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Archive for the ‘Change Management’ Category
Nike gets transparency – adds Lean – strikes gold
Posted in Business development, Change Leadership, Change Management, leadership, lean, LUCKConcept, tagged lean, LUCK concept, Nike on May 18, 2012 | Leave a Comment »
Get ready!!! All too many people tell me “well, we’ll dive into lean and other improvement strategies if you start showing red”. Well, sorry – that’s gonna be FAR too late. Just like the universe – the pace of development is not slowing down. Despite economical crisis (and there are GOOD reasons there IS a [...]
Why you should make “no blamer” a “no-brainer”
Posted in Business development, Change Leadership, Change Management, Creativity, empowerment, LUCKConcept, tagged blame, blamer, creativity, LUCKc #luckc, luckconcept, montessori, no blame, no-brainer on April 28, 2012 | Leave a Comment »
Soooo many organisations asking questions refer to “the blame game” in their organisations, making it more important to be prepared for the attack than being forgiving and – creative! Why is “No Blame” SO important in Lean organisations? Well, they’ve discovered that if you are allowed to make misstakes you are more likely to take [...]
What can 3D printing bring to your business?
Posted in Business development, Change Management, Competition on April 11, 2012 | Leave a Comment »
Now i REALLY see the need for that “ink supplied by your manufacturer”! Check out what this Singapore-based company accomplished with 3D printing: http://www.indiegogo.com/veloso3dprinter Now, what could YOU do?
So you’re introducing Lean? Part 2: Some early pitfalls – and hints
Posted in Business development, Change Leadership, Change Management, Creativity, Customer Orientation, LUCKConcept, productivity on January 14, 2012 | Leave a Comment »
Wow! Only about an hour after I released part 1 there was a request for part 2. OK, let’s live this in full: * Make sure top manangement REALLY got it! Unless you have top management support – don’t do it. You are in every detail extremely dependant on support from upper management. Action: Ask [...]
Why you have to learn “Managerish”, “Bossish” and “Leaderish”
Posted in Business development, Change Leadership, Change Management, leadership, tagged bossish, leaderish, managerish on October 15, 2011 | Leave a Comment »
I’ve seen young and open managers turn into the “old style authoric non-democrat” leader just by the background radiation of the past managers. It’s like they say “it’s in the walls” of the office buildning. Well, of course it’s not – but its dormant in our culture – i e our common behaviour! What to [...]
What your Garden can tell you about Leadership
Posted in Business development, Change Leadership, Change Management, Inspiration, LUCKConcept, Philosophy, tagged garden, go to genba, leadership, lean, management, relaxing, six sigma, tools on July 4, 2011 | 1 Comment »
So you’ve just got at few days off? Or if you’re fortunate – a couple of weeks. And when you arrive to that place – or just accidentally opened your eyes to your garden at home – things grow. Rapidly. But – before you cut branches and mowe the lawn – wait for a minute… [...]
Real Change happens Every Day
Posted in Change Leadership, Change Management, empowerment, LUCKConcept on April 23, 2011 | 3 Comments »
This will be my shortest post ever: Organizational change happens every day. If you decice on actions you can not perform daily – change will not happen! Hence: Make it simple small steps jointly feedback
Inte ett systemfel? Vad är “systemet” då SOS Alarm?
Posted in Change Leadership, Change Management, Crisis Management, empowerment, krishantering, transparens, verksamhetsutveckling, tagged alarm, felfritt, ledarskap, poka yoke, sos, system, systemfel on April 22, 2011 | 2 Comments »
Uppdaterad kl 13.10 23 april: Ett feltolerant eller felsäkert system (“poka yoke”) i fallet med SOS Alarm skulle kunna vara att en larmoperatör som märker att det pågående samtalet är svårbedömt trycker på en knapp. Denna leder till att någon kollega lyssnar med. Med dagens teknik kan det vara någon annan i rummet, chefen eller [...]