Mar 18 2014
A Definition of Lean | Mike Rother
See on Scoop.it – lean manufacturing
Maybe it’s time for a better definition of “Lean.” Here’s one for you to consider and build on.
The proposal is “Lean is the permanent struggle to flow value to one customer.”
Permanent struggle is fine, but I prefer pursuit. It means the same thing but it is shorter and “pursuit of happiness” sounds better than “permanent struggle for happiness.”
On the other hand, I have a problem with “flow value,” which I see as the sort of vague abstraction that would prompt Mike Harrison to ask whether it come in bottles. It is exactly what Dan Heath is warning against in the video included in the slideshare.
I also have a problem with the exclusive focus on customers, which I see as Business 101 rather than Lean. Lean includes many features like heijunka, that are intended to make life easier for suppliers and are transparent to customers. Going Lean means looking after all the stakeholders of the business, not just its customers.
This is why I define it instead as the pursuit of concurrent improvement in all dimensions of manufacturing performance through projects that affect both the production shop floor and support activities.
Yes, I know, it is specific to manufacturing, but that is not my problem.
See on www.slideshare.net
Mar 20 2014
Is it Lean’s Fault or the Old Management System’s? | Mark Graban
See on Scoop.it – lean manufacturing
Blog post at Lean Blog :
“[…]The problem is the culture doesn’t change overnight. Leaders have years or decades of old habits (bad habits) that run counter to Lean thinking. They might be (might!) be trying to change, but people will still fall back into old habits, especially when under pressure.
I hear complaints (in recent cases) coming from different provinces in Canada that say things like:
Lean is causing hospitals to be “de-skilled” by replacing nurses with aides. Lean drives a focus on cost and cost cutting, including layoffs or being understaffedLean is stressing out managers by asking them to do more and taking nothing off their plateNurses hate Lean because they aren’t being involved in changes[…]”
In this post, Mark Graban explains how the leadership in Canadian hospitals is slapping the “Lean” label on ancient and counterproductive “cost-cutting” methods, and how the victims of these practices unfairly blame Lean.
This is definitely L.A.M.E., Mark’s apt term for “Lean As Misguidedly Executed,” and is found in Manufacturing as well as Health Care. Much of the article — and of the discussion that follows — is about what I call yoyo staffing: you hire more than you should in boom times, and lay off in recessions.
Of course, it isn’t what Toyota did, and churning your work force in this fashion not only disrupts people’s lives but is bad business. Hiring, training and firing repeatedly prevents your organization from accumulating the knowledge and skills it needs.
Mark makes the case that Lean should not be blamed for mistakes that have nothing to do with it. Other than raising consciousness, however, the post does not propose solutions to keep this from happening.
While there have been studies published on Toyota’s approach to Human Resources (HR), I don’t recall seeing much in the American Lean literature on topics like career planning for production operators.
In his comments, Bob Emiliani paints the current generation of leaders as “a lost cause,” and places his hopes on the next. He seems to suggest that the solution is to wait out or fire the current, baby-boomer leadership and replace it with millenials. I don’t buy it and, deep down, neither does Bob, because he ends by saying “While one always hopes the “next generation will do better”, it could turn out to be a false hope.”
Like everything in HR, generational change has to be planned carefully. The people who rose to leadership positions presumably did so not just because of bad habits but because they also had something of value to offer. And the way the baton is passed is also a message to the incoming leaders: it tells them what to expect when their turn comes.
See on www.leanblog.org
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By Michel Baudin • Blog clippings 2 • Tags: Health care, Human Resources, LAME, Lean, Manufacturing