Orange Earth

We Dont Measure What We Dont KnowTLS Continuum How To Guide

We Dont Measure What We Dont KnowThe 5 WhysHow do we know?Use of what we learn

The 5 WhysWant to find the real problem, ask!!!!

There is a tool called the 5 Whys

It consists of 5 questions, each a single word WHY

EACH ANSWER SHOULD TAKE YOU CLOSER TO THE REAL CAUSE

The 5 WhysCONSIDER THIS SCENARIO

Question 1: Why do we need to have five interviews to select the right candidate?Answer: Because that is the way our system is designedQuestion 2: Why is the system designed that way?Answer: Because that is the way the VP of HR wants it done.Question 3: Why does he want it done that wayAnswer: Because that is the way his boss has said it should be doneQuestion 4: Why does his boss want it that wayAnswer: Because he was told at a conference that this was the best practice in hiringQuestion 5: Why was he told this?Answer: The consultant told the audience that the key to quality hires was multiple interviews.

How do we Know?We know by using inquiry tools

The best practice tool is the use of an HR Audit Questionnaire

Consists of 14 areas of inquiry

How do we Know?We know by using inquiry tools

The best practice tool is the use of an HR Audit Questionnaire

Consists of 14 areas of inquiry

How do we Know?Inquiry # 1: What is your Goal?What is your goal?

Why cant you reach that goal?

How do we Know?Inquiry # 2: What is your Goal?What is your end objective?

In order to reach the goal we must have what?

In order to have the critical success factor we must have what?

How do we Know?Inquiry # 3: In order to introduce a continuous process improvement effort , you must carefully plan the process on the behalf of upper managementHas management bought into the required change?

Has management determined the current state?Have you developed a communication plan?

Has management completed a risk assessment?

How do we Know?Inquiry # 3: In order to introduce a continuous process improvement effort , you must carefully plan the process on the behalf of upper managementHas management completed a utilization plan?

Has management determined the voice of the customer?

How do we Know?Inquiry # 4: Has management changed their operating methods?Are your managers still command and control advocates?

Are your managers acting as rulers or coaches?

Are your managers focused on results or solutions?

Have your managers established key performance indicators?

How do we Know?Inquiry # 5: Reduction of defectsAre your managers using visual management tools?

Have you identified sources of defects?

How do we Know?Inquiry # 6: Educate and TrainDo your managers understand the difference betweeneducation and training?

Is there a management training program in place?

Is there a training effectiveness assessment in place?

How do we Know?Inquiry # 7: Management into leadersAre their individual development plans for each employee?

Has the business case been laid out for change?

Is there a clear vision for the future in place?

How do we Know?Inquiry # 8: Drive out fearDoes the organization tolerate failure?

Are innovation failures part of the annual review process?

Are your human capital assets empowered to make changes?

How do we Know?Inquiry # 9: Silo breakdownsIs not my job an acceptable answer?

Are innovation failures part of the annual review process?

Are your human capital assets empowered to make changes?

How do we Know?Inquiry # 10: Process FocusDoes the organization comprehend that problems are caused by processes not people?

Are all processes mapped?

Is process improvement applied to the entire organization?

How do we Know?Inquiry # 11: QuotasAre management reviews based on problem solving methods?

Is organizational productivity based on numeric scores?

Is process improvement based on evidence-based metrics?

How do we Know?Inquiry # 12: Visual assessmentsHas management walked the process?

Has management visited with customers

Has management worked the process?

How do we Know?Inquiry # 13: Gaining knowledgeHas the organization established a resource center?

Has the organization identified external educational resources?

How do we Know?Inquiry # 14: UrgencyIs the organization committed to action?

Do all projects have a set completion?

Has organization made arrangement for team members tocomplete team work without concern for regular duties?

How do we Know?Inquiry # 15: CoachingIs management helping struggling employees?

Are managers a working part of the problem solving process?

Are managers dictating solutions?

How do we Know?Resolving How do we know requires

New MindsetNew SkillsNew Knowledge levels

How do we Know?Want to gain these new skills:

Join Us November 17-18, 2016 in Orlando for

How to become the critical HR Leader You are Meant to be

For more information visithttp://dbaiconsulting.com/achieving-hr-excellence-through-six-sigma-seminar/

Daniel Bloom SPHR, Six Sigma Black Belt Chief Executive OfficerDaniel Bloom & Associates, Inc.PO Box 1233Largo, FL 33779(727) 581-6216dan@dbaiconsulting.comhttp://www.dbaiconsulting.comMore Information?