For years, manufacturing companies have been striving towards enterprise excellence throughout their organizations utilizing the philosophy, thinking and tools of lean. There are two basic pillars of lean including continuous improvement tools, and respect for people. There has been a very strong focus on the continuous improvement tools (kaizens, value stream mapping, A3 problem solving, 5S, cells/flow, setup reduction, etc.) with very little emphasis on respect for people. Businesses struggle with understanding the skills and abilities of leadership at every level of the organization required to inspirationally lead towards excellence.
As a result of the combination of the process initiatives over the past 100 years, seven out of eight people report leaving their jobs each day feeling that they work for a company that does not care about them. People are disengaged and unenthusiastic about their work resulting in huge losses of productivity to the entire organization.
Recently, the Association for Manufacturing Excellence (AME), the premier not-for-profit organization dedicated to the journey of continuous improvement and enterprise excellence, invited Barry-Wehmiller to partner with them in addressing the challenges facing manufacturing today. Together they hope to lead the way in transforming manufacturing companies through adoption of people-centric leadership practices. Their vision is to ignite a manufacturing renaissance driven by people-centric leadership coupled with enterprise excellence.
For more information about this topic at the AME Boston 2017 Conference, visit http://bit.ly/2oHMiTh
“You can download this product from SlideTeam.net”
Use this employee engagement PowerPoint presentation to increase the compatibility and gelling between the colleagues. With the help of this PPT, employees can plan and engage in different activities which helps to break the ice for newbies and helps them to settle in the new environment. Also, the bonding activities in this PowerPoint presentation example are very helpful to create a warm and familiar environment for the employees to open up. Employees can cooperate better with their co-workers with the help of these techniques mentioned in this slideshow. Also, the icebreakers mentioned in this PPT are also very useful to create a cordial relationship between the boss and the employees as employee engagement is very necessary for a successful company’s becoming. Employee satisfaction can be achieved with the help of this PowerPoint theme in order to successfully create a stress-free environment for all the employees with openness. This PPT is really helpful for employee engagement in today’s stressful corporate world. Bare the truth with our Employee Engagement Powerpoint Presentation Slides. Your thoughts will dig up the facts. https://bit.ly/30FwCbM
“You can download this product from SlideTeam.net”
Use this employee engagement PowerPoint presentation to increase the compatibility and gelling between the colleagues. With the help of this PPT, employees can plan and engage in different activities which helps to break the ice for newbies and helps them to settle in the new environment. Also, the bonding activities in this PowerPoint presentation example are very helpful to create a warm and familiar environment for the employees to open up. Employees can cooperate better with their co-workers with the help of these techniques mentioned in this slideshow. Also, the icebreakers mentioned in this PPT are also very useful to create a cordial relationship between the boss and the employees as employee engagement is very necessary for a successful company’s becoming. Employee satisfaction can be achieved with the help of this PowerPoint theme in order to successfully create a stress-free environment for all the employees with openness. This PPT is really helpful for employee engagement in today’s stressful corporate world. Bare the truth with our Employee Engagement Powerpoint Presentation Slides. Your thoughts will dig up the facts. https://bit.ly/30FwCbM
Express your objectives by the means of words and visuals, presenting you, talent management PowerPoint presentation slides. This complete deck contains a total of twenty for slides to reflect on talent management and related concerns. Suitable visuals and appropriate content are included in these PPT layouts to assist you on determining future goals, assess the viable current staff, current vacancies, sources for future recruitment, talent acquisition strategy, recruitment tracker and budget involved in the process. Charts and graphics are included in the PPT set for comparison among current employee and target employee strength, depicting the needs in various departments like finance, marketing, human resources, strategy related team. All the slides are completely customizable for your convenience. One can have a surplus data and insights implemented into a sole splash of interestingly portrayed compact information. Folks begin to dance with elation due to our Talent Management Powerpoint Presentation Slides. They will break out in a jig. https://bit.ly/2Wdgc7G
What causes employee engagement? How is the engagement in your country? Gallup shares all. See their presentation at the Human Capital Club in Feb 2015. For more information on the next Human Capital Club, email cynthiawihardja@actioncoach.com
Como alavancar o comprometimento dos colaboradores e consequentemente a performance, produtividade e resultados.
Download do documento disponível através do link: http://www.dalecarnegie.pt/employee_engagement/50_dicas_e_ideias_sobre_engagement_e_liderana/
Employee engagement is a property of the relationship between an organization and its employees. An "engaged employee" is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests.
Categories in employee engagement
Engaged
Not engaged
Actively disengaged
Engaged-
•The employee works in passion
•Highly motivated and ready to go extra mile
•Focused and keen to take up challenges
•Problem-solving attitude
Not engaged-
•They usually step walking through the day
•Zero energy and passion in the given work
•Putting in hours instead of energy
•Actively undermine coworkers and sabotage projects
Actively disengaged-
•Always complaint about the given tasks
•Try to demoralize colleagues also
•Lack of enthusiasm
•Failure to take responsibility
Aon Hewitt’s Engagement Model-
Aon Hewitt’s employee engagement research represents a variety of companies, industries, and geographic regions throughout countries in Asia-Pacific, Europe, Latin America, and North America. Research has shown that there are 21 areas, shown in the following diagram, known as “Engagement Drivers,” that can potentially drive people’s engagement.The Model goes beyond measuring people’s satisfaction with each of these drivers. The model prioritizes the areas for improvement based on their potential impact on engagement and, therefore, business performance.
http://www.gallup.com/topic/employee_engagement.aspx
This presentation describes employee engagement, the three inclinations employees have towward being engaged, a spectrum of engagement, eight factors that affect engagement levels, and information about surveys and the correlation between engagement - personal behaviors - business results.
Employee Onboarding : Statistics you need to knowElodie A.
Learn everything you need to know about employee onboarding and how to ensure that each new hire is successful with this complete guide.
Content by Officevibe, the simplest tool for a greater workplace.
Read more on our website:
https://www.officevibe.com/employee-engagement-solution/employee-onboarding
Download your free checklist of the perfect onboarding:
http://bit.ly/2jVcIzO
Chek our product!
https://www.officevibe.com/
Presentation to Using the Employee Lifecycle as Your Roadmap to Employee Enga...Elizabeth Lupfer
This is the complementary presentation to the "Using Employee Lifecycle as Your Roadmap to Employee Engagement" #infographic. Presented by Elizabeth Lupfer at the Talent Management Alliance's Employee Engagement conference in July 2014, this presentation is a walkthrough each area of the employee lifecycle and identifies how organization's can develop an employee engagement framework through adaptability, relevancy, sustainability and execution. If you've realized this spells ARSE, then you've got it. Because an ARSE is the foundation for any successful relationship -- employee engagement and the employee lifecycle.
Presenting this set of slides with name - Employee Engagement Strategy Powerpoint Presentation Slides. We bring to you to the point topic specific slides with apt research and understanding. Putting forth our PPT deck comprises of thirty-eight slides. Our tailor-made Employee Engagement Strategy Powerpoint Presentation Slides editable presentation deck assists planners to segment and expounds the topic with brevity. Content and design of slides are fully editable make changes to colors, data, and fonts if needed. PPT slides are accessible in both widescreen and standard format. PowerPoint templates are compatible with Google Slides. Quick and risk-free downloading process. It can be easily converted into JPG or PDF format.
An exploration of the relationship between employee engagement and leadership, and how they might affect quality. Includes references to external sources.
Express your objectives by the means of words and visuals, presenting you, talent management PowerPoint presentation slides. This complete deck contains a total of twenty for slides to reflect on talent management and related concerns. Suitable visuals and appropriate content are included in these PPT layouts to assist you on determining future goals, assess the viable current staff, current vacancies, sources for future recruitment, talent acquisition strategy, recruitment tracker and budget involved in the process. Charts and graphics are included in the PPT set for comparison among current employee and target employee strength, depicting the needs in various departments like finance, marketing, human resources, strategy related team. All the slides are completely customizable for your convenience. One can have a surplus data and insights implemented into a sole splash of interestingly portrayed compact information. Folks begin to dance with elation due to our Talent Management Powerpoint Presentation Slides. They will break out in a jig. https://bit.ly/2Wdgc7G
What causes employee engagement? How is the engagement in your country? Gallup shares all. See their presentation at the Human Capital Club in Feb 2015. For more information on the next Human Capital Club, email cynthiawihardja@actioncoach.com
Como alavancar o comprometimento dos colaboradores e consequentemente a performance, produtividade e resultados.
Download do documento disponível através do link: http://www.dalecarnegie.pt/employee_engagement/50_dicas_e_ideias_sobre_engagement_e_liderana/
Employee engagement is a property of the relationship between an organization and its employees. An "engaged employee" is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests.
Categories in employee engagement
Engaged
Not engaged
Actively disengaged
Engaged-
•The employee works in passion
•Highly motivated and ready to go extra mile
•Focused and keen to take up challenges
•Problem-solving attitude
Not engaged-
•They usually step walking through the day
•Zero energy and passion in the given work
•Putting in hours instead of energy
•Actively undermine coworkers and sabotage projects
Actively disengaged-
•Always complaint about the given tasks
•Try to demoralize colleagues also
•Lack of enthusiasm
•Failure to take responsibility
Aon Hewitt’s Engagement Model-
Aon Hewitt’s employee engagement research represents a variety of companies, industries, and geographic regions throughout countries in Asia-Pacific, Europe, Latin America, and North America. Research has shown that there are 21 areas, shown in the following diagram, known as “Engagement Drivers,” that can potentially drive people’s engagement.The Model goes beyond measuring people’s satisfaction with each of these drivers. The model prioritizes the areas for improvement based on their potential impact on engagement and, therefore, business performance.
http://www.gallup.com/topic/employee_engagement.aspx
This presentation describes employee engagement, the three inclinations employees have towward being engaged, a spectrum of engagement, eight factors that affect engagement levels, and information about surveys and the correlation between engagement - personal behaviors - business results.
Employee Onboarding : Statistics you need to knowElodie A.
Learn everything you need to know about employee onboarding and how to ensure that each new hire is successful with this complete guide.
Content by Officevibe, the simplest tool for a greater workplace.
Read more on our website:
https://www.officevibe.com/employee-engagement-solution/employee-onboarding
Download your free checklist of the perfect onboarding:
http://bit.ly/2jVcIzO
Chek our product!
https://www.officevibe.com/
Presentation to Using the Employee Lifecycle as Your Roadmap to Employee Enga...Elizabeth Lupfer
This is the complementary presentation to the "Using Employee Lifecycle as Your Roadmap to Employee Engagement" #infographic. Presented by Elizabeth Lupfer at the Talent Management Alliance's Employee Engagement conference in July 2014, this presentation is a walkthrough each area of the employee lifecycle and identifies how organization's can develop an employee engagement framework through adaptability, relevancy, sustainability and execution. If you've realized this spells ARSE, then you've got it. Because an ARSE is the foundation for any successful relationship -- employee engagement and the employee lifecycle.
Presenting this set of slides with name - Employee Engagement Strategy Powerpoint Presentation Slides. We bring to you to the point topic specific slides with apt research and understanding. Putting forth our PPT deck comprises of thirty-eight slides. Our tailor-made Employee Engagement Strategy Powerpoint Presentation Slides editable presentation deck assists planners to segment and expounds the topic with brevity. Content and design of slides are fully editable make changes to colors, data, and fonts if needed. PPT slides are accessible in both widescreen and standard format. PowerPoint templates are compatible with Google Slides. Quick and risk-free downloading process. It can be easily converted into JPG or PDF format.
An exploration of the relationship between employee engagement and leadership, and how they might affect quality. Includes references to external sources.
[WEBINAR] Four Powerful Systems That Only The BEST Companies DeployJoe Mechlinski
Join Joe Mechlinski, CEO of SHIFT, for an interactive webinar that will reignite your culture. It features the top systems companies deploy to create magnetic, aligned, accountable, and highly engaged workplaces. https://www.shiftthework.com/systems-webinar
Filipino motivational speaker and corporate trainer, Mr. Myron Sta. Ana talks about his self-conceptualized principle in leadership and management called CONNECT™. This concept talks about the different aspects of leading that have to be connected for team management and team organization.
Great Leadership Makes a Great WorkplaceFlashPoint
In our Leadership Forum series "Great Leadership Makes a Great Workplace", we show how leaders make a difference, and how The Leadership Challenge® and the LPI, used as a leadership development tool, can enhance employee engagement in your organization. The Leadership Challenge is a leadership development resource for Executives, Manager, Emerging Leaders, - anyone with a desire to engage and inspire others. Consisting of a simple, but effective model, The Leadership Challenge develops leaders through assessment, measurement, learning, and practices. Whether taken as a 360 assessment, internal workshop, public workshop, or coaching, The Leadership Challenge helps you and your team to achieve the extraordinary. We invite you to learn more about this powerful tool. - The Sonoma Leadership Systems Team
http://sonomaleadership.com/what-is-the-leadership-challenge
Rethinking Empowerment to Create a Dynmanic TeamAndrew Cheung
Our Credo & Beliefs for Team Effectiveness
Empowered Employees & Teams
Types of Decision Making
Setting Decision-Making Boundaries
Clearly Defined Boundaries
Ideas are worth very little without a culture to guide the selection of talent and a big, bold vision to attract and unify the team. Human capital is what separates great from good companies – which is why establishing a strong culture to attract and retain the right people, while unifying them behind an inspiring vision and mission is essential to any significant venture.
The Importance of Organisational Values Webinar SlidesValuesCentre
"Everything I Have Learned About Values" is now available for purchase! The book summarizes Richard Barrett's 30-year journey to understand how values shape our decision-making. In celebration of its release, we created a three-part webinar series to explore the importance of values.
To watch a recording of this webinar, please use this link:
https://youtu.be/1GXsNm249S4
This webinar focuses on the role values play in organisational culture. Richard will share insights on:
-How do you build a high performing values-driven organization?
-Why is it important to measure your culture?
-What role do leaders play in managing culture?
For more information please visit our website:
https://valuescentre.com
Understanding key principles of leadership can make your charter school organization great in the way that matters most: ensuring that children are prepared for success in college, work and life.
The AME conference provides a forum whereby attendees can stay current with new and developing management and operational techniques. At the AME conference, you’re not just hearing about lean, you’re seeing it firsthand. One of the best features of the AME conference is that attendees have the opportunity to leave the conference venue and tour manufacturing facilities to see lean in action. We will offer more than 40 best practice tours at AME Chicago 2019.
AME Chicago 2019 will offer inspiring keynotes throughout the week--thought leaders in the areas of innovation, leadership, engagement and continuous improvement. Practitioner-to-practitioner sessions will be offered throughout the week in a variety of formats, including roundtables, in-depth panel discussions and innovative, attendee-driven content to maximize your learning experience.
AME is a nonprofit association, and the AME conference is organized by a large group of volunteers. These volunteers are passionate about helping North American manufacturers sustain success through continuous improvement practices.
2019 is the 20th Anniversary of the book "Learning to See." This presentation takes a closer look at how value stream mapping has evolved since the publication of Learning to See and how it ties in with Toyota Kata.
An AME Consortium is a group of local companies (20 +/-) that collaborate for broad, deep, accelerated lean-continuous improvement progress better, faster, and easier than they can do it alone. These dynamic practitioner-to-practitioner networks are designed to support you in accelerating your company’s journey toward excellence through:
- Plant tours rotating through the member companies
- Round-table discussions on a host company’s hot issue
- Special interest groups on a common hot issue (e.g. 5S, VSM,
pull, SCM, etc.)
- Auditor exchanges for deeper application of lean-CI practices
- Consortium strategic plan for support of companies’ lean-CI
priorities
- Shared-cost learning events
- More
Whether you're just getting into the water and starting on your lean journey or you're ready to dive into the deep end, AME San Diego 2018 has something for you.
With the theme Create Waves of Excellence, the AME San Diego 2018 International Conference will explore ways to accelerate your journey toward excellence. Come to learn from the leading and bleeding edge practices of other pioneering continuous improvement practitioners, and go home with new ideas and insights. Join us at the truly one-of-a-kind event in the manufacturing industry which includes engagement, innovation, integration, and connectivity.
Here are slides describing the process of applying for AME's Excellence Award. Deadline for Intent to Apply has been extended through February 28, 2018.
Don't miss the largest lean conference in the world. More than 2,000 attendees are expected. The AME International Conference is focused on helping those on the continuous improvement journey share, learn and grow.
Learn how to apply value stream mapping to office and services and how to adapt the tool to handle the highly variable nature of office and service processes from Drew Locher. For more information about this topic, be sure to check out our 2017 International Conference in Boston http://bit.ly/2oHMiTh
A PowerPoint presentation of an AME webinar from April 8, 2016 focusing on lean management and lean leadership.
For more information about this topic at our 2017 International Conference in Boston, visit http://bit.ly/2oHMiTh
What should a people-centric culture look like? George Saiz, current president and CEO of AME, shares insights on how you can approach that and gives examples of how employees have responded, including the development of a six pillar process to encompass the creation and sustaining of a people-centric culture. Hear how to equip your engaged employees with the tools of lean to achieve outstanding business results with examples of building A3 thinking into the DNA of the organization.
For AME leaders, how to get started discussing lean in the conference that never ends. Continue the excitement of an AME Conference in the virtual world.
What really keeps performance from slipping back? Mike Rother of the University of Michigan, and Jeff Uitenbroek from Modine Manufacturing Company suggest that the “wedge” of standardization that we’re taught will keep improvement from rolling back is a mistaken idea.
They suggest that a standard is more like a target condition, and that the only way to maintain gains is to keep improvement moving forward.
This is an issue Jeff and Mike feel the Lean community should now be talking about, and the AME LinkedIn group has first crack at discussing it. Comment here or go to LinkedIn groups and search for Association for Manufacturing Excellence.
Karen Martin, recognized expert on lean in office and administrative processes, shares instruction on applying value stream mapping to non-manufacturing organizations.
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
2. • Introductions
• Crisis in leadership
• AME vision
• Respect for people and
continuous improvement
• House of PCL
• PCL elements
• How to get more information & QA
PCL WEBINAR
3. 7 out of 10 employees are
disengaged or actively
disengaged
30% of population is engaged and inspired at work.
50% of population is not engaged.
20% of population is actively disengaged.
It is estimated that disengagement
costs the US $450 billion to
$550 billion annually.
Gallup Poll 2013 “State of the American workplace: Employee Engagement Insights for US Business Leaders.”
CRISIS IN LEADERSHIP
4. Engaged teams
• 50% fewer accidents
• 41% fewer quality defects
• 65% less turnover
• Lower healthcare costs
• 37% less absenteeism
• Come up with the most innovative ideas
• Have the most entrepreneurial energy
• Create most of the company’s new customers
• 21% higher productivity
• 22% higher profitability
• 10% higher customer satisfaction scores
Gallup Poll 2013 “State of the American workplace: Employee Engagement Insights for US Business Leaders.”
CRISIS IN LEADERSHIP
5. CRISIS IN LEADERSHIP
87% of C suite executives
recognize that disengaged
employees are the #1 threat
to their business.
To win customers
and a bigger share of the marketplace
companies must first win the hearts
and minds of their employees.
6. EMPLOYEE ENGAGEMENT
Employee engagement is a property of
the relationship between an organization
and its employees.
Highly Engaged:
Emotionally connected to the mission
and purpose of their work.
Not engaged:
Indifferent toward their jobs – or worse, outright
hate their work, supervisor and organization –
and can destroy a work unit and a business.
7. EMPLOYEE ENGAGEMENT
COMPANY EMPLOYEE
We provide a good paying
job with benefits.
We care about the health and
well being of each individual
employee. The growth,
development and success of
the individual is critically
important to the organization.
I show up to work on time and
do what they tell me to do.
Emotionally connected to
the mission and purpose of
their work.
A mutual commitment between
the company and the employee
8. WHAT CAN WE DO?
You can only provide
an environment which will
inspire people.
“The truth of the matter in business is
that you don’t do anything by yourself.
You create an atmosphere in which people
want to do their best. You don’t order anybody
to do their best. You couldn’t order Beethoven to
compose the 9th Symphony. He’s got to want
to do it. And so the head of business is
an enabler rather than a doer.”
J. Irwin Miller, CEO Cummins, Inc.
9. PEOPLE-CENTRIC
LEADERSHIP
Association for Manufacturing
Excellence, (AME), Vision:
A manufacturing renaissance driven by people-centric leadership
coupled with enterprise excellence.
People-Centric Leadership
A culture where everyday everyone goes home fulfilled by
pursuing excellence and where everybody flourishes.
Enterprise Excellence
Excellence in people, process and products through the
extended value stream, in pursuit of eliminating business waste
and creating value for customers.
11. Lean toolkit
in pursuit of
safety, quality,
cost and
delivery
Through
profound
cultural and
organizational
change
THE COUPLING OF
PEOPLE-CENTRIC
LEADERSHIP &
ENTERPRISE
EXCELLENCE
CI tools People-centric
leadership
12. RESPECT FOR PEOPLE
The House of people-centric leadership
Leader Standard Work
• Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting
• Feedback • Transparency
Alignment
Reflection
Building
Relationships
Acceptance & Inclusion Inspiration
Community &
Environmental Stewards Growing Developing Humility
FLOURISHING
Business / People / Communities
Emotional Intelligence
Trust
• Implicitly Trust
• Build Trust
13. RESPECT FOR PEOPLE
The House of people-centric leadership
Leader Standard Work
• Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting
• Feedback • Transparency
Alignment
Reflection
Building
Relationships
Acceptance & Inclusion Inspiration
Community &
Environmental Stewards Growing Developing Humility
FLOURISHING
Business / People / Communities
Emotional Intelligence
Trust
• Implicitly Trust
• Build Trust
14. VISIONING
• Ability to imagine the future.
• Craft a compelling image or picture
of the impact the organization wants to
make on the lives of its stakeholders.
• What do we value?
• Why are we doing what we do?
• Where do we want to be in 30 years?
• A great cultural vision will:
• Drive behavior in the organization.
• Make work meaningful.
• Propel people to accomplish great things.
15. RESPECT FOR PEOPLE
The House of people-centric leadership
Leader Standard Work
• Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting
• Feedback • Transparency
Alignment
Reflection
Building
Relationships
Acceptance & Inclusion Inspiration
Community &
Environmental Stewards Growing Developing Humility
FLOURISHING
Business / People / Communities
Emotional Intelligence
Trust
• Implicitly Trust
• Build Trust
16. ALIGNMENT /
GOAL SETTING
A means of translating
priorities into a plan that
is easily communicated
so that all people can
engage in meeting the
organizational goals.
18. CREATE A COMPELLING
SCORE BOARD
Employees need to see simply and visually
that the work they do makes a difference
Key points
• SMART goals
• Highly Visible
• Immediately tells if winning or losing
(celebrate or adjust to get back on track!)
What should be happening?
What is actually happening?
Gap = Problem
19. RESPECT FOR PEOPLE
The House of people-centric leadership
Leader Standard Work
• Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting
• Feedback • Transparency
Alignment
Reflection
Building
Relationships
Acceptance & Inclusion Inspiration
Community &
Environmental Stewards Growing Developing Humility
FLOURISHING
Business / People / Communities
Emotional Intelligence
Trust
• Implicitly Trust
• Build Trust
20. REFLECTIVE
LISTENING
Listening is not an innate skill. It is learned.
“Is anyone anywhere taught how to listen?
How utterly amazing is the general assumption that the
ability to listen well is a natural gift for which no training
is required. How extraordinary is the fact that no effort
is made anywhere in the educational process to help
individuals learn to listen well.” American Philosopher: Mortimer Adler
“For many of us, the opposite of talking isn’t
listening. Its waiting.” Daniel H. Pink, “To Sell is Human”
“Listening is the most helpful thing a
person can do.” Barry Wehmiller University, Communication Skills Training
When we listen, we allow people to solve
their own problems.
21. RESPECT FOR PEOPLE
The House of people-centric leadership
Leader Standard Work
• Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting
• Feedback • Transparency
Alignment
Reflection
Building
Relationships
Acceptance & Inclusion Inspiration
Community &
Environmental Stewards Growing Developing Humility
FLOURISHING
Business / People / Communities
Emotional Intelligence
Trust
• Implicitly Trust
• Build Trust
23. RESPECT FOR PEOPLE
The House of people-centric leadership
Leader Standard Work
• Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting
• Feedback • Transparency
Alignment
Reflection
Building
Relationships
Acceptance & Inclusion Inspiration
Community &
Environmental Stewards Growing Developing Humility
FLOURISHING
Business / People / Communities
Emotional Intelligence
Trust
• Implicitly Trust
• Build Trust
24. IMPLICITLY TRUST
“People are already empowered. People-centric
leaders give people the voice and authority to exercise
the empowerment they naturally have.”
David Marquet, Turn the Ship Around
“In order for people to be engaged they must have
Latitude of Control, the feeling that if the occasion requires it,
the individual involved has the necessary skills to set new
strategies to meet the ultimate goal.”
Mihaly Csikszentmihalyi, Good Business
Believe in the Goodness of People
• Relinquish control: Give people control over the
work that they do and the environment in which they work.
• Push decision making down so that decisions are
made by those closest to the information.
25. Reliability
• Deliver on commitments
Acceptance
• Accept people for who they
are and honor differences
• Other-oriented
Openness
• Be willing to hear what
others have to say
• Be honest and truthful
• Allow others to see
the real you
Congruence
• Align thoughts, feelings,
words and actions
with values
• Walk your talk
4
elements
of trust
BUILD TRUST
26. RESPECT FOR PEOPLE
The House of people-centric leadership
Leader Standard Work
• Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting
• Feedback • Transparency
Alignment
Reflection
Building
Relationships
Acceptance & Inclusion Inspiration
Community &
Environmental Stewards Growing Developing Humility
FLOURISHING
Business / People / Communities
Emotional Intelligence
Trust
• Implicitly Trust
• Build Trust
27. HUMILITY
• Personal Grounding
Be confident and secure
in your values.
• If you’re insecure,
it is difficult to be humble.
• Part of it is transparency,
which breeds accountability
because everyone can see.
28. HUMILITY
• Believe that everyone has unique
contributions/ideas
• Acknowledge mistakes/missteps
• Intentionally give away decision making
(subtle but advisory way)
• Intellectual humility –
without it you are unable to learn
“In a global marketplace where problems
are increasingly complex, no one person
will ever have all the answers.”
29. RESPECT FOR PEOPLE
The House of people-centric leadership
Leader Standard Work
• Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting
• Feedback • Transparency
Alignment
Reflection
Building
Relationships
Acceptance & Inclusion Inspiration
Community &
Environmental Stewards Growing Developing Humility
FLOURISHING
Business / People / Communities
Emotional Intelligence
Trust
• Implicitly Trust
• Build Trust
31. RESPECT FOR PEOPLE
The House of people-centric leadership
Leader Standard Work
• Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting
• Feedback • Transparency
Alignment
Reflection
Building
Relationships
Acceptance & Inclusion Inspiration
Community &
Environmental Stewards Growing Developing Humility
FLOURISHING
Business / People / Communities
Emotional Intelligence
Trust
• Implicitly Trust
• Build Trust
32. INSPIRATION
Purpose
“The two most important days in
your life are the day you are born
and the day you find out why.” Mark Twain
Optimism
“Optimism is the faith that leads to
achievement. Nothing can be done
without hope and confidence.” Helen Keller
Passion
“Passion is the genesis of genius.” Galileo
33. RESPECT FOR PEOPLE
The House of people-centric leadership
Leader Standard Work
• Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting
• Feedback • Transparency
Alignment
Reflection
Building
Relationships
Acceptance & Inclusion Inspiration
Community &
Environmental Stewards Growing Developing Humility
FLOURISHING
Business / People / Communities
Emotional Intelligence
Trust
• Implicitly Trust
• Build Trust
34. GROWTH AND
DEVELOPMENT
“You go into flow when
your highest strengths are
deployed to meet the
highest challenges that
come
your way.”
Martin E. P. Seligman,
Flourish
“Good leaders realize that
one of their main tasks is
to provide increasing
variety and challenge to
their workers to prevent
stagnation. One way to do
this is through growth of
the business itself.”
Mihaly Csikszentmihalyi,
Good Business
Engagement
Challenge
35. • Individuals drive their own path
for growth and development
• Leaders cultivate, encourage
and nurture
• Defining Goals and target conditions
• Defining business needs
• Providing “skill appropriate” challenges
• Providing variety and opportunities for
people to discover their passions and talents
• Providing flexible paths for progression
• Supporting training
• Coaching and mentoring
• Providing structure
GROWTH AND
DEVELOPMENT
“If you
want to
grow your
company,
grow your
people.”
Mark Lewis,
CEO, Woodfold
Manufacturing, Inc.
36. RESPECT FOR PEOPLE
The House of people-centric leadership
Leader Standard Work
• Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting
• Feedback • Transparency
Alignment
Reflection
Building
Relationships
Acceptance & Inclusion Inspiration
Community &
Environmental Stewards Growing Developing Humility
FLOURISHING
Business / People / Communities
Emotional Intelligence
Trust
• Implicitly Trust
• Build Trust
37. ACCEPTANCE &
INCLUSION
Employees can contribute to the success of the
company as their authentic selves, while the
organization respects and leverages their talents
and gives them a sense of connectedness.
• Better ideas vs. immediate agreement when team is homogeneous
• Great source of creativity and innovation
• When you include people, they’re naturally going to feel valued
• Keeps in touch with customer base
“When internal diversity and inclusion scores are strong,
and employees feel valued, they will serve our customers
better and we’ll be better off as an organization.”
38. RESPECT FOR PEOPLE
The House of people-centric leadership
Leader Standard Work
• Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting
• Feedback • Transparency
Alignment
Reflection
Building
Relationships
Acceptance & Inclusion Inspiration
Community &
Environmental Stewards Growing Developing Humility
FLOURISHING
Business / People / Communities
Emotional Intelligence
Trust
• Implicitly Trust
• Build Trust
39. BUILDING
RELATIONSHIPS
“I tried to establish a relationship with each new crew member.
I wanted to link our goals, so that they would see my priority of improving
the Benfold as an opportunity for them to apply their talents and give their jobs
a real purpose.”….“Something happened to me as a result of those interviews.
I came to respect my crew enormously. No longer were they nameless
bodies at which I barked orders.” Captain D. Michael Abrashoff, It’s Your Ship: Management
Techniques from the Best Damn Ship in the Navy.
Build Relationships between – employees
Warriors who understand one another and who communicate well with each
other, who are a cohesive group, who like one another and work well together,
who take advantage of differences rather than use those differences to avoid one
another, and who put themselves at risk for one another are the most likely to
survive and emerge victorious.” Martin E. P. Seligman, Flourish
Build Relationships with
each and every employee –
Everybody has a story
40. RESPECT FOR PEOPLE
The House of people-centric leadership
Leader Standard Work
• Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting
• Feedback • Transparency
Alignment
Reflection
Building
Relationships
Acceptance & Inclusion Inspiration
Community &
Environmental Stewards Growing Developing Humility
FLOURISHING
Business / People / Communities
Emotional Intelligence
Trust
• Implicitly Trust
• Build Trust
42. GOES TO GEMBA
LEADERS CHALLENGE
Role of the Leader
1) Coach and mentor employee development
2) Develop relationship with the whole individual
3) Encourage problem solving
4) Celebrate and recognize
5) Reflectively listen
6) Force reflection
7) Help team members see
Remove Obstacles
Role of the leader is to
remove systematic obstacles
that team members do not
have control over.
43. LEADER STANDARD
WORK GOES TO GEMBA
Farming looks mighty easy when your
plow is a pencil and you're 1,000 miles
from the corn field.
Check your motive!
• Treat problems like gold • Don’t hunt for things that are wrong
Show humility
• Get people to solve their own problems / part of growing and developing
Respect
• Show you care about the individual and value their contribution
Alignment
• Connect their contribution to the vision and provide positive reinforcement
44. RESPECT FOR PEOPLE
The House of people-centric leadership
Leader Standard Work
• Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting
• Feedback • Transparency
Alignment
Reflection
Building
Relationships
Acceptance & Inclusion Inspiration
Community &
Environmental Stewards Growing Developing Humility
FLOURISHING
Business / People / Communities
Emotional Intelligence
Trust
• Implicitly Trust
• Build Trust
45. REFLECTION &
SELF ASSESSMENT
Are you living the organizational
values/cultural vision?
• Continuous process of understanding and evaluating
values, goals and objectives and how congruently
behaviors and others perceptions of our behaviors match
those values, goals and objectives.
• Capacity to self adjust.
“Management has a lot to do with answers. But leadership is a
function of questions. And the first question for a leader always is:
Who do we intend to be? Not What are we going to do?
But… Who do we intend to be?” Captain D. Michael Abrashoff, It’s Your Ship:
Management Techniques from the Best Damn Ship in the Navy.
46. RESPECT FOR PEOPLE
The House of people-centric leadership
Leader Standard Work
• Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting
• Feedback • Transparency
Alignment
Reflection
Building
Relationships
Acceptance & Inclusion Inspiration
Community &
Environmental Stewards Growing Developing Humility
FLOURISHING
Business / People / Communities
Emotional Intelligence
Trust
• Implicitly Trust
• Build Trust
47. COMMUNITY &
ENVIRONMENTAL
STEWARDS
• Planet is most important business partner.
• Deep respect for the environment.
• Way they operate, design and develop products.
• Community outreach.
• Emergence of companies, that fully incorporate
a mission to make a social impact into the
company’s business objectives.
• Companies that act as good stewards take care
of the communities they touch and take care of
the planet.
48. RESPECT FOR PEOPLE
The House of people-centric leadership
Leader Standard Work
• Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting Alignment
Reflection
Building
Relationships
Acceptance & Inclusion Inspiration
Community &
Environmental Stewards Growing Developing Humility
FLOURISHING
Business / People / Communities
Emotional Intelligence Trust
50. Thank You!
Maria Elena Stopher
Lead AME PCL Team
President, Ultimate Lean Inc.
mstopher@ultimatelean.com
Cell: 240-671-6044
Lisa Weis
Co-Lead AME PCL Team
Lean Program Director, DEMEP
lweis@demep.org
Cell: 302-547-8159