Continuous Improvement through Employee Empowerment€¦ · Continuous Improvement through Employee...
50
MPE-Inc. Date Continuous Improvement Continuous Improvement through through Employee Empowerment Employee Empowerment Implementation Roadmap Implementation Roadmap
Transcript of Continuous Improvement through Employee Empowerment€¦ · Continuous Improvement through Employee...
MPE
-Inc.
Dat
e
Cont
inuo
us I
mpr
ovem
ent
Cont
inuo
us I
mpr
ovem
ent
thro
ugh
thro
ugh
Empl
oyee
Em
pow
erm
ent
Empl
oyee
Em
pow
erm
ent
Impl
emen
tatio
n Roa
dmap
Impl
emen
tatio
n Roa
dmap
Pres
enta
tion
Purp
ose
!Sh
are
a vi
sion
�!
Shar
e a
mis
sion
�!
Shar
e th
e pu
rpos
e�!
Shar
e th
e re
spon
sibi
litie
s�!
Shar
e th
e jo
urne
y...
Snap
shot
Whe
n yo
u lif
t th
e ro
of o
ff o
f M
PE-I
nc. i
n 20
07
(5 y
ears
), w
hat
do y
ou w
ant
to s
ee?
!Pa
perle
ss!
Clea
n!
Proa
ctiv
e v.
Rea
ctiv
e!
On-
time
deliv
ery
!D
efec
t fr
ee p
rodu
cts
!Cu
stom
er f
ocus
ed!
Cont
inuo
us f
low
pr
oces
sing
!Vi
sual
wor
kpla
ce
!Em
pow
ered
w
orkf
orce
!5-
S ph
iloso
phy
!E-
Busi
ness
!Au
tom
atio
n!
Com
mun
ity
invo
lvem
ent
!M
ulti-
faci
lity
!In
tern
atio
nal/G
loba
l
Snap
shot
Wha
t re
sour
ces
will
MPE
-Inc
. nee
d to
ac
com
plis
h th
is?
!W
orkf
orce
with
the
nee
ded
know
ledg
e, s
kills
, and
abi
litie
s!
Fina
ncia
l res
ourc
es a
nd t
ime
reso
urce
s
Empl
oyee
Em
pow
erm
ent
!W
hat
does
�Em
pow
erin
g� m
ean?
!Po
wer
mea
ns �
Cont
rol,
auth
ority
, do
min
ion�
!Em
-m
eans
�to
put
on
to�
or �
to c
over
with
�!
Empl
oyee
Em
pow
erm
ent,
is�
NO
T a
free
for
all,
bu
t ra
ther
:!
Prov
idin
g a structure
�to
pas
s re
spon
sibi
lity
to
anot
her.
!Pr
ovid
ing
the resources
�so
one
can
tak
e im
prov
emen
t ac
tions
, get
mor
e do
ne, a
nd e
njoy
the
w
ork
that
the
y do
.!
Prov
idin
g th
e support.
..to
allo
w e
mpl
oyee
s to
per
form
at
the
ir m
axim
um p
oten
tial.
Bene
fits
of a
n Em
pow
ered
W
orkf
orce
!Im
prov
ed q
ualit
y, p
rodu
ctiv
ity, a
nd s
ervi
ce!
Succ
ess
com
es f
rom
sm
all s
teps
tak
en b
y in
divi
dual
s at
all
leve
ls in
the
org
aniz
atio
n.!
Job
owne
rshi
p re
sulti
ng f
rom
tea
mw
ork
has
led
to a
n em
phas
is o
n co
ntin
uous
impr
ovem
ent.
!G
reat
er f
lexi
bilit
y!
Serv
ice
qual
ity r
elie
s he
avily
on
an o
rgan
izat
ion�
s ab
ility
to
disc
over
way
s of
incr
easi
ng it
s re
spon
sive
ness
.!
Team
s ca
n co
mm
unic
ate
bett
er, t
ackl
e m
ore
oppo
rtun
ities
, fin
d be
tter
sol
utio
ns, a
nd im
plem
ent
actio
ns m
ore
quic
kly.
Bene
fits
of a
n Em
pow
ered
W
orkf
orce
!Red
uced
ope
ratin
g co
sts
!An
em
pow
ered
wor
kfor
ce c
an o
ften
red
uce
tota
l ope
ratin
g co
sts
by id
entif
ying
cos
t im
prov
emen
ts in
the
are
as w
hich
the
y w
ork.
!Ad
ditio
nally
, em
pow
ered
em
ploy
ees
can
ofte
n ta
king
on
mor
e re
spon
sibi
litie
s re
sulti
ng in
a f
lexi
ble,
res
pons
ive
wor
kfor
ce.
!Fa
ster
res
pons
e to
tec
hnol
ogic
al c
hang
e!
Adva
nced
man
ufac
turin
g te
chno
logi
es c
all f
or d
iffer
ent
and
usua
lly h
ighe
r w
ork
skill
s.
Tech
nolo
gies
hav
e cr
eate
d an
in
terd
epen
denc
e am
ong
activ
ities
onc
e se
para
ted.
!W
orke
rs w
ho p
revi
ousl
y w
orke
d al
one
mus
t te
am u
p to
pr
ovid
e th
e co
mm
unic
atio
n lin
ks a
nd r
espo
nsiv
enes
s ne
cess
ary
to a
dvan
ce t
he o
rgan
izat
ion.
Bene
fits
of a
n Em
pow
ered
W
orkf
orce
!Be
tter
res
pons
e to
new
wor
ker
valu
es!
Empl
oyee
s to
day
wel
com
e th
e au
tono
my,
res
pons
ibili
ty,
and
empo
wer
men
t th
at N
atur
al W
ork
Team
s pr
ovid
e.!
Stud
ies
show
tha
t fa
ctor
s su
ch a
s ch
alle
nge
of t
he t
ask,
pa
rtic
ipat
ion
in d
ecis
ion
mak
ing,
and
wor
k th
at g
ives
a f
eelin
g of
acc
ompl
ishm
ent
are
mor
e im
port
ant
that
hig
h le
vels
of
pay.
!Ab
ility
to
attr
act
and
reta
in t
he b
est
peop
le!
Org
aniz
atio
ns t
hat
acqu
ire (
and
reta
in)
capa
ble
wor
k fo
rces
w
ill o
ffer
a c
ultu
re t
hat
mat
ches
the
val
ues
of t
he n
ew w
ork
forc
es.
!Te
ams
offe
r gr
eate
r pa
rtic
ipat
ion,
cha
lleng
e, a
nd f
eelin
gs o
f ac
com
plis
hmen
t.
Stee
ring
Com
mitt
ee
!G
ary
Pfan
ners
till
!Ja
ck K
oepk
e!
Jim
Gar
tzke
!Res
pons
ibili
ties:
!Li
nkin
g th
e or
gani
zatio
n�s
Visi
on!
Dev
elop
ing
the
purp
ose
and
impo
rtan
ce o
f te
ams
for
MPE
-Inc
.!
Util
izin
g th
e de
sign
prin
cipl
es t
o ou
tline
the
det
ails
of
impl
emen
ting
Nat
ural
Wor
k Te
ams.
!Pr
ovid
e on
goin
g fo
cus
and
supp
ort
of t
he p
roce
ss.
Layi
ng t
he F
ound
atio
nLa
ying
the
Fou
ndat
ion
Step
One
Step
One
Mis
sion
Build
ing
an O
rgan
izat
iona
l Vis
ion
Vis
ion
�A c
lear
Vis
ion,
est
ablis
hes t
he fo
unda
tion
for e
ffec
tive,
ef
ficie
nt c
hang
e th
at e
vent
ually
lead
s to
team
s &
empl
oyee
s mak
ing
clea
r, in
form
ed d
ecis
ions
.�
�The
Mis
sion
of th
e or
gani
zatio
n te
lls w
hich
dire
ctio
n th
e or
gani
zatio
n is
goi
ng a
nd w
hat i
t pla
ns to
acc
ompl
ish.
�
MPE
-Inc
.�s O
rgan
izat
iona
l Mis
sion
!�.
..the
com
pany
be
an u
prig
ht,
hone
st, f
air
and
viab
le m
embe
r of
the
eco
nom
ic c
omm
unity
, tha
t it
be a
fai
r an
d eq
uita
ble
prov
ider
of
empl
oym
ent
to p
eopl
e w
ho w
ish
to a
chie
ve a
nd t
o en
hanc
e th
eir
econ
omic
live
s th
roug
h th
e pu
rsui
t of
wor
k in
the
m
anuf
actu
ring
segm
ent.
..�
!�T
he s
ervi
ces
prov
ided
to
cust
omer
s of
MPE
-IN
C sh
all b
e ho
nest
an
d st
raig
htfo
rwar
d, s
hall
embr
ace
the
best
and
mos
t up
to
date
pr
oced
ures
and
pro
cess
es t
o pr
oduc
e hi
gh v
alue
par
ts a
nd
prod
ucts
.�
!�.
..acc
ompl
ish
the
cust
omer
�s h
ighe
st r
equi
rem
ents
��
!�I
t is
her
eby
reco
gniz
ed t
hat
to a
ccom
plis
h th
ese
inte
nded
pu
rpos
es, t
he c
ompa
ny m
ust
rem
ain
a pr
ofita
ble
and
prod
uctiv
e en
terp
rise.
�
Shar
ed V
alue
s
Mis
sion
Vis
ion
�Sha
red
Valu
este
ll th
e te
am h
ow to
acc
ompl
ish
the
visi
on o
f the
org
aniz
atio
n. V
alue
s are
the
subt
le c
ontro
l m
echa
nism
s tha
t inf
orm
ally
sanc
tion
or p
rohi
bit
beha
vior
.�
Build
ing
an O
rgan
izat
iona
l Vis
ion
Shar
ed V
alue
s
!A
Safe
Wor
k En
viro
nmen
t
!Re
spec
t to
war
ds w
orkp
lace
and
oth
ers
!Em
brac
e an
d En
cour
age
Chan
ge
!Ex
ceed
ing
Cust
omer
Exp
ecta
tions
(in
tern
al a
nd e
xter
nal c
usto
mer
s)
!Sp
irit
of E
xcel
lenc
e, U
nity
and
Fun
!
Lead
ersh
ip
Shar
ed V
alue
s
Mis
sion
Vis
ion
Build
ing
an O
rgan
izat
iona
l Vis
ion
Man
ufac
turin
g Vi
sion
An e
mpo
wer
ed, f
lexi
ble
ente
rpris
e fo
r co
ntin
uous
flow
pro
cess
ing,
elim
inat
ing
all n
on-v
alue
act
ivity
in a
zer
o de
fect
, vi
sual
wor
kpla
ce.
Key
Res
ult A
reas
/Org
aniz
atio
nal O
bjec
tives
Lead
ersh
ip
Shar
ed V
alue
s
Mis
sion
Vis
ion
�Key
Res
ults
focu
s an
orga
niza
tion�
s eff
orts
and
re
sour
ces t
o he
lp it
acc
ompl
ish
its o
vera
ll vi
sion
.�
Build
ing
an O
rgan
izat
iona
l Vis
ion
2002
Obj
ectiv
es
!O
n-tim
e D
eliv
ery
!Sa
fety
!IS
O 9
000/
2000
!Co
st R
educ
tions
!Em
ploy
ee D
evel
opm
ent
!M
exic
o St
art-
up
2002
Obj
ectiv
es-
Key
empl
oyee
out
com
es -
!O
n-Ti
me
Del
iver
y!
Gre
ater
tha
n 85
%!
Aver
age
time
for
late
ord
ers
less
tha
n 5
days
!Sa
fety
!IR
less
tha
n 5.
0 !
Zero
lost
day
s
!IS
O 9
000/
2000
!Im
plem
ent
ISO
900
0/20
00 b
y Ju
ly, 2
003
2002
Obj
ectiv
es-
Key
empl
oyee
out
com
es -
!Co
st R
educ
tion
!Red
uce
cost
s by
5%
(Rat
io e
xpen
ses
to s
ales
)
!Em
ploy
ee D
evel
opm
ent
!Ea
ch M
PE-I
nc. e
mpl
oyee
will
be
asse
ssed
ag
ains
t th
e Sk
ills
Trai
ning
Crit
eria
and
,!
Skill
s Tr
aini
ng w
ill b
e co
nduc
ted
to c
urre
nt s
kills
!M
exic
o St
art-
up!
The
Mex
ico
faci
lity
will
be
fully
-fun
ctio
nal b
y ye
ar e
nd
Res
pons
ible
, Inf
orm
ed D
ecis
ion
Mak
ing
at th
e Em
ploy
ee/T
eam
Lev
el
Key
Res
ult A
reas
/Org
aniz
atio
nal O
bjec
tives
Lead
ersh
ip
Shar
ed V
alue
s
Mis
sion
Vision
Vision
Build
ing
an O
rgan
izat
iona
l Vis
ion
Des
igni
ng t
he C
ontin
uous
D
esig
ning
the
Con
tinuo
us
Impr
ovem
ent
Stru
ctur
eIm
prov
emen
t St
ruct
ure
Step
Tw
oSt
ep T
wo
Snap
shot
!
!Cu
rren
t pr
actic
e�
!H
ow d
o pr
ojec
ts g
et im
plem
ente
d?!
Who
is r
espo
nsib
le f
or w
hat?
!Is
eve
ryon
e in
volv
ed t
o th
e be
st o
f th
eir
capa
bilit
ies?
Com
mun
icat
ion
Stru
ctur
e
Stee
ring
Stee
ring
Com
mitt
eeC
omm
ittee
Seni
or
Seni
or
Man
agem
ent
Man
agem
ent
Man
agem
ent
Man
agem
ent
Team
Team
Team
Lea
ders
Team
Lea
ders
Nat
ural
Wor
k Te
amN
atur
al W
ork
Team
Nat
ural
Wor
k Te
amN
atur
al W
ork
Team
Nat
ural
Wor
k Te
amN
atur
al W
ork
Team
Nat
ural
Wor
k Te
amN
atur
al W
ork
Team
Team
Pur
pose
Seni
or M
anag
emen
t Te
amId
entif
y th
e di
rect
and
indi
rect
bus
ines
s re
ason
s fo
r te
ams,
det
erm
ine
the
inve
stm
ent
requ
ired
to im
plem
ent
and
mai
ntai
n te
ams,
and
su
ppor
t th
e fin
al d
ecis
ion.
Stee
ring
Com
mitt
eeD
evel
op V
isio
n fo
r th
e or
gani
zatio
n, C
reat
e si
ngle
ness
of
purp
ose,
Id
entif
y im
plem
enta
tion
plan
and
nee
ded
reso
urce
s, D
rive
Cont
inuo
us
Impr
ovem
ent
(CI)
pro
cess
es, R
egul
ar r
evie
w w
ith a
ll te
ams.
Man
agem
ent
Team
Dev
elop
ove
rall
dire
ctio
n &
pla
nt o
bjec
tives
, Cre
ate
sing
lene
ss o
f pu
rpos
e, D
rive
CI p
roce
sses
, Reg
ular
rev
iew
with
all
team
s.
Team
Lea
ders
Prov
ide
lead
ersh
ip f
or N
WTs
, Driv
e ov
eral
l Pla
nt o
bjec
tives
.
Nat
ural
Wor
k Te
am�C
usto
mer
� fo
cus,
Im
prov
emen
ts in
qua
lity,
pro
duct
ivity
, saf
ety,
and
cost
red
uctio
ns.
Wha
t sh
ould
a N
atur
al W
ork
Team
(N
WT)
look
like
?
Wha
t ar
e th
e m
ajor
ben
efits
of
an
inte
grat
ed, s
truc
ture
d na
tura
l wor
k te
am?
!En
hanc
ed s
ense
of
owne
rshi
p!
Enha
nced
invo
lvem
ent
in d
ecis
ion
mak
ing
!Ve
rsat
ility
tra
inin
g &
rot
atio
n!
Broa
der
know
ledg
e of
the
bus
ines
s!
Stro
nger
wor
k re
latio
nshi
ps!
Less
res
tric
tive
com
mun
icat
ion
flow
!Co
ntin
ually
impr
ovin
g pe
rfor
man
ce!
Mor
e fu
n!
Wha
t sh
ould
a N
WT
look
like
?
!O
rgan
ized
!
Util
ize
com
pile
d da
ta!
Set
obje
ctiv
es
!U
p-to
-dat
e, v
isib
le, a
ccur
ate
mea
sure
s!
Impr
ovem
ent
focu
s!
Prio
ritiz
e pr
oble
m a
reas
!As
sign
nat
ural
ow
ners
to
assi
st in
pro
blem
sol
ving
!Ev
alua
te p
rogr
ess
mad
e!
Solv
e pr
oble
ms
!Im
plem
ent
proj
ects
!Fo
cuse
d on
wha
t th
ey c
an
do t
o im
prov
e!
Posi
tive
tren
ds in
all
key
mea
sure
s!
Hel
ping
eac
h ot
her
impr
ove
perf
orm
ance
!W
ork
safe
ly!
Keep
are
a cl
ean
!Tr
aini
ng t
o as
sure
eve
ryon
e ha
s ne
eded
ski
lls
Nat
ural
Wor
k Te
ams
!M
anag
e da
ily p
rodu
ctiv
ity &
qua
lity
perf
orm
ance
by
tak
ing
actio
ns t
o ad
dres
s da
ily b
ottle
neck
s &
sc
rap
and
rew
ork
issu
es.
!U
se d
aily
req
uire
men
ts a
nd r
esul
ts t
o gu
ide
actio
ns t
o m
axim
ize
perf
orm
ance
.
!Co
llect
dat
a on
a d
aily
bas
is a
nd s
ched
ule
revi
ew/p
robl
em s
olvi
ng o
ppor
tuni
ties.
!Fo
cus
on s
afet
y an
d sk
ill d
evel
opm
ent
of a
ll te
am m
embe
rs.
Team
Str
uctu
re
Repr
esen
ts #
of E
E�s i
n ar
ea:
(1st
/ 2nd
/ 3r
d)
Stee
ring
Stee
ring
Com
mitt
eeC
omm
ittee
Seni
or
Seni
or
Man
agem
ent
Man
agem
ent
Man
agem
ent
Man
agem
ent
Team
Team
Qua
lity
(4)
Qua
lity
(4)
Mat
eria
ls (5
)M
ater
ials
(5)
Engi
neer
ing/
Engi
neer
ing/
Proc
ess (
5)Pr
oces
s (5)
Engi
neer
ing/
Engi
neer
ing/
Des
ign
(6)
Des
ign
(6)
Sale
s (4)
Sale
s (4)
Adm
inis
tratio
n (5
)A
dmin
istra
tion
(5)
Mac
hini
ng (4
/2)
Mac
hini
ng (4
/2)
Punc
h (5
/4/2
)Pu
nch
(5/4
/2)
Bra
kes (
7/1/
1)B
rake
s (7/
1/1)
Wel
d/G
rind
(10/
4)W
eld/
Grin
d (1
0/4)
Pain
t (16
/4)
Pain
t (16
/4)
Inse
rting
Inse
rting
Ass
embl
y (3
/0/1
)A
ssem
bly
(3/0
/1)
Ass
embl
y (1
7/6)
Ass
embl
y (1
7/6)Te
am L
eade
rsTe
am L
eade
rs
Team
Res
pons
ibili
ties
!Sa
fety
!M
ater
ials
!Q
ualit
y!
Empl
oyee
Inv
olve
men
t an
d D
evel
opm
ent
!Co
ntin
uous
Im
prov
emen
t!
Cust
omer
Sat
isfa
ctio
n
Shift
ing
Resp
onsi
bilit
ies
!Be
com
ing
a N
atur
al W
ork
Team
is a
n ev
olut
iona
ry p
roce
ss.
!W
ork
team
s gr
ow m
ore
empo
wer
edas
the
y in
crea
se o
wne
rshi
p of
the
ir pr
oces
ses.
!Ty
pica
lly, t
hat
owne
rshi
p gr
ows
from
�!
prod
uctio
n ac
tiviti
es (
doin
g th
e jo
b) t
o,
!pr
oduc
tion
cont
rol (
coor
dina
ting
the
job)
to,
!le
ader
ship
(gr
oup
supp
ort a
nd te
am le
ader
ship
).
Team
Mea
sure
men
ts -
1st y
ear
!5-
S Im
plem
enta
tion
& I
mpr
ovem
ents
!So
rt!
Set-
in-O
rder
!Sh
ine
!St
anda
rdiz
e!
Sust
ain
!Co
st R
educ
tion
Impr
ovem
ents
Is M
PE-I
nc. r
eady
to
emba
rk o
n su
ch a
Con
tinuo
us I
mpr
ovem
ent
jour
ney?
Org
aniz
atio
nal R
eadi
ness
Sett
ing
the
Stru
ctur
e up
for
Se
ttin
g th
e St
ruct
ure
up f
or
Succ
ess:
Succ
ess:
Team
Im
plem
enta
tion
Team
Im
plem
enta
tion
Step
Thr
eeSt
ep T
hree
Team
Dev
elop
men
t Pr
ogra
m!
Tri-F
old
Focu
s!
Focu
s on
the
Man
agem
ent
Team
, Tea
m
Lead
ers,
and
Nat
ural
Wor
k Te
ams.
!W
hy s
o de
taile
d?
!M
anag
emen
t te
am n
eeds
to
be r
eady
to
lead
Te
am L
eade
rs.
!Te
am L
eade
rs n
eed
to b
e re
ady
to le
ad
NW
Ts.
!At
tha
t po
int
NW
Ts a
re t
rain
ed.
Team
Lea
der
Dev
elop
men
tSa
mpl
e pr
ogra
mm
ing
Team
Lea
der
Skill
sO
rient
atio
nLe
adin
g a
NW
G
Coac
hing
Tec
hniq
ues
The
Impo
rtan
ce o
f Co
achi
ngTh
e Su
perio
r Co
achi
ng M
odel
Va
lues
& B
elie
fsR
ound
tabl
e D
iscu
ssio
nsFa
cilit
atin
g th
e 5S
sys
tem
Trai
n-th
e-Tr
aine
r
Team
Dev
elop
men
tN
WT
Initi
al T
rain
ing
Orie
ntat
ion
to N
WT
Part
I:
Com
mun
icat
ion
Part
II:
Par
ticip
atio
nPa
rt I
II:
Wor
king
in T
eam
sPa
rt I
V: D
ecis
ion
Mak
ing
Part
V:
Res
pect
in t
he
Wor
kpla
cePa
rt V
I: T
eam
Per
form
ance
&
Goa
l Set
ting
Key
Met
rics
101
Intr
oduc
tion
to C
ontin
uous
Im
prov
emen
t5-
S H
ouse
keep
ing
Proc
ess
Plan
-Do-
Chec
k-Ac
t Pr
oble
m
Solv
ing
Tech
niqu
e
Nat
ural
Wor
k Te
am D
evel
opm
ent
Sam
ple
prog
ram
min
g
Team
Ski
llsKe
y M
etric
s 10
1In
trod
uctio
n to
Con
tinuo
us
Impr
ovem
ent
5-S
Hou
seke
epin
g Pr
oces
s5S
: In
trod
uctio
n &
Sor
t5S
: Se
t in
Ord
er5S
: Sh
ine
5S:
Stan
dard
ize
5S:
Sust
ain
Plan
, Do,
Che
ck, A
ct P
robl
em
Solv
ing
Team
Dev
elop
men
tO
rient
atio
n to
NW
T
Part
I:
Com
mun
icat
ion
List
enin
g &
feed
back
, 1-
on-1
co
mm
unic
atio
n, T
eam
com
mun
icat
ion
Part
II:
Par
ticip
atio
nEf
fect
ive
mee
tings
, Te
am m
embe
r ro
les
Part
III
: D
ecis
ion
Mak
ing
Mak
ing
deci
sion
s, P
robl
em s
olvi
ng
Part
IV:
Con
flict
Mgm
tVa
luin
g di
ffer
ence
s,H
andl
ing
conf
lict
Part
V:
Team
Per
form
ance
Asse
ssin
g te
am p
erfo
rman
ce, Se
ttin
g te
am
goal
s &
ass
essi
ng n
eeds
Trai
ning
Pla
n -
Sam
ple
(Yea
r #
1)
Team
JanFebMar
Apr
May
Jun
Jul
Aug
Sep
Oct
Nov
Dec
Team
Ldr
Ph#1
Team
Ph#2
Team
Ph#3
Team
Trai
ning
Trai
ning
Trai
ning
Trai
ning
Impl
emen
tatio
nIm
plem
enta
tion
Mai
nten
ance
Mai
nten
ance
Impl
emen
tatio
nIm
plem
enta
tion
Mai
nten
ance
/Tea
m L
eade
rshi
pM
aint
enan
ce/T
eam
Lea
ders
hip
Trai
ning
Trai
ning
= U
pdat
e/ev
alua
tion
oppo
rtuni
ties
Trai
ning
Pla
n -
Sam
ple
(Yea
r #
2)
Team
JanFebMar
Apr
May
Jun
Jul
Aug
Sep
Oct
Nov
Dec
Team
Ldr
Ph#1
Team
Ph#2
Team
Ph#3
Team
Mai
nten
ance
Mai
nten
ance
Mai
nten
ance
Mai
nten
ance
Tran
sfer
of L
eade
rshi
pTr
ansf
er o
f Lea
ders
hip
Tran
sfer
of L
DTr
ansf
er o
f LD
Team
Lea
ders
hip
& S
uppo
rtTe
am L
eade
rshi
p &
Sup
port
Impl
emen
tatio
nIm
plem
enta
tion
= U
pdat
e/ev
alua
tion
oppo
rtuni
ties
Trai
ning
Trai
ning
Impl
emen
tatio
nIm
plem
enta
tion
Mai
nten
ance
/Tea
m L
eade
rshi
pM
aint
enan
ce/T
eam
Lea
ders
hip
Team
Rew
ard
Syst
ems
!Te
ams
will
com
e up
with
the
ir re
war
ds
for
achi
evin
g th
eir
goal
s/ob
ject
ives
su
bjec
t to
Man
agem
ent
Team
app
rova
l.
!Th
e ab
ove
will
the
the
initi
al s
yste
m for
12
-18
mon
ths.
(i.e
. dur
ing
the
impl
emen
tatio
n tim
efra
me.
)
Dis
cuss
ion
& Q
uest
ions
Dis
cuss
ion
& Q
uest
ions
Than
k Yo
uTh
ank
You
Supp
lem
enta
l Inf
orm
atio
n
Why
do
orga
niza
tions
dev
elop
N
atur
al W
ork
Team
...Res
pond
ents
%Ci
ted
as P
rimar
y Re
ason
!38
%Q
ualit
y !
22%
Prod
uctiv
ity!
17%
Redu
ce O
pera
ting
Cost
s!
12%
Job
Satis
fact
ion
!5%
Res
truc
turin
g!
6%O
ther
Supp
lem
enta
l Inf
orm
atio
n
Exam
ples
of W
ork
Team
s� S
ucce
ss
!Bu
sine
ss W
eek
repo
rts
that
pla
nts
desi
gned
with
soc
io-
tech
nica
l met
hods
and
usi
ng N
atur
al W
ork
Team
s ar
e, o
n av
erag
e, 3
0 to
50%
mor
e pr
oduc
tive
than
the
ir co
nven
tiona
l cou
nter
part
s (H
oerr
and
Pol
lock
, 198
6).
!W
estin
ghou
se F
urni
ture
Sys
tem
s in
crea
sed
prod
uctiv
ity b
y 74
% in
thr
ee y
ears
(H
oerr
, 198
7).
!Vo
lvo
Corp
orat
ion�
s Ka
lmar
fac
ility
red
uced
def
ects
by
90%
(P
atin
kin,
198
7).
!G
ener
al E
lect
ric C
ompa
ny�s
Sal
isbu
ry, N
C, p
lant
incr
ease
d pr
oduc
tivity
by
250%
com
pare
d w
ith o
ther
GE
plan
ts
prod
ucin
g th
e sa
me
prod
ucts
(Hoe
rr, 1
989)
.
!D
ana
Corp
orat
ion�
s M
inne
apol
is, M
N, v
alve
pla
nt t
rimm
ed
cust
omer
lead
tim
e fr
om s
ix m
onth
s to
six
wee
ks
(She
ridan
, 19
90).
Supp
lem
enta
l Inf
orm
atio
n
Team
Lea
der
Dev
elop
men
tSa
mpl
e pr
ogra
mm
ing
Team
Lea
der
Skill
sO
rient
atio
nLe
adin
g a
NW
G
Coac
hing
Tec
hniq
ues
The
Impo
rtan
ce o
f Co
achi
ngTh
e Su
perio
r Co
achi
ng M
odel
Va
lues
& B
elie
fsR
ound
tabl
e D
iscu
ssio
nsFa
cilit
atin
g th
e 5S
sys
tem
Trai
n-th
e-Tr
aine
r
Team
Dev
elop
men
tN
WT
Initi
al T
rain
ing
Orie
ntat
ion
to N
WT
Part
I:
Com
mun
icat
ion
Part
II:
Par
ticip
atio
nPa
rt I
II:
Wor
king
in T
eam
sPa
rt I
V: D
ecis
ion
Mak
ing
Part
V:
Res
pect
in t
he
Wor
kpla
cePa
rt V
I: T
eam
Per
form
ance
&
Goa
l Set
ting
Key
Met
rics
101
Intr
oduc
tion
to C
ontin
uous
Im
prov
emen
t5-
S H
ouse
keep
ing
Proc
ess
Plan
-Do-
Chec
k-Ac
t Pr
oble
m
Solv
ing
Tech
niqu
eAp
prox
imat
e Ti
me:
Appr
oxim
ate
Tim
e:36
hou
rs/fo
ur m
onth
s36
hou
rs/fo
ur m
onth
s
Supp
lem
enta
l Inf
orm
atio
n
Nat
ural
Wor
k Te
am D
evel
opm
ent
Sam
ple
prog
ram
min
g
Team
Ski
llsKe
y M
etric
s 10
1In
trod
uctio
n to
Con
tinuo
us
Impr
ovem
ent
5-S
Hou
seke
epin
g Pr
oces
s5S
: In
trod
uctio
n &
Sor
t5S
: Se
t in
Ord
er5S
: Sh
ine
5S:
Stan
dard
ize
5S:
Sust
ain
Plan
, Do,
Che
ck, A
ct P
robl
em
Solv
ing
Team
Dev
elop
men
tO
rient
atio
n to
NW
T
Part
I:
Com
mun
icat
ion
List
enin
g &
feed
back
, 1-
on-1
co
mm
unic
atio
n, T
eam
com
mun
icat
ion
Part
II:
Par
ticip
atio
nEf
fect
ive
mee
tings
, Te
am m
embe
r ro
les
Part
III
: D
ecis
ion
Mak
ing
Mak
ing
deci
sion
s, P
robl
em s
olvi
ng
Part
IV:
Con
flict
Mgm
tVa
luin
g di
ffer
ence
s,H
andl
ing
conf
lict
Part
V:
Team
Per
form
ance
Asse
ssin
g te
am p
erfo
rman
ce, Se
ttin
g te
am
goal
s &
ass
essi
ng n
eeds
Appr
oxim
ate
Tim
e:Ap
prox
imat
e Ti
me:
30 h
ours
/six
mon
ths
30 h
ours
/six
mon
ths
Supp
lem
enta
l Inf
orm
atio
n
Trai
ning
Pla
n -
Sam
ple
(Yea
r #
1)
Team
JanFebMar
Apr
May
Jun
Jul
Aug
Sep
Oct
Nov
Dec
Team
Ldr
Ph#1
Team
Ph#2
Team
Ph#3
Team
Trai
ning
Trai
ning
Trai
ning
Trai
ning
Impl
emen
tatio
nIm
plem
enta
tion
Mai
nten
ance
Mai
nten
ance
Impl
emen
tatio
nIm
plem
enta
tion
Mai
nten
ance
/Tea
m L
eade
rshi
pM
aint
enan
ce/T
eam
Lea
ders
hip
Trai
ning
Trai
ning
= U
pdat
e/ev
alua
tion
oppo
rtuni
ties
Supp
lem
enta
l Inf
orm
atio
n
Trai
ning
Pla
n -
Sam
ple
(Yea
r #
2)
Team
JanFebMar
Apr
May
Jun
Jul
Aug
Sep
Oct
Nov
Dec
Team
Ldr
Ph#1
Team
Ph#2
Team
Ph#3
Team
Mai
nten
ance
Mai
nten
ance
Mai
nten
ance
Mai
nten
ance
Tran
sfer
of L
eade
rshi
pTr
ansf
er o
f Lea
ders
hip
Tran
sfer
of L
DTr
ansf
er o
f LD
Team
Lea
ders
hip
& S
uppo
rtTe
am L
eade
rshi
p &
Sup
port
Impl
emen
tatio
nIm
plem
enta
tion
= U
pdat
e/ev
alua
tion
oppo
rtuni
ties
Trai
ning
Trai
ning
Impl
emen
tatio
nIm
plem
enta
tion
Mai
nten
ance
/Tea
m L
eade
rshi
pM
aint
enan
ce/T
eam
Lea
ders
hip
Supp
lem
enta
l Inf
orm
atio
n
Show
me
the
Num
bers
!Av
erag
es f
or a
n or
gani
zatio
n w
ith 1
20 e
mpl
oyee
s:
!80
hou
rs/e
mpl
oyee
ove
r tw
o ye
ars
!1s
t ye
ar =
5,1
00 m
an h
ours
!2n
d ye
ar =
4,4
00 m
an h
ours
!To
tal H
ours
ove
r 2
year
s =
9,5
00 h
ours
!In
itial
Em
ploy
ee D
evel
opm
ent
Inve
stm
ent
=
6,70
0 ho
urs/
16 m
onth
s!
Mai
nten
ance
Inv
estm
ent
(aft
er 1
6 m
onth
s) =
36
0hrs
/mon
th, 4
,320
hrs/
year
Supp
lem
enta
l Inf
orm
atio
n
