Addressing leadership behaviours, from the office to the line, is also a key component of implementing a lean culture. Traditional authoritarian behaviours will not allow you to see the results you want when you want people to think for themselves. Leaders need to do more asking and get people involved in finding solutions.
Making changes is difficult unless everyone is focused on the right goals. It is also challenging to sustain changes unless you work on culture, too. Develop strong internal teams to help steer the company and to evaluate and streamline processes.
In many organizations business grows rapidly but improvements are slow to follow. Improvement projects are started but rarely followed through to completion. Successful companies work on teambuilding and internal communication to improve the culture and realize continuous improvement.
Part of revving up your company includes harnessing all the brainpower your employees might otherwise keep to themselves. It takes a good coach to bring this out and foster a continuously learning company.
· Recognize that everything that happens is a learning opportunity and make people aware of that.
· Help employees find answers to questions rather than just giving them answers.
· Encourage people to try new things and take risks.
· Don’t nail them if their risks don’t pan out.
· Catch people doing something right, praise in public, and criticize in private.
· Give people the tools they need to find their own answers, and to succeed.
Sustaining any changes can be an uphill battle without the right company culture. It is easier, however, to change your culture while putting lean techniques into practice, mainly because it’s easier for everyone to see the changes that lean causes in the company.
The lean culture, through its team involvement, makes positive changes more evident to all employees. Changing the way a business runs is more than just moving machines: it means working with people too.
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