction, commitment, and engagement
– Information and innovation engagement

This team does not need to be big…depending on an organization’s size, it could be as small as three or four people.  However, it should leverage other support areas throughout the organization, like Human Resources, Finance, IT, etc. These organizations would not report to the position, but work with the position.

Today, some organizations have some or all of these activities occuring, but they are scattered across the organization and have very little singular direction. By bringing the functions together into a small effective team, an organization is equipped to deal with the challenges of today and the future.

Of course, the leaders of these types of organizations have to have a solid understanding of all these functions at strategic, operatiomal, and tactical levels and not focused on creating some massive sandbox of people with various skills. They need to be highly skilled with a focus on lean and mean.

Engaging Partners and Suppliers on your CI Journey

The whole is greater than the sum of its parts

If your business relies on consultants, contractors, vendors, and suppliers to deliver your products and services, their lack of focus on continuous improvement can significantly hamper your attempts to build a continuous improvement culture.  If you’re really trying to build a continuous improvement culture, you need to engage your partners and suppliers on your journey.  This blog covers why and five steps to get you there.

http://ngs.edu/2014/07/11/building-culture-continuous-improvement-engaging-partners-suppliers-ci-journey/

Developing Leadership through Tours

How do you get leaders to model a behavior of continuous improvement if they don’t know what it looks like?

If your leadership doesn’t know “what” it looks like, then a good chance is they’ll never be able to model the operating styles or behaviors required of a continuous improvement culture.  Field trips (or tours) to places that can demonstrate quality activities can be an effective teaching method and good team building event.  If you think outside of the box, this can be a very valuable developmental tool for your leadership along your journey.  This blog examines ways to accomplish this.

http://ngs.edu/2014/06/27/building-culture-continuous-improvement-developing-leadership-tours/

Continuous Improvement Development for Leadership and Professionals

Train your leaders first to change the culture

Oftentimes we get leadership support to an initiative to change the culture, but they don’t have the actual skills to implement the changes they’re supporting.  Before you can expect your front-line employees to live a culture of continuous improvement, you have to develop your leaders, managers, and professionals.  Everything we’ve discussed over the past six blogs have built to this.  See how building a culture of continuous improvement starts with developing leadership and professionals.

http://ngs.edu/2014/06/20/building-culture-continuous-improvement-continuous-improvement-development-leadership-professionals/

Fully Understand the Continuous Improvement Culture Model

Strategy is only the start of continuous improvement

The strategy to build continuous improvement culture involves an equal portion of measuring, improving, and changing work.  This model is further fueled by a level of employee commitment and innovation.  In this blog, we will explore the various facets of the model I use at a high level.

http://ngs.edu/2014/06/13/building-culture-continuous-improvement-fully-understand-continuous-improvement-culture-model

Form Meets Function — Organize for Continuous Improvement

The efficiency of your organizational structure has a broad-reaching effect in your organization

We’re now several weeks into this discussion on building a continuous improvement culture.  However, at this point in your journey, it is important to ensure you are properly organized to effectively build what you desire.  Explore this and past blogs to identify if you are ready to take the next steps.

http://ngs.edu/2014/06/06/building-a-culture-of-continuous-improvement-form-meets-function-organize-for-continuous-improvement/

A Continuous Improvement Culture isn’t built in a day–it takes strategy

Building a Continuous Improvement Culture begins with the development of a strategy.  This blog continues our discussion with National Graduate School.  In this blog, I provide a strategic framework to help you develop your own culture change.  Although I can’t tell you everything you need to develop–I can help you better understand the strategic steps you need to take and why you need to take them.

http://ngs.edu/2014/05/27/building-culture-continuous-improvement-crafting-continuous-improvement-strategy/

Leaders set the environment for a culture of continuous improvement

Everyone always wants to blame the failure to set a culture, or a bad culture, on leadership.  Leaders are responsible for setting the culture, but it takes more than leadership.  That being said, learn how leader set the environment that allows for a continuous improvement culture.

http://ngs.edu/2014/05/16/building-a-culture-of-continuous-improvement-culture-begins-with-leadership/