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What happens after the lean coach leaves?

by Daniel T. Jones
September 4, 2013

What happens after the lean coach leaves?

by Daniel T. Jones
September 4, 2013 | Comments (6)

As a lean coach, after you move to a new management assignment, finish a training course, or run several kaizen events, can the team you leave behind build on what you taught them and maintain momentum? Or will they struggle and quickly revert to their previous way of doing things? 

This is undoubtedly frustrating for those bitten by the Lean bug. It often leads managers to ask how to enforce compliance to sustain the gains from lean. And it leads skeptics to conclude "lean does not work." Two related perspectives on lean transformation can help us answer this important question of “what happens next.”

First, lean reverses the separation made by Frederic Taylor between the “experts” and managers (who think and direct) and those who do the work. Going beyond optimizing individual activities to improving the horizontal flow of value creation reveals all the problems currently hidden by buffers between them. Linking a complicated set of activities together into a value stream promises superior performance but also multiplies the probability of problems interrupting the whole system.

Lean goes further to mobilize the knowledge and experience of those who actually do the work. These individuals are best placed to improve their work and respond quickly as problems arise. This is why lean practitioners often think of a value stream as the sum of the problem-solving capabilities of every person along the stream as well as the capabilities of every activity and machine.

Second, scientific thinking (PDCA) lies at the heart of these problem-solving capabilities. But reconfiguring the way we think, and hence how we work together, is only achieved through repeated practice, just like learning to play a musical instrument or to excel at a sport. TWI created the methodology for "learning by doing" that is the basis for Toyota's approach to developing its people. Using the A3 framework provides the common language for solving problems together. Kata shows us how to build the practice of these skills into our daily work. This emphasis on frequent practice is why lean thinkers place so much emphasis on engaging everyone in kaizen every day.

The true significance of learning to use the scientific approach is revealed by the sensei or teacher asking "So what?" after the team successfully completes a problem solving cycle. While specific results are fine, the real lasting value is the improved capability to solve the next set of problems that occur.

This also reminds us to judge the success of managers and teachers by their ability to create teams that can sustain and improve the business after they leave. All too often these capabilities are destroyed by an incoming manager who seeks to make their mark by setting off in a different direction.

These two perspectives challenge us to rethink the way we intervene in organizations to plant the seeds of lean altogether. They also question the traditional expert-led consulting model.

We can summarize the challenges as follows:

  • Lean is about learning through solving the specific problems facing the organization rather than "implementing" standard solutions. How much time do we spend helping team members and managers define the real problems that need solving?
  • Capabilities are developed through mentored "learning by doing" activities at the place of work rather than teaching all team members the lean tools in a classroom. How much time do we spend telling people what to do instead of coaching and mentoring them by asking questions?
  • These capabilities are used to create stability and to unblock the flow of value creation step by step rather than imposing an automated “solution” or out-sourcing the work. How much do we help the team to gather the facts, try alternative countermeasures, and reflect on what worked and what did not?
  • Line management carries the responsibility for developing the capabilities of their subordinates and for removing obstacles to improving the flow of value rather than professional (lean) experts in central staff functions. Are we devoting as much effort to introducing standard work for line managers as we are to developing standardized work on the shop floor?
  • Finally, Lean needs to be led by active, hands-on "follow me" leaders asking the right questions and guided by a sensei rather than distant "do it for me" leaders who are only interested in results. Are we working to develop the right kinds of leaders, and how are we encouraging current leaders to, if necessary, change the way they lead?

John Shook of The Lean Enterprise Institute keeps reminding us of the Training Within Industry motto "if the pupil has not learnt, then the teacher has not taught." This is hard to accept, but so true. We still have to do a better job of explaining the underlying purpose of lean practice and how it leads to sustained and improving performance rather than quick fixes that do not last. 

The views expressed in this post do not necessarily represent the views or policies of The Lean Enterprise Institute.
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6 Comments | Post a Comment
kevin kobett September 04, 2013
1 Person AGREES with this comment

Learning by example can speed up the learning process. Lean improvements lead to updated SOPs. When you start a new job, you learn the current SOPs for that job. You should also have the opportunity to read lean improvement stories from previous people performing this job. This procedure lets you know why and how the current SOPs were developed. These stories are company specific. Each story starts with how the problem was discovered. Within a few days, you become a company expert at uncovering problems. This increases the learning by doing process.



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Mike Thelen September 04, 2013
That is the value of the A3 process.  Creating A3s guides improvements, keeps teams focused on solving a specific problem, and provides the 'story book' behind changes.

Being able to review past A3s - see the old current state (including value stream maps, process maps, flow diagrams, etc) and future state vision - provides the framework for why things are done the way they are today.  The A3 process can then guide the next team further down the journey, without backtracking.

I have found, moreso when training upper level management, that a combination of classroom, simulation, and hands-on at a gemba is an effective way to drive change.


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Aaron Hunt September 05, 2013
1 Person AGREES with this comment

Good post. It is definitely critical for the leaders to be active and hands on. The "follow me" type of leader as you put it. Lead by example. Consultants can be of value as the sensei or teacher - the organization leaders have got to want to improve and have the desire to actively lead the improvements.



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Ghassan Saleh September 05, 2013
"Lean is about learning through solving the specific problems facing the organization rather than "implementing" standard solutions".
Great post. Yes, lean about guiding the people on their journey of discovery, rather than telling them what to do. I totally agree. Even if the "standard solution" was the right one (which is usually not, for any sustainable solution is a contextual specific one), we should prefer the learning through the solution because teaching people to fish is better than providing them with the fish they need everyday.

Congtatualtions on a wonderful post. I hit all four tabs: helpful, inspring, accurate and itneresting.


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Ken Hunt September 05, 2013
Thanks Daniel for a great article. I was pleased to see another reinforcement regarding "implementing" standard solutions. There are no cookie cutter solutions. Each problem presents it's own unique set of challenges, which require different methods to elimimate them. This is why I cringe when I read or hear someone say "We are implementing Lean".

I have always remembered what my favorite Sensei told me: "Lean is about educating people, and people should never stop learning. Lean is a lifetime effort".


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danprock September 09, 2013

Mr. Jones makes many good points here, but then completely misses at the end, saying the solution to lack of sustainment is:

We still have to do a better job of explaining the underlying purpose of lean practice and how it leads to sustained and improving performance rather than quick fixes that do not last.

This is the myth of rational management again, it is trying to cure the disease with more of the disease. Explaining? Please. So if its not explaining what's to be done with lean that goes sidewise? I give it over to you.


Dan



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