Many people have heard of 5S, however, people often think of 5S and associate it with housekeeping. So, is 5S just an extreme form of housekeeping? Certainly not!
5S was originally used in Toyota to improve performance. The ‘5S’ referred to five simple everyday Japanese words that everyone would understand. The thought process was that by keeping the words simple and grounded in day to day language, the worker could focus on the intent not remembering complex terminology. When this technique was first imported to the west, the trainers used the Japanese words and created an obstacle that should never have been part of the process. The driving force for this was seeing the task not the process. Copying the Japanese implementation across language and cultural boundaries failed to communicate the philosophy and structure behind the process. 5S is an integral part of kaizen linked to elimination of waste and focus on value. For that reason, I use five simple English words – I only teach in English.
The 5S’s are;
Another misunderstanding from the west was adding a sixth S, safety. Safety is of vital importance, however, adding safety as the sixth S misses the point. The five S’s are grounded in an assumption that everything is safe. If the process isn’t safe don’t wait for 5S, deal with the safety issues before starting 5S, after all why would you work with an unsafe process?
Preparing for 5S is vital and too often organisations don’t invest enough to ensure they create the right environment that allows employees to succeed. There are five critical steps to creating the right environment for employees to succeed at 5S.
- Create policy and a plan.
To implement 5S successfully the organisation must establish a clear policy that documents the benefits of 5S and the roles and responsibilities for implementation. The leadership team must be united on the need and purpose of 5S. The team who create the policy and plan should be drawn from all levels of the business. This is to ensure that the potential pitfalls and problems are identified and discussed. Through this discussion the business can ensure alignment between all levels of the business and significantly reduce the opportunities for conflict. The policy should explain the behaviours and standards the business will adhere to regarding 5S.
- Write the Procedure.
Document the process for implementing and managing 5S. 5S is a form of standard work and supports employees and management alike in understanding the benefits and advantage in standardising working practices. Implementing 5S without standard work will make the process much more difficult than expected.
- Create a red tag format and area.
Standard red tags used throughout the business create consistency. This consistency ensures that everyone is clear about the meaning and purpose of any red tag in the business. The red tags also contain standardised information allowing correct identification of the item, date tagged, reason for tagging and disposition of the item. This item can then be placed in a fixed area for disposal or storage.
- Create a red tag log.
Red tagging alone won’t create a clear picture of the items in the business that are not required. The red tag log allows management to track items and the decisions made regarding their disposition. The log also allows tracking of location, cost and stock level.
- Communicate the plan and train those involved.
Once all the preparation is done, communicate why 5S is important and what benefits implementing 5S will bring. Once this is communicated throughout the business select the first team to implement 5S and train them how to implement the process.
Preparing properly for 5S will increase the speed of adoption and the likelihood of success. The leadership must understand their role in the process. Leadership should not be dictating, they need to collaborate with the workforce. The most effective activity that leadership can undertake is to identify and remove obstacles to progress, ensuring that employees have the tools and resources to succeed.
Read the future posts on how to implement each of the steps of 5S
Every business has a set of values that they tell the world about, but do they live by these values?
All too often, the values are laminated, put on a wall and ignored. Managers are neither held to account nor do they hold their staff to account for deviating from the values. If asked intellectually what do their values mean, they can explain what they mean, however, if challenged when deviating from the values there is always an explanation, a set of special circumstances that mean the values don’t apply. The more money that is involved in following the values, the more pressure the employee feels to make an exception. The problem is increased if the mission and vision are inconsistent with the values, or the employees are not connected to the values. Here are some tips for ensuring that your values are lived not laminated.
- Select the right team to set values
Values are typically set by the management team. What happens when there is a conflict between the business practices and the new values? Will the management team even recognise the conflict? Involving staff at different levels creates an opportunity for assumptions and biases to be challenged. Management must listen to the issues raised and discuss the challenges that will be faced throughout the organisation arising from the values choices.
- Ensure there are not too many values
If you have more than four or five key values, they become hard to remember. If your employees can’t remember the values, how do you expect them to implement your values. Distilling your values to such a small list is difficult, you must decide what really matters.
- Create a red flag mechanism
For the values to have meaning there must be a mechanism to raise conflict between values and actions that is transparent to employees. It is inevitable that there will be challenges in upholding the values, times when the actions that seem obvious are in conflict with one or more of the values. The temptation is always to say that the circumstances are unique or unprecedented, you can’t expect the values to be upheld, or our competitors aren’t restricted in the same way. There are many excuses used to deviate from the values. Having a red flag mechanism enables everyone in the business to raise a concern and also allows the business to stop and choose a different action that is compatible with the values.
- Communicate the values
For the values to be meaningful they must be communicated to everyone in the organisation. Communication does not mean laminate the values and place them on every notice board, although this can be done. Communicate the values through briefing sessions and open discussions, give your teams the opportunity to explore what the values mean and how they will impact on their daily activities. Acknowledge the things that need to change and commit to the changes. Most importantly communicate that this is not a fad, it is the new normal. Your integrity will be judged on how well your future behaviour implements the declared values.
- Use the values to make decisions
Once the value set is agreed, they MUST be used. Ideally, the use of values will be overt and obvious. For example, at the start of a meeting, state the values and remind everyone that all actions must be consistent with the values. At the end of a meeting, review actions agreed against the values of the business. Ask if the actions are consistent with the values. If any action is inconsistent with the values revisit the issue and determine an alternative action. Include a review of values in non-conformance and complaint handling processes. Adhering to values is easy when there are no challenges, you will only know if the values are important when the business is under pressure.
- Hold everyone accountable for upholding the values
If the business believes in its values, everyone will adhere to them. From the chairman to the cleaner, everyone must uphold and implement the values, no-one is exempt from them. Values set the character of the business, and like a person, the business behaviours must be consistent with its expressed values. If the business does not adhere to its own values, the stakeholders will create their own set of values for the business based on its behaviours. Be warned that these values are unlikely to showcase your business favourably!
Values communicate the character of your business to all of the stakeholders, it is easy to write a set of values that looks good, but adhering to them is much harder. Laminating your values is worse than not documenting them IF you don’t uphold them.
My advice is to document your values after careful consideration then adhere to them with discipline and rigour.
Why should you have a quality management system?
A quality management system is the first step towards truly understanding your business. A good QMS structures your business approach, embedding continuous improvement as a way of doing business.
The standard starts with asking you hard questions about your business and your customers. The system then takes a look at leadership, defining what the responsibilities of top management are, and what processes they must put in place. Planning comes next, to ensure the business understands what must be managed to succeed. Now the business knows what must be done, the resources must be made available to deliver on the plans. Operational control is required to ensure the products are properly designed, the processes for procurement, manufacture and control are in place and that operators know what to do when there is a problem. The process also has to be measured, this includes auditing and non-conformance management. Finally, the system demands continuous improvement.
As an ISO9001 lead auditor and lean six sigma master black belt I can integrate process improvement using world-class tools into your documented system.
Contact me for a discussion to see how I can help your business.
I have started using Doodly for explainer videos. I have my first creation done, now I need your help. What do I need to adjust to improve it?
All feedback will be appreciated!
Tamarind Tree Consulting Ltd has joined the Centre for SME Development, a UCLAN initiative to help and support small businesses and new startups.
AS a member of this group Tamarind Tree Consulting Ltd can help new businesses to develop their processes and support the managers and directors to grow with the business. Tamarind Tree Consulting Ltd looks forward to the opportunity to support these entrepreneurs by coaching and mentoring these new business leaders to develop the skills they will need as their businesses grow
I was invited by a close associate to work with him at a large FMCG manufacturer where he worked to help improve team performance. This team works in central services in an extremely large multinational corporation.
I arrived at the location on a Sunday evening and in the car journey to the hotel, my client advised that he wanted to change the focus of the development. Instead of working with the full team, I was to work with a smaller sub-team. My client advised that this sub-team was having particular problems with delivering their expected objectives. My revised task was to support the sub-team to identify what help was needed to develop their skills and improve overall performance. The sub team’s role is to approve new suppliers.
I created a team development workshop overnight and we started the next day looking at the team’s behaviours and output. We quickly identified several problems
- The process was inconsistent between team members
- The process was also inconsistently completed between departments.
- The team was governed through fear, carried over from a previous manager
- There were no measures of team performance
- The team was still working to a set of rules laid down by a former manager
The impact of these behaviours was that the staff were uncertain and working in constant fear. Failure to deliver was normal, all failures were blamed on people, and external demands were never challenged. This increased the workload in the department without adding value from the customer’s perspective. As a result, the team had become demotivated and disillusioned
I had two issues. The first was to understand and support the overall process. The second was to work with the individuals to help them improve their skills and resilience.
We employed three strategies to develop in parallel
- Focus on the process to identify and agree on the standard work.
- Work with the individuals to help them identify as a team and start collaborating
- Coach the individuals to enable them to understand their reactions and interact more positively
The strategies worked very well, by applying transformational coaching across the needs of the immediate client, recognising the demands of the wider organisation and the constraints individual team members perceived, we made huge step-change improvements in performance. The client (this team’s line manager) was coached to modify his behaviours to reflect the values agreed with the team. Individuals in the team were also coached to address their confidence and behavioural challenges. Working with the team, we were able to establish common values and establish the required process to enable the team to work effectively as a unit and in concert with other parts of the business. Since the process was developed by the team with support and guidance by me, they were fully engaged with the process.
After completing the intervention, the team identified that they needed to enforce the existing agreement and insist their customer, another internal department, upheld their part of the agreement. The team also stopped competing and arguing internally, focusing instead on solving problems at their root cause. The overall result was a reduction in workload and a higher quality of work product. The team also had higher engagement, morale, and created a positive and supportive working environment.
The work was so successful that further engagements were booked to deliver training and development with this team and with other teams in the business. A team build for another team in the department is planned for later in the year. I continue to coach the team director to support his development.
Culture change. It’s a huge and popular topic these days. There are so many departments that want to lead this area, human resources, change management, finance, organisational design, manufacturing, the list is as varied as the department names your business uses. Everyone tries their own strategy, but they all run into the same problem;
“Culture determines and limits strategy”
– Edgar H. Schein, Organizational Culture and Leadership, 1985
So why does culture keep reasserting itself, no matter how much well-meaning change management is brought in. Internal consultants, external consultants, charismatic leaders, servant leaders, there are more leadership models than you can shake a stick at. Yet still, the culture reasserts itself, it is pervasive and incredibly hard to change. Why?
Culture change efforts always focus on changing behaviours. It is right that behaviours must change, but with all these skilled people changing behaviours, why doesn’t the culture change?
Johnson and Scholes proposed a model of culture in their cultural web. There are many aspects to culture, and it is vitally important to connect each of the aspects of the cultural web to the values and beliefs required for our new culture.
One of the aspects of Johnson and Scholes cultural web that seems to be overlooked is Stories.
In every aspect of life, we tell stories, and these stories grow to be an oral history of the underlying “common sense” values and beliefs in the business. As change agents we work really hard to change behaviours, but how much effort do we put into changing the stories told? If we change behaviours to conflict with the stories in the business, we set new behaviours in conflict with the historical values and beliefs of the business. We start to hear comments such as “I know we aren’t supposed to say this, but…” or see the more experienced heads in the business purse their lips or shake their heads when new processes or behaviours are implemented. The old stories subside, but they don’t go away, they are instead told in quiet corners to select groups. The problem is the select groups overlap, so the story is still told as the history of the business, and the new behaviours are labelled as “the latest fad” and members are told to “just keep your head down and ride it out”. We create cliques and cabals to either protect our history or We can’t just suppress the old stories, and we can’t create new stories fast enough to displace the old values.
So what is the one thing that must be changed?
You can’t eliminate the story since it is part of the oral history of the business, so use it by changing the perspective of the story! Don’t just focus on changing behaviour, ensure the stories told in the business reflect the changing values and beliefs. Us the telling and retelling of the stories to change how the stories are interpreted and understood.
For example, if you have a hero culture and stories are told about how people have cut through bureaucracy to find solutions to past situations, just telling people not to tell the story won’t work. Telling people to obey the bureaucracy won’t work. Change the emphasis of the story to match the new belief system; add to the story, for example, add that whilst it was a brilliant outcome, highlight that there was a huge risk to the business from missing paperwork, and we were lucky to get away with it. When you get an example of the bureaucracy controlling the process and preventing an error, add a positive that using the bureaucracy has enabled the business to meet the customer needs. Once the change is embedded the story is changed forever. Reality hasn’t been changed, there is no deception, we have interpreted the old story in line with our new values. All the while we are telling new stories, stories that support the new values and beliefs.
In this way, we accelerate the culture change by adding new stories and modifying the interpretation of the old stories to match the modified cultures and beliefs embedded in the business. Be careful though, if you just tell people to interpret the story differently you will drive it into the shadows. The new interpretation must be through storytelling in collaboration with the people who guard the business beliefs and used to flush out conflicts between new and old values in a positive way for discussion and debate.
In summary, if you want to change the way your business behaves, change the stories that are told in and by the business both new and old.
What story will you change today?
I have recently finished the classroom studies for ILM Level 7 Certificate in Executive Coaching and Mentoring. I have been coaching for about 15 years and decided this year it was time to invest in formal qualifications to back up the skills I have. Although I have been coaching for a long time, it is only recently that I have identified this as an important skillset and opportunity. I started doing small business mentoring with Boost about 2 years ago,and over the course of the last 2 years, I have been blessed with amazingly positive feedback. I then started helping a former colleague who was struggling to get his team to deliver on business objectives. Whilst helping him, he and his team identified that I was very good at coaching. I got comments such as “You really see people don’t you?”. Someone even commented that I was very good at this.
Having had this feedback I decided to go get some formal qualifications, after all, I had been doing it for many years it should not be too difficult. Then I had another thought. How much would I learn if I started with the view that I already knew all I needed to? So I revisited my thought process and decided to start assuming that I would learn new things. I am so glad I made the change in my viewpoint! I was blessed to work with an outstanding group and some great teachers. Along the way, I learned some new techniques that helped me to strengthen what I already know and some new tools that took me out of my comfort zone. These new tools are really important. One of the things I realised is that I am very good at coaching and mentoring people like me. I am not so sure I would be as good coaching and mentoring someone who was very different until now. The new tools were uncomfortable since they demanded that I engaged in a different way. Having got past my discomfort, I now feel much better equipped to help more people.
The outcome then is that I now have more tools available that can be
used to supplement and complement the tools I have been using for years.
What is coaching?
The way I define coaching is the activity of helping the client find the best solutions to their problems by asking them the questions they can’t think of or articulate, then supporting them to find their best answers.
What is Mentoring?
Mentoring is using the mentor’s knowledge and wisdom to guide the client to develop their own insights, knowledge and breakthroughs and from that create their own wisdom.
The next step for me is to continue learning and helping others. People often leave it too late to ask for help, meaning instead of coaching and mentoring to help them early on in their issue, they get caught in firefights and don’t make time to find help.
In case you are wondering why the pictures of buttons, these were a coaching tool that felt very uncomfortable until I understood it. One of the new tools uses buttons to help start meaningful conversations. This was something I would never have thought of.
The question you have to ask is could I be your button, the key that unlocks your potential and helps you become the best possible version of yourself. If I can, get in touch here
I see many articles about engagement linked to skills shortages recently. There is an abundance of advice of how to attract and retain suitably skilled staff. This got me thinking what is wrong with this picture?
The problem that I see is one of development. If every business wants to avoid spending money on training, development, apprenticeships, where exactly will those trained individuals come from? Someone, somewhere must create the pool of trained labour. There is talk of apprenticeships, but companies want apprentices trained more quickly, with less depth, then complain that their in house trained employees lack skills. The government receive much criticism for not funding training and apprenticeships, but is that really a government responsibility? I would argue that it is not. If you look at the latest version of ISO9001, there is a specific clause about ‘knowledge’. The standard talks about the responsibilities of senior management to ensure that the knowledge and skills required now, and for the future are identified and planned for.
I would ask when did educating employees and providing proper training for them become a burden? Is it not in the best interests of an organisation to ensure that every employee has the relevant skills for their role fully developed, to the highest standard possible? If employees are properly trained, they add value by ensuring their process is effective and efficient, eliminating non-value added steps. There is an odd by-product of investing in your employees and ensuring they have the best available skills. When you invest in them through training, they are more engaged with the business and believe in what they do. They also start to identify with the aims and objectives of the business.
If you want more engaged staff, who will make your business more effective, take the time to invest in their skills and develop their capabilities. You won’t be disappointed!
Asking for feedback is important for any business, as it helps us to improve what we do and eliminate any negative effects of our activities. What we don’t always recognise is the positive feedback, and the impact we can have on someone’s business when we give great service.
I have started working as a growth mentor in Lancashire, and I have just received my first feedback from that work. It has been interesting and really touches the heart of why I started Tamarind Tree Consulting, it is an opportunity to help people improve their businesses. So getting that first feedback from this sort of mentoring is significant for me. As always, I have set out to do the best job possible for the client. Hearing that the client values the support and has seen practical benefits is brilliant. You can read his testimonial here.
So why this post?
The feedback got me thinking about what is important and why did this work well. It seems to me that focusing on the customer and their needs was key. My role is not to tell them what to do, but to advise and support them through decisions, and activities they are finding difficult. The key factor here is practical application of process improvement, applied with respect for my customer. We haven’t deployed huge amounts of training and tools, there has been no big bang effort. Instead we used the time to focus on the vital few actions, and ensure that we focus on understanding why. This approach leads naturally to collaboration. It has been brilliant to see not only my mentee growing, but also to see this positive impact on his team. You can read his testimonial here
For me, process improvement consultancy is not simply about the hours charged, although more hours is always nice! It is about making a practical, positive difference to the lives of the people I help. Focusing on customers with love may not always result in more hours of work, but it will always help people learn good habits that hopefully stay with them as they, and their businesses grow. People remember those who really help them, and if the opportunity to support them arises, well, I believe you reap what you sow.