Firm in our Convictions

I was promoted to business unit manager in a union facility for Armstrong World Industries. The relationship between management and the hourly employees had been strained for many years. It was so bad that on my first day on the job, there was a sign that said, “the plant will be closing in two months.” I wondered why they had so little faith in me. The shop steward told me, “Adam, even if we could trust you, we didn’t trust the person before you and won’t trust the person after you.” It was like they had given up on any form of leadership and stability.

Do Your Due Diligence

Midway through my corporate career, I was a senior industrial engineer at Armstrong World Industries. I spent most of my time providing support to our many manufacturing facilities all over the world. I have always been fascinated by manufacturing and it never ceases to amaze me how good (and bad) decisions can immediately impact performance.

Living in the Moment

During my career, I have been fortunate to have worked all over the world. I was brought up as a “tourist.” Whenever I traveled with my family, we would do everything possible to see the sights and learn the history of the region we were visiting. Because of this, I naturally enjoyed my business travel and did my best to explore and experience the culture of any location I visited.

Getting More Than They Bargained For

My first Kaizen event with a new client in Oregon came as result of my site visit the month before. We were going to apply 5S to an area of their plant that was well behind budget. During my visit, I noticed that although prior efforts had been made to improve organization, they hadn’t stuck. With the appropriate use of Lean principles and the Wheel of Sustainability, I felt I could help them get back on track.

Weld It in Place to Sustain It

Before I developed the Wheel of Sustainability, I had to find other methods to sustain the gains my teams worked so hard to develop during weeklong events. Here’s a story of the extreme lengths one team went to make sure no one could ever make a change to their improvements.

Raise Your Standards and Take Ownership

I was the industrial engineering manager at a ceramic tile plant in New York. We made mosaic tiles. The color went all the way through the tile. Mosaic is also a word used to describe the artistic patterns we made as special orders from our customers.

Be Careful What You Ask For

I was the plant operations manager at Armstrong’s St. Helens, Oregon ceiling tile plant for three years. During my tenure, I was able to test and refine my management and continuous improvement approach on an operation that employed just under 100 people. I made many mistakes and I’d like to think I learned from each one of them. Sometimes, it took me a few times to learn from the same mistake.

Blow It Up

Here’s a mining story from my time at Dal-Tile that involves blowing up a hill!

Not Everyone Thinks the Same

I’m an engineer. Please don’t hold that against me. I’d like to believe I think logically, solving problems in a scientific way. I was taught this way as I was growing up. I assumed everyone else thinks this way. How wrong I was!

Good Things Can Come from a Tough Situation

My first supervisory assignment was at a ceiling grid factory in Franklin Park Illinois. We had eleven operating lines at one end of the plant and a distribution center at the other end. It wasn’t unusual to produce grid in the morning and ship it out the same day. Sometimes, due to inefficiencies, we produced finished goods for customers whose trucks were waiting to be loaded on our shipping docks.

Cream Rises to the Top

I was working with a team in New Jersey to implement Training Within Industry (TWI) on a critical household cleaner line. Plant leadership saw this as a key element in their strategy to improve overall line performance.

Words Matter

Training and Review is the second spoke on the Wheel of Sustainability. The basis for Training and Review is Training Within Industry, which was developed at the onset of World War II to quickly train inexperienced workers to produce all the necessary armaments and supplies in support of the war effort. It’s one of the reasons the US and its allies won the war.

Saving Is Not Saving

We were building a ceiling tile manufacturing plant in Russia. Like most projects, the engineering team was directed to save money, as long as it didn’t negatively impact safety or productivity. As most were unfamiliar with doing business in Russia, they used their experience with known vendors to acquire equipment for the plant. If there wasn’t enough capacity to fill equipment needs, the project team worked with local consultants to identify the “best” options for equipment purchases.

Let’s See How Things Go

During my tenure as Production Manager at a ceiling tile plant in Oregon, I implemented strict rules around changeovers: No one is allowed in the breakroom during a changeover without Team Manager approval; Everyone is available to help during the changeover; Everyone is at their stations when the line is ready to start up; One Best Way changeover procedures are followed to the letter. No deviations. The procedures were developed by the technicians. There was no reason not to follow them.

Four Value Streams = Four Boards

I reported to the Vice President of Global Technology for a ceiling tile company as Lean Champion. During my tenure, we kicked off our Lean transformation and established four Value Streams: Innovation (R&D), New Product Development, Capital Engineering, and Business and Operations Support. Each Value Stream Director guided efforts to deliver value to the internal and external customers who relied on their critical results.

It’s Better to Beg Forgiveness than Ask Permission

In 1998, I was invited to Hoogezand, the Netherlands, to help a team make improvements to their ceiling tile production line. Little did I know it would be the longest Kaizen event in my life. I had been to the plant three months before and identified significant changeover time reduction potential. It was time to put my money where my mouth was. In advance of the trip, we identified members of the team and the need for an interpreter. I didn’t speak Dutch and still don’t. We’d have two weeks to work on the line and were to coordinate with the Production Manager any time we needed to shut the line down to work on or test the equipment.

Virtual Kaizen Events

For many years, I have led, facilitated, or participated in hundreds of Kaizen events. During those events, people worked together in the same location to solve important problems. Sometimes team members travelled to the location of the event. Other times people weren’t able to travel to the event and the team carried on without identified experts. I loved the interaction and energy of those events, but wondered if there might be a way to hold an event that was as effective as putting people in the same room, but would be less difficult from a travel or logistical perspective.

Call 911

In 2005, a ceilings manufacturing plant on the West Coast was experiencing high downtime rates. I was asked to come to the plant and run a Kaizen event to identify the impact of downtime on the plant.

I was given a small team consisting of four production technicians, two mechanics, one electrician, one engineer, and one supervisor. Our mission wasn’t to solve the specific mechanical or electrical downtime problems, but rather to understand why the response to and recovery from downtime took so long. This was a new concept for the plant and for me, but we felt we were up to the challenge.

Macon Progress

Once upon a time in 1998, I helped a team in Macon Georgia improve the reliability and safety of one of their production lines. The work was exciting, the team was enthusiastic, and we were making breakthroughs beyond what I ever imagined could happen. Something was missing, however. For some reason our sponsor, the Business Unit Manager, never came out to the line to see what we were doing. Although the team didn’t seem to mind, it really bothered me. After all, we were doing things so quickly and effectively, and solving so many problems that others weren’t able to solve, I wondered why he didn’t appear to be interested in our progress. If you know me, you could predict I would do something about it. And, I wouldn’t be subtle about it.

Recognize the Effort, Not the Results

When teams start working on a problem, they are often given the freedom to choose their own solution path, and it may not be anything like you were anticipating. I learned many years ago every time I tried to predict what a team was going to do; I would be wrong. They typically beat anything I could come up with. So, I decided to stop trying to guess and shifted my focus to helping them accomplish as much as was possible during the short time of the Kaizen event. To do this, I had to come up with creative ways to encourage them. Some ways were silly, some were formal, but they always seemed to remember the recognition. Here are two examples…

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