Lean and the Adjacent Thinker | Robert Martichenko | LeanCor

“…As a lean thinker, I can start by asking myself, what are the adjacent processes to my work to which I need to connect and what is the math of the flow between us?  That is, who are my allies, whose outputs are my inputs, and who’s using my outputs as their inputs? And how can I formally collaborate to connect these series of adjacent processes to create flow?…”

Sourced through the LeanCor blog

Michel Baudin‘s comments:

“Adjacent” is a good word for all the processes that directly exchange materials or data with one operation and, if adjacency is locally well managed at every operation, you have a smooth flow from start to finish. I will henceforth use this. At the start of his post, Robert confesses to having studied math as an undergrad, which is another thing we have in common besides having both written books about Lean Logistics.

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Where Lean Has Failed | Jim Womack | Planet Lean

Given two significant milestones this summer – the 20th anniversary of the founding of the Lean Enterprise Institute and the 10th anniversary of the Lean Global Network (about which, more next month) – I’ve recently found myself thinking about the original promise of the lean movement and the world that Dan Jones and I thought lean thinking could create as we wrote The Machine That Changed the World in 1990 and Lean Thinking in 1996.

Sourced through Planet Lean

Michel Baudin‘s comments: Jim Womack reflections about his vision’s failure to materialize should extend to the vision itself. He does not, at any point, envision the possibility that there might be anything wrong with his ideas. He thinks he made a “compelling case,” that simply failed to compel because it was not communicated properly. He exhorts followers not to succumb to defeatism and to keep plugging success stories. This is still not compelling. He needs to ask why a few more times and dig deeper.

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The fallacy of maturity assessments | Chris Hohmann

“Maturity assessments are a kind of qualitative audit during which the current ‘maturity’ of an organization is compared to a maturity reference model and ranked accordingly to its score.[…] The maturity assessment is usually quite simple: a questionnaire guides the assessment, each maturity level being characterized by a set of requirements. It is close to an audit.

The outcome of such an assessment is usually a graphic summary displaying the maturity profile or a radar chart, comments about the weak points / poor scores and maybe some recommendation for improvement. […]

Maturity assessments are not a bad thing per se, but their practicality and simplicity are often misused to assess more than just maturity (or awareness). This is most often misleading because of the false underlying assumptions and promoting wrong behaviors and practices.”

Sourced through Chris Hohmann’s blog

Michel Baudin‘s comments:

I agree with Chris’s analysis, but my conclusions are blunter. Scoring an organization in terms of compliance with a set of practices is like judging a chess player by the number of pawns moved per game. It’s doable but irrelevant, and a distraction from the real work of improvement. The record of this approach is that you have organizations scoring top marks on every axis while going bankrupt and low scoring organizations that prosper.

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Telling Good Lean Consultants From Bad Ones | Michael Ballé


“There are no good lean consultants. I’m not saying there are no good consultants. Of course there are; same bell curve as in every profession…”

See it in Gemba Coach

Michel Baudin‘s comments: 3 years ago, in What to Expect from Lean Manufacturing Consultants, I wrote an article on this subject from a different perspective. This article’s opening boggles the mind, starting with the easily debunked assumption that performance is distributed along “a bell curve in every profession.”

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Flattening the Organization- Problably Not the Answer | Gregg Stocker

“One of the misconceptions about lean thinking is that it automatically leads to flattening the organization. Many people think that layers of management are always a bad thing and start removing layers as a way to empower employees, speed up decision-making, and improve innovation. While there is no shortage of organizations that suffer from too many layers, it should be noted that flattening does not necessarily lead to improved performance. Many organizations that flattened their structures have experienced little more than burned out managers, frustrated employees, and high turnover.”

Sourced through Lessons in Lean

Michel Baudin‘s comments: For the second time in a week, I am clipping a post from Gregg’s blog but I can’t help it if I find his writings worth sharing. In my experience, “flattening the organization” is particularly harmful on the shop floor. I have heard managers brag about their structure being “lean” because they had only 1 supervisor for 100 operators. This isn’t what Toyota does in car assembly, where operators work in teams of 4 to 6 and you have a first-line manager for 4 to 6 teams. This means that the number of operators for a first-line manager ranges from 16 to 36, with a mean that is actually around 17. This low number is designed to allow the first-line managers to help operators in their professional development and to lead improvement projects. A supervisor with 100 direct reports can do neither.

#LeanManagement, #First-LineManager, #ShopFloor, #ContinuousImprovement

Driving Improvement Through Systems Thinking | Gregg Stocker

“[…] When starting an improvement effort, I usually ask about the minimum target the team is attempting to achieve.  The answer is often something made up on the spot or a generalization, like as much as possible.  Improvement efforts should generally be driven by the actual requirements of the business.  For example,  if a company determines that the time between a customer placing an order and receiving the product is too long, it should determine an improvement target based on what the business needs.  If it currently takes 42 days and customers expect to receive the product in 22 days because of their needs or what competitors are offering, the minimum improvement needed is 20 days.[…]”

Sourced through Lessons in Lean

Michel Baudin‘s comments:

Gregg Stocker illustrates abstract principles with concrete examples, which makes his meaning clear and unambiguous. The above excerpt is meant to show the need for employees and managers to understand the consequences of local actions on the organization as a whole. As he points out in the rest of his post, it’s not always easy.

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Is Lean a set of tools – or a set of principles? | Pascal Dennis

Pascal Dennis

“Is Lean a set of tools – or a set of principles? If the latter, we’ll fall far short of our potential”


Sourced through LinkedIn

Michel Baudin‘s comments:

Because of the way the meaning of Lean has changed over the past 25 years, I think it’s too late to ask this question. On the other hand, it is relevant about TPS or about the art of designing and improving manufacturing operations, whatever shorter name you want to give it.

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Flow Line Pacing | All About Lean | Christoph Roser


Christoph Roser’s pulse line animation

“There are three different options on how to time the production lines.[…] The “easiest” one is an unstructured approach. The processes are still arranged in sequence; however, there is no fixed signal when to start processing a part. The pulse line is also a flow line, but now all parts move at the same time. […] When all processes are done, all parts move to the next process simultaneously. […] Another common way to structure the timing of flow lines is the continuously moving line.”

Sourced through All About Lean

Michel Baudin‘s comments: Christoph’s two posts are great for their rifle-shot focus on the single issue of flow line pacing and for their effective use of animation to illustrate principles. It makes the differences clear in a way you couldn’t on paper.

Wacky Lean House | Bob Emiliani


“This year is the 20th anniversary of the founding of the Lean Enterprise Institute (LEI). There will surely be a big celebration. But in my view, there is less to celebrate than meets the eye. Here’s why:

LEI has controlled the progressive management agenda for the last 20 years. That means they own the failures as well as the successes. By LEIs own reckoning (as well as its sister organization, the Lean Enterprise Academy in the U.K.), success has been much less than they had hoped for.”

Sourced through Bob Emiliani’s blog

Michel Baudin‘s comments: Overall, I agree with Bob’s assessment, but I think American manufacturers deserve more of the blame than the LEI, for faddishly latching on to one tool after another and mistaking it for a panacea. For example, in his introduction to “Learning to See,” Mike Rother explicitly warns the reader that, at Toyota, Materials and Information Flow Analysis (MIFA) is not a major tool. Yes, he repackaged it with the attractive but nonsensical name of “Value Stream Mapping” (VSM), but his audience didn’t have to elevate it to the status that it did.

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