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January 22, 2009

Changing of Management for Implying of Six Sigma

In order to imply Six Sigma, and to improve the competitiveness of the organization, we have to deal with the resistance brought from Six Sigma changing. For example, the resistances such as fear of unknown, habit of doing things, economic factors from individuals, and such as group inertia, structural inertia, changing of relationship (hierarchy) from organization.

Leadership plays a key role of helping management of change within an organization, which needs more than simple charisma, exhortation and the ability to motivate. Some useful leadership skill for the changing is like, leader must be congruence with the doings and sayings, to demonstrate commitment to change in everything that he/she say and do. He/she must be flexible that will readily adapt to use of new tools, will support those around them with a variety of approaches. And also, to be a leader does not always mean making the decisions but is about when and how to ask for help. In most cases, it is beneficial for the process of changing that, people are involved and being given the opportunities to develop their own solutions and understanding about change. Leader should be supportive by facilitating the group processes and coaching individuals.

Of course, the change cannot be implied without people's involvement. People in the organization are the principal enablers of change, it is important to recognize that successful change is achieved through the changing behavior of individuals and groups within the organization. It is essential to control people's emotions, motivations and behaviors for change, possibly from every individual and use the right emotions and behaviors of some people to influence others, or to influence people by organizational vision and leader setting as a role model. By and large, to deal with the resistances, the key is involvement, that people are given a real opportunity to develop their own understanding of what it means to them.

Normally in an organization, improve performance in one part ultimately has a negative effect on another part of business. For example sales team's performance improvement often conflicts against benefit of production department, purchasing department changes the nature of supply without considering the goods-inwards, and planning department improve its planning goals without considering needs of the users. So, Six Sigma is able to consider an entire process of business, lead the organization away from sub-optimization, towards looking at the whole picture and will bring a focus on the needs of the customers.

To have the process changing, choosing the right tool(s) to imply the change in the organization is crucial for a successful change. Firstly, before choosing tools, it is important to have a careful examination of the nature of situation. Using analysis tools such as Process Mapping, Culture Mapping, Allocating Cost or Benchmarking etc. to have answers to "what are the objectives" and "What are the obstacles". Once we have done this we can choose correct tools for implementation of changing.

Effective communication process is needed for overcome the resistance of change by spreading understanding and meaning. Organization must build relationships based on trust and fluent communication process to have mutual understanding about the changing. Use communication skills to effectively pass the message to people and make them accept.

In turns of the most suitable organisational structure for the changing approaches and actions it is better to havefluent communication process, flat structure with less hierarchy, and for innovative culture, which related to lessons of OPP. 


November 29, 2008

Case related to definition of leadership

Last time when I did the 20 definitions of leadership, reading those features of leadership on the excise sheet, it was the first time that leads me to have real consideration about what is leadership stand for. We can easily associate it with very common cases.

Now, consider a regular issue for Company X. As an influential leader, the CEO sets the agenda (this is about leader establishing purpose or direction): for example, five-fold revenue increases in five years. The employees voice their doubts and concerns. This CEO asks a series of questions aimed at increasing his understanding of the employees' concerns. Some of those concerns prove to be legitimate. For example, employees might be concerned as to whether or not there are plans for expanding the infrastructure along the way. Being able to use himself as a barometer of how others are feeling, the CEO senses that the opposition may also have to do with the employees not knowing why such an expansion is necessary.

Sitting back and reflecting on how he might feel if he were in his employees' shoes, the CEO goes back to them and engages in meaningful dialogue about why such an expansion is necessary. For example, perhaps he has reason to believe that without such an expansion, their organization is going to lose its independent status and will be sold. The CEO communicates those concerns and helps the employees consider what is desirable about remaining independent.

Thus, he communicates his value of service, letting his employees know that service to the organization, including his employees, is at the heart of his new vision. He also demonstrates humility by letting his employees know that he values their opinion, that there may be issues that he has not considered, that suggestions from others possibly could serve the entire organization. He therefore encourages open dialogue about how the goal can be achieved. Sensing his humility and authenticity, the employees model his behavior. They, too, communicate with their direct reports that they are interested in their employees's ideas and suggestions.

With employees who trust him, this CEO is much more likely to realize his vision.

In this case, leader thinks about the relationship between employees and leaders, he uses proper communication process to enable the followers to build their voluntary effort help the organization to achieve common goals.Becoming an influential leader is a life-long goal that requires conviction, patience, practice and dedication.


October 23, 2008

Tools of study

Today, we had a very special and exiting group meeting.

It said to be special as it is not the normal concept for meeting; we actually had it online using Skype! All of our group members attended it to have our finalization of the reports. Meanwhile, we also used the tool called Google Docs, that's an online space for us to upload our works and share to the members invited. So everyone can see it and make the correction while we were talking on the Skype. We can highlight the problem sentence and discuss about it, then correct it, as soon as the correction has been done, everyone can see it.

It is just a new way of studying; we can have a meeting sitting at home, in front of computer with efficiency. We all have very high motivation during the meeting^^. I just very excited about this, so I blog it out to share to everyone. 


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