Dan Markovitz explains why using post-it notes may not be the best way to organize your workflow.
One of my clients, a physician in an academic medical center, has been struggling with her personal kanban. She avoided all the common pitfalls—she kept finished tasks in her Done column, limited her WIP, and used Super Sticky Post-It notes to ensure that she didn’t lose any work to evening janitorial services. But she wasn’t making a whole lot of progress, which left her frustrated with the kanban—it wasn’t helping her manage her work.
A closer look at the Post-Its revealed the problem: giant tasks (projects, really) that had no chance of getting finished in anything less than a few months—in her case, “Work on R-01 Grant,” “Write New Oncology Paper,” “New Patient Intake Protocol,” among others. If you were to scale a note to the size of the task written on it, these should have been about the size of a Times Square billboard, not a 3×3 Post-It.
Read the full article, Why Ping-Pong Post-It Notes are Bad for You, on the Markovitz Consulting website.
Dan Markovitz explains why some methods of measuring performance and quality seriously lack the data to make an impact.
Pity the employees at a Starbucks in midtown NYC. In a misguided attempt to improve quality, the management posts monthly scores on a variety of metrics. . . without understanding anything about effective use of metrics. Measurement is a good idea, but only if it’s done well. These measurements? Not so much.
If you read Mark Graban’s blog or book, you’ll immediately see problems with this chart. For one thing, three data points don’t make a trend. With no upper and lower control limits, the movement in scores is nothing more than management by emoji — we have no way of knowing whether the movement is just random noise in a stable system, or a real signal indicating something significant happened. And why are they looking at the scores monthly? By the time they see a decline, it’s far too late to figure out what the root cause was and how to address it.
Read the full article, When Leaders Torture Their Employees, on the Markovitz Consulting website.
Dan Markovitz identifies the difference between facts and data and why you need both to make a fully informed assessment.
Taiichi Ohno said, “Data is of course important in manufacturing, but I place the greatest emphasis on facts.” You can leave out the word “manufacturing,” and apply the concept to anything in your company or your life. Facts are more important than data.
When he talked about his preference for facts over data, he was urging people to go and see for themselves. Gathering facts comes from close observation of people, of objects, of spaces.
By contrast, spreadsheets, reports, and anecdotal accounts are not facts. They’re data. They’re two-dimensional representations of reality, which makes it easy to jump to conclusions.
Data tells you how often a machine breaks down on an assembly line. Facts—direct observation—show you that the machine is dirty, covered in oil, and hasn’t been cleaned and maintained in a long time.
Read the full article, Just the Facts, Ma’am, on the Markovitz website.
Dan Markovitz explains why time management and a shorter work week is good news for lean.
In the space of two weeks, the New York Times and the Wall Street Journal both ran articles on the productivity benefits of reduced work hours. The WSJ introduced us to the workers at Rheingans Digital Enabler in Germany, who only put in five-hour days, for a workweek of 25 hours. The same is true of employees at Tower Paddle Boards (at least during the summer months) and Collins SBA, a financial advisory firm in Australia.
Not to be outdone, NPR reported that Microsoft Japan moved to a four-day workweek this summer while increasing productivity by 40%. Of course, software firm 37 Signals has been operating four-day work weeks over the summer since 2008. And New Zealand-based Perpetual Guardian believes in the four-day week so strongly that the founder created a non-profit to promote it. Indeed, a recent survey by the Society of Human Resource Management indicates that fifteen percent of companies offer a 32-hour workweek.
Read the full article, It’s Not Time Management, It’s Lean, on his website.
Dan Markovitz reveals a common problem that lean programs often face.
Boeing’s Starliner failed an important test flight two weeks ago. It was supposed to rendezvous with the International Space Station, but was unable to reach the correct orbit.
The problem with this engineering marvel? Not the complex aerodynamics, not the critical separation from the Atlas V rocket, not the all-important re-entry heat shield.
No, the problem was with the internal clock. The spacecraft’s internal clock became unsynced with the overall “mission elapsed timing” system, so the Starliner failed to fire its engines at the correct time to reach orbit.
So—a $5 billion project was undone by something that your $10 Casio watch could handle.
Does your lean program face the same problem?
Read the full article, Boeing Starliner Failure: lessons for your lean program, on Dan’s company blog.
While most companies have been focusing on lean, Dan Markovitz explains why they should stop talking about lean and move towards a more practical approach.
Lean advocates—and I consider myself one—might do better if they stop talking about lean.
Let’s face it: When executives and workers hear “lean,” not a lot of good happens. They think it’s yet another short-term management fad. Or a cost-cutting program that will lead to layoffs. Or some Japanese thing that only works for car manufacturers.
But when you look at many of the tools and concepts from the lean playbook, they’re really just good management that any leader would want to embrace.
Read the full article, We Really Need to Stop Talking about Lean, on Dan’s website.
Dan Markovitz provides a reality check on the concept of management by walking around (MBWA); how the leaders at organizations embracing lean take a different approach, and why the latter is better than the former.
Theodore Kinni argues in Strategy + Business that leaders must practice management by walking around (MBWA), a concept popularized by Tom Peters and Bob Waterman in their seminal book, In Search of Excellence. That’s the best way for them to stay connected to their businesses and understand what’s really happening with their customers. As Peters puts it, “The real meaning [of MBWA] was that you can’t lead from your office/cubicle.”
I’ve got no problem with the concept—after all, it’s similar to the lean precept of genchi gembutsu, or going to the gemba.
But here’s the problem with MBWA: it’s essentially unstructured.
Read the full article, Please, Not Another Argument for MBWA, on Dan’s website.