The Dignity of Work

Automatic TRANSCRIPT

Guest today is Audie pen audience the principal owner of Audie Penn Consulting. He's been working in consulting for thirty years providing different services to several fortune fifty companies in diverse industries and organizations. Is Approach is a lean transformation by applying coaching. Training and project facilitation with local teams securing solid. Foundation. Audie has been most notable as a global consultant where he combines tactical leadership skills with pro processed focused improvements. Some of his clients are Caterpillar John. Deere. Martin Marietta and Han thanks so much for joining me today Audie. Thanks for having me Diane I'm looking forward to our conversation today. I am as well and we're GONNA be talking about culture in in business you know the impact that it has in. Most likely. Spending some significant amount of time talking about the current situation we were in an I had said in the introduction These episodes are evergreen and they are I think no matter when people listen to them. They're gonNA valuable information and We are recording this. I would love to say like toward the end but I'm not quite sure where we are with the whole covid nineteen pandemic and. So while there are things that leaders are going through and employees are going through therefore, companies right now I'm pretty confident that we're going to be talking about. Translates. No matter what the environment is that company finds itself. Absolutely Yep. Okay. So to start if we could. With you providing us with. A description of. Talking about the impact of organizational culture on business performance. The idea that comes to mind there is is a recent discovery of my own and I'll. I'll frame it in this language often I find. Organizations. Are Struggling with their lean or operational excellence deployments and there's a statistic that gets kicked around quite often that seventy to ninety percent of operational excellence. ORLEAN deployments end up in failure. and. My initial response to that was well, they're doing it incorrectly I need to understand why they're doing it incorrectly but I think, I've I've actually adjusted that language to not incorrectly but incompletely in, there's the connection to your question. And for me, the connection is we can do process improvement very well. But. If the rest of the organization is disconnected, the sponsors of the leadership level or the management level of process owners, then we can't sustain or continue to find ways to improve those processes in it seemed like we just continue to solve the same problems over and over again. That is so interesting. Okay. So, if I inherit you right. company decided they want to go through process improvement some area of the business, but they don't necessarily have. Complete buy in from everyone involved. So they go through the process and then everyone walks away. They go back to the way things were. Yes. Okay. So that feels to me like. The in has to start at the very top and then has to be pushed down is that A fair assessment. I would say, yes, there's there's one word though that mutiny short that is pushed because. When those sponsors and it's language that I use to refer to leaders when when leaders actually show up? and. They're clear what their organizations about what's important It's easy for organizations to align to that and questions that I ask often is how many of you came to work today to fail And no one answers the question. Yes. So I always say, well, if that's true of us, don't you think that's true of everyone in our organization we fail them by not being clear about talking about what's important.

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