annual lean immersion for the corporation
TRANSCRIPT
© LEAN CONSTRUCTION INSTITUTE
T H E A B C S O F L E A N : T R A N S F O R M A T I O N T H R O U G H A C T I O N S , B E S T P R A C T I C E S A N D C O A C H I N G
Lean Immersion for the Corporation
Friday - October 23, 2020 10:50 AM
Kelly Meade, Claire Mondello, Melissa McEwen, and Karin Holland
H A L E Y & A L D R I C H , I N C .
2 2 N D A N N U A L
© LEAN CONSTRUCTION INSTITUTE
© LEAN CONSTRUCTION INSTITUTE
T H E A B C S O F L E A N : T R A N S F O R M A T I O N T H R O U G H A C T I O N S , B E S T P R A C T I C E S A N D C O A C H I N G
Adventure Guide, Ninja, Disruptor, Planet Saver
Melissa McEwenLean Consulting Practice Leader
Kelly MeadeLean Journey Leader
Karin HollandDirector of Sustainability
and Resilience
Claire MondelloDirector of Project Management
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T H E A B C S O F L E A N : T R A N S F O R M A T I O N T H R O U G H A C T I O N S , B E S T P R A C T I C E S A N D C O A C H I N G
One engineering firm’s story…
Staff and client experience
Growing thriving company
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T H E A B C S O F L E A N : T R A N S F O R M A T I O N T H R O U G H A C T I O N S , B E S T P R A C T I C E S A N D C O A C H I N G
Our journey gained ground when we faced challenges
2007-2009• AEC challenges / commoditization • recession response
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Try. Fail. Learn. Improve.
2010-2015• demonstration projects
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T H E A B C S O F L E A N : T R A N S F O R M A T I O N T H R O U G H A C T I O N S , B E S T P R A C T I C E S A N D C O A C H I N G
Go to the gemba to see for yourself
2016• inconsistent client experience• understand staff experience
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Ready, set: GO LEAN! (or not)
Doing LeanKaizen “events”
Integrating LeanImprove the work
Transforming LeanIndispensable to staff and clients
Enterprise
Where You Start
Building Systems
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Fit Lean into a tangible operating model
PERFORMANCE OUTCOMESTRATEGY
WORK PROCESSES
STRUCTURE
PEOPLE
REWARDS
MANAGEMENT PROCESSES
Adapted from Jay R. Galbraith’s Star Model
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From: Disconnect between people’s Lean efforts – leaders -goals
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Achieve your business results!
PEOPLE
Skills: Lean tools
Coaching 1:1
Lean journey…to where?
Leaders’ role? Apply to only 5% of projects
A Lean mind is a terrible thing to waste
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To: Connected leaders – staff – goals – results
10
PEOPLE
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Sue innovates with her client
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PEOPLE
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Melissa sees how work actually happens
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PEOPLE
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Cole is courageous with his team and his clients
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PEOPLE
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Improve the work
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What we worked on and what we changed
Before our Lean Journey, work processes were siloed and individual.
At the beginning, standard work was developed and “thrown at the wall” to see what would stick!
Later we learned, standard work works best as part of a greater system of accountability.
WORKPROCESSES
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A Tale of Two Projects – They started the same…Same Client; Same Conditions of Satisfaction; Same Team Structure
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We had so much potential… what
happened?
Trust in the process to realize
your potential!
WORK PROCESSES
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A Tale of Two projects… but ended very differently!
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Team Technical Excellence
What Happened?
Team Check & Adjust
Amazing technical work!
Missed expectations…
Loss of revenue…
Loss of future work… Delivered on schedule & on budget!
Team expectations set, agreed upon and met.
Customer’s conditions of satisfaction met
Customer awarded next phase of work!
WORK PROCESSES
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A Tale of Two Projects – Customer value, checking/adjusting, and accountability are key
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Team Technical Excellence Team Check & Adjust
Customer Value
Customer Value
WORK PROCESSES
Whoever owns
the work processes
needs to lead the
team!
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For years, we’d been exerting tremendous effort to move some “big rocks”…
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MANAGEMENT PROCESSES
Billability
SafetyDiversification
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But even with tremendous effort, the rocks resisted moving
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We needed to adapt our approach to
managing our strategy
WORK PROCESSES
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From: Top Down – No Process - Outcomes Managed – Individuals Doing What Seems Right
20
Quarterly Check Meeting at C-Suite and Board Level - Rear View Mirror
HR –hire who?
Technology: Functional Group unto themselves
Staff Management: Do what seems right in your project world
Crazy new innovation at staff level which could help Service A ….. but they can’t see it
Create Strategy for New Service X – Attempt to execute with the same people responsive for growth of Market C).
Service Manager B –decide to stop investing in Service key to Market A
Market Segment A Growth Plan
Grow - Innovate to Tackle New Client Challenges - Increase Direct Hours - New Markets - Improve Staff Experience
WORK PROCESSES
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T H E A B C S O F L E A N : T R A N S F O R M A T I O N T H R O U G H A C T I O N S , B E S T P R A C T I C E S A N D C O A C H I N G
21*LEI: adaptation of managing to Learn
To: Management by Gemba and PDCA - Alignment - Engagement
Individual & Team Deployment
Department Deployment(Corporate Functions; Market Segments; Service Areas)
Company Strategy
Staff goals
WORK PROCESSES
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From: Recognize easily measured business outcomes
22
BUSINESS PERFORMANCE
PRACTICE PERFORMANCE
RevenueProfitBillable hours
X creativityX stabilityX mentoring
REWARDS
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To: How we’re starting to recognize and reward our people
Innovation Develop & mentor staff Thought leadership Client experience Technical excellence Behaviors------------------------------------ Revenue Profit Billable hours
BUSINESS PERFORMANCE
PRACTICE PERFORMANCE
REWARDS
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Karin’s rewards experience
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REWARDS
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Our journey continues
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WORK PROCESSES
STRUCTUREPEOPLE
REWARDS MANAGEMENTPROCESSES
ORGANIZATIONAL EFFECTIVENESS
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Q&A
[email protected]@HaleyAldrich.com [email protected] [email protected]
Kelly Meade Melissa McEwen Claire Mondello Karin Holland