This page is designed to more fully guide the senior leadership team’s level one and two learning. We’ve organized the page according to the three sub-systems: human, continuous improvement and operational.
Caution: this process is trans-formative. Trying to get to a level two condition without building level one will result in failure.
There are both explicit and implied changes that have to take place to transform the culture of the enterprise so that it innovates and grows in a sustainable way. The explicit changes to the human system are:
In this change, the enterprise evaluates how it currently screens for team problem solving culture in the hiring process and makes modifications to that process to improve the quality of new hires for “fit” to the desired, transformed culture. It may involve both screening and behavior-based interviewing. Adding early screening (eg: to pools of qualified candidates) has the added benefit of reducing turnover, thus stabilizing this variable in the overall system. ASG is familiar with screening tools offered by Select International, but is fully capable of helping SSH convert existing screening tools and practices to establish this quality “gate” for hiring.
In this change, the senior level leadership team sets a tone that safety is the highest operational priority. Safety problems surfaced must be solved within 24 hours. All meetings begin with safety plans and observations. Hazard recognition system is started. Safety System is started. Both of the latter – along with Workplace Organization from the operational system – require a policy or some level of instruction so team leader know how to start up and sustain the changes.
We call this Suggestion System 2.0. Instead of a box on the wall or a rigid system of vetting “good” (think profitable) suggestions, everybody in the organization can submit an innovation that they’ve implemented and tested. These are small, incremental improvements that add up to big positive change, not the least of which is employee engagement. Each innovation is reviewed by a supervisor and submitted for recognition (a thank you) and reward (a small but tangible reward, like a $5 gift card or the like). Obviously, you’ll need a policy.
As the senior team and pilots begin to develop maturity, certain education has to be spread across the board. We’ll need to plan for online, instructor-led or a hybrid of both.
Using structure (leader standard work) and coaching (leadership rounding), the enterprise will develop skill at the rate of engagement. In plain words, skill improves when the leader keeps the system in use and coaches his or her team to engage with it.