Friday, August 15, 2014

Laney P / Laney C Chart

Found something new in my newly installed Minitab Release 17.

The Laney P and Laney C chart.
If you wish to know the different of classical P and Laney P', pls Google around, you will get the comprehensive answer.


Friday, July 11, 2014

Management Involvement Become A Blocking To Grow ?

Many practitioner suggest a Six Sigma program kick off should come with the blessing of top management. Likelihood a program cannot be sustained if lacking of the key ingredient. Therefore, the key word, “Management Involvement, Management Support, Management Commitment” or whatever… always assume to be the key success factor of Six Sigma program.

My question is, to which extend the so call “Management Commitment” we need in order to kick off some program activities successfully?

There are practitioners expect a full Management Commitment in the program, otherwise, they will not start anything.

Full management commitment here meant, the management should follow up the progress of the program activities, project review, improvement project selection, and so on…

My next question is, as an experience program lead, are we really need those item mention in order to start something?

Usually, my expectation of Management Support is very simple, as long as the management agreed to release some resource for me to work on, that is consider good enough. I will manage the rest. What most important to me is a chance to shows good result at their area in order to get their buy in.

All of us born with the resistant to change. We can change someone by forcing or by influencing. Forcing the management to change could be easier and effective under top down approach, however, this method may cause even highest resistant to change in a bottom up approach.

Leading a Six Sigma program in an organization where Six Sigma is just a nice to have program to the management, without any top down direction from the CEO, nothing much I can expect from the so call top management.

You may ask me, as the CEO is not really interested, why shall I put in my effort to drive the program?

Well, my answer could be very simple, I’m paid to do the job, and I see the opportunity to grow my career path in this field, therefore I fight for it, not only to hit the KPI of my functional manager, also for my personal goal.

My ultimate goal is to continue expand the program within my area of influence and show result. Management Involvement, Management Commitment, and so on is not so critical to me at the early stage, what most important to me is the permission for me to start some small group activities at their territory, and slowly I can pull them in to involve.

Over my past experience, I never experience a smooth and easy journey in program deployment. “Management” topic always the biggest challenge that blocking my way to move forward. Thank god, there are always 3 options for me to choose

  1. Stop there and wait for the rock to melt down by itself
  2. Break the rock with a hammer
  3. Find a way to by pass
Which is the better option? You decide…

Friday, June 27, 2014

Minitab - Regression Analysis

I wonder why Minitab does not include interaction term in Regression Analysis. To include interaction term in regression model, I have to manually add a column with the value of interaction of factor A & B.


Now I learn…

Wednesday, March 19, 2014

Dr. Deming's 14 Management Principles

Dr. W. Edwards Deming suggest 14 management principles for long term sustainability in Quality, Productivity and Competitiveness.

I wonder how many point here adopted by the industries today.

1. Create constancy of purpose for improving products and services.

2. Adopt the new philosophy.

3. Cease dependence on inspection to achieve quality.

4. End the practice of awarding business on price alone; instead, minimize total cost by working with a single supplier.

5. Improve constantly and forever every process for planning, production, and service.

6. Institute training on the job.

7. Adopt and institute leadership.

8. Drive out fear.

9. Break down barriers between staff areas.

10. Eliminate slogans, exhortations, and targets for the workforce.

11. Eliminate numerical quotas for the workforce and numerical goals for management.

12. Remove barriers that rob people of pride in their work, and eliminate the annual rating or merit system.

13. Institute a vigorous program of education and self-improvement for everyone.

14. Put everybody in the company to work to accomplish the transformation.

Wednesday, January 29, 2014

Best Practice Sharing and The Role & Responsibility Of A BB or GB

Talking about best practice sharing. My point is very simple;
" I learn something new and I would like to share with you because I believe it is relevant to you. It is up to you to decide whether you are willing to open up your mind to consider or not, I will not force you to accept my idea as I believe you own the talent to determine what you need."
I only will take further action on you if you become a block for me or my team to move forward.
Otherwise, why shall I escalate to your management just because you don't pick my idea ?
Oh no no no... I won't do so...