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De la nécéssaire évolution de nos méthodes de travail, en tant que professionnels du Lean 6 Sigma?

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2013 david pitoiset société générale
Conférences Arrow institute par conferences institute
http://conferences-institute.eu/

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De la nécéssaire évolution de nos méthodes de travail, en tant que professionnels du Lean 6 Sigma?

  1. 1. De la nécessaire évolution de nos méthodes de travail, en tant que professionnels du Lean 6 Sigma? Conférence Arrow Institute 15 février 2013
  2. 2. Les environnements intangibles dans lesquels nous évoluons limitent l’efficacité de nos techniques
  3. 3. Nos techniques peinent à concilier l’équilibre entre capabilité et performance
  4. 4. Nos techniques ne libèrent pas tout le potentiel d’amélioration 100% 60-80% 15-35% 5-20% Valeur ajoutée perçue par le client (bon du premier coup, à la bonne cadence) Autres temps de processus Ressources investies par ailleurs TOTAL RESSOURCES INVESTIES
  5. 5. Nos techniques peinent à rendre l’utilisateur autonome dans sa capacité à s’améliorer
  6. 6.  Problème mal défini, faux, inexistant, politique  Collaborateurs pas ou mal embarqués  Volonté managériale ou collaborateurs Nous rencontrons de nombreux « modes potentiels de défaillance », et nous ne sommes pas toujours bien équipés
  7. 7.  Approches mono-école  « Rails » projet  Conflit « formation-certification » et « réponse optimale à un problème » Nos pratiques peuvent s’avérer limitées et avoir tendance à nous enfermer
  8. 8. Pourquoi faisons-nous ce que nous faisons? Pour quoi?
  9. 9. Quel devrait être notre « think different »?
  10. 10. Daniel PINK, « l’homme aux deux cerveaux » « apprendre à penser différemment dans un monde nouveau » « nous entrons dans une nouvelle ère. Elle sera animée par une forme de pensée différente (…) une nouvelle approche de la vie qui récompensera des capacités que je nommerai hight concept et high touch. High conceptHigh concept implique la capacité à détecter des schémas et un potentiel, (…), à fabriquer un récit satisfaisant et à combiner des idées apparemment distinctes pour en faire du nouveau. High touchHigh touch implique la capacité à ressentir de l’empathie pour les autres, à comprendre les subtilités des échanges humains, à trouver de la joie au plus profond de soi, à aider les autres à puiser cette joie en eux, à dépasser le quotidien et à se lancer à la poursuite d’un but et d’un sens.
  11. 11. Quel «pourquoi » apporter dans l’équation « une banque = des systèmes + des Hommes »?
  12. 12. Nous devons troquer les anciens « pourquoi » qui nous occupaient et en inventer de nouveaux Amélioration continue Excellence opérationnelle Pilotage de la performance Optimisation des organisations Management des processus Ces « pourquoi » sont-ils assez forts? Ne sont-ils pas seulement des « quoi »?
  13. 13. Et si notre « pourquoi » était «l’Homme en pleine possession de ses moyens dans l’organisation »?
  14. 14. • LE fil rouge est la dynamique du changement • Le moteur du changement est l’envie • Le processus est le révélateur contextuel • La co-construction est essentielle à l’appropriation • L’accompagnement doit se focaliser sur les nouveaux rituels «l’Homme en pleine possession de ses moyens dans l’organisation » : « comment? »
  15. 15. Le Black Belt a deux cerveaux, lui aussi! Il doit savoir s’en servir! Savoir lire le processus Savoir lire les organisations Savoir lire l’Homme Savoir motiver, accompagner, challenger, confronter

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