what you can expect

what you can expect

After 30 years evaluating numerous companies’ performance, it is apparent there is a near equal split between those that sustain results and those that do not, no matter how robust their systems and processes. The difference is the accumulation of behaviors of the people within the organization, or “culture”.

-Ken Snyder, Executive Director, Shingo Institute, Utah State University


Your WORK FORCE organized as high functioning teams, managing tasks and decisions at the lowest level. Making better, more nimble tactical decisions, allowing management more time to focus on strategic thinking. Imagine your WORK FORCE trained, skilled, effective and engaged in…

process improvement

Statistical Process Control (SPC), Quick Change (single-minute exchange of dies, SMED), Total Preventive Maintenance (TPM), Root Cause Analysis (RCA) and other Process Improvement / Lean methodologies. Finding process improvement opportunities, winning management support, chartering projects, project management and writing project summaries.


Communication and Facilitation Skills. Individual team members train theirs and other teams on the methodologies mentioned using developed coaching and mentoring skills to help teams across the organization with challenges.

financial management

Understanding business basics, such as the leverage of cost reduction over sales increases. Annual business plan at the team level. Doing more with less using tools already mentioned. Accountability to the team’s part of business plan, reporting to supervision monthly and management quarterly on the team’s financial results.

performance management

Giving and receiving feedback, coaching for success and documenting performance management within the team. Delivering timely, honest and critical performance feedback to team members for improvement. Team members struggling with consistent unmet expectations provided timing and consequences of escalation to HR.

customer / complaint management

Cross-functional customer engagement teams with representatives of each critical process step, quality management and sales. Teams meet the first delivery of product or services to new customers and inspect before releasing to the customer. Teams also receive, triage, investigate and respond to customer complaints.


Interview methodologies. Reviewing resumes, conducting phone and site interviews and deciding on the candidates that seem a best fit for their team. Documenting the entire process and recommending their selections to HR for the transactional aspects of hiring.

Organizations are doing this now and reaping massive rewards, financially and culturally, through finding and developing the brilliance in their work force. It’s helpful to think of beginning with the end in mind. What is the end you wish to achieve in your organization?

find the BRILLIANCE in your WORK FORCE™

Ask us how we can help.

make it happen!