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Lean Kanban India 2018 | Embracing Performance Kaizen | Rucha Kapare

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Session Title:
Embracing Performance Kaizen

Session Overview :
Every organization hopes / expects / demands high performance from their employees and teams. It's not very long ago when most effective organization's in the world had a ritual called yearly goal - setting. Many organizations still continue with this where the HR cascades a set of goals set by the organization's leaders for their employees. This is usually followed by a quarterly to yearly review cycle which with most organizations are linked with incentives. In general terms, there isn't any flaw with this system; goal setting is an efficient way to continuously improve oneself. However, the execution of this process may be flawed and may lead to un optimized results.

With the advent of business agility, this focus shifted towards continuously learning & improving organizations. This meant that faster feedback was highly recommended for performance improvement and the idea of yearlong goal setting seemed a talk of the yesteryears. Many organizations embraced this change by completely abolishing the yearly goal setting practice and instead relying on mentor relationships for an individual's performance improvement. This did improve relationships at the same time hindered transparency since the organization goals were no longer directly accessed by every employee.

When seen from the perspective of game theory, it's evident that optimum results are obtained when employees achieve goals which are highly beneficial to them at the same time aligned with the organization's goals. With the former approach explained above, it's pretty clear that the employees in the first case were aware of the organization's goals, even if the goals were not aligned with their personal goals. Whereas in the latter case, the lack of transparency meant that the individual's goals were highly focused and may not be in-line with the organization's objectives.

This is where Performance Kaizen aligns these two systems with a flavor of Management 3.0 in order to create an optimum setup where high performing individuals, teams, and organizations can thrive. In this session, we present a case study of this implementation at Springer Nature along with our results and learning's; followed by a brief hands-on exercise for the attendees.



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Lean Kanban India 2018 | Embracing Performance Kaizen | Rucha Kapare

  1. 1. 0 Embracing Performance Kaizen www.leankanbanindia.com Case Study Embracing Performance Kaizen Rucha Ramchandra Kapare Senior Business Analyst Springer Nature
  2. 2. Embracing Performance Kaizen Rucha Ramchandra Kapare
  3. 3. 2 Embracing Performance Kaizen What is Kaizen
  4. 4. 3 Embracing Performance Kaizen www.leankanbanindia.com ● Kaizen means continuous improvement ● Working smarter not harder ● Japan as a manufacturing superpower ● Kaizen in personal and professional life Kaizen?
  5. 5. 4 Embracing Performance Kaizen www.leankanbanindia.com 4 Performance Kaizen was used by a team in Springer Nature to get rid of the year long performance cycles and instead replace it with short cycles with trackers. The experiment was quite successful and motivating with each team member being a part of other’s goal setting and completion journey. Performance Kaizen - An experiment at Springer Nature
  6. 6. 5 Embracing Performance Kaizen Results
  7. 7. 6 Embracing Performance Kaizen www.leankanbanindia.com 14 Participants OverachievedGoals achieved with average rating No Missed Goals Small and continuous iterations make the goal achievable Dedication and consistency is required 35% 100% 0%
  8. 8. 7 Embracing Performance Kaizen www.leankanbanindia.com Case Study analysis Did not work Percentage distribution interpretation Benefits Team feels ● Positive and confident ● Take ownership ● Highly collaborative and empowered Learnings Small and continuous improvements are effortless Continued?? Yes- 2018 goals because its Is effortless and Brings value
  9. 9. 8 Embracing Performance Kaizen Implementing Performance Kaizen – The Process
  10. 10. 9 Embracing Performance Kaizen www.leankanbanindia.com Just SLICE it.. Learn Implement Create Extend it Select
  11. 11. 10 Embracing Performance Kaizen www.leankanbanindia.com Team members setting goals
  12. 12. 11 Embracing Performance Kaizen www.leankanbanindia.com Setting a SMART goal
  13. 13. 12 Embracing Performance Kaizen www.leankanbanindia.com Setting goal with your tracker
  14. 14. 13 Embracing Performance Kaizen www.leankanbanindia.com Tracking mechanism
  15. 15. 14 Embracing Performance Kaizen www.leankanbanindia.com Exchanging the set goal with your tracker
  16. 16. 15 Embracing Performance Kaizen www.leankanbanindia.com Discussing the goal with your tracker
  17. 17. 16 Embracing Performance Kaizen www.leankanbanindia.com Goal Tracking
  18. 18. 17 Embracing Performance Kaizen www.leankanbanindia.com Tracker giving you the final goal rating
  19. 19. 18 Embracing Performance Kaizen www.leankanbanindia.com Getting your goal card back with the final rating
  20. 20. 19 Embracing Performance Kaizen www.leankanbanindia.com Kaizen Matrix
  21. 21. 20 Embracing Performance Kaizen www.leankanbanindia.com Performance appraisal tracking on a monthly basis was effective when the reporting manager and I sat back and discussed where I stand on a scale of 1-5 . 1 being lowest. This helped me gain transparency and avoid chaos at the end of year where one need not keep justifying his/her achievements What does the team have to say….
  22. 22. 21 Embracing Performance Kaizen www.leankanbanindia.com The Senior Business Analyst Says…
  23. 23. 22 Embracing Performance Kaizen www.leankanbanindia.com The Senior UX Designer Says…
  24. 24. 23 Embracing Performance Kaizen www.leankanbanindia.com ● Set a SMART goal ● Create milestones ● Devise a tracking mechanism Milestones Goal Setting ● Just Do ● Write an article ● Seek an Opportunity ● Finally Overcome ● Read about ● Get help with ● Teach ● Start ● Present/Share ● Lead ● Finish ● Study/Explore ● Get coaching on ● Find mentor ● Attend ● Experiment with ● Develop ideas for ● Provide mentoring
  25. 25. 24 Embracing Performance Kaizen www.leankanbanindia.com So my goal was to speak at APGI, how did I break into various milestones? ● Seek an opportunity ● Find mentor ● Start a proposal ● Develop ideas for conducting session ● Get help with ● Present/share at the APGI conference Sample Goal and Milestones
  26. 26. 25 Embracing Performance Kaizen www.leankanbanindia.com Now that you have taken the 1st step, Continue doing it. What next?
  27. 27. 26 Embracing Performance Kaizen www.leankanbanindia.com Questions…
  28. 28. 27 Embracing Performance Kaizen www.leankanbanindia.com Thank you kapare.rucha@gmail.com rucha.kapare@springernature.com @ruchakapare

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