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Tuesday, February 26, 2013

What Most Schools Don't Teach

I keep talking about leadership, education, business improvement, simplifying processes and more.  I have however never related my own thinking to coding/programming.  Although I fist experienced programming with "Basic" in the 80's, followed by Pascal, C, and some weird language called Modula 2 at the university of Waikato, for me this was always just fun.  

Looking at this video, it made me think how true the comments made by these leaders of our time are.  At the end of the day it is about processes and breaking down problems.  Here are some of the comments from the video, but I highly recommend watching it, and if you have kids, getting them involved early.  It is like learning an instrument, and something you never forget.  It teaches you good basics, principles and being organised and structured in an approach.

"It's about humanity & helping people"

"It's about the process of breaking down problems"

"To get the best people we make the office as awesome as possible"

The comparison and overlaps with coding and sports, business and all around us are I believe very valid.  Enjoy!

This video starrs Bill Gates, Mark Zuckerberg, will.i.am, Chris Bosh, Jack Dorsey, Tony Hsieh, Drew Houston, Gabe Newell, Ruchi Sanghvi, Elena Silenok, Vanessa Hurst, and Hadi Partovi. Directed by Lesley Chilcott.




Monday, February 18, 2013

Do you work for a 3BL company?





The triple bottom line (abbreviated as TBL or 3BL, and also known as people, planet, profit or "the three pillars") captures an expanded spectrum of values and criteria for measuring organisational (and societal) success: economic, ecological, and social.

Company Culture
Through Principles learned from some of the “best companies to work for” and “most successful companies” we help you focus on the cultural clusters in your company that can help you grow, implement new strategies and become more productive.   We help you with the introduction of tailored solutions to change non-practical cultural believes, and get buy in from the front line through to senior management.  We stay involved throughout the whole process, enabling the best possible outcomes.

Change Management
Change can often be difficult and met by resistance.  We help you fully understand change, what is required, help you map out the path, and support you through it, just like in a successful partnership.

Employee Engagement
The key here is to not only have your employees engaged, but for them to manage up and create innovation from within.  Employee engagement will also reduce absenteeism and staff retention.

Staff Motivation
Most people have something that drives and motivates them, and in most cases it’s not the same.  Establishing whether people are extrinsically or intrinsically motivated, and finding out why they are at work, will aid in creating a better workplace where employees look forward to showing up.

Team Leadership
Starting with leaders understanding themselves through “self-evaluation”, understanding the EQ’s SQ’s (emotional and social quotient) etc., understanding the difference between leadership and management, and how to get the best from your staff are only some of the factors we focus on.  Our program cannot be successful unless we have total support from the senior leadership team down, as well as from the front line up.  Lean culture and lean leadership are two key components in the journey of become a great leader.

Systems & Processes (Lean Six Sigma)
Lean Six Sigma is todays buzz word, but in essence all we are talking about are principles found in Lean and Six Sigma.  There are many other tools, but at the end we investigate if a process that is in place is really the best means to an end.  We may find that there are a few steps to many, which make it inefficient.  We may look at the supply chain and find areas to save time, money, reduce inventory, etc.  This will create savings due to the removal of wasteful practices.

Productivity and Efficiency Increases
Through a combination of all of the above we are able to help you target specific areas in your business that will most benefit in the short term, as well as a focus on the big picture and long term sustainability of the business. 

Environment and Sustainability
With carbon taxes, global warming, utilities and transport costs all affecting our bottom line, we can take a closer look at the triple bottom line (3BL).  People and profit will be targeted through the areas above, and planet will be included early on to ensure any change incorporates environmental responsibility and sustainability, without any major cost impacts on the business.

Our approach 
in assisting your business is based on an initial business audit, a 360 degree review, a systems and processes audit, people audit and much more.  Below are some of the key target areas and some very basic explanations on what we do.  We could discuss each and every one of these points over many pages, but we’d rather meet you and find out what most concerns you in your business.  What are you or your employees losing sleep over?  Once we fully understand where it hurts, we can target these areas, and through root cause analysis drill down into the whole value chain of your business (from suppliers to end customers), to ensure a measured approach in line with your business strategy.


Last, but not least, we have the added advantage of not only being a specialist consultancy firm, but through our RTO (Registered Training Organisation) arm, we can structure our programs to include your whole organisations training requirements.  Whether it is accredited and nationally recognised training, skills cluster training, or purely non accredited specific skills in areas like sales, procurement or finance (to name a few) to address any areas above and make you an even more successful business.  If you are in Australia, New Zealand or Great Britain that furthermore means that we can access to a number of government initiatives to support some of the programs on offer financially.

If you have read through all the above, my guess is that you have nodded at least a couple of times.  Are you ready however to drop me a line or give me a call to set up a meeting over a coffee to start the conversation on how we can add value to your business?

Monday, February 11, 2013

Recession Proof Billion Dollar Empire (did Lean principles aid in the creation?)


Too often we talk about the automotive industry (especially Toyota) when discussing lean, and Motorola in regards to six sigma.  But what lean really comes down to is good old fashioned common sense.  In the early days people had to be smart about the way they did business, and owners/managers were as much directly involved as their front line in reducing wastes and creating savings.  

Business networks were smaller, but often more efficient.  Something happened as we modernised and globalised.  I came across the story below, which in many ways highlights lean principles and good leadership.  I pulled out a few statements, but would encourage you to have a read of the full article.  

As always, I ask you to look at our web site: www.chaseperformance.com and drop me a line, if you would like to share the issues in your business that are making you lose sleep, in full commercial confidence off course.  I would love to establish, how we can assist with a tailored program to address these.

“Ortega built his empire on two basic rules: Give customers what they want, and get it to them faster than anyone else

“He would need to control the supply chain

“Ortega's insistence on staying close to home and his ability to connect with even low-level employees

“What keeps this machine ticking is the logistics department

“There is a firm 24-hour turnaround deadline for Europe, the Middle East, and much of the U.S., and 48 hours for Asia and Latin America.



Meet Amancio Ortega: The third-richest man in the world

January 8, 2013: 5:00 AM ET
    After Gates and Slim comes Amancio Ortega, who built the world's largest fashion empire, Zara. He's difficult to know, impossible to interview, and incredibly secretive. An exclusive portrait.
By Vivienne Walt, contributor
Zara founder Amancio Ortega
Zara founder Amancio Ortega
FORTUNE -- The motorbike roared up to the traffic light in La Coruña in northern Spain and stopped alongside a black Town Car. From inside, the passenger glanced out his window and saw the young biker leaning over the handlebars, jean jacket decorated with appliquéd patches, a throwback to the 1970s. The man in the car, decades older than the biker, zoomed in on the jacket. The old man grabbed his cellphone and, as the story goes, called an aide in his office. His eyes still fixed on the biker, the man described the jacket's stitching, its shape and color, and signed off with a single instruction: "¡Hácedla!" Make it.
The light turned green, the biker pulled away; unbeknown to him, he and his jacket had just played a walk-on role in one of the greatest retail stories of our time.
Amancio Ortega Gaona -- the man inside the car -- is the third-richest man on earth. In this provincial corner of Galicia, on Spain's windswept northwestern coastline, the 76-year-old founder of the Inditex Group has spent years secluded from public view, all while living in the middle of La Coruña, a city of 246,000 people. Among the millions of shoppers who patronize Inditex's flagship brand, Zara, and have made Ortega unfathomably rich, few have even heard his name. Ortega has made sure of that, shunning social appearances and refusing all interview requests (including for this article). Until 1999 no photograph of Ortega had ever been published.
And yet, a world away from the glitz of Paris, Milan, and New York, Ortega has built a fashion empire that reaches into more than 80 countries. Beginning 40 years ago, Ortega ripped up the business model that had been refined over decades by Europe's fashion houses and replaced it with one of the most brutally fast turnaround schedules the industry had ever attempted. Decades later Zara is the world's biggest fashion retailer.
Ortega built his empire on two basic rules: Give customers what they want, and get it to them faster than anyone else. The twin organizing principles have made the company (and Ortega) into an unlikely iconoclast, more of an optimal supply chain than a traditional retailer. They are also the secret to Inditex's astonishing success. "Very few companies can challenge Inditex at this time. The company is in a race with themselves rather than anything else," says Christodoulos Chaviaras, a retail analyst at Barclays Capital in London. Tadashi Yanai, founder of clothing retailer Uniqlo, has made it his stated goal in life to beat Zara. And last August shares of the fashion company Esprit rose 28% on the day it announced its new CEO, Inditex's former distribution and operations manager.
Humble beginnings: Ortega grew up in a row house in La Coruña, in northern Spain (top); his first job was in retail, at Gala (left), where current owner José Martínez (right) was his friend.
Humble beginnings: Ortega grew up in a row house in La Coruña, in northern Spain (top); 
his first job was in retail, at Gala (left), where current owner José Martínez (right) was his friend.
Spain might be suffering through its worst recession in generations, with 24% unemployment and crippling debt, but within Inditex, the crisis might as well be happening on Mars. "They live in a different world," says Modesto Lomba, president of the Spanish Association of Fashion Designers. In December, CEO Pablo Isla announced that revenue was up 17% year on year for the first three quarters of 2012 -- that nine-month sales revenue amounts to $14.6 billion -- and net profits matched 2010's, at $2.71 billion. So far, the growth shows no signs of slowing.
Inditex produced 835,000 garments in 2011. A new Zara store opens every day, on average; Inditex's 6,000th store just launched on London's Oxford Street. There are 46 Zara stores in the U.S., 347 in China, and 1,938 in Spain. Ortega controls more than 59% of the company's shares, and last July he overtook Warren Buffett to become the world's third-richest man, behind Carlos Slim Helú and Bill Gates. The reclusive, enigmatic Spaniard, hunting for ideas from his car window on the streets of his hometown, is now worth about $56 billion.
If such a fortune seems big, it is even more astonishing when you consider the man himself. The youngest of four children, Ortega was born in Busdongo de Arbas, a hamlet of 60 people in northern Spain, in 1936, just as the Spanish Civil War was erupting. The family scraped by on his father's railway job while his mother worked as a housemaid. When Amancio was a small boy, the family moved to La Coruña. There, home was a row house that abutted the train tracks and that served, as it still does today, as the railway workers' quarters. Amancio might have joined the rail service too, had it not been for one fateful evening when he was just 13. Walking home from his school, he and his mother stopped at a local store, where he stood by as his mother pleaded for credit. "He heard someone say, 'Señora, I cannot give this to you. You have to pay for it,'" says Covadonga O'Shea, a longtime friend of Ortega's who runs a fashion business school at the University of Navarra in Madrid and wrote the sole authorized biography of him, The Man From Zara. "He felt so humiliated, he decided he would never go back to school."
Barely in his teens, Ortega found a job as a shop hand for a local shirtmaker called Gala, which still sits on the same corner in downtown La Coruña. Today the store feels frozen in time: plaid shirts, fishermen's caps, and woolen cardigans. "Can you believe it?" says Xabier R. Blanco, a local journalist who tracks Ortega's career. "They still sell the same stuff, and Amancio is Mr. World." That painful irony is not lost on Gala's owner, José Martínez, 76, who inherited the store from his father. He befriended young Amancio when they were both 14. The boys spent their afternoons folding shirts at Gala and riding bikes around town. Martínez does not relish his current role as counterpoint to his childhood friend. "No one ever comes in here to buy anything," he says. "They just want to know about Amancio."
ortega_empire_graphs
By 16, Ortega had concluded that the real money could be made giving customers exactly what they wanted, quickly, rather than buying up inventory in the hopes it would sell. To do that, he needed to figure out what people were looking for, then make it. He would need to control the supply chain. Ortega had the ideal environment: Galicia. With few job opportunities, thousands of men worked at sea, leaving their women to struggle alone back home. "The women would do anything for a little money, and they were really good at sewing," says Blanco, who co-wrote a book called Amancio Ortega: From Zero to Zara. Ortega began organizing thousands of women into sewing cooperatives. He oversaw a thriving production of quilted bathrobes for his first company, GOA. Mercedes López was 14 when she went to work for Ortega and says most women were thrilled to be hired. "The conditions were really pretty good," says López, now 52, who is the textile union representative at Inditex. "We knew Amancio well. He was very close to the workers." It was a family business: Ortega ran design, his brother Antonio headed the commercial side, and his sister Josefa was the bookkeeper. The company trucked in textiles from Barcelona, cutting out the middlemen.
With enough cash, Ortega opened his first storefront in 1975, two blocks from his teenage job at Gala. He named it Zara, because his preferred name, Zorba, was taken. From the outset, Ortega made speed the driving force. Decades later it still is. Zara stores refresh their stock twice a week and receive orders within 48 hours, tops. Ortega imposed the 48-hour rule in the 1970s, forcing him to open the first Zara stores near La Coruña. Many lined the well-traveled truck route to Barcelona's textile factories. Even as the company grew, Ortega stuck to his two rules.
It took Ortega 10 years to found the holding company, Inditex, and open his first international store in Portugal -- whose labor force, cheaper than Spain's, made it the next obvious place to produce; New York and Paris followed in the late 1980s. While Zara proliferated across Europe through the 1990s, much of the production was kept close to home. "Our roots have always been in manufacturing," says Jesús Echevarria Hernández, Inditex's spokesman, sitting in the company's sprawling headquarters in Arteixo, outside La Coruña, with floor-to-ceiling windows overlooking farmland. "When we come here, we always refer to it as 'going to the factory.'"
The factory is part sci-fi machine, part old-fashioned retail -- a well-oiled operation organized around Ortega's twin principles. It is restocking continually at top speed. Inside, its high-gloss, white, minimalist interiors resemble a humongous Zara store. Along two arteries down the main floor, hundreds of designers and sales analysts work at long white counters in a vast open space, grouped around regions of Zara's empire. The pace is frantic: Designers create about three items a day, and patternmakers cut one sample from each. Seated alongside them are commercial-sales specialists, each with regional expertise, who dissect tastes and customer habits using sales reports from Zara store managers to see what's selling and (more telling) what customers are looking for. Staffers say inspiration comes from the streets, clubs, bars, and restaurants. Each is trained to keep an eye on what people are wearing, just as Ortega has done for decades.
The billionare now: As the semiretired founder of Zara, Ortega lives out of a seaside multibuilding residence; he and his daughter enjoy horseracing; a Zara store in his hometown.
The billionare now: As the semiretired founder of Zara, Ortega lives out of a seaside multibuilding residence; 
he and his daughter enjoy horseracing; a Zara store in his hometown.
At one end of the Zara design floor is a small team that manages Zara.com. There, flat-screen monitors linked by webcam to offices in Shanghai, Tokyo, and New York act as trendspotters, since countries and cities are not monolithic: Tokyo's Ginza district, for example, resembles SoHo in Manhattan more than Tokyo's business district. The obsession for spotting new tastes is pure Ortega. "We never go to fashion shows," says Loreta García, who joined Inditex 23 years ago, straight out of design school, and now heads Zara Woman's trends department. "We track bloggers and listen to customers, but we change our opinions all the time," she says. "What seems great today, in two weeks is the worst idea ever."
What keeps this machine ticking is the logistics department -- "the essence of the company," says Echevarria, who credits the system for such turnaround speeds in places as far-flung as Baku and Melbourne. At 400,000 square feet, the logistics building is more than three times the size of headquarters across the street, and is organized around a Rube Goldberg-style labyrinth of conveyer belts extending five stories high. It delivers customized orders to every Zara store on the planet. There is a firm 24-hour turnaround deadline for Europe, the Middle East, and much of the U.S., and 48 hours for Asia and Latin America.
The unusual arrangement is pure Ortega. Though he officially handed the reins to Pablo Isla in July 2011, Ortega remains the company's muse, inspiration, and biggest shareholder. Astonishingly, Ortega has never had an office. Even now, the world's third-richest man sits at a desk at the end of Zara Woman's open workspace. Ortega prefers touching fabrics to reading memos. "It's as though there are no computers," García says. "The directors are like that too now," she says. "We all started here young and have grown up with Ortega." Newer staff members say they are astonished at how often Ortega discusses colors and trends with them. "You can ask Ortega, 'What do you think of this?' It's very flexible," says García. "You don't have to fix an appointment." Asked what Ortega's legacy will be at Inditex, Isla, the CEO, answered similarly: "The entrepreneurial spirit, the self-criticism, the culture: The company is completely flat."
Ortega's insistence on staying close to home and his ability to connect with even low-level employees raise an intriguing question: Would his executive style have been more hierarchical and conventional -- and perhaps less successful -- had he emerged from a privileged family and with an MBA, rather than from dire poverty with little education? "Poverty clearly made him who he is," says Blanco, who wrote his unauthorized biography. "There was a hunger. Show me any great boxer who didn't come from this kind of background."
The floor of Zara's logistics building, where clothing arrives from Brazil, China, and India, only to be shipped back out in under 24 hours
The floor of Zara's logistics building, where clothing arrives from Brazil, China, and India, only to be shipped back out in under 24 hours


In semiretirement, Ortega now lives in a five-story sea-facing house in La Coruña, on a busy city street, with little evident security. He eats breakfast every morning (eggs and fries, say friends) with acquaintances at La Coruña's businessmen's club, and retreats on weekends to his country house, where he raises chickens and goats and gathers his grown children. A creature of habit, Ortega devotes weeks a year to hiking pilgrimage routes in Galicia, and his lifelong aversion to flying keeps him from traveling much. Antonio Grandío Dopico, economics professor at the University of La Coruña, who has known Ortega since Inditex began, says his old friend's life philosophy is "absolute normality."
Yet these are not normal times in Spain. Youths in their twenties -- Zara's key market -- suffer unemployment rates of about 50%, double the national average. The country's economic pain is clear walking through La Coruña. The commercial artery has dozens of boarded-up storefronts. The one bright spot is a renovated building on a prized corner near the port, lit up and humming with action: the city's premier Zara store.
How long can Zara maintain its relentless expansion? With Europe's slowdown, the company expanded in the U.S. and Asia, with a splashy opening on Fifth Avenue last year, and in September launched Zara.com in China. As Zara expands farther from La Coruña, Ortega's rules might collide with the reality of shipping hundreds of thousands of garments a year back to Galicia for distribution.
Zara may change, but the man who built this retail giant will always be, deep down, a small-town hero. Once, when traveling to a store opening in Manhattan, Ortega watched as shoppers poured through the doors. He was so overcome he shut himself in a bathroom and wept. "No one could see the tears streaming down my face," he told O'Shea. "Can you imagine how I thought of my parents then? How proud they would have been of their son who had, so to speak, discovered America, starting from a little town lost in the sticks of northern Spain!"
This story is from the January 14, 2013 issue of Fortune.

Thursday, January 17, 2013

Lean in Education

To kick off 2013 I'd like to present some information I compiled last year in regards to lean in education.  People who know me understand that education and leadership are two key interest areas for me.  I hope you enjoy the information below, and as always I'm happy to discuss any of the items listed in more detail with you over a coffee.

Doing More with Less – Going Lean in Education



LEAN PROCESS IMPROVEMENT IS APPLICABLE TO EDUCATION

“Education” is the term used to collectively describe the SYSTEM OF PROCESSES involved in providing and supporting the development of knowledge, skill, and reasoning in a student or student community. In fact, every job in education from student through superintendent is defined by the processes of that individual’s responsibilities. Processes make up the education service.


EXAMPLES OF REPRESENTATIVE SCHOOL PROCESSES

Accounting/Business Management/Payroll
Budgeting
Certification
Communications
Community Education
Conferences
Custodial/Maintenance
Due Process
Emergency Procedures
Field Trips/Activities/Camps
Food Service
Fundraisers
Grade Level/Team/Classroom
Learning
Mentor
Negotiations
Office
Parent/Community Involvement
Personnel/Human Resources
Referrals/Child Study
Report Cards/Student Data Management
Reporting
Special Education
Student Registration
Teaching and Instruction
Technology
Testing
Transportation

Education is a system full of processes. That means that every school and school district abounds
with process improvement opportunities, opportunities not only to improve service and performance,
but to reduce the associated costs of waste. And, yes, waste is incredibly costly.

Process waste directly causes:

Inefficiency in education spending , diminished performance, process delays, number of meetings,
re-scheduled meetings , variation in the quality of the process outcome, increased costs, greater %
of budget needed just to maintain status quo, unnecessary consumption of resources,  communication
redundancies and inefficiencies

Process Improvement offers schools the opportunity to realise their full potential, to maximise
Education, service delivery and support.


Improve student achievement and without spending more money.  Successful educators in today’s world are those who meet its challenge.

Lean will teach kids self-discipline (5S), problem-solving, waste reduction and rules of leadership

A LEAN SCHOOL


Any system based on Lean is ultimately a creative operation. It is a system that creates value for
its customers, both internal and external, and for society as a whole.


A Lean school system respects, involves, and serves all of its people, its community, and the environment. A CORE TENET OF LEAN IS IMPROVING PEOPLE FIRST – it values growth and satisfaction.

Every person – not just students - learns and improves every day in an environment of trust and
stability, thus promoting high performance. A Lean School is a place that everyone wants to be
part of and support – students, staff, parents, and community members alike.

A Lean School System pursues a common vision and clear goals that everyone both owns and
understands. It anticipates, identifies and solves problems throughout the workplace. It
effectively and efficiently produces and delivers quality education goods and services to meet
customer demand.

 A Lean school system is stable yet flexible. It is responsive. If facilitates open and multidirectional communication. It engenders positive image, cooperation, teamwork, and success. A
Lean school demonstrates a CAN-DO attitude and a track record of improvement. It promotes
not only the use of best practices, but their discovery and development

Challenges:

Expand Services
Improve Student Performance
Meet Workplace Requirements
Streamline Processes


LEAN MANAGEMENT IN SCHOOLS

Lean Management is not a new concept, but it is new for the education industry. There is no question that differences exist between the products of a manufacturing assembly line and those of an education service. But a huge similarity exists in the delivery systems of these organisations, delivery systems made up of thousands of complex processes. As such, many 
aspects of Toyota’s process improvement methodologies and other Lean tools can and do apply to improving the processes of delivering education.

Forward thinking educators recognise both the application and the implications Lean has for improving their school operations and program outcomes. The consistency with which Lean has delivered such improvements in every industry that has applied them demonstrates the universality of its principles. Lean Process Improvement, even in its limited introduction within 
Education, has resulted in increased performance with cost savings. 

Lean school cultures promote a positive CAN-DO attitude, greater involvement and vested ownership in improving processes that support student learning. 

School leaders determined to meet today’s challenge of doing more with less should give Lean Process Improvement close consideration. It is an effective way for schools to develop and deliver world-class education 
with currently available funding.  

Lean experts can be found with impressive credentials and years of experience guiding process improvement efforts in manufacturing and service businesses. However, unlike products or services that are produced or delivered in assembly line fashion, students are not designed to be replicas of each other. Nor do they flow through a production or service line one at a time.  

Only experienced educators can fully comprehend the numerous variables that affect an individual student’s learning and how those variables affect the end product – an educated human being ready for work, higher education, and competition in a global economy.  

CASE STUDY 1

Facility: Small private school 
Project: Instructional time loss analysis and recovery plan development 

Project Summary:
This was a nine-month time-management improvement project to determine the current state and causes of instructional time invasion based on staff observations of annually diminishing ability to meet curriculum goals. The project included staff interviews and data collection to gather the required information, categorisation and prioritisation of the sources of interruption, and development of both a strategic plan and a tactical plan for managing future invasions of instructional time. 

Results: 
The project resulted in the recovery of an average of 120 hours of instructional time per teacher, higher levels of staff cooperation in planning and scheduling at both the team and school level, 
and more comprehensive exposure and learning at the student level.

CASE STUDY 2

Facility: Large inner city public school 
Project:
Determination of how to improve student academic achievement, specifically test scores on short-cycle diagnostic tests that enable staff to revise and improve teaching methods and better prepare students for state achievement tests 
Project Summary:
The project included the definition of the entire assessment process, cross functional focus team discussions and collaboration to understand and streamline the entire process, and empirical measurements of the student performance outcomes. 
Results: 
The project resulted in a common understanding of the limits of the re-mediation window, a reduction in the results turn-around time, and enabling of teachers to re-teach identified student 
areas of weakness. This culminated in the improvement of student performance on achievement tests.


Sources from which the above information was compiled:



Wednesday, December 19, 2012

Merry Christmas & Happy New Year

Wow, what a great year 2012 has been, and it flew by.  Many new relationships and great results in helping businesses achieve better outcomes in productivity and efficiency as well as increased individual skills and massive changes in company culture and leadership.

I'd like to thank all our clients and business partners, the Chase Performance team who have worked tirelessly to ensure customer satisfaction, and most of all our families, who have had to put up with long hours and the ups and downs individual days can bring.

I look forward to an even greater 2013.  Watch this space, as there will be some exciting developments.  If you want to be part of our programs in 2013, please drop me a line or visit our web site:  www.chaseperformance.com

Merry Christmas and a prosperous and healthy new year!
FroheWeihnachten & ein Glückliches Neues Jahr!

Roland Weber


Sunday, December 16, 2012

Rio Tinto = Productivity = Efficiency = Innovation = Sustainability = Profits

Rio Tinto leads the world in using business improvement tools to streamline their operations, making them the cheapest producer of iron ore in the world, as well as being the second largest.

Sam Walsh, Rio Tinto’s iron ore chief, attributes this advantage through smart use of technology and innovation.  “It’s about thinking of mining as a factory”, Mr Walsh says[1].

By taking ideas from the car industry, which happens to be one of the largest customers, Rio Tinto has been able to adopt the principles and approaches to innovation and sharing of ideas.

It is a little know secret to many that Mr Walsh stems from the car industry.  Utilising the same leadership and management techniques that transformed the Japanese manufacturing sector, Mr Walsh has been able to implement these across several Rio divisions.  The key concepts used are problem solving methods, eliminating variations and removing waste.

Sam Walsh says “If I look at the various things I have shamelessly lifted from the car industry, the most obvious is the business improvement model”[2].

One of the areas that Mr Walsh highlighted was that Mining is no different to any other business and that data is of high importance.  His vision is to create a seamless and controlled environment comparable to a well-oiled production line, allowing the handling of billions of tons of dirt annually in a smooth manner.  The aim is to utilise automation enabling repeat processes and clear forecasting.  Just like in a car factory that combines many different parts to build the car, the mining operations have the same principles apply to them in areas such as planning, scheduling and product flow.

On the forefront of all this is communication backed up by knowledge of individuals and data to support the operations.  Principles like JIT (Just in Time) are readily used and form critical foundations for the day to day operations.  Mr Walsh discusses change as an important part, driven by a centralised decision making structure.

With the concept of running the Pilbara with the principles of a Toyota factory, the results were to look at the processes required, and the control needed to ensure a smooth supply chain supported by data.  Mr Walsh told the Federation of Automotive Products Manufacturers: “What they now see is a business that is very sophisticated and in some ways more sophisticated than areas of the automotive industry”[3].

I would highly recommend that you read the article by Peter Roberts from the AFR Boss Volume 13 in October 2012.  It further proves the case and need for implementations like our Lean Resources and Lean Construction to ensure long term sustainability of these industries.

One are Mr Walsh did not directly address, but which is critical to the success of any change and business program is leadership and culture.  Through the right leadership we can foster a culture that will create innovation from within.  The Chase leadership and culture programs address just this.

Lean in resources is widely used and with the use of government incentive programs, we can deliver programs over a twelve to eighteen month period, with a pay back of less than two months in most cases.  All programs are delivered on site, and focus on project implementation, and supporting the organisation with extra resources enabling their resident lean improvement specialists to achieve even better outcomes.

Have a look at one of our case studies with Leighton's HWE Mining or read up on how we are assisting over 700 people at Bluescope Steel in the same way.  There are many more case studies, but at the end, we will collaborate with you and create a partnership that will allow for the creation of a program that suits your business, whether it is supporting what you already do, or implementing a whole new program.

For more information, please contact us at Chase Performance on 1300 880 338 or contact us through our web site www.chaseperformance.com



[1] Roberts, P (Oct 2012), Drilling Down, Australian Financial Review: Boss, Innovation Section (pages 16-24)
[2] Roberts, P (Oct 2012), Drilling Down, Australian Financial Review: Boss, Innovation Section (pages 16-24)
[3] Roberts, P (Oct 2012), Drilling Down, Australian Financial Review: Boss, Innovation Section (pages 16-24)

Sunday, December 9, 2012

Organisational Change

I came across an interesting article last weekend initially posted on Forbes back in July 2011.  I liked it because it further combined the message I have been pushing about leadership versus management enveloped in organisational change driven by understanding what is wrong in the first place, before setting out on a journey.

“Change takes place no matter what deters it… There must be measured laborious preparation for change to avoid chaos”- Plato

So what does Plato’s statement tell us?  Well, it’s nothing new, it is deeply embedded in our genes, and it is also what creates some of our resistance to change like:

·         Fear of the unknown. Could change make the situation worse?  What will others think, especially if it doesn't work?
·         Psychological egoism.  Are we really always motivated by self-interest?  And if so, are these the reasons we worry about outcomes of change related to income and status?
·         Is change forced upon us by external forces?  If so, does this create automatic resistance because it wasn't our idea?
·         Been there, done that.  Maybe we tried something similar and it didn't work.  Even if it did work, was it worth the effort?

There could be many more factors, but at the end of the day, every situation is different, and as our environment changes, so will how we approach change.  However, with a detailed plan at hand, and innovation from within, change should be ongoing; we may also refer to it as continuous improvement.  For more information about change and how it can affect your business in a positive way please visit www.chaseperformance.com or call me on 1300 880 338.

I hope you enjoy the article below by Steve Denning “The Four Stories You Need To Lead Deep Organizational Change”, originally posted on 22/7/2011 at http://www.forbes.com/sites/stevedenning/2011/07/25/the-four-stories-you-need-to-lead-deep-organizational-change/

RADICAL MANAGEMENT: Rethinking leadership and innovation
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“It’s only when you drop yesterday’s assumptions that you can glimpse tomorrow’s patterns and possibilities. To see deeper, unseen first.”  Umair Haq

How does Wal-Mart [WMT] unlearn its failing 20thCentury business model and move into the 21st Century? How does GE [GE] detach itself from the traditional management baggage that is dragging down its share price and move into the future? How does Cisco [CSCO] unlearn the business model that made it for a brief time in the 20th Century the most valuable company on the planet and start managing itself with a successful 21st Century business model?  How does Merck (MRK) or the other big pharmaceutical companies escape from their trajectory of declining returns and move, as suggested by Don Tapscott and Anthony Williams in MacrowikinomicsDescription: http://www.assoc-amazon.com/e/ir?t=&l=as2&o=1&a=1591843561&camp=217145&creative=399369, into a collaborative mode with high returns? How does the World Bankshed its rigid culture of hierarchical bureaucracy and acquire the agility to become a significant player on the world stage?

Reasons by themselves don’t lead to change

At this point, we know what needs to be done: focus on delighting customers and stakeholders, managers enable self-organizing teams, accountability through dynamic linking, values that grow the firm and horizontal communications.

We now know precisely how unproductive traditional management is—declining rate of return on assets (one quarter of what it was in 1965), declining life expectancy of firms in the Fortune 500 (less than 15 years) and lack of engagement of workers (only one in five workers is fully engaged in his or her work.)

But to make any of this happen, leaders and managers have to unlearn the management practices that were so successful in the 20th Century but so unsuccessful today. How do we unlearn the things that we still believe in our heart of hearts are true?

Facts and statistics don’t get the job done. Charts left listeners bemused. Prose remains unread. Dialogue is just too laborious and slow.

By contrast, leadership stories can get inside people’s minds and affect how they think, worry, wonder, agonize and dream about themselves and in the process create – and recreate – their organization. Storytelling enables the individuals in an organization to see themselves and the organization in a different light, and accordingly take decisions and change their behaviour in accordance with these new perceptions, insights and identities.

Four leadership stories are key
The story of the future
Springboard stories of the future
The story of the past
The story that explains why the story of the past is no longer viable

1.  The new business model story

The first story is fairly obvious: it’s the story of the business model of the new way of operating. It helps the sponsors or managers see how the business will work when once the change is undertaken.

A business model is a story that explains in effect “the theory of the business.” It’s a story set in the present or near future. The narrative is tied to numbers as the elements in the business model are quantified. The business model answers questions like these: Who is the customer? And what does the customer value? How do we make money in this business? What is the underlying economic logic that shows how we can deliver value to customers at an appropriate cost?[i] Its validity depends on a combination of narrative logic—does the story hang together?—and quantitative logic—do the numbers add up?

2.  The burning platform story

The problem with the business model story as a rhetorical tool is that it’s a future story. As such, it’s typically not believable to people who have operated in a different fashion for years, perhaps even decades. It also doesn't include any explicit reason why the organization needs to change to this strange new way of operating.

So the second story you need is a burning platform story, a story that explains why the way of operating in the past that was so successful is no longer successful and is leading to disaster.
In the case of the shift from traditional to radical management, it will be the story of two major shifts.

Over the last couple of decades, there has been an epochal shift in the balance of power from seller to buyer. For the first two-thirds of the 20thCentury, oligopolies were in charge of the marketplace. These companies were successful by pushing products at customers, and manufacturing demand through advertising. But this situation changed. Today customers have instant access to reliable information and have options: they can choose firms who delight them and avoid companies whose principal objective is taking money from our wallets and putting in their own. The result is a fundamental shift in power in the marketplace from the seller to the buyer: not only do customers not appreciate being treated as “demand” to be manufactured: now they can do something about it. If they are not delighted, they can and do go elsewhere.

The second is a fundamental shift in the workplace where the nature of work has shifted from semi-skilled to knowledge work. Meeting the business imperative of delighting customers can only be accomplished if the knowledge workers contribute their full talents and energy to contribute continuous innovation. Treating employees as “human resources” to be manipulated undermines the workforce commitment that is needed.

As a result, the 20th Century management system—the goose that laid America’s golden egg—stopped delivering. There is thus a need to change.

3.  The springboard story

The weakness of the business model story as a rhetorical tool is that it isn't believable because it’s a future story. Future stories are inherently unbelievable.

The weakness of the burning platform story is that it’s negative. And negative stories get people worried but they don’t generate positive action.

To get action you also need a story that will move people into the future: a springboard story.
The springboard story is a story about the past—something that’s already happened. So the story is easy to tell. There’s no need to invent anything. And because it has already happened, it is very believable. Because it is positive, it tends to spark action.

I first come across this at the World Bank in the mid-1990s when I was trying to get people to support efforts at knowledge management—a strange notion in the organization at the time. I had no success until I stumbled on the following story:

In June of 1995, a health worker in a tiny town in Zambia went to the Web site of the Centers for Disease Control and got the answer to a question about the treatment of malaria. Remember that this was in Zambia, one of the poorest countries in the world, and it was in a tiny place six hundred kilometres from the capital city. But the most striking thing about this picture, at least for us, is that the World Bank isn't in it. Despite our know-how on all kinds of poverty-related issues, that knowledge isn't available to the millions of people who could use it. Imagine if it were. Think what an organization we could become!

This simple story helped World Bank staff and managers envision a different kind of future for the organization. When knowledge management later became an official corporate priority, I used similar stories to maintain the momentum.

A springboard story elicits a future story in the minds of the listeners—the listeners start to imagine what the future could be like if they implemented the relevant change idea embodied in the story in their own contexts. Consequently it’s the listeners who do the hard work of inventing the future. Even while the speaker is talking, the audience is soundlessly generating future stories tailor-made to their own situations, and hence grounded in reality. What’s more, as the future unfolds, the listeners continuously update the stories they have generated so as to fit the new reality. The springboard story itself doesn't need updating because it doesn't change: it’s already happened.
Moreover, because the springboard story’s listeners invent the future for themselves, they are much more likely to find that future alluring than if some stranger had dreamed it up for them. The springboard story thus sidesteps the problem of telling a compelling future story.

Not all stories have the springboard effect. Thus springboard stories need to be told from the perspective of a single protagonist who was in a predicament that is prototypical of the organization’s business. The predicament of the explicit story is familiar to the particular audience, and indeed, it is the very predicament that the change proposal is meant to solve. The stories have a degree of strangeness or incongruity for the listeners, so that it captures their attention and stimulates their imaginations.

To communicate the idea of radical management, stories might be drawn from successful implementers, such as Apple [AAPL], Amazon [AMZN] or Salesforce.com [CRM].

4.  The story of the past

The final story that you need is the least obvious—the story of how the organization is functioning today. One might think that this wouldn't be needed because everybody already knows how the organization currently operates. However much of this knowledge is tacit: it exists in the unspoken attitudes and assumptions that are like the water that fish swim in. These attitudes assumptions are so ever-present that they are no longer visible. They are so much part of perceived reality that it is impossible to imagine the world in any other way.

So unless you can describe it and remind people of set of explicit assumptions and attitudes, and in effect drag from the tacit to the explicit, there is no way to get a handle on it. It will keep undermining any change effort.

John Seely Brown has written amusingly about this on my sister website about his efforts to break bad habits on how to drive a motor bike. Until he understood how he was driving the motor bike the wrong way, there was no way that he was able to learn the right way. The old way kept re-emerging.
Similarly, I had little success in communicating the idea of radical management until I nailed  the characteristics of traditional management, and was able to point to the specific differences.


The unlearning (or unseeing) doesn’t happen instantly. Even as I evangelize about the new kind of workplace, where people are treated as people, and firm focuses on delighting clients, I often find myself unwittingly slipping into the vocabulary of traditional management.
But arduous or easy, the unlearning has to happen. Unless it happens, we will continue to live the old story.
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Steve Denning’s most recent book on leadership storytelling is the second edition (2011) of The Leader’s Guide to StorytellingDescription: http://www.assoc-amazon.com/e/ir?t=&l=as2&o=1&a=0470548673(Jossey-Bass)
Follow Steve Denning on Twitter @stevedenning

[i] Magretta, J. “Why Business Models Matter.” Harvard Business Review, May 2002, pp. 87–92..