iSixSigma

Do business generalists make the best SSBB?

Six Sigma – iSixSigma Forums Old Forums General Do business generalists make the best SSBB?

Viewing 30 posts - 1 through 30 (of 30 total)
  • Author
    Posts
  • #38441

    Laser Ed
    Participant

    For debate:SSBBs are most likely to be generalists, people who have had a variety of different experience in their work careers. Would you say that is true or not?Laser Ed

    0
    #114989

    Joe BB
    Participant

    The best black belts are outgoing, creative thinkers who are not afraid of hard work. They inspire trust in those arond them, and motivate people to do more than just “show up for work:”.

    0
    #114995

    Mikel
    Member

    Nonsense, where is your data?

    0
    #115006

    Joe BB
    Participant

    Are you talking to me? I merely stated my opinion…there are bigger fires out there, go fight them.
    Joe BB

    0
    #115007

    Mikel
    Member

    Yes I am talking to you. You stated this as a fact, not an opinion. Your opinion is wrong.
    The part that is wrong is the part about the outgoing – not a requirement, and not an asset in being a change agent.
    The question about the generalist is correct. Specialist are not as good a change agent as a generalist. And yes I do have data. I can describe the attributes of the “ideal”  change agent and I have several thousand data points and a verifiable measurement tool.
    Go fight your bigger fires and be clear when stating opinions – you are Joe BB afterall.

    0
    #115009

    faceman
    Participant

    Stan,
    I would be interested in seeing your list of attributes.  We are getting decent financial results from our implementation because we have a champion and a few execs who pick a few very large projects.  Most other projects seem to flounder. We would like to change the organization to get middle managers more involved in using six sigma to do what they already do.  We find that they use older, slower, and sometimes less effective methods to drive their improvements.  Maybe we have been picking our GBs, BBs, and MBBs on the wrong criteria.  I value data based knowledge and would be interested in seeing what you have learned.  Thanks.
    Regards,
    faceman

    0
    #115012

    Mikel
    Member

    I would be happy to help you understand what you are looking for and how to measure it. Email me at [email protected].

    0
    #115040

    Laser Ed
    Participant

    How about please sharing a brief summary of the traits your data supports?Laser Ed

    0
    #115043

    Mikel
    Member

    Laserman – just because you asked so nicely
    The Cliff Note version –
     
    You need a measurement tool that measure drives, not behaviors. I believe this is because the nature of the job is out of the mainstream.
     
    Four basic drives to look at –
    1)      The drive to dominate – a good change agent has this as their highest drive. Their ideas are the best ideas, they are competitive and territorial. Team skills training was invented for these folks because they need to be taught team skills (this is an emotional intelligence issue). Someone low on this drive seeks to avoid conflict.
    2)      The drive for external response – a good change agent is close to neutral on this. Someone high in this drive is always reading the audience and crafting the message to gain acceptance, someone low on this drive is inside themselves and a poor communicator. The neutral drive brings a balance between looking for acceptance and the ability to communicate. Exception to this one is the hard case manager – give them someone real low on this drive – just know you will have some cleaning up to do later. The person with all of the other drives but with this as their lowest will prevail and bring home the project, but… Ask Mike Carnell what the result can look like.
    3)      The drive for stability – a good change agent is low on this drive. A person high on this drive is completely process oriented, a Franklin Planner kind of person. An airline pilot is an example of job for folks who have this as their highest drive. A person low on this drive is a multi-tasker, who gets things done when and only when a deadline is at hand. It is not a coincidence that the stage-gate type review was built into BB training.
    4)      The drive for correctness – a good change agent is neutral on this drive. A person high on this drive has an absolute sense of right and wrong as defined by them. They have an extremely difficult time delegating work (remember a BB has to give the project completely back to the team). A person low on this drive basically has no conscious, they will work a project to understanding and they are done – they will not do the Control phase. The neutral person delegates if there is someone to trust to give it to but will do it themselves until there is a person to give it to.
     
    Other things to note:
     
    This person is driven by challenge and freedom. Money is important only because it buys freedom. Status doesn’t mean squat to this person.
     
    Public praise is not important to this person. They are internally driven.
     
    This person will be loyal if you give challenge and freedom but will leave in a heartbeat in the absence of that.
     

    0
    #115044

    S
    Member

    Excellent post.  Thanks for the insight.

    0
    #115045

    Laser Ed
    Participant

    thank you!

    0
    #115047

    Laser Ed
    Participant

    thank you!

    0
    #115048

    Mikel
    Member

    You are welcome.
    You have just been given something I have been watching and participating in for > 20 years and I have only learned to desribe, measure, and articulate it in the past 5 years.
    Make use of it – I usually don’t give anything to anyone until I know they have struggled with it.
    Make me proud Laserman

    0
    #115049

    Dayton
    Member

    That was actually good stuff.  While I fundamentally agree with your assessment of the internally driven, self motivated and self fulfilling, damn the torpedoes – full speed ahead, I am right – you are right only if you agree with me, liberation comes only through repaving the world as I see it should be, character traits as the fundamental makeup of a change agent – do you truly have data?  Is there an existing study supporting your conclusions?   How can I get it Stan?   I have been waving my arms and in the face of our most senior management describing the focused, calloused, internally driven type A’s that we need for deployment and keep getting handed “best of the best” “high potential” “good school” boy scouts for BB candidates – some of whom are hungry, driven, relentless, and internally motivated enough to make it but most aren’t.   HR say’s “OK then paint me a verbal picture of what you are looking for….kind of a junior Bill Gates??” and I say, “No, more like a Vin Diesel with strong quantitative skills and a relentless ‘variance is evil’ attitude.”
     Vinny

    0
    #115051

    Mikel
    Member

    Yes I do have data – from three continents representing eight countires and more than twelve companies.
    I can go into an organization cold and ask the management to do a simple assesment of their BB’s and I can lay out a stack of the ones who bring projects home, those who bring projects home but leave some clean up in their wake, and those who don’t bring home the results.
    How much money you got? 
    PS – those who leave clean up in their wake are also the ones who can see new applications most clearly and move the whole organization forward – go figure

    0
    #115053

    Dayton
    Member

    I’ve got a lot of money – what would I get for it and what’s my projected ROI?
     
    I’d rather clean up after the hill’s been flattened that have to keep pointing at the hill saying, “No THAT one, flat, comprehende?” 
     Vinny

    0
    #115056

    Mikel
    Member

    You know the ROI better than anyone – what is the benefit of increasing the hit rate of projects?

    0
    #115058

    Dayton
    Member

    What’s the benefit of an increased project hit rate?  Of course it’s certainly a potentially big ROI. 
     
    The question really is: 1.) how much of an increase 2.) against how much correctly attributed to 3.) how much of an investment 4.) derives what delta return beyond initial investment payback? 
     
    Hopefully both a positive and significant delta. 
     Vinny

    0
    #115059

    Mikel
    Member

    Vinny,
    When I can get Leadership to link strategy to project selection and I get to choose (based on a simple measurement tool) the change agents, we bring home 95 % of all projects.
    Programs that struggle cost how much?
     

    0
    #115098

    Tim
    Member

    Stan – fascinating.  thank you. 

    0
    #115101

    ND3
    Participant

    Stan,
    If you can and have produced the results that you say that you can and have, I’d appreciate the opportunity to discuss something with you.    How best can I contact you?    I’d prefer email initially.    Thanks for your time.
    ND3

    0
    #115115

    Mikel
    Member

    I am not on here shagging business, but I will help you understand. Have the same discussion with Mike Carnell about his success when pre-screening candidates. He knows and has lived it too.
    [email protected]

    0
    #115128

    MudaSensei
    Participant

    Stan,
    Just got back from a trip to Spain, late at night and read your post….wine was still running through my veins……….
     
    In terms of real value added…..this post of your’s was just that……a candid description……which I have seen before in a few other posts but this time you consolidated it spot on……….I’m sure any real “Good” Change Agent would have seen their reflections whilst absorbing each and every word.
     
    Thank you for your enlightenment on this subject, an excellent insight into one’s “qualities”.
    I would appreciate if I may e-mail you regarding the above mentioned outside of forum discussions.
     
    Ps: Just looked at “one’s” reflection………….yikes !!!

    0
    #115139

    Mikel
    Member

    Please do, I will enjoy a discussion with you.
    [email protected]
     

    0
    #115140

    Mikel
    Member

    I hope some of the wine was a Priorat – my favorite Spanish red.

    0
    #115150

    MudaSensei
    Participant

    As the lady in her “Metrosexual” voice puts it, in an AOL format……..
    You’ve Got Mail !

    0
    #115324

    Thomas Castillo
    Member

    I think a Black Belt needs to very outgoing.  Willing to go into a process in which he/she has no practical experience and fix a process by utilizing the SME’s in that area.  Then move onto to the next process in the spirit of continuous improvement

    0
    #115325

    DaAgent
    Participant

    Stan,
    Very well put together. When reading the posts I really didn’t think I would get that much bang for my buck.
    You have done a very good job in the accumulation of these characteristics for a BB. What about a GB, MBB, Process Champion…………..How do those characteristics vary? Just curious….I am currently the only BB at my facility and wanted to know from your experience what you have typcially seen in other organizations from these roles.

    0
    #115730

    Nataraj
    Participant

    yes, the black belt would require skills that would be different from expert. also he would require management skills of project, which includes cost and time management.  Also many times, the changes would affect people and processes, which requires planning and co-ordinating skills.
    Also it is essential to communicate the changes to right people and convince…..hence the SS BB has to be a generalist….

    0
    #134062

    Todd Henry
    Member

    I have been involved with outsourcing to Singapore, Malaysia, Mexico and Ireland for Pharmaceuticals and Medical Devices. We have built and saved hundreds of millions of dollars by outsourcing these plants. Generalists who can adapt to Culture Change are the best SSBBs.
    Todd Henry, Black Belt, CQE, PTCB
     
     

    0
Viewing 30 posts - 1 through 30 (of 30 total)

The forum ‘General’ is closed to new topics and replies.