Comments for Video Blog

Comment on Promoting Employee Engagaement–A Cautionary Tale by LInda Budan

LInda Budan — Tue, 27 Dec 2011 18:33:32 +0000

Dear Andy,
Thanks for this emphasis on understanding the current culture. This seems to be a particular challenging need when working with the “older” boomers. They’ve “been there done that” and “tasted every flavor of the month” The key seems to me to be authentic engagement and visible, persistent demonstrated commitment of top leadership.

Comment on Building Effective Escalation with Triggers by Tim Peoples

Tim Peoples — Tue, 28 Jun 2011 12:43:46 +0000

Andy/Jamie,
Excellent explanation of how the escalation process should work. I know in my plant we struggle with this quite often. In certain areas of our operation we have put triggers in place, but what we have missed is the method of raising the trigger and in some instances we’ve missed the “who” that the trigger should be raised. We have many opportunities to better define and implement triggers within our operation, however, I want to be cautious in doing so not to overwhelm folks which could lead to confusion.

Comment on Using a Lean Roadmap by Philippe Wattiez

Philippe Wattiez — Wed, 17 Nov 2010 12:43:47 +0000

Good morning

I like your roadmap system , it gives us the way where we want to go ,

But could you please let me know more about what you put in the phase 4 : Momentum ?

Kind Regards

Philippe

Comment on Using a Lean Roadmap by Limor Riven

Limor Riven — Wed, 17 Nov 2010 09:15:21 +0000

Hi,
great video!
Especially now when we are planning 2011 vision.
As you know we are using your lean roadmap, need to see how can we go from where we are now (probably phase 2) to phase 3, and how we can do it all over the organization.

Thanks!

Limor Riven
Micron FAB 12 Israel
Lean Expert
(EX Numonyx)

Comment on Reflection through After Action Reviews by Roxanne

Roxanne — Tue, 12 Oct 2010 14:16:11 +0000

Excellent video. I liked the repetition and reiterations. And I absolutely loved the pop-up summaries in the video track bar. I think more sample answers would be helpful.
Thanks,
Roxanne

Comment on Engaging Through Daily Huddles by Jamie Flinchbaugh

Jamie Flinchbaugh — Mon, 13 Sep 2010 14:44:44 +0000

Ed, obviously we had limited time, as we could probably talk about this for an hour, but those are great adds.

Accountability I think is particularly crucial. By having a cadence, coupled with the visibility of a visual board, things that are not happening should be surfaced, but most importantly surfaced quickly. It’s much easier to manage accountability when the feedback is “that new tool you promised yesterday didn’t arrive” versus “you never do stuff on time.” The latter is less effective. To use your words, Ed, the huddle can add cadence to accountability.

Jamie

Comment on Engaging Through Daily Huddles by Ed Sosnowski

Ed Sosnowski — Wed, 08 Sep 2010 20:05:58 +0000

Jamie & Andy,

Thanks for the post, I liked this one and wanted to say that I find the daily huddle really useful in a project environment as well. For a recent launch of a new product we used daily huddles (supported with some technology) and found it very successful. A few things that I didn’t hear in your video is cadence and accountability. The daily meetings set a cadence in a project environment such that tasks were getting an improved focus and closed much quicker. The team also started to form a bond and became very candid with each other. If someone promised that something would get done and it didn’t they would put pressure on each other to get it done. This was a far greater impact than I thought it would be in that I saw team members who were by all accounts weak in the beginning of the project holding their own and functioning very well within the team when the accountability was to their teammates. As you noted, surfacing issues, resolving them outside the meeting and then the entire group reflecting on those lessons learned is very important as well. Thanks again for the video!

Comment on Engaging Through Daily Huddles by Jamie Flinchbaugh

Jamie Flinchbaugh — Wed, 08 Sep 2010 10:47:46 +0000

Thanks for the responses folks.

Dan, thanks for your question. Through the scoreboard, there should be a process and a place for capturing the problems that require attention. This should be an ongoing process. Unless a problem is just a lack of information that you can resolve by sharing the information, you are not likely going to do the problem solving in the huddle.

The team leader, to establish the right behaviors, should always thank people for surfacing problems. This is a behavior that is often not natural, because people associate problems with bad news and no one wants to be the bearer of bad news. We need every opportunity we can find to encourage people to surface problems. You can’t solve the problems that haven’t been surfaced.

Comment on Engaging Through Daily Huddles by Ram

Ram — Tue, 07 Sep 2010 15:25:07 +0000

I liked this video and glad that you covered the importance of connecting to “purpose” and the ability to explore on what I call the “intangibles” based on team member observations and perceptions as opposed to data

Comment on Engaging Through Daily Huddles by Dan Markovitz

Dan Markovitz — Tue, 07 Sep 2010 14:50:09 +0000

Thanks for the excellent video, guys. I enjoyed it, but I do have a question: let’s say that in the huddle someone surfaces a problem that can’t be solved in the 15 minutes. What happens then? (Presumably postpone it.) And what should the team leader say?