Le Lean Organization secondo noi
30 luglio 2014 § Lascia un commento
Non voglio dilungarmi o fare lunghe introduzioni… Vi auguro buona visione e attendiamo i vs commenti https://www.youtube.com/watch?v=hLxQ7MJuCAk
Presentazione Lean Organization: convegno AIIC (Associazione nazionale ingegneri clinici) 4/4/2014
7 aprile 2014 § Lascia un commento
Presentazione del CEO di WTCO e LeanDiscovery sulla cultura Lean e come può essere applicata sia al mondo sanitario sia ad ogni contesto quotidiano.
Kaizen e Six Sigma, differenze e applicazione
5 settembre 2012 § Lascia un commento
Siamo oramai in procinto di prencedere la certificazione BLACK BELT SIX SIGMA, e sempre più spesso, come avrete potuto notare da articoli precedenti, parliamo di SIX SIGMA
Ho il piacere di sottoporvi un articolo che spiega in modo, direi semplice la connessione tra LEAN e SIX SIGMA e come entrambe le metodologie intervengano nel “benessere” Aziendale.
Non dimentichiamo mai, che ogni metodo deve essere attentamente calibrato all’interno dell’azienda senza, almeno in una prima fase, stravolgere gli equilibri; la cosa fondamantale che Proprietà, management, o qualunque forma di governance aziendale sia convinta del tipo di approccio da applicare.
Kaizen –Tools to Keep Employees Continuously Occupied
Chris Seider, Robert Tripp and Mike Carnell September 3, 201210
Two common questions for people new to the Lean Six Sigma community are: “What is Kaizen?” and “Why would you run a Kaizen event as part of a Lean Six Sigma project?” This article describes what a Kaizen event is and addresses how to run successful Kaizen events.
Kaizen is a Japanese term that translates to “change for the better” and is sometimes paraphrased as continuous improvement. As an event, a Kaizen represents a focused effort by a team to make quick but meaningful improvements to a defined area of a business process.
Kaizen is not designed exclusively for manufacturing processes but was first embraced on the shop floor. Kaizen can be used to impact one of three measures for a manufacturer – throughput (cycle time), inventory, and product or process cost. While non-manufacturing processes may look to other meaningful metrics to improve, any measurable process improvement should ultimately translate to one of these three primary areas of improvement.
The Relationship Between Kaizen and Lean Six Sigma
Kaizen events are generally distinguished from Lean Six Sigma projects by virtue of the shorter time to implement changes and the more focused application of resources (i.e., team members) to solve problems. The cognitive problem-solving approaches and the philosophies are the same, though some may differentiate the names of the problem solving phases in Kaizen events versus Six Sigma projects. Using the same philosophy in a shorter timeframe can mean that Kaizen events tend to favor trial-and-error tweaking of solutions in the absence of the thorough data analysis that characterizes Six Sigma projects. Solution-tweaking is a consequence that is often readily accepted in order to drive change quickly.
Because of the philosophical similarities between Kaizen and Six Sigma, Kaizen events often become an important component of Six Sigma projects in order to remove operational noise and to help illustrate the systemic issues to be solved in a Six Sigma project. It is also common that Six Sigma projects are a byproduct of efforts to characterize waste in a Kaizen event. In a mature continuous improvement culture, Kaizen and Six Sigma can have a powerful, symbiotic interaction. A planned schedule of future Kaizen events can also become part of a control plan to ensure that an operating system adopts a continuous improvement approach to ongoing management of the process.
Successful Kaizen Events
The best Kaizen events, typically defined by achieving a goal in less than two weeks, feature the following elements.
Process understanding, defined metrics and license to change are prerequisites of a Kaizen event.
The role of team leader is crucial to having a successful Kaizen event. An effective leader will harness the power of multiple voices to explore solutions, refine and correct those solutions as needed, get actions completed quickly, and take responsibility for the success or failure of the event. The team leader should be mostly neutral during the event, but should be ready to contribute when doing so may add value – team leadership is an art form in this sense. The leader is empowered by the site or line leadership to make changes while keeping a focus on what metrics are most important. Change for the sake of change without improving business metrics (and ultimately financial performance) is never the desired outcome.
The team leader must be familiar with the process regardless of whether they formally work in the process. If the selected team leader is unfamiliar with the process, then the team leader must formally observe the process performed prior to launching the team – without trying to improve the process during the observations. In a transactional process the team leader needs to watch several process transactions flow from start to finish before facilitating an event.
Also before launching the Kaizen event, line or site leadership must determine the metrics that will be used to evaluate the work of the team. For example, if a Kaizen is being used to help 5S (sort, straighten, shine, standardize, sustain) an area, an operator’s movements (distance traveled by steps or arms) could be a selected metric – ensuring that the 5S actions were appropriate. As previously stated, continuous improvement-related Kaizen events should primarily focus on three types of measures – throughput, cost and inventory; the event and the selected metrics should be directly linked to at least one of these three process characteristics.
This often requires considerable planning; leaders must be sure that change management approaches are properly considered in anticipation of the desired improvements. For example, if it is clear that standard work combinations need to be reorganized in order to match demand to new manning levels and line layouts, then the site leadership needs to be prepared for document change control and training of operators – as well as supervisors and support personnel. (Note: This assumes that the organization is at an adequate level of maturity to perform a Kaizen and embraces the importance of a formalized change management process.) Further, having to wait for approvals should be minimized so any changes prioritized by the team can be implemented within 24 hours ideally.
Speed is critical to these events in order to establish a clear cause-and-effect relationship between process changes and process performance. Consequently, the actions of the team must stay focused on improving the metrics desired by the leadership, and not be distracted by political maneuvering to gain support for the changes.
Teams that consist primarily of people who participate in the process.
The team must include three to seven full-time team members who regularly participate in the process that is the focus of the Kaizen event. While it is important to build a cross-functional team, consider using some team members (such as a finance representative) on an ad hoc basis. Powerful Kaizen events have line leadership or supervisors as part of the team composition; teams whose membership derives exclusively from either leadership or operator ranks can suffer from a myopic view of the system and limited buy-in from the process stakeholders. The challenge for any Kaizen leader is to ensure that subordinates are empowered and able to offer ideas without being inhibited by participating line leaders. The input of these team members is critical – they will be actively assisting in executing process changes, they will have to live with the changes as part of their daily routine, and they will be helping their colleagues understand and embrace the process changes moving forward.
Often, work will need to be accomplished during the 12 to 16 hours the team is not on-site or otherwise unavailable, so the team leader should identify a prearranged point of contact who can coordinate necessary actions. Examples of off-hours work include rearranging furniture in an office, getting new IT connections to support a reconfiguration, getting new tools fabricated to accomplish a task, and acquiring a new piece of equipment that allows for easier operations.
Actions prompted by the team must align with the measures that the leadership wants a Kaizen event to affect. The team members must know that their time is dedicated to the Kaizen until the team disbands. Furthermore, site or line leadership must recognize that team members will not be available as resources to accomplish other tasks – like keeping the line running!
Using process participants as part of the team helps with the critical change management that is often neglected. If the improvements are understood by all the team members, then acceptance is easier to sell outside of the team. If line leadership can also be part of the team, then the team’s empowerment grows because tacit approval exists for the changes even before confirming with a change management program. The team leader should recognize that unanimous, unwavering endorsement of all changes is not critical; many changes can proceed with general agreement only and an understanding of potential risks. Kaizen leaders need to recognize that there is risk in every decision, but when discipline is applied in understanding the metrics, the people and the process the risks can be better understood. Understanding the risks of making a bad decision – not eliminating such decisions entirely – is the practical path to undertake. To presume that any risk will be completely eliminated undermines the credibility of the Kaizen leader and/or wastes time trying to achieve the impossible.
Kaizen scopes defined not just by the metrics, but also by the physical boundaries of work.
Do not attempt to solve world hunger. No matter how tempting it might be to improve a high-level metric of an operation, the Kaizen leader needs to keep the focus sharp and directly tied to the team’s domain of control. This is especially important if the leader lacks experience running these intense, focused events. The focus should be on reducing a defect or error in one portion of the process, removing a specific element of waste or improving a subprocess of one production/processing area – not on reengineering a complex system. Planning multiple Kaizen events in sequence, each with a narrow focus, is preferable to a single, broadly scoped event on a complex operation. Elimination of one bottleneck will often reveal other bottlenecks that previously had been obscured.
Depending on the scope of the Kaizen, the availability of the line (process) must be coordinated and aligned with the business needs. If significant physical changes are required (or expected) for the process as a result of the Kaizen, then time must be allotted each day to allow these changes to occur. The team leader must remember to use the change management process to ensure changes are aligned with the business needs.
Successful Kaizens can be scheduled for as short as one day or as long as five days. Short Kaizen events need to be narrowly focused with a small physical area to be impacted. While a Kaizen event should target two weeks or less to attain its goals, there are often cases where more difficult physical changes cannot be fully accommodated in that timeframe, so a project plan with milestones and responsible individuals will need to be established and managed.
There is no absolute rule that prescribes how long a Kaizen should keep the team members fully engaged, but it is rare to go beyond a week on a single purpose. Kaizen events are both physically and emotionally intense so more than one week can become difficult to endure. Often, team members will need to address action items outside of the formally convened team for at least one week following the original event. If the team feels the physical or transactional boundary must change during the event, the team leader must immediately coordinate with site or line leadership to formalize the scope change.
Preparing for Success
As with most endeavors, adequate preparation paves the way for success. The guidelines provided here prepare a company for how to arrange and scope a Kaizen event. Besides solving a focused issue within a process, Kaizen events can be effective in any phase of a Six Sigma project as a means to scope an opportunity, understand waste or quickly identify solutions. Whether used on its own or within a Lean Six Sigma project, a Kaizen event has the potential to bring about lasting, impactful change.
Riprendiamo dai Basics LEAN
20 febbraio 2012 § Lascia un commento
Un breve ma riassuntivo articolo sui basics LEAN ORGANIZATION, LEAN PRODUCTION
ORA NON CAPISCO…PERCHE’ SONO MOLTO SCETTICI SULL’APPLICAZIONE DEL METODO??
Shorter delivery time
Flow in the production reduces the production lead time (throughput time) and thereby the customer service is dramatically improved.
Improved delivery service
When implementing lean pull (order based production) the delivery service becomes more stable. With pull order confirmations are based on stable and fast flow – and not on inventory based forecasts.
When using OEE to measure the loss factors on bottlenecks, it is possible to increase the utilization on bottlenecks dramatically. In this way the total capacity is increased.
The productivity will increase when the waste in the production is reduced. Nobody has to run faster as the increase in productivity is based on adding more value per man hour.
With flow the time it takes to detect an error is reduced dramatically compared with the time it takes to run large batches. Errors are detected much faster = less scrap and rework. At the same time flow reduces transportation and handling costs.
The inventory is reduced dramatically when using flow and pull (including Kanban). Also reduced changeover times when using SMED, reduce both batch sizes and the number of goods in process.
With reduced inventory, shorter throughput time and faster changeovers the flexibility to customers is dramatically improved.
Improved safety level
With less transportation and handling, fewer boxes and pallets and an improved system and order (5S), the safety level is improved.
Ergonomics are improved because of better organized work places and shorter distances when reaching for parts etc. Flow also reduces the number of necessary lifts. Lean reduces a lot of handling and the time operators normally use to search for parts. These activities are to some extend healthy. Therefore it is important that the employees rotate between work places when working with Lean.
Lean creates visibility when it comes to problem solving, planning, flow, work places etc.
A very important principle in Lean is to “measure online”. This means than any corrective actions can start before it is too late.
Increased job satisfaction
When Lean manufacturing is implemented with success it increases the job satisfaction because the employees are now involved in planning, problem solving and the way their work places are organized.
Companies without continuous improvements are constantly losing ground to competitors.
A key element in Lean is to create a culture of continuous improvements.
Cosa è la Leadership
4 febbraio 2012 § Lascia un commento
Quante volte si è parlato di leadership, ma ancor di più se ne sente l’esigenza oggi.
Di seguito un articolo che descrive a pieno e in maniera molto semplice cosa vuol dire Leadership
Voi avete queste caratteristiche?
This may seem like a fairly simple question. As an author who has written, trained and spoken on leadership for a number of years, I know there are nearly as many definitions as there are people to define it.
If you are, or aspire to be, a leader your personal answer to this question is important; it will, knowingly or not, inform and guide many of the decisions you make and the tasks that you perform while leading.
My goal in this article is to share some things that leadership is, and some things that it is not. I hope my insights will cause you to think and – whether you agree or not – to use these ideas to help you form a clearer definition of what leadership is.
What Leadership Is
Complex. In visiting with an experienced aerospace engineer (a.k.a. a rocket scientist), I asked him which was more complex – rocket science or leadership. His response was swift and simple. “Leadership is much more complex. In my world we can come up with the right answer. We know the equations and formulas. If we put the right numbers into them, and do the right things, we will get guaranteed results. But as a leader you are dealing with people – and people are inherently more complex. And the issues, while perhaps not as dramatic as sending a rocket into orbit, are far more dynamic and contain tremendous amounts of gray area.” I couldn’t have said it better. Leadership isn’t easy or simple. And, like rocket science, it is something that requires lots of study and practice to become skilled.
Action. Leadership is often considered a thing, i.e. “She is the leader.” From a dictionary perspective leadership is a noun, but it also is a verb. Leadership is not really something to have or possess; it is something to do. When you think about leadership, think actions; think behaviors. It is with better actions and behavior that you will gain better results.
Responsibility. If you are placed in or accept a formal (or informal) role of leadership, you have taken on a responsibility. It is easy to think about that if you are President, a C.E.O. or a business owner. The fact is that every leadership action carries responsibility – no matter your “title” or job description. People are looking to you. If you are leading, people are following you. You have a responsibility therefore for more than yourself and your own results.
Opportunity. As a leader you have an opportunity to make a difference: for Customers, for the organization, for those you lead, for the world at large. When you exhibit the behaviors of leadership you are actively trying to create new results that will make a difference in the world. Few things hold greater opportunity than this.
What Leadership Isn’t
Management. The skills of management are focused on things, processes and procedures. The skills of leadership focus on people, vision and development. Both are valuable skill sets and in many cases we need to exhibit both, but great leaders aren’t necessarily great managers and vice versa.
A title or position. You are a leader when people follow you. That action of others isn’t guaranteed by a job title, the color of your desk or the size of your office. A title that proclaims you a leader doesn’t make you a leader any more than calling a lion a zebra creates black stripes.
A power grab. Others giving you power as a leader is different than people who want power. True leadership comes from your relentless focus on serving others, not wanting to be powerful. Leaders inherently have a great deal of influence, and therefore a certain amount of power, but that isn’t a true leaders focus.
A gift from birth. Leadership skills aren’t doled out in the genetics of some while others are left wanting. Everyone is given a unique bundle of DNA that can allow some to become highly effective, even remarkable, leaders. Do some people have innate strengths that help them as leaders? Of course, but so do you – even if they are different strengths. None of that matters though if you don’t do the things to use those strengths and do the things to improve in areas that are harder for you. Few things are sadder than unfulfilled potential. Leadership success isn’t nearly as much about genetics as it is learning and improvement.
This isn’t a complete list in either case – creating some sort of compendium wasn’t my goal. My goal, as stated earlier, was to give you food for thought. I’ve set the table, now I hope you sit down and eat at this table of ideas to help you build your own definition of leadership.
Potential Pointer: Your definition of leadership will have a huge impact on how you behave and perform as a leader. Time spent thinking about the role and your beliefs about it will have a drastic influence on the results you see as a leader. Because of this, time spent thinking about and answering the question, “What is leadership?” is time well spent.
Linee guida per una rapida trasformazione LEAN from HBR.org
30 gennaio 2012 § Lascia un commento
Anche la famosa importante rivista Harvard Business Review, sottolinea come trasformare l’azienda verso un processo LEAN – ci tengo a sottolineare che non si tratta di un passaggio facile e nemmeno immediato (forse per qualche attività), ma indispensabile per crescere e sviluppare il VERO VALORE dell’Azienda
One of the most common mistakes that companies make when embarking on a lean program is trying to do too much at once. These “boil-the-ocean” initiatives are long, costly and often end up stalling under the weight of their own ambition.
The fact is, smaller and faster can be better when it comes to lean. One thing we’ve consistently seen in our work with manufacturers is what a huge impact a quick plant “health check” and a few focused changes can have on cost and performance. Companies can see major savings in specific areas in just a few weeks. The key is to pick the right improvement levers by taking the time to quantify the value they could deliver, weigh the trade-offs, and choose only the top three or four priorities to tackle immediately.
Sounds simple, right? The problem is that many companies either don’t take the time or don’t have the analytical skills needed to look cross-functionally, dig deep, find the underlying cost drivers, quantify the improvement opportunities and evaluate the trade-offs. Once they bring these diagnostic skills to the table, they can see the potential big wins.
Clarity on the payoff is a critical first step, but sometimes even when the source of problems and the financial upside of addressing them are clear, no action is taken. There may be too many competing priorities, not enough manpower, limited access to the capital needed to get the ball rolling, or just plain inertia. Other times companies think they’ve already done all they can to reduce waste, cut costs, and improve efficiency, so they don’t bother to look any further. For example, one manufacturer we worked with cut costs so deeply that it assumed its people had to be more productive. But by simply observing the crew and their activities on the production line, we saw just the opposite — too much downtime, wasted effort and inefficient work habits. The company’s lean efforts simply hadn’t gone far enough.
In addition to the above, there are often “hidden” costs that — by definition — aren’t immediately visible, especially in complex global production networks. One company had a continuous improvement program underway and thought it was quite lean. But a cost comparison across its network of plants revealed a multi-million dollar cost gap between the top and bottom performers. By doing a deeper analysis of underlying cost drivers such as scale, efficiency, overhead, and logistics, the company gained new insights into why some plants and geographies performed so much better than others — and what high-impact areas to tackle for greater savings.
Based on our experience, the best opportunities for quick improvements in manufacturing costs and performance typically lie in five key areas:
Equipment — By reducing machine downtime, improving maintenance and boosting overall equipment effectiveness (OEE) and output
Processes — By standardizing work, cutting out low-value steps, optimizing work flow and improving line staffing
Material yield — By reducing loss from scrap and obsolescence
Logistics — By boosting warehouse productivity and minimizing freight costs
Inventory — By right-sizing, rethinking levels of buffer stock, streamlining material flows and improving demand forecasts
Although these categories are quite broad, the key is to focus sharply on a small number of specific levers in a few high-impact areas of the plant. Interestingly, at virtually every company we work with, the biggest opportunities for quick wins are in overall equipment effectiveness (OEE), line staffing, and scrap reduction — probably because these areas are easy to analyze, can be changed without a major capital investment, and almost always have room for improvement no matter how much attention has been paid to them in the past.
Just observing a plant’s operations can deliver “aha” moments that lead to real insight and simple fixes. For instance, at an industrial products manufacturer with a one-operator-per-line set up, we noticed that the line operators were walking around a lot and doing things that seemed to add little value. This excessive movement was a clear red flag. By reorganizing the work flows and slightly modifying the production lines so the work area was more concentrated, the manufacturer was able to assign each operator two lines instead of one —reducing labor costs by about 40 percent.
Another quick, simple fix with a big payoff was at the factory of an automotive company. The tip-off there was seeing parts and materials sitting on the floor, where they often ended up getting damaged by forklifts or workers before they could be used. The manufacturer saved millions of dollars per year simply by designating a section on the shop floor for this inventory, creating racks to move it off of the floor and putting guardrails around it to protect it from damage.
But sometimes the problems aren’t so obvious. In these cases, a deep analysis often reveals a very counterintuitive solution. For instance, we were looking into a manufacturer’s warehouse operations. The warehouse had slotted its SKUs in a way that seemed to make sense — the high-volume movers were closest to the main doors. Unfortunately, this layout actually resulted in congestion, interference and delays. By creating a “heat map” showing relative areas of activity throughout the warehouse in a typical week, we were able to reorganize the layout and traffic patterns to make better use of the space. These changes shortened movement and transit times by 20 – 25 percent overall.
If new best practices such as these are shared among all of a company’s factories, a multiplier effect often takes hold and costs can drop substantially across the whole production network. The right metrics and incentives can ensure that this sharing happens. Again, small changes and big results.
Done right, a “fast lean” approach can generate major savings and be a catalyst for a larger lean transformation, even funding it. To get started, we would suggest companies keep in mind four simple guidelines:
Prioritize opportunities based on time to results, relative effort and financial impact
Focus scarce resources on top priorities to generate quick wins
Develop a coordinated effort within and across plants to rapidly surface and adopt best practices
Create an environment that rewards speed and an acceptable level of risk taking
If a broader lean program is already underway, this approach can turbo-charge it and increase momentum. There’s nothing more invigorating to an organization than fast, visible performance improvements that people can see and touch — and that hit the bottom line.
12 gennaio 2012 § Lascia un commento
Sono a sottoporvi una breve ma corretta spiegazione di cosa sia il Takt Time; per gli appassionati di Lean Organization un argomento che si tratta continuamente ma a cui pochi sanno dare una corretta spiegazione.
Ma voi, come definire la richiesta dei vostri Clienti/Mercato??
Per adesso vediamo con quale ritmo dobbiamo rispondere
Takt time can be defined as the maximum time allowed to produce a product in order to meet demand. Here’s the lowdown on how you can apply it.
It is derived from the German word taktzeit which translates to clock cycle. The pace of production flow would then be set based on this takt time. Product flow is expected to fall within a pace that is less than or equal to the takt time. In a lean manufacturing environment, the pace time is set equal to the takt time. A similar but alternative definition can be found here
How is Takt Time established?
What is Takt Time?
The customers buying rate establishes Takt Time. It’s the rate at which the customer buys your product. It is calculated as the net available production time (the amount of time available for work to be done. This excludes break times and any expected stoppage time) divided by customer demand. It provides the heartbeat of a lean production system.
Improving Takt Time
Takt time isn’t “improved.” Cycle time is improved. Takt time is the amount of time “allowed” to complete a work sequence. Cycle time is what is “required” to complete a work sequence. We can reduce the Cycle Time and the content of the work involved in that Cycle, such as reducing or eliminating waste and non-value added steps, thereby influencing the Takt Time, or overall beat of the line. Specifically, we can do the following:
Reduce Idle Time
Reduce set-up time
Reduce or eliminate waste
Better manage constraints
Mente Sana in Corpo Sano – altri elementi per migliorare
14 dicembre 2011 § Lascia un commento
Di seguito un articolo preso da http://www.mylife-coach.net/1793/psychic-powers-silent-lucidity-of-your-mind/ dove si parla di mente e corpo e l’importanza di stare bene per poter ottenere grandi risultati
Questo tipo di approccio vale anche nei percorsi di miglioramento continuo, nell’applicazione della Lean organization, in quanto essere fisicamente in forma permette di ottener grandi prestazioni anche in campo lavorativo in quanto possiamo avere il supporto di mente e corpo contemporaneamente; in Italia, tendiamo a sorridere quando veniamo a sapere che i giapponesi prima di iniziare a lavorare fanno ginnastica e al termine fanno streching, ma ci siamo mai chiesti perché?
Vi lascio alla lettura
Psychic Powers is a really typical phenomenon that occurs with everyone’s life. Sometimes you may observe that your kid is talking to an invisible organization or discussing an unusual topic. You suddenly realize that some thing had gone incorrect or you attempt to cease these activities by scolding them. As a result of a pure mind your child has the energy to communicate to the paranormal powers within them. These are very typical incidents that happen. But in case you are truly enthusiastic about building these powers just prepare your self for the alter and get started with some of the ideas and recommendations to develop these powers mentioned beneath.
Know your energy: if you region newbie it is very crucial to focus upon the innate powers that you have to develop. Concentrate on your specialty and accept the fact. Sometimes you can get diverted from the monitor because of fear that may arise all of a sudden. Relax! It’s component of your existence. Controlling your mind will eliminate all of the unhealthy elements from the thoughts.
Make yourself healthy: To bring the power for developing the sixth sense, your entire body needs a healthy thoughts. The practicing of breath getting workouts or yoga is really a vital tool to make your mind strong. With this particular power you can very easily connect using the subconscious mind and establish the reality from the new globe. Focus on your diet plan and keep your self away from the disturbed globe.Work about the power: It may consider some time to rationalize your psychic sense. At first you are not certain from the art and this could make you stressed out. In no way worry, because you are only a learner now. Using the gradual exercise and mind games you’ll master this art and work wisely. Attempt to experiment with your buddies and loved ones members and listen to their feedback. In case you are good, then relax. You’re approaching the following level really soon.
Powers for a cause: Interpretation is really a great method to create your power. Attempt to apply your skills for the betterment of the culture. If you can manage any situation, people will treat you as a scholar and produce a faith inside your passion. Moreover, you’ll also really feel the essence from the power for a great cause. Sharing positivism is a great factor to master the fine art.To upgrade yourself using the paranormal activities, you can consider the reference from the pursuing book list which will information you in a better way.1. Discover Your Psychic Kind: Building and Using Your Organic Intuitiontwo. You are Psychic: The Fine art of Clairvoyant Reading & Healing3. Awakening Your Psychic Powers: Open Your Inner Mind And Control Your Psychic Intuition Today (Edgar Cayce Guides)
Da dove partire per sostenere il cambiamento
1 dicembre 2011 § Lascia un commento
Prendendo spunto da un pezzo di un articolo trovato sul web, scritto da Michael Sinocchi, vorrei sottolineare l’importanza, non solo di implementare un sistema di miglioramento continuo ma la cosa fondamentale sarà sostenerlo nel tempo.
Some surveys conducted during the past 30 years continue to find that upwards of 80% of the companies that start down the road to manufacturing excellence, using techniques such as TQM, Agile Manufacturing, Theory of Constraints, Lean, Six Sigma, Lean Six Sigma and others, end up stalled within two to five years. All these journeys probably began very seriously with high hopes for continuous improvement (CI), but early results eroded and hopes of sustaining long-term results faded. Based on the short-term results, every company that has used the various tools has found that they work. The point most often missed, however, is that continuous improvement is not, nor will it ever be, solely about the tools
Non e’ importante il tipo di strumento che viene utilizzato, come viene sottolineato nell’articolo, ma il modo in cui si sostiene e si persegue nel tempo; questo significa che i principali cambiamenti devono essere fatti a livello di cultura, non solo organizzativa, ma anche delle persone stesse, e gli stessi leader deve dimostrare questa volontà con fatti e azioni concrete, le parole non bastano più oggigiorno, siamo nell’era dei fatti
Ora rimbocchiamoci le maniche e puntiamo in alto
27 settembre 2011 § Lascia un commento
Just because lean production was made popular almost 100 years ago does not mean that it is any less relevant in today’s modern business world. This strategy is still widely studied and widely sought after by businesses and industries all around the world.
The goal for lean is straight forward: reduce the amount of waste to increase production and profit. However, this strategy must be driven by the business’ employees. In order for this to happen, they have to possess pride in their work and be encouraged to talk about the problems they are encountering. Communication is key in the working environment. It enables issues to be addressed and down time to be reduced.
Every single business can benefit from lean, because the aim is to completely eliminate waste. Waste does not mean garbage, instead it could be an unnecessary production step or a disorganized work space. The goal is to take the current production flow and streamline it by removing the waste. For a business, waste can cost a lot of money and can cause down time. With a better production flow, an increased level of output will lead to a larger profit.
In theory, the idea of lean is relatively easy to grasp. But the steps that must be taken to implement it require a great deal of consistency, otherwise it will not work. It is very important the employees feel empowered and proud of the work that perform. Employees with a high level of job satisfaction will offer more output.
The key is to ensure that the business does not revert back to its old production methods. This can be achieved with regular reviews of the production flow. Any problems must be addressed immediately and changes must be made. This will lead to higher levels of production, less waste and more income.
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