western lean -evolution

“Western” Lean, an evolutionAD Net 19/01/2016

© IIBLC® vzw All rights reserved 2016-

« Western » LEANan evolution

19/01/2016

© International Independent Board for Lean Certification® 2009- All rights reserved

Luc Van LandeghemPresident IIBLC®

Agenda

• Phase 1: techno• Phase 2: socio• Phase 3: socio-techno




PHASE 1TECHNICAL (TOOLS)

± 1990 - ± 2010


Lean toolboxSMED

Standardised

work

Batch Reduction

Teams

Quality at Source

5S

Visual Systems

Layout

planning

POUS

Cellular/FlowPull/Kanban

TPMValueStreamMapping




Fact• Study University Ghent (BE)• Period of 3 years (Dec. 2009-Nov. 2012)• 23 SME

– Novice in Lean or– Renewed effort

• 6 countries(North Sea region)– Belgium– UK– Netherlands– Sweden– Norway– Germany

Fact

© H. Van Landeghem-K. Bauters-V. Limère Ghent University



Fact


Fact




PHASE 2SOCIO (HUMAN)

± 2010 -


Fact• 70% employees not

engaged – 52% not enthusiastic– 18% truly unhappy

• 30% love their job• (15.000 respondents)• Direct link to

– Accidents– Faulty products

• How about Europe?



Fact

• Liker and Rother (2007):– 70% adoption rate (US plants)– 2% fully achieved objectives

• P. Hines (2012):– 70% of all companies fail to make Lean a

sustainable source of productivity improvements

Conclusion

• P. Hines– “the reasons why so many companies fail to achieve the full Lean

potential is due to management issues, such as lack of Strategy alignment, Leadership and Engagement”.

• Study University Ghent• ....



People/Management

• Need for knowledge of mission-vision– Rotations? Handover– Lean is NOT “the next quarter”– Lean is NOT “a menu”– Lean is NOT “cost-saving”– Need for an improvement PLAN

• Change of paradigm– Employees are part of the solution– Confidence– Mgr. as coach

• GEMBA walks• What can I do for YOU?

People/Management

• Continuous support– Put your money where your mouth is– Board meetings– Failure IS an option (©Mythbusters)

BUT: • Is management READY for the change?

– Necessary competences?– Formal education?



People/Employees

• Part of the process• Training

– Already acquired? (elsewhere?)– If/when necessary

• Long-term program– Saturation?– Intimidation?

• Practice, practice, practice!– Visible results– Celebrate success

Tips

• Sometimes you better wait!!– < frustration– < “Chronicle of a Death Foretold” (G. Márquez)

– < resistance next project• Think big/start small

– Principle of the oil slick• Formula of the final result:

Rs = Qs x AResults = Quality Solution x Acceptance




PHASE 3SOCIO-TECHNICAL

± 2013 -




Socio-technical system

• “Employee-supportive Lean”

– D. Rodriguez doctoral study 2015

• Integration of both approaches

• Maximizing results• Phased approach


Socio-technical characteristics

• Training for everybody• At the desired time and pace• Employees empowerment and

participation• Problem solving at lowest level possible• Two-way management (Hoshin Kanri)• Using correct tools (at appropriate time)




Extra SMED


Airbus Industries 2015

Extra visual mgt.


What’s wrong with this picture??



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