iSixSigma

Leadership

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  • #45795

    Steve Bonacorsi
    Member

    What separates a strong Black Belt and/or a Master Black Belt from the weaker ones? I believe one key trait is Leadership. How does one know if they have this trait? Look around and see if anyone is following? What are others thoughts?Steven BonacorsiMBB, Director

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    #150420

    jtomac01
    Participant

    How do you even define Leadership?  Is it accountability, vision, charisma, execution, etc.?
    What I look for in younger candidates are accountability and ability to execute.
    What I look for in my management, is a vision to drive to.  More times than none, that is why they hired you.  You (the BB/MBB) have a version of what they should become.
    My 2 cents.

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    #150421

    Vito
    Member

    You cannot have accountability without having responsibility! In today’s world, LEADERSHIP as an acronym stands for:
    Listens well to others
    Empathizes with others
    Action-oriented
    Decision-maker
    Effective and Efficient
    Risk-taker
    Self-control (has it)
    Harness and direct the energy of others to execute
    I is converted into to all (the we, the many)
    Promise to pass it on (create additional Leadership)

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    #150424

    Adam
    Participant

    Leadership is important, but more important than that for a BB/MBB is that they have to “get it”.  There are quite a few BB/MBB that just don’t quite “get it”, yet they are great leaders.  They just lead people to another failed Six Sigma program giving the doubters and haters even more credibility.

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    #150425

    Vito
    Member

    You may be right, but what is the “it” that they’re not getting?

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    #150426

    Ravi Gupta
    Participant

    The role of a BB is driven by passion to achieve & ability to analyse.
    In true sense, it’s the attitude you posses which makes you different from the rest of the world.
    It’s the attitude, which drives excellence & enable you to be what you are.
    Best regards
    Ravi Gupta
    BB Six Sigma Coordinator, Pyro, HZL, Vedanta Resources plc
     

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    #150455

    JM
    Participant

    the problem is most leaders are high paid “let me find someone to do my job for me” leaders.  the six sigma fad there all useing that one

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    #150462

    Tony Bo
    Member

    I agree leadership is the key.  BBs must lead their respective teams to successful project completion, as well as lead change in the respective stakeholders.
    Leadership for the MBBs..is a level higher…they must be tactically and technically proficient.  Provide the CEO and business leaders in the company with the strategic vision for SS deployment, have a tactical plan to execute the deployment, and be technically competent to lead/mentor his/her BBs in their projects……thats my two cents…

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    #150897

    BritW
    Participant

    It’s results, bottom line.  You can be the greatest “leader” in the world, but if you aren’t accountable to producing results then you are just a great leader out of a job. From a business standpoint, a customer often overlooked is the BOD.  Ask them what they think is the main trait of a great leader.  I bet when you come down to it, it’s a financial response.

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    #150905

    Mike Carnell
    Participant

    BritW,
    When we go into an organization the easiest way to find the leaders is when the sh*t hits the fan who do people go to see and talk to so that they know what is going on and what they should do. That doesn’t necessarily mean their manager. If you pay attention during these times you will find the effective formal leaders and the effective informal leaders. If you plan to run a change type program you had better know the informal people not just the people on the org chart.
    In general I agree with you about the results but I see catagories of leadership. When we start selecting MBB’s in a deployment there are the insirational type leaders that can motivate people. There are also technical leaders, people who may not be in a leadership role in the day to day activities but when an issue surfaces they drive the bus. If you look at this Forum you can see Robert Butler has emerged as a technical leader and probably has a similar role in his organization (He may be the inspirational type leader as well but that is difficult to tell from here). 
    We see a similar thing when unions get involved. There are people who regardless of their intent can just p*ss a union off in a heatbeat and there are others that can establish a good raport no matter what is happening. They have a special type of leadership as well. If we think about it we can probably come up with several more.
    In the conditional situations it is still a results based role but not necessarily finacial results. We could probably find some way to create a financial number but it would be to soft to have any credibility. BOD’s can be interesting customers. I believe you are correct that regardless of what is happening financial results are the number one issue. They are interested in other things but the level of interest is a function of how well the financial side is performing.
    Just my opinion.
    Regards

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    #150908

    BritW
    Participant

    I agree, as usual, with comments…..
    I wasn’t saying only financial results, just using that as an example.  Stepping up, getting things done with good quality/timely/optimal cost/etc., getting others to do the same are all traits.  These are also the people we go to to find answers or ask advice.  Problem is, they don’t always lead, they just DO.  A good trait, but not all-inclusive of a leader.  I think it was Drucker who said it best – “a leader is someone with followers” – that’s it.  A good leader, in my mind is someone who produces results, gets others to do the same, and hopefully has people who want to follow.
    My 2 cents.
     

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    #150974

    Mike Carnell
    Participant

    BritW,
    Just from the consistency of your posts I knew we wouldn’t be far apart on this.
    One of the reasons I like finding the informal leaders in an organization is exactly what you stated at the end of your post – people follow them because they want to. Whenever you have a formal leader you have to sort out who is there because they want to follow and who is there sucking up. The informal person only has a group of people who want to follow them. There is a lot of leverage in that piece of information.
    Just my opinion.
    Regards

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    #151090

    All Here
    Participant

    Steve,
    Thank you for your questions. However, other than Leadership being a trait that separates the various practioners from one another (stong vs. weak!), what are the characteristics that you use to define Leadership? Looking forward to your input!

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    #151096

    Vito
    Member

    Ravi,
     
    Thank you for your input. Your statement about attitude is valid. However, attitude is an abstract and is part of a chain reaction. One cannot see other people’s attitude, but what we see, instead, are the observable actions and behaviors of others which are motivated and driven by feelings.
     
    Actions and behaviors are determined by feelings which are a function of attitude. By now, you’re probably asking the following question: What is it that determines attitude? Attitudes are created by individual and organizational (written and unwritten rules) beliefs and values.
     
    So what determines values and beliefs? In a nutshell, it’s the thinking (Programming/Shaping) that dominates the whole.
     
    “If you think you can do a thing or think you can’t do a thing, you’re right.” Henry Ford
     
    Therefore, a strong and powerful leader knows how to harness the thinking of others with that of their (own) thinking and aligns it into an actionable force.
     
    “Nothing happens until something moves.” Albert Einstein
    It’s a universal law. At the end of the day, leaders make things happen!

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    #151097

    clever
    Participant

    Great description! Just wanted to add , a leader is also one who can execute his or duties efffectively, leading not by attitude but by principle. Ps also one who does not act by emotions but by being  reasonably sensitive.

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    #151098

    Vito
    Member

    Clever add on! Agree.

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    #151099

    EdG
    Participant

    Steve,
    I had a colleague in the military that put leadership vs management quite nicely.
    Management is about what your people do ONLY when you are around.  Leadership is about what they do when you are not around!  MANAGER or LEADER.  You  decide!!!
    Hope this helps.
     

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    #151100

    Vito
    Member

    Leadership and Quality must be synonymous, then, because here’s how Henry Ford defines Quality:
     
    “Quality means doing it right when no one is looking.”

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    #151101

    EdG
    Participant

    Maybe those that work for a Leader are empowered to do what is right. 
    And those that work for a Manger???  Well, that is why we have a QA Department…

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    #151102

    Steven Bonacorsi
    Member

    Well said EDG
     
    Steven Bonacorsi

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    #151104

    Vito
    Member

    Therefore, a Leader is someone who has formed the habit of doing what is right all the time and leads his/her followers to practice and do the same!

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    #151106

    jtomac01
    Participant

    Well put…
    Managers = manage, most times to the detail level, more like inspect in the quality
    Leadership or Leaders = Develop the people and empower them to do what is right, more like build the quality in.

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    #151107

    Vito
    Member

    Therefore, a Leader has conscience!

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    #151108

    EdG
    Participant

    I’d agree with your description.
    This may be what allows those companies with a very flat organizational structure, succeed.  They possess more Leaders than Managers.  —Just a crazy thought.

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    #155410

    Steven Bonacorsi
    Member

    Thanks for sharing Mike, I agree with you. Man, it can be difficult finding those budding leaders hiding out there. I think there needs to be a deployment team action to ensure opportunities for rising star leaders to get involved in the quality program. Some rewards and recognition to ensure an interest is created for those informal leaders. Not sure that will address the sucking up behavior, but could at least be built with more objective performance measures to better evaluate leadership results.
    Thanks again for sharing,
    Steven Bonacorsi

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    #160624

    howe
    Participant

    They must have been successful in a business funciton, not just six sigma.  They may be the greatest statasticians or process mappers or pugh matrix people on the planet, but if they do not understand their customers they are useless to me.  I will not hire a BB or MBB who does not have successful functional business experience.

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    #160629

    The New MB
    Member

    What about  the  role  of  the  SS Champion?

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Viewing 27 posts - 1 through 27 (of 27 total)

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