Every Company has to manage their Cost in a systematic manner. Ideally there should be no need to cut Costs. But almost every company has this need to drive Cost reduction. The Profits are under pressure continuously and the Competition & Customers always gives you a reason for Cost reduction.
Many a times when the Cost reduction is taken up the Teams take up an approach of ‘Somehow’ reducing the Costs. If you are approaching serious Cost reduction after a few years in your company, then very good chance is that you would do well and achieve a good amount of Cost reduction. Usually the Top Management are happy with that and Serious Cost Reduction is set aside for next few years.
But I feel there is a need for Continuous Cost Reduction in a Company. The Cost should always be looked at and we should continuously find more economical way of doing things. This has to become a continuous focus of every organisation.
To ensure this happens, we need to put a Cost Reduction System in place. The system would have following components.
01. Cost Data: The first step in ensuring a good Cost Focus is to ensure the Cost data is available in the Organisation. I have seen many instances where the data is not available on the Costs and the Management does not get awakened to the need for Cost reduction. The Cost data should have at least two sides. The Internal data giving the various components of the data and second aspect is Benchmarks with external data. It is ideal if we can get Cost Data Benchmarks with the Competition. But we may not get it every time. We can also look at the Cost on Zero basis.
The Cost data should be available in every area. It is worthwhile to have a small team to analyse the data and bring out the important components.
I have seen several companies that do not know the Cost data for their Products. So much so that they do not know whether they are making money on all their products or not. This is not a good situation to be in.
02. Cost Reduction Target: There should be a Target for reducing Cost just in every Function / Department. The Target should be a reasonably tough. The CEO should have a target at the Company level. This is very important as there are some Cost escalations that happen despite our best efforts. Most of the time, we do not have any control on the escalations. We need to have something to fight back with. Only this will ensure that we achieve our Profitability target for each year.
Cost Reduction target has to be taken to every Function / Department.
03. KPIs: Every employee should have a KPI that is about Cost Reduction. This KPI should have a reasonable weightage. This will ensure that the employee gives a good priority for the Cost reduction.
04. Process for Cost Reduction: Every Company needs to have a good Process for Cost Reduction.
a. War room: There should be a War room for Cost reduction in every company. The war room will have the Cut samples of Products, the Products that are broken down to parts, Competition product Samples and so on. It will also have the Target Vs Actual displays of various teams that are working on Cost reduction.
b. Daily Meeting of Teams: If you want your teams to deliver on Cost reduction, they should spend time EVERY DAY on Cost reduction. Every team should meet for at least 45 minutes in this room The War room should have the schedule for the meetings of various teams.
c. Brain Storming Sessions: Cross functional Teams should meet in the War Room for Brain Storming Sessions. There should be a schedule for Brain Storming sessions. The number of Brain Storming sessions will depend on how much progress you have to make in that particular area. If there is a big target and you are very much behind, then you should meet more often.
Every Brain Storming session should be held with a good Procedure. The team should prepare for the Session. The target for the session in terms of a Value for which you should find ideas should be given ahead of the meeting. The specific topics for the Brain storming session should be announced in advance.
d. Invite SMEs: Subject Matter Experts (SMEs) should be invited for the Brain Storming sessions. These SMEs may be in the Company or they may be Suppliers, or they may be Professors at IIT and so on. You can get different thinking into the Company by inviting the SMEs from outside.
e. Full Time team: Every company needs to have a full time team as needed for implementation of the Cost Reduction ideas. Sometimes it would be very beneficial to have a Task force (Full time team) for implementation of the Cost reduction ideas.
I have seen this Process give wonderful results in Companies. Every Company would require some home-grown processes to ensure effectiveness. But the above standard practices work everywhere.
05. Techniques: Every team needs to learn some formal Cost reduction Techniques like VA / VE, Total Cost of Operation and so on. The teams need to be taught the techniques that work best for the Company. Every company should define these Techniques specifically for each Team and teach them these techniques with the help of E-Learning Courses.
06. Learning from the past: Finally, the Company needs to learn from the Cost reduction Projects / ideas to improve their Products / Processes. A Company need to become better and better at Cost Management and their experience in Cost Reduction can help in a big way towards this objective.
07. Cost Council: It would be good to formulate a Cost Council headed by the Finance Head to monitor the Cost reduction efforts. This Council would be responsible to manage the Cost reduction efforts across the Company. The Council should work out ways and means of encouraging the Employees and motivating them towards the Cost reduction Goals.
08. Total Employee participation: Company should encourage participation from Employees as well as Vendor Community. For this it would be useful to have standard Schemes that will help the Company to encourage the employees and Vendors to participate in the Cost reduction actively. The Employees and Vendors would be rewarded suitably for the Cost Reduction efforts.
A continuous focus on Cost Reduction would definitely help the Company in managing their Profitability much better.
As Leaders all of us Professionals and Entrepreneurs interact with several people in the Business. We need to manage several relationships to succeed at the job. One of the most important relationships is that of Boss and Sub-ordinate. I see several Professionals not being able to manage the relationship with the Boss. I feel this happens to many Professionals at some point of Career or the other. Usually when you become more senior Professional.
Let me give an account of my own experience in my career so far with my Bosses!
Totally Aligned: I have experienced a wonderful relationship with a few Bosses with whom I was totally aligned. The relationship was wonderful. The Boss was appreciating my strengths, I was worshipping my Boss’s Qualities and trying to learn. The relationship was just perfect. I was able to have this relationship at a relatively early stage in my career.
Absolutely no fit: There was this type of relationship with one or two people where there was no common ground at all. My methodology and my Boss’s methodology just did not match at all. The relationship just did not click at all. This happened to me when I was early into the Job as well as mid stage.
Trying to align and give up: Then there was this type of Boss where there were some disagreements, you try to manage them respectfully as you have seen some amount of life. But when it is going on beyond a point, you just give up. This happened after good number of years of experience.
Manage a Respectable relationship: Then, I have experienced a few relationships with my Bosses (Both in full time job and in Consultancy) where there are number of disagreements. But we deal with them respectfully and keep going forward. Looking back, I could do this quite early in my career. Of course I do it day in and day out as a Consultant / Coach / Entrepreneur.
When I look back, I am able to appreciate the point of view of every Boss with whom I worked. I am able to look at the relationship that I had with them from a distance and able to appreciate why some of them worked and why some of them did not. I feel it depends on the stage of your career as well as the Compatibility of the People involved.
Fresher and Boss: In many ways this is a very nice relationship. The Boss does not have any axe to grind as the subordinate is a fresher. The Fresher is also starry eyed and looking at his Boss with admiration. Of course, there are again some relationships where the Fresher and the Boss just do not see eye to eye. In this case the Fresher quickly changes the job.
Growing Manager and Boss: There is that stage in your Career when you start growing rapidly. If you and your Boss are aligned, your Boss may be the one who is helping you grow. But in other cases, the Boss may be very uncomfortable with this guy who seems to be growing in stature every day!
Challenger: Then there is this stage where you may be just as senior and competent as your Boss. You are too close to him for his/her comfort. The relationship will be tense. The Boss would be peeping over your shoulder perennially. Boss may feel that you are a Challenger to his position.
Senior Colleague: Then you would gain years of experience and become a Senior Colleague to your Boss. Technically he is your Boss. But as both of you are senior Professionals, the relationship is more like a Senior colleague rather than a reportee.
With my personal experience of Managing / Mis Managing the relationship with my Bosses in my career and with my experience of watching many Senior Professionals as a Consultant / Coach / Entrepreneur, I would recommend some Best Practices in Managing the relationship with the Boss.
You need to Manage the relationship: First of all we should recognize that there is a need to ‘Manage’ the relationship with the Boss. Many a times you may think that just working with all your heart is what is just needed. Everything else will fall in place. It may not. You need to recognize that your Boss is another Human being with his own imperfections as you have imperfections yourself. When I say you have to ‘Manage’ your relationship, I mean the good way. I am not talking about the practice of just trying to please the Boss. Those who are doing it and doing well do not need to read this article. I can’t add much value to them. Recognizing that there is a need to Manage the relationship is the first step.
If you are not able to agree that you need to Manage the Relationship, then spend more time on this. Talk to your friends. You are welcome to talk to me. You need to be convinced about this basic foundation.
Many a times we may take extra efforts with our Team. But we may feel the Boss has to do it with us and we may just not take any effort to manage our Relationship. But I feel this argument is flawed. At a senior level both the people need to put in effort. The Boss may be finding it difficult to ‘Manage’ you. Give him a chance!
Understanding the Priorities and aligning: Usually after you have put a good number of years in the industry, you would develop your own way of working. If you get a Boss who is able to just leave it to you, then it makes the job easy. But many a times you may have a Boss who is as Strong willed and who is having as much experience as you are. Then it is required to understand his /her Priorities and align with him. It is just fine to modify your Goals and methods of reaching them. Either he listens to you or you listen to him. But if the disagreement is strong, don’t just duck it. Try to deal with it. As Marshall Goldsmith says we have to make peace with the fact that it is the Boss who decides many things around you. You need to accept this fact.
Communication: Understand the amount of Communication your Boss needs. If in doubt, you can ask. But many Bosses may not be able to articulate well about how much Communication they need. For example, I need a lot of communication from my Team. I am happy with someone who communicates a lot with me and then understands what need to be communicated and how. Understand your Boss’s preference. Please note that it is worth doing this.
Reach out to him as a Human Being: Very often you label your Boss with Positives and Negatives at work. You may not see the Human side of him/her. Try to reach out to your Boss to just do that. I have seen many Bosses who do this very well with their Team members. I had a Boss who would invite the team to his home and play a wonderful Host! I could see a very different sensitive side of him in those interactions. Another Boss was very good in feeding people! You would go back home much heavier if you go to his home for Lunch/Dinner! You need to take the same effort with your Boss! It is needed!
Genuine appreciation: You need to give Genuine Appreciation to your Boss when it is due! This is a smart way of letting him know what you like about what he is doing. You may get more of it in return! Without this, your Boss would not know what you like about him/her. Don’t fake it. He/she would know it.
Formal Feedback: Try a formal feedback session with your Boss at least once an year. Sometimes you may need it twice a year. This will work with some Bosses and does not with some others. Where it is not working, look for subtle signals to understand the feedback. It is tougher. But you need to put in the effort. There is a Danger of misunderstanding him/her. Try your Best to validate your understanding.
Learn from your Team’s feedback: Many a times you can learn from the feedback that you may get from your own Team. If you can reflect, you can pick up many learnings. You can look at gap in reality vs your thinking about various team members opinion about happenings in the team.
Managing a Disagreement: With all your efforts too, you would have disagreements with your Boss. Expect them. The problem is bigger if you are expecting a wonderful stain less relationship!! If you are old enough, you would have understood that it is quite okay to have disagreements with your Children and your Spouse. So why you can’t live with some disagreements with your Boss?
When there is a Disagreement, look for what is the Best solution for the situation. Don’t get hooked to your position beyond a point. Take the opinion of various Colleagues. Do not go only to like-minded Colleagues. It is comforting to gang up with similar thinking colleagues. It is important to go to Colleagues who think dissimilar to you in these situations. You need to put effort to understand the other point of view. We need to have belief that the other person is having the Best intentions when he/she is suggesting something. This may be your opportunity to Learn something different.
My own experience of such situations is that when I managed such situations, my learning was wonderful. It took me to the next level as a Professional and as a Human being. When I ducked those situations, I missed out on the Learnings!
We need some Humility!
My experience is that those with some Humility can manage the Relationships much better! Those of us who are still having rough edges find it more difficult to manage relationships. Rough edges (in terms of our behavior) would hurt others and they hurt us more!
One good practice to learn Humility is to have Gratitude.
You need to write down what all you are grateful about in your life. Thank those who helped you to gain in them in your life. Do this every morning. This teaches you Humility! This would totally rewire you if you are sincere to the cause.
With more Humility we would manage our relationships much better. We would understand that taking everyone along with you (including your Boss) is more important than having some Bright ideas in your head and a feeling that your thoughts are superior to everyone else’s. You would become more tolerant to others’ ideas.
Wish you more Harmony in your Relationships! It is needed to reach your Goals!
In the Last article, we examined how a Company can use the Business Awards to further their Business Goals. One should be very clear about what is the End and What is the means. In the heat of the awards, one should not get lost that getting the award is the End.
In this article, I am looking at the process of challenging a Business Award.
Run your Business like a series of Sprints
To ensure the Company pursues its’ Business Goals with full vigor, a Leader needs to create surges of energy from time to time. The energy levels go down by default. This is quite apparent in many companies when you see their failure rate towards their own Targets.
It is ideal if a Company can be run in a manner wherein the Teams pursue the goals with great vigor. I am sure good number of Companies may be running like this across the world. But many other companies need help in this area.
Challenging the Business Awards is one way of maintaining the Mojo within the Company.
What Award should you challenge?
Before you decide what Award would you like to challenge, you should decide what Improvement methodology works for you. Some companies go for 6 Sigma, some go for TPM, Some others for TQM and so on. Some Companies may have their own Business Systems within their company. But they may borrow the principles from all Best Practices. I would recommend this route.
I would further recommend that you don’t use the Specific Terminology that is used in TQM, TPM and so on. Put your own names for each of the practices. That would give it your own company flavor. For example, you need not use TPM as a term. But you can have a term like ‘Good Maintenance Practices’ (GMP) and formulate your own practices. I say this as it is better not to bring in the baggage of other companies into your Company. You should formulate the Best Practices in Maintenance that work for you!
Once you have an outline of your own Business System, you would of course have to start practicing the Business System. You can use a Business Coach here. Someone who Is experienced in implementing the Business Systems.
After you form your own ideas about what works for you, then you can look at challenging an award. Don’t just look at one award. One award would give you energy for may be 2-3 years. Think about at least next 10-12 years. What next after this award? Is there a next level of this award? Eg. Deming Award, Deming Grad Prize. After you get all awards, what will be your way of generating this extra energy in the Company? Ideally you should learn how to generate this energy in the organization with the experience of challenging couple of awards.
There are several Business Awards. You can Google them, and you would get a long list. Depending on your Business Practices, you can choose which Award and which methodology would fit you. You can go to other practicing companies and listen to them. It is important to listen to their failures as well as their successes.
What happens when you challenge an award?
Your company has to adapt the Standards and Processes that this Award / Methodology prescribes. So, be ready to make a major improvement in your Business Processes using these criteria. You are going to practice each of the Criteria, and you are not going to pretend you are practicing it to get the award!
Most of the Awards allow you to adapt the Criteria, to your needs. Do not believe if someone tells you that you have to use them as they are.
Use the Award criteria and the Best Practices from that Methodology genuinely to take your Business Practices to the next level. This is a must. If you do not do this, you would end up doing something to just get the award and you would lose focus on your Business!
Choose your Guru
Many of the Awards like TQM / TPM awards require you to take the help of a Japanese Consultant. This is quite fine. They do add a huge amount of value to a Company. But after looking at these Sensei for many decades, my learning is that a Company can get maximum benefit from the association if there is a Local Guru who Is aligned to this Sensei’s thinking. I have seen many companies that are not able to use the help of the Japanese Sensei fully as many of the Sensei struggle to be understandable to Team members beyond the senior level. This is also a reason why the TQM / TPM efforts stay at the ‘top’ in many companies.
I believe that the Local Guru and Japanese Sensei can together give Best output to the Company.
Practicing the Principles
Once you choose the Guru, work out your next 3 Year Goals and look at how the Best Practices of the chosen methodology (TQM / TPM / 6 sigma) will help your Company to achieve the 3 Year Goals much better.
You should create internal champions for each of the Major Principles. You also will need a full time Business Excellence team.
The Principles should be genuinely put into practice to get a better result in each of the Goals of the Organisation. We will not practice any Principle that does not seem to add value somewhere.
The practices have to be continuously improved as they are practiced.
The chosen Gurus will play a role of auditing these Practices and helping the Company to get the best out of the Principles.
Some of the ‘Must Dos’ in this area are:
- Work out the Major Goals for every Function.
- For the big three goals, formulate Cross functional Teams that would get the BEST results for the company. Eg. A Company may decide to improve their market share in three years by 5%. This requires Cross functional working.
- Create a sense of urgency by working out the Audit schedule by the Gurus till the final audit. Please note that this is the major purpose for which you got in to the Award route!
- The Audits by the Gurus should be linked to specific progress that various Teams need to make.
- Create a good Progress chart that would motivate the Teams. Create enthusiasm around the Goals.
- Improvement Story writing: There is a practice in all major Award journeys to write an improvement Story. This is called as Schedule A and B in Deming Award Criteria. This is a very powerful practice. When you write your Function’s Improvement story over past 2-3 years, you may or may not be happy with the improvement curve. That dissatisfaction actually sets the ball rolling. Through the Story, you would gain an upper level picture of the progress that you are able to achieve. When you are not satisfied or when your Boss is not happy with the progress, the real change will start!
- Write this Improvement Story early in the journey and keep repeating it / updating it every 6 months or so. This helps you to keep having a Bird’s eye view of your progress.
Create Learning avenues
While your Team is shown the three-year goals and you have also created the extra energy towards those goals, you also need to equip the team with much better skills in their Functional and Leadership areas.
You need to make some serious progress in some of the following areas:
- Engineering Problem solving ability in your Company. This is fundamental to a Manufacturing Company.
- Your Product Technology. You should be able to push the boundaries of Product efficiency and become much better player in the market.
- Your Manufacturing Process should become as Lean as possible. You should formulate your own Manufacturing Systems during this period.
- All your Processes like Sales Process, Marketing methods, New Product Development process etc should mature during this time.
- Using I.T and Industry 4.0 elements you should go to a much higher level in Productivity / addressing Customer needs.
There can be more areas.
Create Learning avenues for Employees to learn in these areas and implement their Learnings.
Shifting the focus of the team members on their Skills is the progress that a Company should do. Using technology in the form of E-Learning can be a good idea. The Company should re-engineer the learning using Technology.
Inspiring the Teams
The Leaders in various functions should be able to inspire the teams towards the goals. The Leaders need to be developed to ensure this. Putting the Leaders on to a Personal Improvement journey through a Leadership Development program can be a good idea.
Each Leader should be helped to inspire their teams.
Some of the Best practices in this area of getting results are as follows:
- Recognize the better performing teams.
- Communicate much better using the Technology available today. Many Creative possibilities are there in this area.
- Bring out the Employee participation in the Goal Achievement. There needs to be many methods of engaging the Employees. Few methods may not fit ALL employees.
- Celebrating the progress made by individual teams and Company as a whole.
- Diagnosis of Performance every 6 months. Align this with the review by the Gurus. Guru as an outsider can evaluate your analysis of your Progress and help you make corrections.
Your own Sprint Process
The Leadership should be quite aware that challenging and winning this award is the end in itself. It is a means to learn the process of ‘Motivating the teams to pursue the Business goals in a vigorous manner’.
You should develop your own ‘Sprint process’ towards your Goals using the Award journey!
All the very best !
Four Indian Companies have won the Deming Prize for 2019. With that 33 Companies from India won Deming Prize so far. One of the Companies that won Deming Prize in 2019 is ELGi Equipments Limited, an Industrial Air Compressor Manufacturer from Coimbatore. I worked for this company for about 7 years and that is a reason to be extra happy and proud of ELGi’s achievement! Congratulations to all ELGians world over!
ELGi is a good example of sustaining the Excellence over a period of time. I can see two big reasons for this sustenance of Excellence as an outsider with some inside knowledge (though outdated now).
The first Big reason is the commitment of the Leader. The Managing Director, Jay is fully committed to this process. This is a very big reason why they have won the Deming Prize now. I can’t imagine ELGi going anywhere near the Prize without this. His Commitment, I am sure would have trickled down to every ELGian.
The Second Big reason is the ‘Full Time Business Excellence Team’ called as ‘ELGi Business System Team’ or EBS Team in ELGi. I have seen many companies who do not care to spend money on this full-time Team, and I have seen that their practices collapsed over a period of time. A Full-time team is needed to sustain the practices and keep improving them continuously. This is a strong team in ELGi that motivates the employees to sustain the practices.
There may be more reasons that ELGians would know. These are my top two looking from outside.
So, how do Awards help companies? Should you go for an award?
There are many Excellence Awards available for Manufacturing Companies to challenge. Deming Prize, Deming Grand Prize, TPM Excellence award, TPM Sustenance award, Rajiv Gandhi National Quality award, Bajaj Award, CII Award and so on. You can Google and you will get many of them.
Running Business is a Sprint or a Marathon?
An Athlete who runs Sprints is generally Muscular and his approach to the run is to put his full effort and cover the distance at full speed. He aims at putting in his full energy for that limited time and get the best result.
An Athlete who runs Marathon is generally lean and strong. He aims at conserving his energies and run for the long distance. He aims at completing the Marathon in Best possible time.
So, should you run your Business like it is a Sprint or like it is a Marathon?
We are good at focused efforts!
My observation is that many Companies struggle to maintain the momentum of improvement within the Company. Teams keep losing their interest towards the Goals, Senior Management keep wondering why Kaizens do not happen on the Shop floor, why the Sales team is not pushing with full vigor towards improving their market share and so on.
We can observe the same behavior in our Society too. The Corporation cannot maintain the Sanitation in the City. The Police cannot maintain the traffic discipline. The Road works seem to be happening forever. The Flyover project seems to be going on without end!
But we are good at getting things done if there is an emergency! Remember the Commonwealth Games in 2010 in Delhi? Even before couple of weeks, the games looked doomed. Lot of work was left incomplete. The foot over bridge in front of the stadium collapsed with just 12 days to go to the Games! Yet, we managed everything, and Games were conducted without any major embarrassment to the Country!
I remember Tamil Manadu (A World Conference on Tamil Language) in Coimbatore in 2010. The whole city was in a mess with 10 days to go. But then the Government pulled its’ act together and got every work done in those last 10 days! Coimbatore got a face lift during that time!
Everyone who works for a Manufacturing Company would know the ‘Tremendous efforts’ that the teams would put in hours before the ISO Certification / Renewal audits or the ‘Fantastic effort’ that the New Product Team has put in after threats from the Customer that he will cancel the Order if another deadline is missed out!
There can be many more examples of focused and concentrated effort under duress! We are good when it comes to focused effort with clear goals. This effort has to be for a limited time. Otherwise, the problem of maintaining the momentum returns!
Run Business like a series of Sprints!
It would be nice to run Business like a series of Sprints! Focused efforts with Clear goals for everyone in the Company!
If you can manage to do this without going for outside Awards, it is better. The concentration is on Business and Business only! You can do it if you can create enthusiasm around the Annual / Three-year Goals of your Company!
I would say the following are very important to make this happen:
- CLEAR goals for the Company / Individual Employee. These Goals have to be Clear for the Year / Quarter / Month / Week / Day.
- Company and Individuals should be having good Continuous LEARNING opportunities. The environment in the Company should be encouraging and enabling Learning continuously.
- LEADERSHIP should be able to INSPIRE the teams to raise above their normal potential and deliver something superior!
If these three elements are there in your Company, you can definitely create Sprints that would keep motivating your team to keep delivering continuous superior performance.
I would prefer this as the whole Company would be focused only on Business.
Many companies use the Award route when the Internal Motivation is not happening or they may chose it to add to internal motivation! There is nothing wrong with it. This is like an Athlete taking a performance booster. You would agree with me that you can’t be on Performance Boosters forever. Many companies learn how to create this ‘Sprint like situation in the Company’ after a few awards. I also know companies who got stuck to the Award culture forever! I do not recommend this!
All said and done, Companies do get slightly distracted when they go for an award. The award criteria can be nicely aligned with the Company’s Business Goals. But if it is not done properly, you would be ‘doing a lot of work for the award in addition to your regular work’ ! This is where the Companies get distracted. The Leadership has to ensure this does not happen.
There are many companies who have failed to make their effort for an award align with their Business Goals. These companies will also loose the benefits of the Award very fast! The Excellence which seems to have got them the award fitters away very quickly.
How to get maximum benefit from an Award?
You won the award and you are on the top of the world! Savor the moment. The Business exigencies are always there to remind you of reality that you need to handle.
You need to ensure that you get maximum benefit from the Award you just won. You can do some of the following.
- Ensure the Goals of the Teams and every individual in the team are clear and continues to be challenging. Don’t let the team go for a ‘Long unwind’ after the award. If they are achieving something continuously, they can’t be getting tired of achievement. If ‘they’ feel their work is an achievement!
- Ensure the Continuous Learning environment is improving in the Company. Celebrate Learning in the Company. Put Learning Goals for the entire company and every individual. Use Technology like E-Learning to help employees Learn continuously. Micro Learning is a great concept that can help Companies to build that elusive momentum towards goals!
- Address the Employees and put them on to a medium-term Leadership Programs. Help them to sharpen their Functional and Leadership Capabilities. Give regular feedback to the Senior people. Help them become better Leaders who can INSPIRE the teams. Every Leader at every Level should be able to Inspire their teams. Focus on encouraging the Leaders to hit the road and work hands on.
- Develop your own ‘Sprint’ Practices without the Award. These practices should be put in place immediately. While you may challenge another award, you still need to build the ‘Sprint’ practices without the award.
Use the Award to get over the Award!
In the next article, we will look at the process of winning Prizes and Awards!