Blog

In today’s world a lot of people do not take the time to complain about problems and service issues to companies, they switch companies to find the value they are seeking somewhere else. This switching puts a huge pressure on companies to change to the better to fulfil customer demands... read more →

With conditions being unpredictable and dynamic we need adaptation, innovation  and more people to be  involved. To be able to distribute the empowerment in the organisation to get more adaptation we need to teach people how to do that. When we are faced with new things (uncertainty) our brains are... read more →

How do I inspire others? How do I get people to buy-in into my idea?  These are questions that almost everyone asks themselves when planning to announce a new idea or initiative, or embark on a new project or transformation. Have you ever wondered why some people gather... read more →

Navigating through change successfully can mean the difference between survival and extinction. In today’s current situation organisations need to learn how to navigate through change and fail fast and learn from it. Some ideas that can come to mind when hearing the concept of change are upgrading technologies and systems,... read more →

One of the big challenges in organisations today, is engaging the people to contribute to improving their own workplace. Gallup produced a report in 2017 highlighting that 85% of employees worldwide are not engaged or actively disengaged in their jobs. It has also indicated that 69% of the people said... read more →

This concept capitalises on visual ability; where by making things viewable they become understandable, and therefore enforceable in the workplace. The purpose of visualisation is to distinguish good conditions from bad conditions, and to move quickly into action. Visualisation also helps create a workplace environment where new employees can also understand... read more →

Kaizen at Toyota develops a mental framework for individuals. Kaizen leadership raises employee’s problem awareness, as they identify where the system falls short of perfection, and constantly seek solving problems, or improving the process every day (Ballé, 2006; Spear, 1999). When carrying out kaizen activities the focus should not be... read more →

Spear and Bowen (1999) explain how TPS creates a community of scientists as the system enables establishing sets of hypotheses when defining specifications and then testing them. The system drives people at all levels (shop floor workers, team leaders, managers, etc) to get involved in experiments that are recognised as... read more →

Have you ever thought about What triggers ideas, or  "Why do we seek change?".  This article will help increase generating kaizen ideas for leaders. The need for change and triggering ideas are happening because of 2 simple reasons.  The first reason is  the brain identifies a problem so it triggers the need for change to... read more →