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BB Redeployment/ Career Development

Six Sigma – iSixSigma Forums Old Forums General BB Redeployment/ Career Development

  • This topic has 18 replies, 14 voices, and was last updated 16 years ago by Viti.
Viewing 19 posts - 1 through 19 (of 19 total)
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  • #29233

    Ang
    Participant

    I am very interested to hear what other SS organisations have in place to support Black Belts return to the wider organisation after their 2 year contract is up. When does the redeployment search start, whos responsibility is it, is there an expectation of the same job as previously or at a higher level, etc. etc. All information would be appreciated.

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    #74342

    RR Kunes
    Member

    I have not seen any organization successfully re-integrate BB’s or MBB’s into their management system. It is something you must decide to love doing or not.
    The plans usually are that a Six Sigma trained manager will be a better manager, however, I have not seen statistical proof that that is factual.
    GE claims to but their claims do not hold water when you evaluate their system.

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    #74462

    Trev
    Member

    BBs in my company typically stay BBs for longer than 2 years (we’re no GE). After that position, they typically receive a promotion to something bigger and better (paying more too) if they did a good job as a BB — hey, we make mistakes in picking people to be change agents also.
    It’s the responsibility of the BB to manage her/his career. Obviously the Quality Leader has a role in making sure that people are placed according to their skill level.
    Trev

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    #74470

    Jack Richards
    Participant

    I haven’t got an answer, but I do have a question.  Does anyone have an example of a contract for BBs?

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    #74471

    mcleod
    Member

    I work for GE and can name at least 6 individuals who have completed at least a two year position as either a BB or MBB in the Six Sigma Organization and have gone on to larger management roles.  Those roles have been both sales and operations related and still require use of Six Sigma tools and techniques. 
    Depending on performance, responsibility for career path falls first to the individual then to the company leadership.

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    #74497

    Georgette
    Participant

    I have seen it successfully implemented at GE.  There is no “contract”  any more than for any other position.  If you perform an outstanding job,  within 2 years you will be assigned to a different role where you can use your Six Sigma tools to drive the improvement process in your new area.
    The goal is to ultimately have people who live by data and strategy leading every department,  every division.  If the Black Belts show in their two years that they live by data,  make improvements based on disciplined problem solving,  and take an active leadership role to show others the way,  they will be seen as a viable person in the next position.  If it takes longer to prove this,  the move will be longer.     And,  as job openings go,  the magical 2 years might not coincide with the opening for the perfect spot for this Black Belt.   
    I’ve seen this process succeed because of a very disciplined HR process and succession planning network in that company.  It has to be an HR process that all managers live by…

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    #74505

    Sinnicks
    Participant

    I have not had luck on my reintegration. I came from the outside to become a Black Belt, so I had no place to go back to. I was lead to believe and had hoped for redeployment into something I considered a promotion. Our company promotes Six Sigma as the leaders of tomorrow, but does not seem to back that up. I made a sacrafice and got my MBA at night while working full time, and would like to think I didn’t waste my time. I am opting to be laid off rather than taking a job that is 2 steps backward. I am bitter about how this was handled. Just my two cents.

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    #74506

    Jack Welch
    Participant

    I see the job rotation is possible/easier when you work for a large organization like GE, many opening and many opportunties.  But a lot of us (including lower rank belts) work in smaller companies where they are lucky to even get their old jobs back since they were filled by others.  And how about lower belts, there’s no escape for getting out of a green belt role; we become the droans of the black belt bee colony..do this, do that, do this, do that.I can become a BB but I  keep turning the “fine opportunity” down, but I like my job.  I can even do most BB tasks and do so as i need to make things happen.  But I am not giving up a job I like to put a line on my resume, and then woner where I am going to go when my assignment is done when i am doing the job for them anyway and they know it.   I guess my boss can’t take credit for my BB work unless I am a BB.  As I always say…got to love accounting practices..at least in my company.  I have to stop being so open, my boss and co-workers might recognize me! Jack

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    #74511

    Joe Schulze
    Participant

    I left a position in inventory management for a BB position with in a company. When the Six Sigma program was launched we ( the BB’s ) were told we were the future leaders. After 2 years of training, working projects and teaching there was little opportunity to move into another position. I was unhappy with the pay scale and the empty promises and looked around. Not only had I changed careers, I changed industries ( hey, a process is a process). Looking back, I guess you could say I was a future leader for another company. There is always the possibility that you will have to make your own road, it may not be offered to you.
     
     

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    #74519

    Heebeegeebee BB
    Participant

    Mark,
    The same thing happened at Honeywell.   Per mgmt, the bb’s were hi-pots that would be reintegrated into leadership roles.   Well, with the  Failed GE merger due to the abysmal leadership of Mike Bonsignore, the BB’s were literally told: “you need to go find yourself a landing spot” and were told to fend for themselves and find a position before the new year, regardless of how much the BB had accomplished, or how much $ (hard savings) were acheived.   Also they were told that Corporate would offer no assistance in reintegrating the BB’s.
    The result:   A mass exodus from that sinking ship.
     

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    #74546

    Annonymous
    Participant

    Peter – The process for re-integrating BB (no MBBs’ have yet been rotated out) in my organization is exactly as good and as bad as the process for any sort of transfer or developmental move in this organization.  The most important variable is if you can  find a place you want to go that wants you enough to promote you.  Then you go, once you’re either certified as a BB or timed out of the 6 Sigma program after 2 years. (Project selection & scoping were SO bad near the beginning of the program that a number of people have not been able to finish the 2 projects needed to certify in 2 years.)  In the absence of such good fortune, or if they want you but not enough for promotion, you have to get the group you came from to “release” you. That’s because they didn’t backfill for any BB’s.  They have claimed that, after 2005, having done the BB training, at least, will be required for promotion to management.  I haven’t seen that repeated lately, but…. 
    The major way they have been retaining people who are quite good at 6 Sigma is to appoint them as Master Black Belts after 18 – 36 months.  From there, we haven’t had long enough to see what happens, though 2 (of 12 or so) MBBs in my “division” currently hold simultaneous appointments as middle-managers. In fairness, one of them was already a middle manager when he took the BB training (he was in my class, so I know) and it was the MBB that was an added title for him.
    In other organizations (ones where the HR group has not so completely abdicated ) these things are actually done with reference to all openings in at least a geographic region, and there is detailed transition, succession, and career path planning done for everyone.  In organizations like that, it works much better (Georgette, I beleive, mentioned being form one of those.).  I’d be interested if anyone can specify (from the inside) an orgnaization where that seems to them to be happening. 

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    #74565

    Allen F
    Participant

    Ex-BBs do not necessarily get roles that are stimulating enough, this is something that some six sigma organizations have not managed to create. I have seen people that get selected for Six Sigma assignments being overtaken by peers that failed to make the cut. To sum all this up 
    1) Organizations should plan better with regards to redeploying BBs to bigger and better roles, if SS is the way to go , then backfill future Leadership roles with BBs . “Reward desired skills & behaviors”
    2) Make sure that the best talent in your organization doesn’t get sucked into a time-bound BB program when bigger growth is anticipated elsewhere. Otherwise your BBs are going to be a frustrated lot while you have second rung players vying for the big positions.
     

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    #74572

    Sinnicks
    Participant

    The exodus is happening here as well. I don’t personally know of any Black Belt that has received a promotion. Most either take a job just to have a job, like go back to their old job or simply leave. This is a known problem here, but I don’t see much being done about it. The industry is downsizing as a whole and I’m sure that is playing here as well.
    I saw a quote somewhere here that said something to the effect that the most companies Six Sigma programs are training the Future Leaders of OTHER companies. I can identify with that.

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    #74584

    Jack Welch
    Participant

    I am sure that by many of my post you know I am a simple person.  I try to reason out problems and I have one I can’t just understand in my soft mellon brain so I would appreciate your input.
    I have read that BBs are redeployed after a 2 years stint, or in some cases thay have to go find jobs someplace else.  If problems keep reoccuring and S6 statical tools are used to solve the new problems businesses have why rotate people in and out.  You don’t need fresh people to solve new problems, just new problems to be solved by the old people using tried and true statical measurements.  If you have BBs in your organization then why make it a costly requirement to have all manager’s trained…you only need their buy-in of 6S.
    Why not a 4 or 6 year term or more as a BB as a cost savings?  I have to swear that the 2 year BB rotataion stuff is a the basics of  the 6S consulting cottage industry, in other words..its a moneymaker for fat cat consultants.  

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    #74588

    Sinnicks
    Participant

    Ideally you do not put new people through Six Sigma Black Belt training, more experienced resources should be targeted.
    In my opinion new people are the wrong choice, I can say this from experience. I was brought in from the outside to be a Black Belt and paid a price. I had to learn Six Sigma, a new company, gain respect and peddle influence almost immediately. Add to my own inexperience virtually no exposure to experienced Black Belts, no Master Black Belt and a new Champion and it boils down to a painful learning curve.
    I think Six Sigma is an excellent tool and should be given to more experienced resources. Statistics is only the tip of the iceberg for Six Sigma, it is more of a philosophy than simply statistics.
    I guess what I am trying to say is you should teach old dogs new tricks.

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    #74625

    Jack Welch
    Participant

    Based upon the thread did anyone read the classifies over the week end to look for a new job?  Did anyone get any good job offers lately due to being a 6S guru or supporter?

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    #74955

    Matt Rust
    Participant

    Here is what I don’t understand.  In my annual review, I asked my superiors (Manager and MBB) what they thought my next step would be, and both of them told me that it would probably be a job for which I was qualified BEFORE becoming a BB.  This makes no sense.

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    #75041

    Annonymous
    Participant

    I was definately looking, and am now looking harder.  But since I also am looking for decent work/life balance (ie. not more than 50 hours a week including travel/commuting time), and am unlikely to relocate (trailing spouse, 3 kids, family is almost all local), it will probably be a long look.
    And yes, one of the places I’m looking is on the Jobs portion of this site.
     
     

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    #132330

    Viti
    Participant

    I know plenty that have gone back to the same jobs they had prior to Six Sigma.
    On another note:
    I am fairly new to Six Sigma and I am looking for a few simple things I can do as part of a group of belts that all work on our own individual projects around Mastering New Skills (over and above SS), Maximizing my SS exposure and Exceeding SS Metrics.
    Do you have any suggestions that I can use for my performance review.
    Thanks.
    Jane

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