Category Archives: Markets

When the answer is Small Data

Big Data is advertised as the secret to unlocking actionable intelligence. Collecting and sifting through vast amounts of data finds the patterns that change everything. But is elusive ‘data in combination’ the answer that we should expect from analytics? Not necessarily.

More and more often, crunching large amounts of data gets to the opposite result: The answer to many questions is found in far less data than expected. Looking at what’s being answered by large-scale analytics today, the patterns that are emerging often show surprising results like:

  • A clothing retailer discovers that fit matters more than color, or vice versa
  • A wine recommendation engine proves that color matters more than most other attributes, but only when a customer is an occasional wine drinker
  • Only the three most recent transactions show a customer’s preferences and not their composite shopping history

Does that mean that Big Data itself is an overreaching goal for organizations? No. To understand that few factors matter, large data sets need to be created and analyzed. A Small Data answer still requires validation through data that often has velocity, volume and variety. Knowing for sure that Small Data is the answer is just as tricky, and maybe more so.

If we’re not careful, assuming complexity can blind us to the fact that simplicity is the real answer.

The key to today’s Big Data capabilities is to have an open mind and be ready for the answer that you don’t expect.

Intervention While The Patient Is Still Healthy

The following was first published on The TIBCO Blog.

In a previous article, Healthcare: You can’t improve what you can’t measure, we took a look at the Toyota Production System in Healthcare.

Going beyond Lean and TPS,  new-to-healthcare technology brings significant disruption to the traditional healthcare technology market for one simple reason, laid out in a recent article in TechCrunch, Money Ball for Medicine – Business Models for Healthcare: “By definition, the legacy HealthIT vendors have optimized their solutions around the legacy reimbursement and delivery models that have created the hyperinflation in healthcare crushing family, business, and government budgets.”

Lean and Six Sigma techniques, data analytics, business events and process technology will be used to break the reimbursement model and its attendant software norms.

This is a veritable sea change. What was locked into paper records is now being captured for the first time in electronic medical records (EMRs). By itself, this is simply shifting from paper to an electronic record. That won’t be enough. Smart healthcare will go further and manage many data sources simultaneously. It will be able to sort through this new avalanche of data to find the information, often a combination of data from multiple systems, which can predict problems and allow for intervention before an expensive crisis occurs. This borrows from the way banks detect credit card fraud and is easily applied to avoiding healthcare mistakes and intervening early.

Digital technology also underpins the collaboration necessary for cross-network accountable care described by Seattle Children’s Dr. Jeffries in Healthcare, You Can’t Improve What You Don’t Measure. The rise of social media means that what has progressed from paper to fax to email is now moving to enterprise social networks as the most secure and effective way to draw together the patient and a network of healthcare providers, or to connect health insurance to healthcare delivery. While reform was designed to reward cooperation, Medicare, Medicaid and insurers have the power to incent this to continue, even without legislation.

As Dr. Howard Landa, Chief Medical Information Officer at Alameda County Medical Center, and Association of Medical Directors of Information Systems President calls it, “…looking at the entire population and their health rather than focusing on the provision of clinical care.” Landa forecasts that, “…clinical decision support will extend beyond alerts and reminders to presenting information in a more efficient, timely and usable manner so that we can do the right things with the right information in the right moments that matter.”

Beyond technology, there have historically been limited methods for advances in process, treatment or technology in one healthcare organization to be readily compared, understood, and adopted elsewhere. Analytics performed for both improvement projects and patient care need to be “attached” to standardized healthcare work. This has been done in other industries through the use of frameworks like ITIL for information technology, SCOR for supply chain management and APQC’s PCF for enterprise-level process management. A healthcare framework is the key ingredient for communication. Responding to this, the latest requirements put out by the Federal Government’s National Coordinator, Dr. Farzad Mostashari, make it clear that collaboration must be available across organizational boundaries.

“The framework opens the door to process improvement, a structure for social conversations, and managing metrics and events. The organizations that understand this will be the leaders of the future,” says APQC’s Executive Director of Research Services Ron Webb. Webb is actively engaging healthcare professionals to bring about such a framework.

All of these changes go far beyond legislated reform and relate more to the healthcare dynamics that, as Dr. Landa says, “…are driven by an aging population, provider shortages and a burning need to align payment with quality.” Digitization is the reality of healthcare that has little to do with politics.

Healthcare, your process is your product

Processes are how work gets done. They are a series of activities that convert an input into an output for the customer or next stage of work. Healthcare is fundamentally a service industry with processes as its product. Because efficiency has never mattered in a fee-for-service world, healthcare is overripe with opportunities to innovate.

Innovation through rigor

Most people think of innovation in terms of products:  Apple, Google, etc. We always hear about those game changing product launches that corner a market. While there are still plenty of innovations to be had for new treatment modalities and groundbreaking therapies, healthcare organizations are primed and ready to see major shifts in organizational performance by innovating their processes. What we, at APQC, refer to as innovation through rigor.

Some of the best representations of these principles come from the Toyota Production Systems (TPS), or the Toyota Way. The basic principles of TPS go to the core of what healthcare has purported for years and drive straight to the center of why many healthcare organization were created in the first place. The principles of TPS are:

  • Continuous improvement
  • Respect for people
  • A long-term philosophy
  • Belief the right process will produce the right result
  • Developing your people and your partners adds value to the organization
  • Continuously solving root problems drives organizational learning

When I read through this list, I am amazed at the parallels I see to the mission and purpose of the healthcare organizations I’ve been a part of over the last 20 years. Why, then, is there a disconnect between most healthcare organizations and the concepts of continuous process improvement.

Binary focus

It comes down to a singular, binary focus of many organizations. Healthcare organizations tend to focus all their energy serving the patient. Now, before you lambast me, let me explain.

I’m NOT promoting that the patient shouldn’t be a key focus of any healthcare organization…far from it. It should be the central focus; it is why you the organization was created. I’ve found that some healthcare organizations (and many non-healthcare organizations) take on a hero’s mentality to serve the patient at all costs, which ultimately leads to very convoluted and at times unsuccessful approaches to serving patients. The exact opposite of what they have intended.

Instead of thinking about how to treat THIS patient the right way, the organizations innovating through process are figuring out how the treat ALL patients the right way. Thus creating an organization innovating patient care through the way they work with patients, not just the technology, treatment, or modalities they apply to a single patient.

Falling short

When I look at the principles of process innovation noted above, I think healthcare respects people, does focus on long-term solutions, and focuses on developing people. I think they tend to fall short on their continuous improvement focus, focusing on how they work vs. who they work on, and stepping back to understand and solving their root process problems.

We’re already seeing examples of the use of continuous process improvement and process innovation within healthcare at organizations like Virginia Mason, ThedaCare, and others. They are able to apply these process innovation principles to impact the real outcome for all patients, showing us all that it isn’t an either/or problem. Stronger, more innovative processes will result in better patient outcomes, better financials, better HCAHPS scores, or whatever process outcome you choose to measure. The key is taking a more holistic, process approach vs. a binary vies creating tradeoffs between the care of patients and other outcomes such as financials or patient satisfaction. That is not a place any organization wants to find itself.

Urgency, leadership, vision and culture…does Healthcare have this?

Hearing Virginia Mason Health System’s CEO, Dr. Gary Kaplan, speak today at the WCBF Lean Six Sigma Healthcare Summit makes it quickly clear why Lean is the growing undercurrent for a move to accountable healthcare. Virginia Mason was in trouble in 2000 and losing money, its best people, and potentially, their vision.

The clues were found across the organization from publicized mistakes to low worker morale. Virginia Mason had strong indicators that poor quality was catching up not only with an industry that consistently registers a 3% error rate, but with their healthcare network in particular. But what do you do in a system that is in decline because the system is failing not just patients, but doctors and nurses, too?

They needed a leadership change…and even more importantly, a new management system.

Culture change

They had the benefit of being a neighbor to Boeing, where Lean and the Toyota Production System were being used to make remarkable progress in bringing the time to produce aircraft down to less than half while increasing quality. Mistake-proof processes done in standard ways were Boeing’s answer and Virginia Mason suspected that healthcare needed a similar solution. They needed to standardize work and become a more efficient, safer organization.

But to get there required a tectonic shift. Nothing could change until the organization and its physician leadership understood that the real customer of healthcare was not, in brutal reality, the patient, but the doctors and senior staff who make up the care system. Kaplan gives evidence that everyone can understand: The number of discharges on the weekend, which drop significantly as the 5-day-per-week medical staff sets the release rules, which mean “if not Friday, then Monday.” If that isn’t staff-centric, what is?

Virginia Mason developed a plan that put the patient at the top of a pyramid of supporting concepts that include vision, mission, values, strategies and foundational elements. All of this sits atop the production systems (the base layer of the pyramid): Vision and values first, systems later.

The Compact

But change comes slowly, especially when the people involved are some of the smartest and best educated in the marketplace. Doctors aren’t ‘raised’ in a culture of collaboration or shared vision. The Hippocratic Oath doesn’t say much about leadership. A physician-centered world view prevailed in a ‘Traditional Compact‘ of protection, autonomy and entitlement. It had to switch to the needs of society, competition, and the organization’s strengths. They had to create the Virginia Mason Medical Center Physician Compact. This new system of ‘gives’ and ‘gets’ was foundational to change.

The results are dramatic and industry leading. Virginia Mason Medical Center is the post child for excellent healthcare, patient satisfaction, and staff engagement.

Seeing is believing

Kaplan is about to embark on his 13th trip to Japan. Seeing is believing and they’ve learned that organizational buy-in is everything. These trips are a key part of how they change culture in the organization. Staff see standard work in action and its remarkable results. But does a process focus stamp out positive change in the organization? Kaplan answers that age-old process challenge with, “Without standard work, there can be no creativity and innovation.”

Accountable healthcare: Can ya get there from here?

Today is Day 1 of the WCBF Annual Lean Six Sigma and Process Excellence in Healthcare Summit.  This isn’t a new organization nor is Lean or Six Sigma a new discipline. There are things, however, that are on the horizon that make this a very important place to be at this moment in the US healthcare saga.

Accountable healthcare is coming. There’s simply no way we will continue to throw money at a system that doesn’t have accountability to the patient, payer or society. Yes, there are three customers of healthcare, each with a different agenda, each just as important in the healthcare story. If we can’t serve two masters…how will we serve three?  Getting to accountable care won’t be easy.

Learning curve

Humans have to go through a process to get to what works. The question becomes, “How much can that learning curve be accelerated?” At ThedaCare in Wisconsin, they’ve made a remarkable journey in Lean healthcare but it has taken twelve years. They’re ready to be accountable as quickly as the market asks them too, but does our system have the time and patience to wait twelve more years to be in ThedaCare’s position?

At Kaiser Permanente, the Health Maintenance Organization model is now two decades old and providing evidence that accountable care exists on a large scale, but they built an organization from the ground up around this model. The rest of industry obviously can’t start over or from the ground up.

Roadmap to accountability

What healthcare needs is a roadmap. That roadmap needs to be in the form of a process framework that helps us to get from here to where healthcare needs to be. A framework isn’t a new idea…it has been around in other industries for a while and has a long-standing reputation for accomplishing the following:

  • Standardizing the language of accountability
  • Defining a target future state for new services
  • Allowing for gap analysis and prioritization
  • Defining touch points for the accountable network
  • Providing a place to ‘hang’ metrics
  • Defining the way jobs are restructured and redesigned
  • Benchmarking in an apples-to-apples way between organizations
  • Tackling waste and inefficiency so that ACO ‘works’
  • Keeping compliance intact through organizational seismic shifts
This roadmap can be adopted in part or whole, and can be initially overlaid as a reference model before it becomes an operational one. Most importantly, we need to get started on this model before everyone is forced to reinvent the wheel

Moving at the speed of software

The following was first published on Call IT Anything.

Your company, regardless of industry, is now controlled by software.

People are still the underlying foundation of any company, but the best people can be no better than the software they use to perform their jobs.  You can only move and adapt as fast as your software can move and adapt.

Likewise, if you are building bricks and mortar facilities, they too must be adaptable to the changes in business models that are being driven by the Speed of Software.  In other words, heavy investments in bricks and mortar can inhibit the ability of a company or industry from leveraging the benefits of delivering their products and services through rapidly adaptable software.

Building barriers?

I was touring a healthcare organization recently that is building a beautiful new “Cardiology Services Tower” in anticipation of the aging baby boomers and their needs.  The thought that kept running through my mind as I reviewed the plans:  You are building an enormously expensive structure here that will last at least 40-years, but is based upon the old way delivering healthcare, including the relatively new and already outdated notion that a hospital should be a 5-star resort.

Agility

The future of all industries is defined by software, not bricks and mortar.  Don’t buy software that can’t adapt, and don’t build buildings that paint you into a corner and that can’t leverage the Speed of Software.

Healthcare: You Can’t Improve What You Can’t Measure

The following was first published on The TIBCO Blog.

As shown in Healthcare Reform That Can’t Be Stopped, the Toyota Production System has found a home in healthcare. The Wisconsin-based TPS pioneer, ThedaCare, has been employing Toyota’s industrial efficiency principles in its hospitals to great effect for more than 10 years. Thedacare is now seeing great interest from other organizations, as the healthcare industry moves to reap the rewards of its move to digitize information. So much interest, in fact, that it has created the ThedaCare Center for Healthcare Value to help other organizations realize the promise of continuous performance improvement. Its head, former ThedaCare CEO Dr. John Toussaint, doesn’t mince words when he talks about what’s bringing all those organizations to his door — and it’s not federal legislation.

“Healthcare performance was and still is unreliable,” he says flatly. “Those who are honest about what they’re doing recognize that. Twelve years ago, ThedaCare compared manufacturing and healthcare quality and found healthcare to be far worse: 90,000 to 100,000 defects per million opportunities [versus the three defects per million norm in manufacturing]. That’s quite frankly still how U.S. healthcare performs. A 2010 HHS Study said we were killing 15,000 Medicare patients per month with medical errors. The NIH’s Crossing the Quality Chasm in 1999 showed the same thing. When you peel back the onion, we’re doing really lousy; maybe it has even gotten worse. Those of us who have been in the business of quality improvement have been trying to understand why that is and implement processes to change that.”

As proof of the effectiveness of its data-driven reform efforts, Dr. Toussaint points out that ThedaCare’s Collaborative Care has reduced medication reconciliation errors — that is, errors from incorrect or conflicting orders for medications — to zero and maintained that number for four years. Toussaint also points out that their published thirty-day readmission rate of under 9% is less than half the national average.

Whether reform is repealed or not, Toussaint says, “The reform initiatives in the private sector have already begun and there’s no going back because there just isn’t any money left. Healthcare delivery organizations are going to learn to live with less revenue. We have big problems that won’t be solved by throwing more money at them. We can either cut the healthcare workforce by percent while reducing quality or we can use data and a proven methodology to make it less expensive and maintain quality. This transcends whatever happens in Washington.”

Does the Toyota method work in smaller, specialty healthcare? Seattle Children’s has been focused on the need to reduce variation in care. Dr. Howard Jeffries is the Medical Director of Continuous Performance Improvement and a practicing cardiac intensivist. He believes that regardless of the outcome in Washington, hospitals will be required to assume risk in the form of bundled payments models where both government and commercial insurers will pay a fixed amount for a specific treatment cycle. “The only way to survive is to predict cost. We can’t negotiate these rates until we know what our costs are, so our goal is to reduce variation as much as we can.”

Jeffries states that Seattle Children’s wants the only variation in process to be around the patient’s response to treatment. “What’s unique about us is that other care providers are trying to standardize as much as they can around the patient visit in peripheral ways, but we’re standardizing what we’re doing when we’re making clinical decisions for seeing a patient. We’re also looking at standardizing all other aspects of care from how you move through the system to what types of medication you’ll receive, including discharge and follow-up visits.”

Jeffries’ data-focused approach has the goal of standardizing care for 50% of Seattle Children’s patients within five years, up from the current 18%, but far higher than the 8% they discovered when they started one year ago, a number very common in the industry. They’ll need to tackle increasingly challenging care paths as the laws of diminishing returns kick in.

Asked how they create standards and reduce variation, Dr. Jeffries says, “We talk about it a lot, about the goals and why doctors practice. Are you a doctor to do what you want or to provide good care to your patients? The only way you can know is to measure and to have a standardized practice. If you don’t have a standard practice, anything you do differently is just noise.”

Dr. Jeffries also expects the rise of the Accountable Care Organization (ACO) where healthcare will be paid a fixed amount to manage a population of patients, including their outpatient needs. “This will require efficient networks of providers working with tight collaboration toward a common goal.”

Up next: Intervention While The Patient Is Still Healthy

Shifting Finance from controlling to improving

The following was first published on the Harvard Business Review.

It’s difficult to get senior executives who have been successful managing a particular way to realize that they need to change their approach. Yet this is exactly the challenge facing leaders of the finance function who are asked to help their organization improve the way that work is done. As finance shifts its focus from controlling costs to advising managers on improvement activities, CFOs must change their thinking and behaviors.

Consider for example CFO Ric Magnuson of Group Health Cooperative, a nonprofit health care system in Seattle with 10,000 employees, who started out as a skeptic on the process improvement activities his company launched in 2008. He had not been exposed to the approach his company chose (“Lean”), and all the tools and concepts were new to him. “I didn’t get it. I saw a lot of money being spent. I was against it.” But along the way he switched from being a skeptic to being an advocate. He gives credit to mentors who helped him. “We had Orry Fiume (one of the founders of “Lean Accounting”) come in a couple times. (Lean Accounting redesigns a company’s performance measurement system so that it encourages continuous improvement.) I got a mentor (“Lean Sensei”) who became my shadow, 40% of their time through the first seven months, helping me through. Then I became an advocate. I had to throw out 25 years of learning. Getting the CFO on board is key. Now I know that.”

CFO Tim Olson of ThedaCare, a healthcare system in Wisconsin, went through a similar conversion. “Before I came to healthcare, I was at a manufacturing company and a trucking company. There it was all about the shareholder. It was about handling ups and downs in the economy, including laying off employees. The culture here at ThedaCare is different. People are treated with respect. I’ve learned to balance customers, quality and safety, people, and cost. Even though when I get up and talk, because it’s my role, I talk about finance, I’m always thinking about the impact on customers, quality and safety, and employees as well.”

How did the finance function at Group Health, ThedaCare and others make the transition from business policeman — focused on oversight, surveillance and compliance — to coach and adviser on improvement activities? In four main ways:

  1. Provide information managers and the front line can use. Most accounting information is prepared by finance for external use. Internally, finance typically facilitates centralized goal setting and then drives financial targets down into departmental plans and budgets. However, to support improvement, financial information needs to be presented in simple terms that everyone, especially frontline workers, can understand and use. For example, as described in the book Real Numbers, CFO Jean Cunningham revised the reporting at her manufacturing company, replacing accounting code words like “variances” and “ROI” with simple language so that everyone could participate in monthly reviews of operations. Finance became a coach and educator on the financial view of the organization and helped manage improvement activities.
  2. Balance the financial view with customer and employee views: While speaking for the financial (shareholder) view, finance should always keep the employee, customer, and quality views in mind. For example, at ThedaCare they use a triangle to think about the benefits of improvements. At the center is the customer. On the three points of the triangle are safety/quality, employee engagement, and financial stewardship. They try to impact all positively with any change they make.
  3. Streamline financial processes to focus on improvement. As I described in my last post “Stop Budgeting, Start Improving,” ThedaCare and Group Health eliminated their budgeting processes and replaced them with rolling quarterly reviews. Many other companies, such as Boeing and Parker Hannifin (a $12 billion manufacturer of motion and control technologies), have adopted similar approaches that reduce time spent on budgets (and other bookkeeping and accounting activities) and engage cross-functional teams in discussions of improvement activities. (For more on the Boeing and Parker Hannafin stories, you can see webinars at BMA, Inc.)
  4. Get help. Both Group Health and ThedaCare had advisers work with them who had been through a finance transformation. CFO Ric Magnuson had a personal coach working with him for seven months.

Having grown up with a mission of controlling the expenses of the organization, measuring performance, complying with regulations, and focusing the organization on shareholder value, CFOs need to unlearn command-and-control thinking before they can learn how to help lead improvement. They need to develop their ability to see the way to profit through improvement activities, not through manipulating financial quantities. The best way to do this is to get out of the stands — keeping score — and onto the playing field — helping improve operations.

Question: Have you seen CFOs and finance organizations shift their time and activities from controlling to improving operations?

Disruption: the Facebook and Big Data conspiracy

Facebook goes far beyond a social networking site. It has become the single best identity management service on the planet. Want to leave a comment on TechCrunch? You need to sign in with Facebook, not through LinkedIn or any professional presence. That may seem counterintuitive but the new Web works not on how we market ourselves, but how we’re marketed to. Giving you a platform isn’t about letting you speak, but collecting info to assist in marketing to you. Ouch.

It was pointed out in a recent Forbes article (Hulu To Users: Connect Your Facebook Account Or No Social For Youthat if you want to have a social presence on Hulu you now need to sign in through Facebook first. Why would Hulu take the risk of upsetting their non-Facebook customers? Because they recognize that outsourcing identity management to Facebook has much better returns than trying to build that critical information themselves, user-by-user. Facebook is their marketing database.

Acceleration

This will be an accelerating trend. Facebook is the undisputed social backbone of the Internet. That makes Facebook the best (and getting better) marketing database for the world and has more data on more people than anyone thought possible.

Why does this matter? 100 years ago marketers advertised in a newspaper or magazine because, 1) they thought it had the right demographic that might be looking for the item they were selling, or, 2) the ad would be recalled in the right moment to affect a purchase. Television followed the identical pattern. Reaching a customer just once in a while was as good as it got. That massively inefficient model is being massively disrupted.

Data, Big Data and Efficiency

New Marketing is about efficiency. Getting to an efficient response requires great data before an offer is made. That in turn means complexity needs to happen behind the scenes with heavy reliance on data analytics (Big Data) atop as much relevant data (like Facebook) as possible. The result is the right offer to the right person in the right moment for a decision.

This is the polar opposite of the traditional marketing message which relies upon simplicity and repetition and is directed most often at the wrong person at the wrong time and in the wrong context.  Traditional marketing suffers from scarcity of complexity (data and analytics) and relies instead on massively prolific messaging: The jingle, the mascot, the tag line (“Where’s the beef?”). Pollute the public’s mind often and long enough and they’ll be compelled to buy your product.

There will still be a place for polluting the public’s mind, rest assured, but the one-way channels that support those messages (radio, television and newspapers) are going the way of the dinosaurs…and it accelerated as soon as the Web went mobile. It is only a matter of time before the bi-directional nature of the Internet takes over. Congratulations, Facebook, on figuring that out quite a while back.


How Toyota pulls improvement from the front line

The following first appeared on the Harvard Business Review.

Toyota is famous for its Toyota Production System, an approach that effectively engages front-line workers in improving their work. As I argued in a recent post, “pulling” improvement from the front line is critical to continually improve operations, and Toyota does it very well. Companies that “push” work improvements from the top usually generate tepid front-line enthusiasm. Despite some missteps in the last couple of years, Toyota’s ascent to the top of the auto industry has been for one reason: quality. And a big reason for its unrivaled quality is worker participation in process improvement. A platitude? Hardly. The company implements an average of nine ideas per employee per year, as described in Chuck Yorke and Norman Bodek’s book All You Gotta Do Is Ask.

Context, management processes and people

How does Toyota do it? There are three essential elements: context, management processes, and people.

The context is crucial: Constant improvement is part of everyone’s job description. Toyota’s culture encourages front-line workers to suggest local improvements and help make them. Management has established a relationship of mutual trust and respect with the workforce. Managers and workers can make improvement part of their jobs without fear because streamlining work won’t eliminate their jobs. Workers make suggestions out of a sense of pride in improving work conditions, and out of a sense of togetherness. Toyota nurtures camaraderie through lots of group bonding activities. In most cases, the firm rewards the team that came up with the improvement, not the individual. Unlike most companies I’ve seen, Toyota doesn’t separate top management from the field with suggestion boxes. Senior managers go to the front line and listen, which shows respect to those far from the executive suite. That energizes workers.

How work improvements work their way up the organization chart isn’t happenstance. Toyota has explicit management processes for it. Toyota defines standard procedures for how to execute work as a baseline for improvement and to ensure organizational goals are implanted in the front lines, where the real work of the organization takes place. When front-line workers spot a work problem, they have a clear way to suggest improvements. Their idea goes through a quality circle of peer workers, which then must be approved by their manager. Upper-level managers view the ideas, then take action. This is a bottom-up, not top down, system.

The last reason this works at Toyota is because of the roles and skills of the people. Front-line workers know the true meaning and value of each standard procedure — not only in theory. They have the skills and knowledge to solve problems and an end-to-end process perspective. The supervisors are pivotal in developing these competencies. They check and confirm that the standard procedures have been put in place and that workers are following them exactly. Supervisors can improve processes through coaching, questioning (not ordering), and making front-line workers think and take responsibility. Managers (supervisors, managers, directors, and above) motivate workers by meeting with them to communicate the corporate vision.

Would Toyota’s approach work at your organization? Not easily.

Most organizations I’ve seen would find Toyota’s approach difficult to digest. Their context doesn’t allow work improvement to be part of everyone’s job. The workers are too busy doing the day-to-day work, so they don’t have the time to suggest improvements. Managers are skeptical that workers will do what’s best for the company and not just for them. That attitude obstructs any serious initiative to solicit worker feedback. The mindset is that managers have all the answers and their jobs are to dictate them — not to learn from workers. These beliefs run very deep in most organizations I’ve seen. They are not easily changed.

The management processes of these companies don’t support bottom-up improvement. Work isn’t standardized (standards may be written down, but aren’t followed consistently), and formal suggestion systems (e.g., quality circles) are rare.

Lastly, the roles and skills of the people aren’t conducive to change coming from the bottom of the hierarchy. Supervisors don’t make sure workers follow consistent standards. They dole out work but don’t have time or expectations that they should improve the way the work is done. They move frequently to new assignments, and they manage by the numbers, not by the process. Without knowledge of the work, they can’t coach effectively. They don’t know what the optimal process is. They can’t ask probing questions. They don’t have the confidence to say they don’t know; they got to where they are because they had the answers.

If you want continual process improvements by engaging the front line but aren’t ready to adopt Toyota’s revolutionary approach, is there another way? In another post, I’ll share stories of other organizations that have turned up the dial of front-line engagement. As I mentioned in a previous post, you need to be careful in trying to emulate others’ successes. Just because it works at Toyota doesn’t mean it will work elsewhere. The art is knowing how to take pieces from others’ successes and create your own.

Question: What approaches for engaging front-line workers in improvement activities have you seen produce results?