This is the sad and true story of a manufacturing unit of a major manufacturer in his industry.
This company has a corporate program to roll out Lean, with permanently appointed staff to support it. The Lean organisation is structured from a corporate level to sites representatives and staff appointed to support departments within the plants (Lean Promotion Office).
The corporate program is consistent and fine, designed by subject matter experts and tailored to fit both the activity and corporate culture. Such an ambitious program has a phased agenda, milestones, audits, reviews and everything necessary.
The Lean Promotion Office supporting team is therefore very busy breaking down the corporate rollout plan and preparing training sessions, coaching sessions, reviews and everything necessary.
Everyone who has witnessed such organisation and corporate rollout knows that the supporting team tends to become a swelling bureaucracy of its own, with very busy people seldom seen on shopfloor.
Comes a day in a department when the production must be stopped for supply shortages and unfortunately the stoppage lasts several days.
Once the things jobless personnel could do were done, they were left unoccupied and all by themselves, in a kind of readiness, the production being assumed to resume anytime soon.
Which did not happen, and boredom became the daily normal.
This is when the consultant regularly visiting the department shows up, and a bit upset by the waste of human skills, proposes to organize a much needed initiation to 5S.
That can’t be done.
– 5S is scheduled later in the year, according to the rollout plan.
– But people are available now and with the current department (messy, dirty) condition it is a golden opportunity to both train people and improve the condition!
– Nobody is available for the training.
– But I can do!
– This is not compliant to our rollout plan and procedures.
As incredible it sounds, there was no way to organize the initiation and no manager would back up the proposal nor agree to give it a go.
I assume the Lean Promotion Office members are measured according to their (planned) activity and weren’t eager to mess up the plan, take any chances to displease their managers.
Production managers were blind to the situation and not knowing much about 5S, could not see the opportunity to have meaningful occupation for their staff.
To add to the sadness of the situation, when 5S training time will come, the situation may not offer the same opportunity: machines may be running, everybody may be busy and the mess and dirt may not be that visible as it was during the stoppage.
5S training will then probably be done with case studies and simulation, on restricted area at best, in order not to disturb production. This is where the golden opportunity is really lost: using a real case to act on, learn and improve.
Postponing the training and improvements to later scheduled time slot will make the actual 5S related problems last longer, cost more and waste the opportunity.