Identifying 8 forms of human waste
The book ‘Performance Behavior’ (by Neil Webers) describes how an organization can link performance to behavior to minimize waste and optimize performance behavior.
It should be clear for all employees what the target is (1), one should define what behavior leads to the desired performance (2) and that defined behavior should be measured and anticipated on (3).
To optimize performance behavior, there are 8 FORMS OF HUMAN-WASTE which obstruct continuous improvement:
|Leadership-waste||the result from too much push-management (based on authority)|
|Comfort-waste||the result of targets that aren’t enough stretching|
|Communication-waste||the result of misunderstandings that usually originate from meetings|
|Discipline-waste||the result when people are not being held accountable for not adhering to standards|
|Goal-waste||the result of employees having no idea of what is expected of them|
|Engagement-waste||the result of asking people to take responsibility for events or results which they cannot influence themselves|
|Solving-waste||the waste of capacity to solve problems when people work on solving problems without focusing on the root-cause of a problem|
|Tuning-waste||is the waste where people talk about different problems or solutions|
For a further read of the article please click this link: https://goo.gl/1Qc6wk