Implementing Motivational Empowerment for Continuous Improvement: A Six Sigma Success Story

As I reflect on the topic of Motivational Empowerment, one instance stands out vividly, that I mentioned in a previous post on developing my leadership approach, and I thought it was worth delving deeper. This instance occurred while we were pursuing a Six Sigma quality rating from our largest customer. We faced a significant issue with nonconforming parts (NCP) in the form of misaligned holes, which had a tolerance of just 1/1000th of an inch. These defective parts would crash our customer's robotic assembly line, resulting in substantial line down charges. This was a serious issue, especially since we had recently invested heavily in a new drilling machine for this work cell. These expensive aluminum parts had to scrapped and costing the company significant expanse.

Fortunately, our quality inspectors were catching the nonconforming parts before they reached the customer. However, I realized that if we were truly committed to our continuous improvement pledge as a company, we had to solve this issue swiftly using the tools we had invested in and were trained on. It also presented an opportunity to utilize a leadership methodology I now call Motivational Empowerment.

Identifying the Problem

I began by delving into the production data and measurements taken by our inspectors, alongside labor data collected from the floor. It was easy to pinpoint the production shift and the specific operation where the irregularities were occurring. Our quality and engineering personnel rechecked and recertified the drilling machine without any exceptions, further narrowing down the issue.

Forming a Project Team

To tackle this problem, I established a project team that included work cell supervisors and production team members, particularly from the second shift where the issues were occurring. While I championed the team, I delegated the leadership of the project to the second shift supervisors, providing them with the necessary technical support. We followed proper Six Sigma protocols, with clear goals and measurable outcomes.

Encouraging Ownership and Collaboration

I insisted that the project leaders include production operators in the problem-solving process. Quality and Engineering presented their data, confirming the capability and repeatability of the equipment. The issue clearly stemmed from human factors rather than machinery.

Creating a Trust and Respect Culture

I emphasized the importance of a business culture based on trust and respect, where solutions were the target and mistakes were not punished if everyone was honest about the issues. This environment encouraged operators and supervisors to take ownership of solving the problem. As discussions progressed, the operators admitted they had utilized unauthorized templates established prior to the drilling machine to perform the operation in an efforts double production during shifts with tight deadlines. This template had been obsoleted and decertified by Quality and Engineering and was suppose to have been destroyed but second shift had keep it in case deadlines got tight.

Implementing Solutions

It turned out that the second shift operators had not attended the training provided for Six Sigma certification, unlike their first and third shift counterparts. By addressing this training gap and emphasizing the importance of certified processes, the second shift production team pledged to own their processes, attend all necessary training, and communicate openly about their progress.

The unauthorized templates were destroyed, and a commitment was made to clear communication and adherence to certified processes. We documented the project under the guidance of our in-house experts, using it as part of our certification projects with our customer. I continued to visit the second shift regularly, celebrating their successes and learning from their failures.

Key Traits and Components of Motivational Empowerment

Now, let's discuss the key traits and components of this leadership approach and business culture:

1. Ownership and Accountability: Encouraging team members to take responsibility for their work and behavior fosters a sense of ownership and accountability. This empowers employees to proactively address issues and contribute to solutions.

2. Trust and Respect: Creating an environment of trust and respect is crucial for open communication and collaboration. When employees feel trusted and respected, they are more likely to share insights and admit mistakes, leading to effective problem-solving.

3. Clear Communication: Ensuring transparent and open communication channels helps in aligning team efforts and maintaining focus on common goals. It also prevents misunderstandings and ensures that everyone is on the same page.

4. Continuous Learning and Improvement: Emphasizing the importance of training and development ensures that employees are equipped with the necessary skills and knowledge to perform their tasks effectively. Continuous learning is vital for maintaining high standards and achieving long-term success.

5. Empowerment: Empowering employees by involving them in decision-making processes and valuing their input fosters a sense of belonging and motivation. Empowered employees are more engaged and invested in the success of the organization.

6. Collaboration and Teamwork: Encouraging collaboration between different departments and levels of the organization ensures a holistic approach to problem-solving. Teamwork enhances creativity and innovation, leading to better solutions.

7. Recognition and Feedback: Regularly recognizing and celebrating successes, as well as providing constructive feedback, helps in reinforcing positive behaviors and addressing areas for improvement. Recognition boosts morale and motivates employees to continue performing at their best.

Conclusion

By implementing these principles of Motivational Empowerment, we were able to solve the NCP issue effectively, achieve our Six Sigma certification, and foster a culture of continuous improvement. This approach not only resolved the immediate problem but also empowered our employees, enhanced collaboration, and ensured long-term success for our organization.

Blessings and Success

Jeff Mayfield