by Julie | Jul 28, 2016 | Consulting, Management
HOW NOT TO WORK AS A TEAM
Regardless of which side of the political aisle you sit on, I think we can agree that our government is a classic example of how not to work together. They engage in finger pointing, yelling, game playing and focus on the individual goals rather than the collective purpose. For those of us in the private sector, we couldn’t stay in business if we acted like our government.
So, if we can agree that our government isn’t a good example for healthy team work, what does a healthy team look like? As I reflect on my positive and negative experiences working on a team, I came up with the following which I believe are necessary to ensure a healthy team.
- A clear objective. Make sure that the team understands why they are working together. What are the collective objectives that the individuals are working towards? If they don’t know why they are working together, the team isn’t going to succeed.
- A desire for the team to succeed. If the team member or members aren’t committed to working together for good of the team, then ultimately, the individual motives will overcome the team objectives.
- A method for handling disagreements. Having differing opinions is normal, but, it is important that when opinions start to clash, there are guidelines in place to address the disagreements in a healthy manner.
- A willingness to hear the other side. We all can benefit from hearing others with a different opinion. Not just to respond to what they are saying, but, to really listen and understand.
- An ability to admit when we are wrong. As Zac Brown sang with Asyln, “you’re not always right, I’m not always wrong.”
- Accountability. Nothing will derail a team faster than individuals who aren’t held accountable for their contributions.
You may be able to name other requirements for a healthy team. But, I think this list is a good start to ensuring a healthy, functioning team. I’m sure we can agree that we want to be more functional than our federal government.
For more practical tips for manufacturing professionals to attract, train and retain your hourly workforce, go to www.keyprocessinnovations.com.
by Julie | Jul 22, 2016 | Efficiency, Interim Management, Management
My big project for this spring was to build a new garden. Research told me that the key to a thriving garden is sunlight, fertilizer and water. So, I spent quite a bit of time picking the perfect location, building raised beds and moving over 5 yards of dirt into the beds (actually, my husband did most of that). Then I fertilized the dirt with bone meal, planted my plants and then fertilized again with fish emulsion. I even installed a drip irrigation system with a timer to make sure the garden had enough water. I did everything right this year – sun, fertilizer, water. Now, all I had to do was sit back and watch my garden produce all the vegetables I could eat.
Then I found cabbage worms in my cabbage and broccoli.
According to a master gardener, having a healthy garden is about weeding and pest control. Sure, a good foundation of sun and fertilizer is important, but, if you don’t pick the weeds and address those pests, even a garden with perfect conditions won’t thrive.
I’ve had a lot of time to think about this over the past week as I weeded my garden and tried to kill those nasty cabbage worms and what I realized is that having a healthy work environment is a lot like having a healthy garden.
You can have the perfect team in your plant. They have the necessary skills, they are well paid and have the energy to do their jobs every day, but, if you don’t pick the weeds and deal with those nasty pests, your team won’t produce the results you desire.
Addressing pests and weeds require knowledge and skill. Knowledge to truly examine what is causing the problem and then the skill needed to address the problem(s). Regardless of the issue, addressing it before it over takes the whole company is critical. This may require training in conflict resolution, managing change or even effective communication (click to see previous posts on each of these topics). In extreme cases, you might even need to pull out the insect ridden plant and start over, as I did with my broccoli.
A healthy workplace requires daily care and attention. Look for subtle signs that a problem might be coming to the surface so you have time to decide how best to address the problem before it overtakes the entire garden.
For more practical tips for manufacturing professionals to attract, train and retain your hourly workforce, go to www.keyprocessinnovations.com.
by Julie | Jul 14, 2016 | Efficiency, Employee Training, Management, Process Improvement
GETTING THE MOST OUT OF YOUR TECHNOLOGICAL IMPROVEMENTS
A member of my family recently purchased a new car with all the bells and whistles. This car came with a navigation system, internet access, adaptive cruise control and forward collision warning. Learning all the technology was overwhelming. But, what my family member forgot was that the primary purpose of the vehicle was to drive him from Point A to Point B. As you can imagine there were a few near misses as he learned how to handle all the technology right at his fingertips.
Learning new systems or technology can be challenging, especially if the person isn’t particularly tech savvy. As the individual focuses on learning the newly installed systems, he may lose focus on other important tasks such as safety or product quality. Understanding and planning for this loss of focus is important as new technology is introduced to your operators. This may require a reduction of throughput during the initial learning curve or possibly staffing additional operators so throughput and/or quality aren’t compromised.
As you develop your training plan, make sure to incorporate as many senses as possible including auditory, visual and kinesthetic. Everyone learns a little differently and incorporating different senses can increase the speed at which an operator learns the necessary information. Never don’t underestimate the importance of hands-on learning.
When you train your employees on the new systems, keep an eye out for the operators who appear to be struggling. If you are picking up on it, then their peers probably are as well and this can result in anxiety and a reduction of focus by the struggling employee(s). Consider some contingency plans for these employees where they can get additional training without being scrutinized by their peers.
Technology can be an asset to a manufacturing plant, but, make sure that you incorporate the necessary operator training systems so you can realize all the benefits without a negative impact to operator safety or product quality.
For more practical tips for manufacturing professionals to attract, train and retain your hourly workforce, go to www.keyprocessinnovations.com.
by Julie | Jul 7, 2016 | Management
A SUCCESSFUL TEAM NEEDS AN ENERGIZED LEADER
Over the past week, I’ve been watching the Olympic trials. This is Michael Phelp’s fifth Olympic games and he has really transformed himself, especially over the past four years. After qualifying in the 100M Butterfly, Michael had a press conference with his coach, Bob Bowman. He talked about how he has been working really hard over the past 16 years and then he laughed and said, “Actually, Bob has been working hard for the past 16 years, I have been working hard for about 10 years.” What struck me is that his coach was the one who was pushing Michael to be better. I am sure that Michael wanted to be successful, but, it was his coach who set the direction and tone of his training. What would have happened if Bob hadn’t been working hard? Would Michael still have been as successful?
I’ve talked about ways to get operators engaged and involved in their daily activities, but, I think what is often overlooked is the importance of a strong leader who is guiding the team. Without that guidance, imagine where the team would end up. As you look at your leadership, do you see some areas where you could be more effective?
Brendon Burchard, a world renowned motivational speaker talks about honoring the struggle. As a business owner, leader or manager, you know that success requires hard work and sacrifice. But, we all know that there are days when we are worn down by the struggle. And, if your team is sensing that your energy is waning, they might not be motivated to give you their all.
If you are feeling worn down, it may be time to assess why. Personally, I have found that the times when I feel the most burned out are times when I realize my life isn’t balanced. One of the key areas in my life aren’t getting the necessary focus, i.e: emotional, relational, spiritual, physical or intellectual. Or perhaps, my current goals aren’t realistic or aren’t what I truly desire for my business or for myself. Or it may be as simple as needing a little time off in order to recharge my batteries.
As a leader, you owe it to your team to take the necessary actions to make sure you have all the resources you need in order to assist your team in meeting their goals and objectives.
For more practical tips for manufacturing professionals to attract, train and retain your hourly workforce, go to www.keyprocessinnovations.com.
by Julie | Jul 6, 2016 | Efficiency, Employee Training, Management, Process Improvement
Understanding Your Operators Resistance to Change
How many times have you heard the phrase, “I’ve been doing this for over 20 years and this hasn’t been an issue before” Or “What makes you think we need to change this now?” I think those phrases are code words that could touch on some underlying issues including:
- Fear of change. This fear can be twofold: what I have been doing all these years has been wrong so now I have to change or what I thought was secure is now changing leading potentially to some period of uncertainty. Preparing employees for change can help them overcome this fear. I have conducted change management seminars to help management teams adjust to shifts in the workplace. But, I also know that change gets easier the more it is experienced. So, if you are sensing resistance from your team, you might want to make some small changes which can help your operators adapt to an ever-changing work place. Or, if a large change is planned, take the time to train your operators on why change is necessary along with suggestions on how to manage the stress of change.
- Mistrust. Most long-term employees have been doing the same thing for many years and now, you are asking them to change. Questions I have heard include: Why do you all of sudden think that I need to make a change?What is your motivation for making me change? Are you are trying to make yourself look good and me look bad? Operators, especially long timers, are observant. If they sense that management isn’t being honest with them, they will fight the changes that are being implemented. An attitude of open, honest and consistent communication will go a long way towards overcoming mistrust.
- Prejudice. After a certain amount of time, adults will develop an attitude towards an individual or group of individuals which will frame their thinking. These prejudices can impact an adult’s willingness to adopt new ideas. As a young engineer, I heard over and over again, typically in a sarcastic tone, “Oh, the engineer is here to tell us what we are doing wrong.” In order to overcome these prejudices, I spent time listening to the operators, asking for their input and implementing some of their ideas. Yes, it took time, but, eventually, I found these operators much more willing to work with me. However, these prejudices won’t go away overnight and require a willingness from all parties to work together and make sure each side is being heard and understood.
As you approach training of your workforce, it is important to keep these potential issues in mind. Put yourself in your employee’s place and think about the best approach to introducing new methods and concepts. The more time that is spent developing the training and addressing some of the underlying concerns, the greater the impact the training can have on your workforce.
For more practical tips for manufacturing professionals to attract, train and retain your hourly workforce, go to www.keyprocessinnovations.com.
