“Our life is frittered away by detail. Simplify, simplify.”
Henry David Thoreau, American poet
Lean and Change Management
Appropriate leadership ensures the future viability of your company. In this context, it is imperative to recognize the different potentials and to use them correctly.
Through advisory with regard to a pragmatic “hands-on” implementation, the individual needs for alterations are accompanied by effective change management, taking into account the corporate vision.
In all styles, the responsibility for the decision lies with the executive. In contrast to management, leadership aims at personal development.
Identification and utilization of hidden potentials through an eye for detail in the sense of lean management are key contributors to a successful reorganization.
Included here, Lean-Company as a holistic vision for creating the right mindset to raise hidden productivity potentials.
Basic elements Lean Management:
Utilization of hidden potentials through an eye for detail in the sense of lean management with the goal of a lean company as a holistic vision to increase productivity potentials. In this sense, Lean means the combination of process and customer orientation in conjunction with economically controllable processes resulting in top quality and service at reasonable prices.
To achieve this goal, the implementation of change within an organization is fundamental. Besides the conviction of the urgency of these changes, anchoring them in the vision and strategy of the company is essential for the success of their implementation and the creation of a sustainable culture of change.
It is inherent in the concept of Lean Management that the leadership concepts within a company also change. In addition to the installation of a management team to lead the process, this also means that hierarchies are flattened and tasks are clearly delegated. The management focus at both the subject and the relationship level must be individually adapted to the characteristics of the employees. It is important to find the right leadership focus at the subject and at the relationship level, depending on the level of aptitude, e.g. in goal setting, work instructions and control and the need for socio-emotional support, e.g. by building trust, regular feedback and active support.
