Covid-19

Our heartfelt gratitude goes out to all those who have been and continue to be on the front lines during these extraordinary times – the healthcare professionals and all who maintain and sanitize their facilities and those who serve in any essential capacity (food service, etc.) in our healthcare facilities, the first responders, the workers in food supply from the farms to the grocery stores, and others in the essential supply chain functions.  

Thank you for the work that you continue to do every day, for being away from your families and for taking risks that are orders of magnitude greater than most of us who are doing what we can by just staying home. We have over used the word hero in the last few years, but our front line workers are true heroes.  

To all the rest of us, we ask that you honor our heroes by not putting our fellow humans at greater risk. Stay home.  If you must go out in public, follow the C-19 guidelines, including wearing a mask.  

When the conditions are right, GPS is ready to safely engage wherever needed to design and implement the necessary interventions across the value chain to confront the new challenges of doing business, and to help create a stronger future.

Why Consumer Goods Executives Reach Outside for Innovation Inside.

GPS Consultant - Dewan SimonBy Dewan Simon, GPS Consultant

Innovative growth opportunities are uniquely different from current business. They require a different lens to see all that is possible. Once executives see the possibilities, they need to focus their whole paradigm, skills, and metrics on new points. Focused on the right things, taking the shot takes total commitment. They see optimal results when the change truly begins with them: The language has changed to “The top is leading this initiative – not just supporting it.”

But what does that take?

Success in creating growth based on new “Innovation” again and again lies in developing a “staged approach” to taking your idea to market.

Staged Approach

The goal is to build an organizational capable of:

  • Generating ideas
  • Designing and developing winning concepts
  • Committing its strongest talent pool to execute and launch the idea

And it’s the CEO—the entire senior management team—that’s responsible for building it.

But if they’re responsible, and the goal is change from within, why do executives reach for outside experts?

Most executives know intuitively that relying on the inspired efforts of a few homegrown resources to pursue innovative growth opportunities is a recipe for stagnation.

If you do what you’ve always done, you get what you’ve always gotten.

But we believe in the project! We gave it to our best, most talented people. We’re giving it to our A-team because we believe they can achieve results.”

Executives now realize they need more than their best people to drive Innovation Initiatives to long-term success.

Often the responsibility is passed to strong performers in the core business, who are already stretched thin; or even worse, to people who have been passed over for other opportunities because they are seen as mediocre performers, but need to be given this opportunity to change that perception.

Your big bets are not the place to test your talent’s development!

No matter how great your idea, your overtaxed A-team or your available, but untested B-team both make for long odds on total success.

In-market success requires a ‘great idea’ to align with ‘flawless execution’ and a ‘well thought out and focused marketing campaign.’ Clearly, successful Innovation Initiatives demand more than a great idea and even your best people.

Smart executives have already realized this. They know that to amass support for new innovation initiatives in the face of competing core business needs, their company’s most talented mavericks must lead this sort of work.

There are two problems with this:

  • Mavericks are hard to come by. People lose their maverick spirit in a company quickly.

And even if you can find a maverick,

  • Mavericks don’t make it very long. They are easily defeated by common, basic organizational pathologies.

How?  Let’s take a look at what befalls our best and brightest:

  • Internal politics – often given responsibility but not given any real authority to challenge or drive change with their peers.
  • Competing Deliverables – core business activities; even if they are said to be 100% dedicated to the project at hand, favors are often requested from the old work environment that never truly release them.
  • Fear of failure – not willing to challenge traditional paradigms for fear of failing in the unknown. They never put both feet in new water.
  • Hackneyed thinking – limited exposure to other industries or lack of creativity in seeing how transferable learning can come from an unlikely source.
  • Competition Focused – Too busy following the current competitive trending activity to create a new market opportunity.

Your mavericks burnout before they ever even get off the ground—that is, if they ever ignite in the first place.

Consumer goods companies realize that innovation opportunities are materially different from their core business. They have

  • different economics,
  • different capital considerations,
  • different methods of capturing value,
  • different deployment plans.

So you need different people.

Executives no longer struggle with the fallacy that they have the internal capabilities to achieve “Innovation Growth”. They need outside experts.

Stay tuned for Part 2 coming soon.

Global Productivity Solutions Helps Create Efficiencies in California State Government

 Local Productivity Experts Helping City and State Departments Across the Country

August 08, 2014 – Global Productivity Solutions (GPS), an industry leader in productivity improvement and business turnaround, has provided its expertise to 12 State of California departments within five agencies to aid in becoming more efficient, while providing better service in the wake of staff reductions.

GPS worked with state officials in the Governor’s Office of Business and Economic Development (GO-Biz) to create a Lean Six Sigma implementation program that provides classroom training, hands-on project work, and one-on-one coaching to improve an organization’s efficiency and effectiveness.

“GO-Biz has been tasked with identifying ways to make government more efficient to better serve the business community.” said Robert Brogle, a Six Sigma Master Black Belt at GPS.

Participating agencies include:

  • Government Operations Agency
  • Natural Resources Agency
  • CA Environmental Protection Agency
  • CA Department of Food and Agriculture
  • Business, Consumer Services and Housing Agency

Projects included the reduction of time required to handle consumer complaints, reducing processing errors, and improving business applications processes in various departments.

The Lean Six Sigma approach is a combination of two powerful methodologies, each designed to produce substantial results using a data-driven focused approach to an organization’s weaknesses. “Lean” was developed in the early 1960s in the automotive industry, and focused on improving efficiencies and reducing waste. “Six Sigma” was developed in the mid-1980s in the tech industry, and focuses on improving quality and reducing defects through the proper use of data and metrics.

Founded in 2000, GPS provides rapid results for government entities and various public and private companies trying to increase productivity and improve operating margins. Directly engaging with government leaders or company management, GPS has successfully delivered significant financial results within 90 days that creates a self-funding plan to execute a long-term business improvement strategy.

GPS is headquartered in Clinton Township, Michigan, with global locations in Canada, Mexico, Germany and Brazil.

About Global Productivity Solutions

Global Productivity Solutions (GPS) is an industry leader in productivity improvement across the supply chain. GPS delivers rapid results sustained by a long-term business improvement strategy. GPS has a unique approach to pursue Operational Excellence® through its 10/90 Challenge. With multilingual capability and global locations, GPS serves small cap companies to Fortune 500 companies including food and consumer products, automotive, chemical and other industry sectors, energy, health care, government services and private equity. 

For more information on GPS, visit www.gpsopex.com or call 855-GPS-1090.

###

Read the official press release here or more about the program and its results here.

Powered by Women – Aimée Cowher

GPS Co-Founder Aimée Cowher was nominated and profiled in the 2014 edition of DBusiness’s Powered by Women. The article profiles female business leaders in the Greater Detroit Area who were helping to drive profits, adding jobs and opening new opportunities.  You can read about her and other women leaders in the Detroit business area here  Congratulations Aimée!

 

 

[xyz_lbx_default_code]

 

GPS Providing Expertise to City of Detroit for Project Lean Initiative

GPS Helping to Optimize City Departments

Clinton Township, Mich. – May 30, 2014 – Global Productivity Solutions (GPS), an industry leader in productivity improvement and business turnaround, is playing a key part in Detroit Mayor Mike Duggan’s “Project Lean” initiative, announced today by GPS CEO Aimée Cowher.  The Mayor’s initiative calls on area business leaders to showcase their expertise with city officials with the goal of improving management principles and enhancing city services.

GPS is leading the project to improve the city’s Purchasing processes.  Working closely with city employees, GPS is measuring and analyzing procedures and protocols in order to provide detailed recommendations by a mid-July deadline put forth by the Mayor.  Upon thorough review, GPS professionals plan to implement obvious, logical changes within this timeframe that will improve efficiencies.  These types of immediate improvements are often called ‘low-hanging fruit’ but there is usually more that can be realized.  GPS will also recommend additional data-driven solutions that may require executive review or approval and a longer time to implement.  GPS is committed to seeing the project to completion.

Cowher, Duggan and Landrieu
GPS CEO Aimée Cowher with Detroit Mayor Mike Duggan and New Oleans Mayor Mitch Landrieu at the recent 2014 Mackinac Policy Conference

“This is a significant engagement because the results will impact all departments and functions for the city of Detroit,” said Cowher.  “GPS is honored to assist the Mayor with this initiative, where the ultimate goal is to better serve customers, simplify work for employees and deliver the best value to the city.  Mayor Duggan has assured city employees that this effort will not eliminate any jobs, which is completely consistent with how GPS works with all its clients.”

Founded in 2000, GPS provides rapid results for government entities and various public and private companies trying to increase productivity and improve operating margins.  Directly engaging with government leaders or company management, GPS has successfully delivered significant financial results within 90 days that creates a self-funding plan to execute a long-term business improvement strategy.

Project Lean is focusing on eight city of Detroit departments.  Local business experts are analyzing each department and providing recommendations to utilize lean process and management principles to improve city services.  Lean process improvement is a set of tools used by many industries to remove waste and increase efficiency while improving the value and quality of the service or product provided.

“Utilizing Lean tools requires employee’s engagement in the improvement effort because they are the experts and know where to look for the sources of waste.  GPS is helping to identify and implement those solutions by bringing our expertise and experience to affect change,” added Cowher.  “We look forward to implementing immediate solutions and providing further recommendations to Mayor Duggan and his team.”

 

For more information call 855-GPS-1090.

###

[xyz_lbx_default_code]

 

Aimée Cowher attends Third International Conference on Cardiomyopathy in Children

By Aimée Cowher

Aimée CowherThe best minds in pediatric cardiomyopathy met last week in Maryland at the Third International Conference on Cardiomyopathy in Children.  GPS was a major sponsor of the conference hosted by the Children’s Cardiomyopathy Foundation.  This conference is the only one of its kind bringing together pediatric cardiologists, geneticists, and epidemiologists to identify critical research areas, share best practices and research findings on pediatric cardiomyopathy.

 

When I spoke with Dr. Steve Lipshultz, conference chair, he shared how much progress has been made over the years to better understand the difference between adult and pediatric cardiomyopathy in terms of its diagnosis and treatment.  He also acknowledged that much of that progress has been recent and this conference has made a significant contribution to that progress.

 

Given the opportunity to address the group, I did so from the perspective of a mother who lost a son to hypertrophic cardiomyopathy, not as the CEO of the major sponsor.  I expressed what an honor it was to attend and to witness first hand their heartfelt commitment to making a difference for patients and their families.  I also thanked Lisa Yue, President and Founder of CCF, for creating the vehicle that enables others to jump on board without having to pave to their own way.  CCF is making a difference in the passionate pursuit of their mission – to accelerate the search for a cure by stimulating and supporting promising research on pediatric cardiomyopathy, by educating and assisting physicians and patients on the complexities of the disease, and by increasing awareness and advocacy on behalf of affected children and their families.

 

GPS supports CCF thru the Kyle John Rymiszewski Foundation, which was formed in loving memory of my son Kyle, who succumbed to hypertrophic cardiomyopathy in 2009 just before is 16th birthday.  The foundation celebrates Kyle’s life by making a difference for patients and families afflicted by this terrible disease.

 

[xyz_lbx_default_code]

 

Late night TV and flying drone add to the excitement of this year’s FCPC Supply Chain Symposium.

FCPC

By Ken Bechard.

Errol Cerit, VP of Industry Affairs and Supply Chain for FCPC, always states in his opening remarks that this year FCPC Supply Chain Symposium will be the best ever, and he is always right!

 

This week I attended my third FCPC Supply Chain Symposium and was blown away by the quality of speakers this year.  Most impressive was a detailed talk by John Phillips, SVP Customer Supply Chain PepsiCo through the “Convergence of the Digital and Physical Worlds” highlighting technological advances that have, and will continue, to change the dynamic of the consumer goods retail industry. John detailed how social media and even video games are being used to create brand recognition as well as future consumer interfaces, such as virtual stores and fully automated kiosks.  In a nearly 2-hour presentation that felt like 20 minutes John peppered us with interesting late night satire video on emerging innovations as well as demonstrating the potential of his prototype Google glass while wearing them for portion of the presentation.  He even had a live demonstration of “flying drone product delivery” as an exclamation point for his call to action.

 

We all need to pay attention to the future of retail innovation to maximize our potential and not get left behind.  I was left fascinated however feeling a little “behind the times” “#imgettingold.”

[xyz_lbx_default_code]

Treat your Training Program as a process

Robert Ballard

By Robert Ballard

Most professionals have heard that the key to an effective training program, specifically for an Operational Excellence initiative, is “The Right People, The Right Projects”.  Although that is true there is significantly more involved in creating an effective training program than just those two components.  The key is to look at the training program in a holistic view and by treating your training program as a process.  From this point forward the term Training “Process” will be used.

We use a common brainstorming tool to identify components of the process, the 6M’s.  These would include, but not limited to:

Training Materials (Material)

  •             Trainees (Manpower)
  •             Trainers (Manpower)
  •             Environment (Mother Nature)
  •             Measures (Measurement)
  •             Training Exercises (Methods)
  •             Computer / Minitab (Machines)

 

As with any process we need to identify the key input variables as well as the key output variables.  Ironically often times the training process fails to measure the success or failure of the training itself.  The training process must be evaluated just as projects are and must be continuously evaluated for improvement opportunities.  For example, are there certain exam questions that students often get wrong?  Do recent college graduates have better exam scores and project results than more experienced employees?  These types of questions should be considered during the evaluation of the training process.

First things first.  A key output metric must be established to determine the effectiveness of the training process.  There are numerous books on the market on how to measure the effectiveness of a training process so this article will not expound on this, however the importance of this cannot be overestimated.  A common approach is based on the monetary improvements or ROI that is delivered by the students.   Most likely there is more than one metric in play but the key takeaway is that the common statement “you can’t improve what you can’t measure”.  The same applies to the Training process.

Another metric that should be considered is to measure the student’s test scores to determine if any additional time and attention needs to be given to a given topic.  This too would improve the success of the training process.

The following is a list of key components of the training process, in no particular order.

Training Materials

Physical training materials should be legible, free of grammatical and technical errors.  They should be bound in a usable format that gives the student an easy to use resource.  Use of colors is preferred but if in black and white graphs must be clearly interpreted and easy to understand in the absence of color.

Minitab© is standard software package that is used in most OpEx training.

Trainees

Part of the “The right people” component and a critical factor in the success of the training process.   The key to the selection of the right people is identifying future leaders and those who are technical minded.  The process should foster an environment where the students have the opportunity to apply the learnings from the training and retain the mindset of continuous improvement along with the long-term ability to identify and solve problems.  Successful students typically have a passion to learn and an innate desire to improve processes.   This starts with the hiring process but can also include seasoned employees who have shown the initiative and interest of the process.

A prerequisite is to have a nominal or advance knowledge of computers and associated software such as MSOffice.  The training time will be mostly consumed for the technical topics so very limited time with MSOffice should be allotted.

Trainers

Trainers can make or break the process.  It is imperative that trainers have the background and experience of process improvement and must be able to put themselves in the shoes of the students.  Trainers should have a passion to make the students successful and must make the sessions interesting if not entertaining.

Mentors should also be part of the process to ensure the student’s project are going in the right direction, are technically sound, and must be in alignment with the Trainers and materials.  When possible the mentors and trainers should be the same person.

Machines

Laptop computers should be issued to student with the necessary software, typically Minitab and MSOffice products.

Methods

The methods component can be broken down in 2 sections.  One is the method of training and secondly, the method by which the training process is evaluated.

The method of training should include a significant amount of interaction between students.  The purpose is for the student to understand the tools and how many of the tools require team input.  The trainer should use this opportunity to evaluate the student’s ability to lead and participate in the team dynamic.

The method by which the training process is evaluated would require an evaluation of the testing that is done during the process.  The purpose would be to analyze the test scores data to determine if there are certain topics that students consistently struggle with.  If a deficiency is found the trainer should reevaluate the time and energy given to the given topic or topics.  This is a critical part of treating the training as a process, evaluation of the process, and subsequent improvement.

An FMEA, Failure Modes and Effects Analysis is another OPEX tool that should be utilized in the process.  This tool would identify potential failures of the process and will generate an action plan to address those failures.   Potential failures, such as training room availability, absenteeism, and participant retention through the duration of the training are just a few examples of potential failures.

Mother Nature (Environment)

The training should take place in a location that is conducive to learning.  The environment should be well lit, comfortable, easy to see overhead, and there should be plenty of room for team building activities.  Snacks, food, and drinks should be provided to keep the students energy level high.

Customer

“The right projects” should be determined based on the needs of the customer.  The customer, typically the entity paying for the training, should benefit financially from the training process with and high ROI.

Just as the objective to make projects successful by utilizing the process improvement tools, the training itself should be viewed as a process and open to continuous improvement.

What are some of your tricks that have helped to solve a problem? Join the discussion.

[xyz_lbx_default_code]

Batch tracking simplified

Production problem keep appearing and there isn’t information to fix it? Scott Widener offers a way to use what you already have in hand.

By Scott Widener.

One of the first analyses undertaken in most continuous improvement settings are basic data cuts by readily available characteristics, to see if simple patterns emerge.  As examples: is production worse in the first few hours of start-up, do problems occur at similar rates across all shifts, is there a consistent error, are some days better than others, and so forth. 

Frequently, this sort of simple analysis is quite insightful, because it allows for quick isolation of something to be tracked, and possibly offers a solution.  Under best-case scenarios, the solution may be readily available and this issue is addressed as a matter of course, and is never noted.  However, the deeper and unexplained problems are what typically morph into “the projects”.

One of the disconnects of “the project” is that at most companies; there are experts who know how to do things, if they know what it is that they have to do.  Therein lies the problem that creates “the project”: there isn’t information to guide a solution.

Think of it like sitting at home and the electricity goes out, which is both irritating and inconvenient, but as you sit on the couch in the dark, the question becomes what to do next.  All we know at this stage is that it’s dark, that’s not a good thing because it’s putting a stop to the planned activities. However, what we don’t know is if a main line is down, a thunderstorm interrupted the flow, if a circuit breaker tripped in the panel, etc.  As such, what is the proper solution?  Without information to frame the problem, this remains unknown, and so we continue to live in what is know: sitting in the dark; literally and metaphorically.

In most companies, data is READILY available, but information is not. There are typically thousands upon thousands of pieces of data collected in servers somewhere and file cabinets upon file cabinets of paper documentation, but all of it is data and not actionable information.

One of the ways to fix this situation is to start merging relevant data together, with the help of the internal company experts, to look for “likely sources” of the problem. By knowing which data to seek, between working with internal IT people who understand the structure of the data and have the means to get it, as well as buckling down with the stacks upon stacks of paper records, good data sets can be generated to then allow for the information picture to come together.

However, at this stage a problem occasionally emerges, typically from the paper records.

Electronic records are characteristically generated on an “event basis” in that a record is created each time something occurs: a valve is opened, a photoeye on a case packer is blocked, a gas flow changes, a transaction completes, etc.

However, paper records, generally kept by people, are typically based on some sort of logical grouping, like a batch.

Recently, this problem emerged at a GPS client, wherein multiple batches of material were created in a production system, and the systems were only tracked on paper with limited electronic data capture.

The easiest means to build information is to have a key field, and typically for batched production, this is some form of “lot number” or other production code.  Lot numbers are typically chock-full of information, including the date and location of production, amongst other information.

However, lot numbers are data-entry alphanumeric time-bombs, waiting to explode when they are copied from paper to an electronic format to merge with other data. Given the relatively large number of characters in a lot number, the chances for data-entry errors are reasonably high, and as a key-field, difficult to find.  Therefore, an alternative key field for data aggregation, sorting, filtering and searching is preferred.

Given the limited number of batches per day at this client, coupled with the scope and scale of the batches, it was found that reliable, location-based, time-stamps were quite workable. This also works well with commonly used software, such as Microsoft Excel, which uses a continuous clock as the basis for its date and time formats. This continuous clock, which increments by one for each day (therefore, noon on a given day is at time 0.5), serves as a good means to sort and track batches, as it is unique over a small number of batches, and it is much easier to enter a date and time than it is to type out a lot number of many alphanumeric characters slammed together.

What are some of your tricks that have helped to solve a problem?  Join the discussion.