Hoshin Kanri - From Strategy to Personal Planning · Learning Objectives • Understand the roll...
Transcript of Hoshin Kanri - From Strategy to Personal Planning · Learning Objectives • Understand the roll...
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Hoshin Kanri – From strategy to individual goal planning
Julie Miller Integrys Energy Services
Session M26
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Learning Objectives • Understand the roll out and implementation
process of Hoshin Kanri in our organization • Understand the benefits and the lessons
learned while implementing and executing Hoshin Kanri
• Understand the approach undertaken at different organization levels.
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Learning Objectives • Obtain a roadmap and template for you to
use with your teams. • Walk away with a clear understanding on
how an X matrix can ease the load for both the employee and the leader
• Gain understanding on how an X matrix can help your change management efforts
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A little history… • Integrys Energy Services is non-regulated energy
company serving commercial and residential customers across the US
• Our parent company, Integrys Energy Group, includes mostly regulated utilities
• Integrys Energy Group has 3500+ employees • Integrys Energy Services has about 300
employees • We are seven years into our quality journey
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What is Hoshin Kanri? • In Japanese, hoshin
means shining metal, compass, or pointing the direction, kanri means management or control. The name suggests how hoshin planning aligns an organization toward accomplishing a single goal.
en.wikipedia.org/wiki/Hoshin_Kanri
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What is Hoshin Kanri
• The discipline of hoshin kanri is intended to help an organization: – Focus on a shared goal – Communicate that goal to all leaders – Involve all leaders and employees in
planning to achieve the goal – Hold participants accountable for
achieving their part of the plan, and understanding what it is
en.wikipedia.org/wiki/Hoshin_Kanri
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Hoshin Kanri or X Matrix? • A hoshin table can take many forms • We chose the X matrix, or as we call it…
The Pinwheel!
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The path for planning
Mission
Strategies
Objectives
Goals
Action Items
Senior Management
Teams
Middle Management
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Level 1 – Senior Leaders
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Level 1 – Senior Leaders Objective five
Objective four
Objective three
Objective two
Objective one
John
Sue
Andy
Pat
Mission oneMission twoMission three
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RESOURCES
Teams
Objectives
Strategies
Mission
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Objective five
Objective four
Objective three
Objective two
Objective one
Jo
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Mission oneMission twoMission three
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RESOURCES
Teams
Objectives
Strategies
Mission
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Basic Steps • Step 1: Fill in the missions or directions • Step 2: Identify your strategies or goals
– Complete relationship boxes
• Step 3: Determine your objectives or actions – Complete relationship boxes
• Step 4: Assign responsibilities – Complete relationship boxes
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What didn’t work well with… • Senior Leaders
– Walking into the meeting with no proof – Expecting them to “just get it” – Giving them instruction and sending them off – Starting with a blank slate
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What worked well with… • Senior Leaders
– Lots of pictures! – A simple, non-business example
• Should be a full set of plans – Bring feedback from employees on why and
how this will help – Confidence
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Level 2 – Team Leaders
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Level 2 – Team Leaders Goal five
Goal four
Goal three
Goal two
Goal one
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Strategy threeStrategy twoStrategy one
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John
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Metrics or Targets
Individuals
Goals
Objectives
Strategies
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Basic Steps • Step 1: Copy your strategies over • Step 2: Copy your applicable objectives and/or
create new objectives – Complete relationship boxes
• Step 3: Copy your applicable goals and/or create new goals – Complete relationship boxes
• Step 4: Assign responsibility and metrics/targets – Complete relationship boxes
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What didn’t work well with… • Team Leaders
– Sending them off without help – Allowing them to explain the process – Having them fill it in on their own
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What worked well with… • Team Leaders
– Facilitate the first session with them – A simple, non-business example
• Should be a full set of plans – Bring the whole team together – Confidence
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Level 3 – Leader & Employee
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Level 3 – Leader & Employee Action item five
Action item four
Action item three
Action item two
Action item one
Qua
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Objective threeObjective twoObjective one
Metrics or Targets
Met
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Goal
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Metrics
Action Items
Goals
Objectives
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Basic Steps • Step 1: Copy your applicable objectives and/or
create new objectives • Step 2: Copy your applicable goals and/or create
new goals – Complete relationship boxes
• Step 3: Define your action items or tasks – Complete relationship boxes
• Step 4: Assign metrics/targets and due dates – Complete relationship boxes
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What didn’t work well with…
• Leaders and Employees – Sitting in with them – Not tying it in with goal setting – Having either of them fill it in on their own
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What worked well with… • Leaders and Employees
– Using it as a learning opportunity – A simple, non-business example
• Another individual goal plan • The leaders should set an example here
– Filling it out together
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Employees and Their Goal Plans • Most have SMART goals
Specific
Measurable
Attainable
Relevant
Time bound and Targeted
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Employees and Their Goal Plans • Should be able to easily tie their
goals back to the organization’s missions or directions
• Know how they personally can impact their team and the bottom line
• Know when they need to accomplish their actions and goals
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Lessons learned • Stay open minded • Give it a chance, and help others give it a chance • Be confident • Provide examples • Make it timely, start planning now
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Moving forward • Don’t make this a one time
thing • Have the team leaders share
their matrix • Review them quarterly at
minimum to keep it fresh • Laminate and/or display • Find a central location for
level 1 & 2 • Make the pinwheel your own!
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Summary • Hoshin Kanri and the X matrix can be a great
visual tool to understand where they fit • Productivity, pride and ownership increase when
people know their impact • Creates great touch points for communication
transfer and relationship building
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Questions?
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Contact information • Julie Miller: Director – Operational Excellence
– [email protected] – Find me on LinkedIn
• http://www.linkedin.com/in/juliemiller09
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Example – Level 1
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Example – Level 2
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Example – Level 3