Silent Workshop

I have always thought the toughest parts of DMAIC are I(mprove) & C(ontrol). One of the reasons for this is that to deliver a sustainable solution means asking people to change. The opportunity to resist change and revert to status-quo being one of the challenges faced.

What early indicator can you use to measure if your solution will be accepted by people? You can ask for sign-off or verbal approval. I find this never really gets to the core issues that people may have with a solution. They provided sign-off but will be only to happy to revert back to original process when you are gone. They may not have really bought-in to the change.

Try this simple approach. When you run workshops to socialise the solution you are bound to get questions, “Yes but what if this happens”, “Have you considered this”, “What about this situation”. These challenge you to have answers that work and it is likely you won’t have them for all the questions.

Here is a measure you can use to determine if your solution will truly be accepted & sustainable:

Our customer workshops no long generate questions we can’t answer

Just keep doing them till you have no more show-stoppers or unanswerable questions. Happy Christmas!

Comments 2

  1. michael cardus

    I agree I & C are challenging this is why DMA are in front.
    Once you have explored the measurement and explored the results an understanding of the relevance of the project is understood.
    Is learning programs for the Improve and control individuals have to have an understanding of the relevance to their products lives and work. The clearer and more thoughtful (critically) one is in the Definition (which can be seen the purpose) then the improve and control take place.
    It will not stick until the purpose is defined.

  2. Robin Barnwell

    Hello Michael

    Agreed, without a defined purpose you are left wondering what to address!

    There can be issues about the juxtapostion between the problem statement that is customer focussed and the typical improvement that is employee focussed. Sure the improvement may benefit the customer but "whats in it for me" from an employee sense?

    There is lots and lots of discussion that can happen regarding this. This is one way of selling the benefits to change.


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