Getting to Know Generation Z: Generation Z and The Internet

Getting to Know Generation Z [Series]

Part 7: Generation Z and The Internet

Research described in the book, Generation Z Goes to College by Corey Seemiller portrays Generation Z

As seeing the internet as a tool to socialize and also gain information that they can apply to real life.  In college, Seemiller describes Generation Z as, “liking their learning to be practical and hands-on and want their professors to help them engage with and apply the content rather than simply share what they could otherwise find on their own online.”  

In the work environment, this preference can be best coupled with the rise in organizational communities of practice where individuals form specialized groups with the goal of gaining knowledge in a specific field/topic.  Although sometimes virtual in nature and often seen as just an on-line resource, the intent of these groups are not meant to be a passive place to find information, but rather as an active source for one to share ideas, gain knowledge and to contribute and collaborate with others in a specific field or topic.  This ideal application of communities of practice enables the community to help expand learning through immediate applied application of learning and feedback. 

Does your organization currently have any Communities of Practice?  If so, are they passive information repositories or active learning environments? 

How comfortable are you with using video to convey a message to others?

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Click Here for Part 6

5 Tips for a Better Scorecard for the New Year

5 Tips for a Better Scorecard for the New Year

“Always bear in mind that your own resolution to succeed is more important than any other.”  Abraham Lincoln

  

With the beginning of a new year, many leaders see this as an opportunity to get motivated and develop a better scorecard.  If you are updating your team’s scorecard, here are some tips to consider:

 

  • Define the Organization’s Goals – Focus on the mission statement. Write specific objectives that correspond with strategic themes for what the organization wants to accomplish.
  • Develop Performance Measures –  Identify how performance will be evaluated and what standards must be met.  All results must be measured and expectations must be communicated.  
  • Assign Initiatives – Make team members aware of their responsibilities, and how they will be held accountable for their performance. Get team members on board with the strategic plan and the direction of the company by showing them the role they will be playing in its success.
  • Evaluate the Scorecard and the Process – Review the scorecard. Evaluate whether the objectives are being met, and if the process to meet the objectives is working. 
  • Adjust the Scorecard as Needed – The scorecard and the process should be kept flexible so that changes can be incorporated as strengths and weaknesses are identified.

Contact us here for more information on how you can improve your business scorecard process. 

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Operational Excellence Utilization

Operational Excellence Utilization

In today’s business environment, organizations are challenged to become more efficient and effective each day.  Many companies invest massive amounts of time and energy trying to tackle this challenge with an isolated “initiative-based” approach and mindset, which involves randomly throwing resources and tools at efforts that never seem to yield sustainable results.  Operational Excellence in many organizations is defined through centralized OpEx Teams, comprised of Lean Six Sigma “Belt” experts, with the goal to train and support continuous improvement within their respective organizations.  Although this sounds like a good approach, in many instances, these OpEx Teams are not marketed with the rest of the company.  There is a clear gap with alignment and connection to what is truly important, which results in lack of prioritization, focus, and support.  Individuals on OpEx Teams are often viewed as internal consultants, “call us when you have an issue”.  In addition, continuous improvement tools feel abstract and disconnected to the business, “Here are some new tools, now go find a problem so you can practice the tool”.

Instead of creating certification belt programs or centralizing capabilities that only a few understand and aren’t providing sustainable results, organizations should shift their focus on transforming the mindsets and behaviors of the Entire workforce.  Organizations need to strive to connect and engage all employees to generate value by challenging business practices and processes through the utilization of continuous improvement.  This is best achieved through a systematic approach that is simple and sustainable. Our proven Operational Excellence Sustainment System® leverages this approach to waste identification and elimination driving behaviors that are easily understood by all employees and are visible and auditable, ensuring support and reinforcement by leaders.

To learn more about Operational Excellence Sustainment System® please contact us at 800-246-8694 or info@csipbl.com

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Getting to Know Generation Z: On Camera Presence

Getting to Know Generation Z [Series]

Part 6: On Camera Presence

Having been photographed and recorded all their lives, Generation Z is no stranger to the power that one’s personal presence can have on influencing others.  From the time members of this generation were born, their parents were posting photographs and videos of them on-line and sharing their every move with others.  Recording and playing back these interactions has only served to enhance their on-camera presence and speaking skills as this generation, more than any other has lived under the scrutiny of a camera and in the world of “likes”.  This generation has also tried to redefine social media into a more personal medium with their use of Snapchat and Instagram over Facebook.   Generation Z knows how to look into the camera and make the audience feel as if they are speaking just to them, a skill that many of us are just learning that Generation Z has been practicing all their life.  As they enter into the workforce, they will be the first to volunteer to make an informational video or communicate via a video message to the workforce.  Capitalize on this natural tendency early on and help them refine their skills and develop them even more. 

How comfortable are you with using video to convey a message to others?

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Click Here for Part 5

Getting to Know Generation Z: Preference for Immediacy in Delivery of Goods and Services

Getting to Know Generation Z [Series]

Part 5: Preference for Immediacy in Delivery of Goods and Services

Growing up in an on-demand economy, Generation Z has a strong preference and expectation of immediacy when it comes to the delivery of products and services.  This is the generation that has grown up with the ability to have almost anything delivered to them on demand despite physical location or the availability of brick and mortar stores.  They have learned that all it takes is a computer, and with the click of a mouse access is granted as long as you are willing to pay for it. 

Translate this into the workplace and Generation Z brings in an elevated expectation for on-time delivery and heightened expectation for service to the customer (both internal and external).  When faced with delivery obstacles, they will be the ones to question the obstacle and put processes in place to reinforce that the right item is always available at the right time to the right person. 

Do your current systems and processes help or hinder immediacy in delivery? 

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Click Here for Part 4

Business Bootcamp Webinar | December 7th

Business Bootcamp Webinar:

How Successful Organizations are Increasing  Engagement, Execution, and Earnings

December 7th at 2:00pm EST (60 minutes)

Participate in a leadership forum to learn how to drive employee engagement, redefine organizational accountability, and deliver bottom-line business results.

Without non-negotiable systems, organizational leaders will never be able to truly “Transform the Business.”  The ability to collectively harmonize often disparate functions and colleagues into a cohesive team tasked with driving and sustaining clarity of communication, connectivity and ownership of the metrics, and consistency of the daily rhythm of execution is no longer optional.  This session will challenge attendees to examine their current operating system and team functionality, while providing proven and practical solutions for improvement:

  •     ALIGN your organization with shared direction, engagement, and commitment
  •     IDENTIFY practical and effective methods to connect a multigenerational and multicultural workforce
  •     USE the right metrics and GET RID of the wrong ones
  •     SPEND less time in meetings and more time running the business
  •     LEARN proven accountability strategies and how to make them effective and sustainable

Contact Us Here to Register

Getting to Know Generation Z: Preference for Person to Person Contact

Getting to Know Generation Z [Series]

PART 4: Preference for Person to Person Contact

To all of us who have worried about the impact that technology and social media might be having on face to face communication and human interaction; have no fear, Generation Z is here! 

Although Generation Z grew up in highly technological environments with the on-line classroom, virtual and simulated environments, and technology embedded in the way they live and communicate; they still have a preference to connect on a personal level.  In other words, Generation Z is comfortable utilizing technology to connect and bridge the global world, but they hold a preference for person to person contact.  ‘

So what does this mean for the workplace? 

  • Increased face-to-face meetings
  • A preference for being in the office in a social environment over working from home in an isolated environment
  • A preference for learning in a social setting through applied group discussion that can build upon concepts that they can read and understand on their own
  • An ease and preference to utilize technology to accomplish goals through smarter and faster means
  • A preference towards managing by getting out of the office to where the work is being done over managing from behind a desk and through email

What impact would moving toward some of these preferences have on your organization?   

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Click Here for Part 3

Click Here for Executive Business Bootcamp & Plant Tour Information

Executive Business Bootcamp & Plant Tour Information

A 1.5-day immersive experience. Participate in an executive leadership forum to learn how to drive employee engagement, redefine organizational accountability, and deliver bottom-line business results. Includes a site tour to see how one company created a sustainable culture of business focus & accountability in less than a year.

presented by Shane Yount, Principal of Competitive Solutions, Inc.

Objectives –

  • ALIGN your organization with shared direction, engagement, and commitment
  • IDENTIFY practical and effective methods to connect a multigenerational and multicultural workforce
  • USE the right metrics and GET RID of the wrong ones
  • SPEND less time in meetings and more time running the business
  • LEARN proven accountability strategies and how to make them effective and sustainable 

Details –

  • Date: 7 – 8 Nov. 2017
  • Location: Charleston, WV
  • Total Hours: 13
  • Price: $995

“Great course! This is something that could help leaders transform business. Can’t wait to start leveraging it.” – Director, Genentech


2 Day Breakdown

Day 1 – Business Bootcamp Strategies 

Without sustainable systems, leaders will never be able to truly “Transform the Business.” In this bootcamp, leaders will explore the tools necessary to effectively manage performance, drive continuous improvement, promote engagement, and create a sustainable results driven culture. This seminar will challenge attendees to evaluate their current operating systems, while providing proven and practical solutions for improvement.

During the forum, participants will learn how to: 

  • Create an organizational communication model to support cultural change
  • Use metrics to drive performance versus just reporting results
  • Sustain individual and organizational accountability 
  • Build the right meetings with the right cadence
  • Implement standard work systems that allow Front Line Leaders to fully embrace their roles in driving continuous improvement

“This is an excellent course that makes you think outside the box. A lot of information in two days.” – Director of Manufacturing, Raytheon

Day 2 – Live Tour & Team Presentations

During the tour, participants will see the results of properly executing the tools discussed in Day 1 PBL Bootcamp. Attendees will see a cultural transformation and the direct impact it had on operational efficiencies, employee accountability, and communication. Validated by independent auditors, these results show what organizations can expect to accomplish with the right processes and methodologies. 

During the tour, participants will: 

  • See how the PBL Bootcamp processes have significantly increased Yield and Schedule Adherence 
  • Witness increased overall meeting efficiency
  • Observe dashboard and accountability tools that engage and motivate employees
  • Learn strategies to improve site communication and trust
  • See how business strategies are translated into operational plans for their teams
  • Observe the measurable impact on culture, employee engagement and performance

Who Should Attend – 

  • Senior Level Executives
  • Operations Professionals
  • HR Professionals
  • Quality Professionals
  • Supply Chain Managers
  • Operational Excellence

“Very engaging – great speaker/presenter. I thoroughly recommend this seminar to anyone looking for a true systems approach to improvement and starting at the top on down.” – Quality Assurance Director, Phenix Label

Click Here For Registration 

 

8 Leadership Attributes of a Highly Engaged Workforce [Series]

Eight Foundational Leadership Attributes of Engagement 

PART 4

The Engagement Attributes of (7) Passionate Self-Motivation and (8) Positive Affirmation

Think of a person at your work or in your life that exudes positive energy.  When they walk in a room, the energy changes and people naturally want to follow them.  They drive engagement through virtue versus by force or demand.

What are the admirable qualities that we tend to gravitate towards and what is it that these engaged individuals demonstrate?  Simply put, they show up with a winning attitude, they seek out success (how can we vs. why we can’t), they provide timely and sincere recognition and appreciation to others, and are intrinsically motivated.

Developing skill in these two attributes often requires a shift in our current paradigm, as well as intentional practice to understand, reframe, and ultimately change the way we currently think, react, and respond. 

Click Here for Part 3

Make your program succeed with proven strategies to generate momentum and sustain long term change.

If you want to tour a facility to see what the execution of these leadership strategies looks like, and visualize what you can achieve in less than a year:

Click for DEPLOYMENT CASE STUDY