Here are the 3 Mind Sets that Process/Training Leaders should develop to achieve continuous improvement in the long term.

Here are the 3 Mind Sets that Process/Training Leaders should develop to achieve continuous improvement in the long term.

​1.Improvement Ideas Come From Engaged Workforce

1.Improvement Ideas Come From Engaged Workforce

​Every process has thousands of improvement levers that can catapult its performance, but these are microscopic- not visible from the 5 metres above ground level where mid management works or a specialist can dig down to.Only people who work at the grass root level can feel it and see it. And if these very people are encouraged to think improvement they can bring more of these ideas to table. “How do we equip our power users to think improvement and lead process improvement in their workspace?” Check out this free training.

Every process has thousands of improvement levers that can catapult its performance, but these are microscopic- not visible from the 5 metres above ground level where mid management works or a specialist can dig down to.Only people who work at the grass root level can feel it and see it. And if these very people are encouraged to think improvement they can bring more of these ideas to table. “How do we equip our power users to think improvement and lead process improvement in their workspace?” Check out this free training.

​2.Think Culture    Building Not Time Bound    Intervention

2.Think Culture    Building Not Time Bound    Intervention
1.Improvement Ideas Come From Engaged Workforce

​Imagine if you chose 2 months to focus your energies on getting healthy and for rest of time focus on something else. Will it deliver consistent healthy body? Answer, of course is NO, because health improvement is not one time activity.
Conducting one time training, setting up banners and posters, branding the intervention- creating project teams- following them through the project- Most fall prey to this approach because it definitely creates the buzz…. But often it costs more than the value it is able to create.Dedicating management resources and time to build organization rigor is too much investment for little results.

​Now consider exercising just 30 minutes a day, 3 times a week across the year as a replacement approach to the earlier one. Will that promise better health?… Of course it will.

Stripping the process improvement program to bare sustainable minimum, designing carefully two important elements of culture building:    Empowerment and Reward    mixed with sporadic doses of encouragement and letting it run on autopilot, may prove to give different results like the different stay healthy approach.

Stripping the process improvement program to bare sustainable minimum, designing carefully two important elements of culture building:    Empowerment and Reward    mixed with sporadic doses of encouragement and letting it run on autopilot, may prove to give different results like the different stay healthy approach.
Imagine if you chose 2 months to focus your energies on getting healthy and for rest of time focus on something else. Will it deliver consistent healthy body? Answer, of course is NO, because health improvement is not one time activity.
Conducting one time training, setting up banners and posters, branding the intervention- creating project teams- following them through the project- Most fall prey to this approach because it definitely creates the buzz…. But often it costs more than the value it is able to create.Dedicating management resources and time to build organization rigor is too much investment for little results.
Every process has thousands of improvement levers that can catapult its performance, but these are microscopic- not visible from the 5 metres above ground level where mid management works or a specialist can dig down to.Only people who work at the grass root level can feel it and see it. And if these very people are encouraged to think improvement they can bring more of these ideas to table. “How do we equip our power users to think improvement and lead process improvement in their workspace?” Check out this free training.

​3.Focus on Low Hanging Fruits

3.Focus on Low Hanging Fruits
2.Think Culture    Building Not Time Bound    Intervention
1.Improvement Ideas Come From Engaged Workforce

​Most process improvement initiatives finally deliver results that did not need that much of expertise and rigor, its like getting trained to use the bow and arrow with its elaborate steps, and shooting down an apple which was an arm’s length hanging from the branch of the tree which actually did not need bow and arrow to start with. Identifying obvious opportunities does not require specialists or in depth expertise, it just needs willing people applying basic common sense and basic tools.

​Focus on your core asset: your lowest common denominator and empower them to take the lead of process improvement in their workspace. Lack of specialized tools knowledge is not their handicap, their will to make a difference is.These low hanging fruits deliver the Best ROTI (return on time investment). Good thing about this approach is that low hanging fruit is a relative concept dependent on the last achievement of the seeker, as the system gains momentum the bars raises itself

These low hanging fruits deliver the Best ROTI (return on time investment). Good thing about this approach is that low hanging fruit is a relative concept dependent on the last achievement of the seeker, as the system gains momentum the bars raises itself
Most process improvement initiatives finally deliver results that did not need that much of expertise and rigor, its like getting trained to use the bow and arrow with its elaborate steps, and shooting down an apple which was an arm’s length hanging from the branch of the tree which actually did not need bow and arrow to start with. Identifying obvious opportunities does not require specialists or in depth expertise, it just needs willing people applying basic common sense and basic tools.
Stripping the process improvement program to bare sustainable minimum, designing carefully two important elements of culture building:    Empowerment and Reward    mixed with sporadic doses of encouragement and letting it run on autopilot, may prove to give different results like the different stay healthy approach.
Imagine if you chose 2 months to focus your energies on getting healthy and for rest of time focus on something else. Will it deliver consistent healthy body? Answer, of course is NO, because health improvement is not one time activity.
Conducting one time training, setting up banners and posters, branding the intervention- creating project teams- following them through the project- Most fall prey to this approach because it definitely creates the buzz…. But often it costs more than the value it is able to create.Dedicating management resources and time to build organization rigor is too much investment for little results.
Every process has thousands of improvement levers that can catapult its performance, but these are microscopic- not visible from the 5 metres above ground level where mid management works or a specialist can dig down to.Only people who work at the grass root level can feel it and see it. And if these very people are encouraged to think improvement they can bring more of these ideas to table. “How do we equip our power users to think improvement and lead process improvement in their workspace?” Check out this free training.