Aces in Places

www.optimumfx.com

Intent of session

• Highlight the importance of having the right people doing the right jobs

• Recognising your role in ensuring people are in the right roles and preparing them adequately for change

• Encourage you to review your team for opportunities to get your key players into positions of greatest influence on results

• Identify how sometimes great people get poor results because they’re doing the wrong job... and that’s your responsibility!

• Identify how to get the maximum result with the resources that you have right now

Why think about Aces in Places?

Do you have:

• any ‘people problems’ right now?

• a former high-performer who is no longer delivering to the same level as before?

• any projects coming up where you want to ensure the best possible result? (!)

• any members of the team whose role has changed recently?

• any recruitment opportunities coming up?

Jim Collins’s Bus Jim Collins, From Good to Great

Getting the right people on the bus

Getting the right people in the right seats

How do you identify the ‘Right People’?

• The right people are:– Self Motivated– Self Disciplined– Passionate

• As managers we could be guilty of putting the ‘right people’ in the ‘wrong seats’

– Sometimes we put very capable people into ‘small’ seats (why do we do that?)– Sometimes we put high potential people into very big seats (do we prepare

them?)– Sometimes we put the ‘right people’ on the ‘right seats’ and forget about them

• We have the right person in right seat and then demotivate them!

• As a leader, it is our responsibility to manage and motivate people to help them develop while ensuring the best result for the business

Jim Collins, From Good to Great

How do you identify the ‘Right Seats’?

• The ‘right seat’ aligns the values of the individual with the values of the business

• Three elements:– Passion– Capability– Contribution

Jim Collins, From Good to Great

Passion

ContributionCapability

So-called “problem people”• Are these actually ‘Leadership problems’?

• If a team member is not performing as expected, perhaps there’s something wrong with their seat

– As a leader, did you prepare them for the role?– Is the role (seat) larger than their capabilities at the moment?– Are you doing something that impacts on their ability to perform?– Have you matched their combination of skills and passion with the business needs?

• Has the seat changed? – As the bus gets larger (business grows/develops and gets more complex) sometimes the seat

outgrows the person.

• Which type of bus are you and do you have the right people in the right seats?

What does that mean for me?

• Consider your team:• What are the passions of my team?• Where are they uniquely gifted and skilled?• How can they add most value to the site?

– Do you have the right people on the bus?• Self-motivated, self-disciplined, passionate

– If you have any issues, consider how these people have performed in the past?• Have you got the right people in the wrong seats?• Are you managing the people in the most effective way?

– What change do you want to make (the seat), who would be most motivated, disciplined and passionate about making it happen (the person)

– Before you put that person in the seat, do they fill the seat comfortably or do they need additional development?

Jim Collins, From Good to Great

Application to change projects: Aces in Places

• Taking into account what we’ve already discussed about the Right People on the Right Seats....

• If you want to launch a change project in your site consider two factors:• The importance of the project for improving performance• The relative difficulty/size of the project

• For important or technical projects you may want your best people (“right people” leading them)• The most technically-skilled• The most relevant• The most knowledgeable

• For your difficult/big projects sometimes the right people aren’t the most technically skilled. • If your project requires lots of people interaction then the right person is an influencer

• For example: Implementing a “Changeover” type project:• Big OEE Impact, • can be highly technical, • lots of engagement with operators and team leaders• The most appropriate person may not be your line engineer, it may be the person

who can pull a great team together and get them working to a common goal

• As an overall idea:

Make your best people responsible for creating change and get them to coach your rising stars

Application to change projects: Aces in Places

Operators

• When setting up your lines how do you position your operators?– Do you have the most experienced on the key positions?– Do you have the most willing on key positions?

• In some countries the long servers get to choose where they work and they tend to choose the ‘easy’ positions

• What this means is that the low motivation people filter themselves off key positions

• How are your teams set up?

• Do you have the “Right” people on the equipment that makes the biggest difference to your plant?

What if?

• If you have the wrong people on the wrong seats:– Change will be more difficult– You will be forced to ‘manage’ and to push change through– You need to manage them off key seats – put them where they can be

more productive

• If you have the right people:– Get them on the right seats to get real results

• A poor Manufacturing Manager may be a great CI Manager• A poor filler operator may be a great packer operator