Quality, Lean and Six Sigma: Often Misunderstood

Good times, bad times, you know we’ve had our share….  Anytime is a good time to reexamine the principle of “getting Lean” or improving processes by applying a set of tools that will deliver significant reductions in cost and lead time.  Sigma techniques as championed by “blackbelts” is often the rallying cry.

But what about Quality (with or without a big Q)? Is quality or Total Quality now passé, having been supplanted by Lean and/or Six Sigma? Are all of these synonyms? Are they just dressed-up, consultant-speak ways of describing historic “best manufacturing practices?” Do they work together, or do they …Read More

Businesses are just now beginning to wrestle with harmonizing between generations of workers and managers that may be as different as any combinations that have preceded them: the post WWII Boomers and Millennials. Can they get along and how do you create a culture of strategic execution with them?

There continue to be many Boomers still in the work force, partly due to their need to delay retirement in hopes of rebuilding wealth lost during the recent downturn. Millennials, generally viewed as having been born between about 1980 and 2001, are beginning to establish themselves professionally in the throes …Read More

In business, there are four key elements: equipment and technology, processes and systems, information, and people…but people are the active ingredient and coaching and development are critical to success.

The most important work an effective leader can do is to get the most out of his/her people, helping them perform at highest levels today and grow to contribute more tomorrow. The leader who can coax “growth spurts” out of the people in the organization adds the most lasting value to the business, a value that multiplies as others take up the mantle of effective coaching and development.

Yet, giving feedback to employees, particularly formal “review” feedback, is often one of the least-liked tasks for many managers. It can be uncomfortable, particularly if there are disagreements about areas for improvement. But, good coaching should be somewhat uncomfortable, at least for the person being coached. You don’t learn when you are comfortable, but when you are uncomfortable…and coaching is all about …Read More

In this age of the entrepreneur and “self-made businessperson,” it can be easy to forget that all professional careers eventually come to an end. More than once I have seen a successful, visionary leader without a succession plan: a family successor or business plan for post-retirement have to shut down their business, or have it shut down, because they did not have a plan or process to sustain the business after they move on. This situation is a shame- to see all of that value created over years of commitment and hard work evaporate due to the lack of a plan.

Exit and Transition planning is an important part of their responsibility. They owe it to their family, their employees and themselves. Many owners are “battle weary” in this continuing, tough economy, but it’s tough to retire or “semi-retire” absent confidence in the next wave of company leadership. …Read More

When I was a general manager of a leading consumer business in the mid-90’s, one of my managers came to me one day and challenged me with the statement: “We are over-emphasizing leadership and under-emphasizing management.” I pondered that, not understanding his point initially, and subsequently concluded that he was right and went about changing my leadership approach to bring management and leadership into right balance. Since that time, however, whether in my role as a business executive or presently as a consultant, I continue to see the “over-led and under-managed syndrome” regularly, even in …Read More

In the “new normal” organizations have to do with the resources they have or trade them out. As companies have slimmed down to the best performers, they are still faced with the prospect of growing them to become the future leaders of the company.

Learning Maps and Knowledge Management are critical elements of successfully management companies. Growth is a basic imperative for companies today. One is to grow sales. That one is easy to identify and requires a concerted effort by an organization to focus and communicate effectively, while keeping their eye on the marketplace. If you don’t have 100% market share, growth is very possible, but every function must have the skills to support that objective through more highly skilled teams in sales, engineering, customer service, supply chain and marketing. But how do you grow organizations and create its new leaders?

Learning Maps provide and Individual Development Plans (IDP) are another key element in the development of an organization. With the addition of online education and a carefully crafted learning and development map, it is possible to identify and grow near term leaders. …Read More

I am convinced that nothing we do is more important than hiring and developing people. At the end of the day you bet on people, not on strategies.