Engaging People: Culture Change Phase

The first phase of the KCOE System is Engaging People: Culture Change Phase. The Culture Change Phase of OE and lean implementation involves both leadership and front line staff.  Leadership will set metrics and targets for world-class priorities (safety, quality, productivity, human development and cost).  These targets will begin to generate high-level awareness around high-level problems.  Simple, five why problem solving will become one of the cultural change catalysts for both leaders and front line staff.  The organization will have the mindset that problems are blessings and that solving problems is the key to survival.  Leaders will take on a new role, that of teacher / coach.  This phase allows for the development of each leader within that role.

Culture Change Phase

Common characteristics 1/2 through the Culture Change Phase

1. Top-level steering committee has been engaged in seeing and solving problems daily and has the beginning of a framework for continuous improvement.  This team has just begin teach/coaching the systematic approach to continuous improvement.
2. Steering committee has set long-term goals, targets, and objectives in the world-class priorities (safety, quality, productivity, human development, and cost).  They have developed key metrics.
3. Steering committee has communicated the vision of the organization and the expectations of employees clearly in regards to the first phase of The System implementation.
4. Steering committee has communicated the different phases along with an adapted master plan to key stakeholders of the organization.  These key stakeholders understand the cultural adaptations of the OE system, and the major steps and milestones on getting there.
5. There is a standard and effective process for all employees to identify, see, and solve problems while implementing solutions within his/her span of control.  This will result in higher employee satisfaction, challenge, and engagement.

Common Characteristics through the Culture Change Phase:

1. Your organization has been working within a pilot hall or pilot value stream.  From that pilot, to the steering committee, the people have the mindset that problems are blessings.
2. Problems are flowing up from the pilot hall(s) to the steering committee via daily meetings, monthly balanced scorecard meetings, and annual improvements.
3. Goals, targets, and objectives are cascaded to the frontline of the pilot hall(s) and visited by team members on a daily basis.
4. There is a clear “call for help” (andon system) from team member to team leader to group leader within the pilot hall.  This response to the call happens within a specified timeframe (less than minutes usually), and triggers immediate containment followed by problem solving.
5. Type A Kanban within the pilot hall, which includes material management between some supplying departments within the organization.

To find out more about the KCOE System for Culture Change, click here.