Training, is it cost center or???

When you are working in a company, how do you value training? Or how do your company value training? Many people and many companies are still thinking training is a cost center. Yes, it’s true. Training is a cost center, however it’s a cost center to prepare the people to face the future challenges. Studying and training is something we will continuous doing in our life.

A manager in a company should think like a general in the army, navy or air force. Why? Because as we know even though in the peace era every soldier should have a proper training and continuous training in different area such as forest, city, dessert, beach, etc. These trainings are to prepare and equip the soldiers to the knowledge of each of the situation and skills how to survive and win the battle in the different condition. Therefore, if a emergency situation happen not only war but could be in a form of natural disaster then these soldiers are ready as the first line to help.

So, training is same like practice…it’s to make you good at it or perfecting your skill and knowledge. 

The question that will be arise is, in the time of a company want to expand or in the time of crisis are your people ready to face it? Do you have enough skilled and knowledgeable people? The answer will be on you.

Visualization

When we walk in into the supermarket and we want to buy something, we will take a look to the signs on every racks to find out the goods we want to buy. It called Visualization.

“Visualization is a method to make an image or picture or sign to share information to make other people easy to see and understand the situation or when an abnormalities happen.”

Another example when we drive a car, along the road we will see speed limit sign to determine the top speed on the current road, the country road will have different speed limit than the tool road or even the city road. With visualization it’s easy for everyone form everywhere to understand how to drive in those road.

When we arrive at the new airport in a new country which we never visit before. What is the first thing we will do? We will look for the signs which show us where is the immigration, where is the toilet or where is the gate for our next plane. Am I right? Can we imagine where there is no signs at all, no visualization at all, no monitor to show the departure or arrival time. What will happen to us? We will get lost.

That basic concept also apply in our production lines in the manufacturing, without any visualization we will get lost. That’s the main reason why we need visualization, with it we know where we are now, we know where we will go, and we know if any disruption happen along the way.

Start using visualization to save your time, energy and have a more SMARTER way to work.

A3 Thinking, it’s all about common sense…

Have you ever find yourself in the midst of confusing when you are explaining something to your children?

I have…when my son asked about why we have to stop when the traffic light turn red? I answered him because if we didn’t stop we will crash with other car. And he asked why the other cars didn’t stop when they saw us? I said because it’s on their side the traffic light turn green, that’s mean they turn to go. He asked why the color should be red, yellow and green? Why not other color? Why do we need traffic light? Why should we have intersection? And another why until he was satisfied. 

My son is asking something that very make sense, he is asking because he is curious and he wants to know the reasons behind it. It’s the same like A3 thinking, the key when you do your analysis is to be curious and to find out all the reasons behind the problem by asking why to ourselves or our team. Why sometimes it is hard for us to do that? Because, we take some problems at granted. 

Therefore, to do A3 is simple…just be a kid with all the curiosity like a empty paper ready to draw. 

 

 

Lean Is Simple...

Many people think that lean is complicated. Some people said that lean is difficult and tough. Why did those people say that?
I think because most of the companies which implemented lean in the early stage focus more on the lean tools and all the lean “quote”. Only a few focusing on developing their people.
The first thing the company should do when they are want to implement lean is put all your resources to develop your people. Train them, encourage them, engage them and empower them. 

If our people buy in the concept and they feel part of the change, they will have a willingness to do lean. They will eager to solve their daily problems in more systematic way.

At the end it’s about people.

The conclusion – Lean is “A long journey that need commitment, patient, long-term thinking, positive mindset and attitude, and continuous improvement which are merge together as operational excellence and strategic weapon.”

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Lesson Learned From Japan Trip

I just visited Toyota – Motomachi Plant in Toyota City, Japan on Jan 10th, 2017. The plant is producing high end Toyota cars such as, Lexus, Crown, Mark X and Mirai. I was fascinating with the plant, something I can learned about implementation of TPS in Motomachi Plant is make it visual and simple. There is no sophisticated andon or jidoka. There is no glamour visualization. It’s just simple and easy to understand not only for workers but also for visitors. The pace of working are perfect, nobody see in rush.

Key lessons:

  1. Make a simple visualization which everybody especially the workers understand
  2. No need rocket science to implement TPS, use the creativity of the workers
  3. Empower and engage your people

End Year Footnote: 2016 
Surf the wave of uncertainty

The year of 2016 will come to sunset and the year 2017 will rise on the horizon. If we look back to 2016, we see a lot of things happen. One thing for sure, the world become unpredictable it’s mean the condition is more uncertain. 

What should we do? We have to surf this uncertainty.

How we do it?

  1. Be Proactive – seek information, act don’t react
  2. Be Agile – to be easy to adapt with change, we have to learn quick to any given situation
  3. Be a Leader – lead the team, set the goals, communicate with them, collaborate with others
  4. Relentless Reflection – review what we have done, be honest to ourselves
  5. Continue to improve – never satisfy with status quo, small steps of improvement in daily basis

Let’s surf the year 2017 with enthusiasm and optimism.

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Indonesia Economic Outlook 2017

The year 2016 will come to end, the year 2017 already in horizon. Indonesia as the biggest emerging market in Southeast Asia hold 40% of the region market. Indonesia has strength in demographics advantage with approximately 59% of the population between 15-54 years old. With median age of 29.9 years old, Indonesia has the biggest working class in the region. This is a huge opportunity not only for Indonesia but also of other countries in Southeast Asia.

The challenge for Indonesia Government are infrastructures and regulations. Hopefully, we can see from the government’s income and expenses budget in 2017 they put heavily in infrastructures especially for roads, sea ports and air ports.

Indonesia Predicted Economic Growth (based on World Bank projection in %)

Indonesia Predicted Economic Growth (based on World Bank projection in %)

Indonesia will more focusing in industrial based on agronomic culture, which means Indonesia will export more finished goods than raw material and also more emphasis in e-commerce business.
It will be interesting to see how Indonesia can be the leader in Southeast Asia. The time is now…

How We Define Skills and Develop Our People With 9 Groups

One of the techniques that can be used to define skill and develop people is 9 Groups.

In the 9 Groups, there are two parameters (Axis)
Long term performance
Potential to be developed

Group 1: Lower performance  the position is not meet with the talent skills, knowledge or passion
Group 3: Inconsistent performer  a talent which still in grey area of potential and has an inconsistent performance in the current or previous roles
Group 6: Diamond in the Rough  a talent which  has a very good potential, however it’s reflect on the performance, therefore, the talent must be well developed in terms of skills and knowledge.


Group 2: Solid professional  a talent that most of the time meet the target however this talent already had specific skills, tend to be professional in it’s field
Group 5: Key Performer  most of the talents are in this box, they have high potential and good performance
Group 8: Future Star  a talent which has a high potential with good performance in different roles.


Group 4: High Professional  a consistent performance in a more specific role, in other word an expert
Group 7: High Professional Plus  Group 4 plus, a very agile talent which can be put in any tasks and deliver an excellent result
Group 9: Consistent star  a top talent, "numero un"o in the company, always deliver top result in any area of expertise

INCLUSIVE LEADER

How did we see the world when we born?

Colorful and beautiful, full of love, joy and happiness.

As children, we play with whoever we met. We didn’t see their differences. We didn’t about their race, their beliefs, their nationality. We play together, we laugh together, we help each other.

What we saw as children, the difference is colorful…is beautiful…and we loved to have friends from different background…because we believe that’s what makes us human.

And that’s the definition of Inclusive Leader

FOUR QUALITIES OF AN INCLUSIVE LEADER

EMPOWERMENT

Inclusive leaders enable team members to grow and excel by encouraging them to solve problems, come up with new ideas, and develop new skills.

ACCOUNTABILITY

Inclusive leaders show confidence in team members by holding them responsible for aspects of their performance that are within their control.

HUMILITY

Inclusive leaders admit mistakes, learn from criticism and different points of view, and overcome their own limitations by seeking contributions from team members.

COURAGE

Inclusive leaders stand up for what they believe is right, even whe

Inclusive leadership can drive productivity, loyalty and motivation. Inclusive leaders should be able to create inclusive cultures which value the diversity of talents, experiences, and identities that employees bring. 

One key to becoming an inclusive leader, is humility.

Diversity & Inclusion

Nowadays, in global or local companies, they are promoting about diversity. What is Diversity? The concept of diversity encompasses acceptance and respect. It means understanding that each individual is unique, and recognizing our individual differences.  These can be along the dimensions of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies.  It is the exploration of these differences in a safe, positive, and nurturing environment. It is about understanding each other and moving beyond simple tolerance to embracing and celebrating the rich dimensions of diversity contained within each individual.

However, diversity can not work without inclusion. What is inclusion? Inclusion is the behavior and attitude to accept the diversity. 

Creating an inclusive workplace:

 
  1. Leader represent the behavior and attitude to accept and respect the difference. 
  2. Promote open, effective communication, as well as clear channels for feedback.
  3. Building relationships through increased understanding and trust helps to foster inclusion.
  4. Ensure all employees have the opportunity to take part in decision-making and planning for social activities.
  5. Be creative, flexible and look for new ways of doing things.
  6. Recognize and acknowledge special days and events.
  7. Create Intranet-based multicultural calendars to avoid scheduling important meetings on major cultural holidays.
  8. Permit flexible schedules so that employees can arrange their schedules around their beliefs.
  9. Acknowledge all faiths present in your workplace.

There are some common areas that exemplify how cultural differences impact how people work and interact with each other, as below;

  • Concepts of time. Depending on the culture, time moves forward and is measured precisely, or time is cyclical and is measured by events. Some cultures are more punctual and time-oriented, while others are more flexible and casual.
  • Physical contact and personal space. In some cultures, individuals are less inhibited about engaging in public displays of affection or physical contact. In others, individuals are expected to behave modestly. In some cases, for example, it is inappropriate for a stranger to shake hands with a member of the opposite sex.
  • Styles and patterns of communication. Some cultures are more accepting of silence during conversation whereas in others, individuals prefer continuous conversation and ‘small talk.’
  • Self-identity or self-orientation. In some cultures, members are more focused on self and meeting their individual needs, whereas in others, the community’s needs take precedence.
  • Dealing with conflict. In some cultures, conflict is dealt with immediately and directly. In others, the favored approach is to avoid confrontation in order to preserve personal and group honor and dignity.
  • Relationships with nature. Some cultures value being in harmony with nature while others view mastery over nature as more important.

By acknowledge diversity and providing an inclusive environment a company can move form good to great, because a harmonic working environment will make the people eager to give 1000% of their commitment and achieve a greater result ever.