Appreciating Systems

Appreciating Systems for Genuine Efficiency
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#Bravo pour le #livre “Le #management #Lean” de @thegembacoach et @godefroy_b!

Je viens de finir “Le Management Lean” de Michaël Ballé et Godefroy Beauvallet ( #reader_2744065528)

Michaël Ballé est un coach Lean (français) reconnu internationalement, auteur de 2 autres livres primés par le Shingo Prize (“The Gold Mine” et “The Lean Manager”).

Ce livre est tout simplement exceptionnel. C’est un “manuel de Lean management” simple et surtout, il explique très très clairement dans sa dernière partie l’importance du respect des gens et notamment des employés.


Selon cet idéal [de l’entreprise Lean], l’entreprise est créée par des êtres humains pour satisfaire des besoins humains et est composée d’être humains. […]

Le “respect pour l’humanité” est au coeur de la performance et la clé du juste-à-temps. […]

Respecter ses employés est lié à la conviction que chacun est capable de progresser et à l’effort du management de tenir compte des aspirations du personnel qu’il emploie.[…]

Cette réalité humaine est une richesse pour l’entreprise, et non une complexité inutile.[…]

Le respect des employés n’est pas un supplément d’âme pour pays nantis, c’est la voie de nouvelles relations sociales, dans une certaine mesure plus tolérantes et apaisées, assurant que chacun puisse donner le meilleur de lui-même.[…]

Les clients, employés et partenaires sont des personnes et non des ressources, des rôles ou des fonctions.[…]

Une performance intrinsèquement collective dépasse de loin les résultats obtenus avec une logique mécaniste de l’action, qui sépare “les têtes qui pensent et les bras qui font” et invente des règles à n’en plus finir et des incitations en tranches de plus en plus fines.

Je m’arrête là, ce livre regorge de pépites du même genre dans sa 3e partie (et les 2 premières sont limpides sur la manière de réaliser l’idéal du Lean Management, en tout respect des collaborateurs, afin de libérer leur engagement (cf. rapport Gallup sur les résultats catastrophiques de l’engagement au travail, notamment en France)

Une dernière pour la route:

Dans les termes employés par des managers d’entreprises dirigées dans un esprit véritablement lean, ils ont l’occasion de “s’éclater au travail”. Le travail ne devrait pas être un lieu de souffrance, mais un espace de réalisation.

Ma conclusion : fuyons le déploiement tayloriste des outils du Lean, et revenons à ce qu’il devrait être réellement : un outil de libération de la motivation intrinsèque et de l’engagement des collaborateurs et des managers. Alors la performance client et financière suivra.

Pas l’inverse.

#Lean Analytics is the missing piece of #leanstartup : learn with @acroll in Paris #prodmgmt

October 14th, 2013 Posted in Lean Tags: , , , , ,

A crowdfundingly organized event is planned to have Alistair Croll deliver a workshop on Lean Analytics in december in Paris, France: Lean Analytics Masterclass.

I probably won’t be able to make it, but I can only highly suggest that you give it a head in order either to experiment with Lean Startup with your own ideas or (and?!) experiment with the Lean Startup concepts with what you’re trying to achieve at work. Even if your work isn’t explicitely related to Lean!

Using crowdfunding to testbed whether people are interested in the even or not is very Lean Startup in spirit as well. I love the organizing idea!


A proposal for a new #Complexity- and #Strength- based #PDCA (for #Lean or else)

Thinking during commute the other day (should I have to live nearer my work, I’d be much more dumb!) I pondered how a better strength-based Plan Do Check Act loop could look like.

I find the current version of PDCA to be a bit too deficit-based and tainted of Command & Control. All too often we see managers or project managers deciding on a plan in their offices and rolling it over employees, without much consideration about what would work for them (they’re the ones with their two feet in the daily work, so they should know best). Sure, if you’re doing nemawashi, this doesn’t concern you. But not everybody does it, yet.

So, since we’re speaking more and more about complexity (hmmm, Google Trends on complexity is making me a liar it seems – a construction of mine?)… anyway, I came up with the following new version:

  • Connect ideas of different people: who are they? what are their strengths? What ideas do they have? Aspirations? Opportunities they see? Results they expect?
  • Select ideas that you (collectively) would think are the more interesting to try?
  • Effect these ideas: go to the gemba and put them to the test of work. Measure heavily what happens of course (People side: does it enhance the work experience? Quality? Delays? Costs?)
  • Reflect on what happened: what did you learn? What new opportunities do you now see? What hopes does this give you? What else?

PS: well, at least the Cynefin  framework is trending more 😉

#Lean for #NGO – NGO and Nonprofit leadership with the Lean community for knowledge, sharing, and collaboration.

October 11th, 2013 Posted in Lean Tags: , , ,

#LeanIT2013 slides of @MikeOrzen #Lean leadership online

October 8th, 2013 Posted in Lean Tags: , , , ,

The closing keynote of the Lean IT Summit 2013 was just fantastic. Mike Orzen gave us a glimpse of his own experience regarding the dos and don’ts of Lean Leadership. Simple yet generative and powerful hints!


The bible as a guide for true #Lean?

October 8th, 2013 Posted in Lean, Strength Tags: , , ,

I just spotted this reference to the Bible on Internet (in a systems thinking forum!), and I can’t help but relate this to appreciative inquiry or what others in the field of change management call “embracing complexity”.

I’m an atheist, but then, this doesn’t mean I can’t recognize sound advice when I see it, even in religious texts (indeed, these are great sources of insight!) I must also admit that I looked at buddhism when trying to research what might have been sources of inspiration for the Toyoda family (they were buddhists) and Taiichi Ohno (I don’t know for him). Indeed, Buddhist texts (Theravada to be precise, have a look at the material available on Access To Insight for instance) indeed taught me a lot about Systems Thinking and appreciating people’s mental models (and letting go of wanting to change them). But that’s another story.

Back to the Bible and more precisely Matthew 7:7-8:

7 “Ask and it will be given to you; seek and you will find; knock and the door will be opened to you. 8 For everyone who asks receives; the one who seeks finds; and to the one who knocks, the door will be opened.

Then Matthew 7:1-5 are interesting as well!

1 “Do not judge, or you too will be judged. 2 For in the same way you judge others, you will be judged, and with the measure you use, it will be measured to you.

3 “Why do you look at the speck of sawdust in your brother’s eye and pay no attention to the plank in your own eye? 4 How can you say to your brother, ‘Let me take the speck out of your eye,’ when all the time there is a plank in your own eye? 5 You hypocrite, first take the plank out of your own eye, and then you will see clearly to remove the speck from your brother’s eye.

About what traditional Lean coaching does, and what strength-based coaching can do (still Matthew!)

The Narrow and Wide Gates

13 “Enter through the narrow gate. For wide is the gate and broad is the road that leads to destruction, and many enter through it. 14 But small is the gate and narrow the road that leads to life, and only a few find it.

True and False Prophets

15 “Watch out for false prophets. They come to you in sheep’s clothing, but inwardly they are ferocious wolves. 16 By their fruit you will recognize them. Do people pick grapes from thornbushes, or figs from thistles? 17 Likewise, every good tree bears good fruit, but a bad tree bears bad fruit. 18 A good tree cannot bear bad fruit, and a bad tree cannot bear good fruit.19 Every tree that does not bear good fruit is cut down and thrown into the fire. 20 Thus, by their fruit you will recognize them.

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