Operations consultant @thecryslerclub • I fix what falls between operations, finance, & IT • Building the Operations Workbench for ops leaders & owners
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Joined July 2019
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Culture is not what you say about your company.
It's how your people feel about working there.
And what your customers experience.
“What do I do tomorrow to help?”
That's the question behind every strategic initiative. If your people can't answer it... your vision hasn't translated.
If your last change rolled out rocky, rally the team and own it. Lead with empathy and radical transparency and people will give you grace.
#leadership #changemanagement #operations #accountability
David Crysler retweeted
Office Hours Live w/Dave Crysler teapawt.org/i/broadcasts/1vKpPNMzY…
Can your employees describe what success looks like in their role?
If not, that's not their problem. That's yours.
Customer perception beats perfection every time.
Spend your energy where it actually matters to them.
Executing tasks is not the same as driving transformation.
If your “fractional” operations leader is only doing what they're told... you've got the wrong engagement partner.
David Crysler retweeted
So I've got this friend... he's brilliant.
Has a new business idea or invention on a weekly basis. Endlessly creative, but limited by his 9-to-5.
I know I've also got a soft spot for people looking to "take a shot!" If you do too, you'll appreciate this story.
He has a huge family (siblings, nieces, nephews). They share a family camp in south MS, and spend plenty of time fishing and boardgame-playing.
So what'd he do? Spend two years re-crafting the family classic "go fish!" that you all know. Familiar game, with lots of new snags and twists.
My kids and I have played the game. It's A LOT of fun, especially for the young ones (7-12).
If you're looking for a Christmas gift for a family or some old-school fun for kids, this might be a great option!
If you're not, but appreciate an underdog story, I'd be very thankful for a share.
Either way, how cool is this? Go build something. Have some fun. Take a chance.
kickstarter.com/projects/sna…
Weak Problem Statement: "We have a quality problem."
Strong Problem Statement: "Customer reported misregistration on 30% of orders."
“I can't find people who want to work” is almost never a people problem.
It’s almost always a clarity and consistency problem with leadership.
A company fought the same quality problem for nearly a decade.
Not because they couldn't fix it. Because they never defined it clearly enough to actually solve it.
"Should I hire a fractional COO or a full-time COO?"
That’s the wrong question.
The right one: What specific operational problem am I trying to solve?
Bonus: Am I ready to invest in someone who can help me solve it?
You're searching for "why is my team not executing"...
The real question is: how am I preventing my team from executing?
Without a number to put it in context, every problem looks like a fire. Start with where you are against target.
Why recurring problems come back after you run a 5 Whys, retrain everybody and document the fix.
#manufacturing #rootcauseanalysis #operations #qualitymanagement
Six initiatives sounds doable in a quarterly planning meeting. Why most teams would solve more problems, faster, if they took a beat.
A production manager told me "nobody wants to work" and that he wanted to replace his overnight crew.
A few minutes later he told me where the crew got that attitude: his best production guy, the one who doesn't follow the rules.
"If one person doesn't have to follow the rules, why should everybody else?"
Five new hires would see the same thing. So keep the posting up, and use the first strong candidate as your cue to finally have that conversation.