Ruth Archer, Author at Continuous Improvement Blog

Understanding Lean Concepts Workshop

Published June 25, 2015

Lean Workshops

This week, we were fortunate to have Jean Cunningham present a workshop on understanding Lean concepts using hands-on simulations. The fun activities demonstrated some of the key elements of Lean: pull and flow, value add, set-up reduction and workplace organization.

During the activities, Jean asked us several times “What did you observe? What did you see?” At the beginning of the workshop, we tended to respond with our conclusions or assumptions based on our observations. It took some prodding from Jean to get us to start reporting what we actually saw, but by the end of the workshop, we finally got it. Before: The pin person is careless. After: Some pins fell on the floor. Before: There’s a bottleneck at the welder. After: There’s a lot of product waiting for the welder. Before: The supervisor has too much to do. After: While the supervisor was in meetings, no product was moving in the factory.

Why is it important to differentiate between observations and conclusions? Because we often make a subconscious leap to these conclusions without considering all of the possibilities, and then we form our solution based on that poorly considered conclusion. Reprimand the pin person vs. altering the work surface to prevent pins from rolling off. Adding a second welder vs. redesigning the process to level the work load. Take responsibilities away from the supervisor (and express your disappointment!) vs. adjusting decision making to the appropriate level to free the supervisor for higher-level decisions.

The workshop participants had a good time and learned more about Lean and continuous improvement.

Jean Cunningham is principal of Jean Cunningham Consulting, which provides lean business management services including workshops, kaizen events and strategic coaching. She speaks at Lean conferences and teaches Lean Accounting for the Ohio State University Master of Business Operational Excellence Program.

Jean is widely recognized for her pioneering work in Lean Accounting, IT, HR and other non-production functions (Lean Business Management, The Lean Office). She is the co-author of Real Numbers (Lean Accounting) and Easier, Simpler, Faster (Lean IT), which won the 2004 and 2008 Shingo Prize for Research respectively. Jean was previously the CFO at Lantech Inc. and Marshfield Door Systems and the voluntary CFO for the Association of Manufacturing Excellence. She has a BS in Accounting from Indiana University and an MBA from Northeastern University’s Executive Program.

The workshop was partially funded by the Visiting Women & Minority Lecturer/Scholar Series (VWMLS) which is funded by a grant to the Office of Institutional Equity from the State of Michigan’s King-Chavez-Parks Initiative.

Regular Leadership Huddles Produce Insightful Reflections

Published June 11, 2015

By Ruth Archer

We are pleased to post this guest blog from Theresa Coleman-Kaiser, Associate Vice President for Administration at Michigan Tech.

Auxiliary Services at Michigan Tech has a practice of a weekly leadership huddle that takes place for 30 minutes each Tuesday, using the virtual platform of Google Hangouts. This use of technology saves travel time for the 10 participants (who are located all over campus and more than 5 miles apart), allowing them to tune in from their offices and share their desktops when referring to metrics.

The meeting follows a standard agenda of each manager reviewing immediate concerns or hot topics, key schedules, an accountability review of leading indicators and a short report-out on continuous improvement events and projects for their area. The meeting is kicked off by a safety topic and a lean focus, and responsibility for reporting on these topics is rotated among the leadership team members. Recently as his lean focus, Mike Patterson, Associate Director of Dining Services, shared reflections on a Residential Dining Blueprint kaizen event in which the dining leadership team reviewed the improvement strategy they had develop last year, measured progress-to-goal, and set new priorities.

Mike reflected that while this review was at the strategic level and involved primarily management, the kaizen identified a number of “spin off” kaizen events in which involving those hourly and student employees closest to the work would be critical. As part of this reflection, Mike referenced a blog post by Brynn Neilson that focuses on pulling improvement ideas from staff and understanding your business by focusing on what the customer values. The blog lists 30 simple guidelines to ask ourselves and our employees that can help us improve in the areas of customer wants. Customer wants fall into four general categories of VALUE, FASTER, EASIER, and BETTER. This practice leverages what Neilson shares is supported by statistics, which is that “53% of great ideas come from staff on the shop floor.”

After Mike referenced this blog post, I read it and would now definitely recommend it to those interested in building an improvement culture focused on customer-defined value and respecting those closest to the work. The list of 30 guidelines for triggering improvement ideas is worth printing off and keeping handy for future reference.

References

Neilson, Brynn. (2012, July 16). Continuous improvement – 53% of great ideas come from staff. Spinning Planet [web log]. Retrieved from: http://www.spinningplanet.co.nz/about/blog?view=46

Lean IT at Michigan Tech

Published May 28, 2015

By Ruth Archer

This post was originally published in Michigan Tech’s IT News and Announcements blog.

Lean principles are generally well established and have been applied to manufacturing for quite some time. The idea is simple: identify and eliminate areas of waste that lead to poor service for customers. Within Michigan Tech IT, we’ve begun to apply those principles to our work. Though the changes are small, they’ve made a large impact in how we do daily business, and they’re sparking a cultural change within our organization.

Group-ups

The Services Team is using daily Group-up meetings to increase awareness among staff and solve problems. “Our morning huddle brings everyone together for 15 minutes to discuss what is most important, most time-sensitive, and most technically problematic,” says David Kent, IT Services Director. One of the main objectives of the meetings is to help each other solve problems or help with time-sensitive commitments. “Threats to projects and deadlines are identified quickly, and often resolved on the spot, because the entire team is present,” says Kent.

The morning huddle fosters a more efficient and open, collaborative attitude within the team. “Since we’ve started having the group-ups, our ticket count has decreased significantly, and we’re continuing to set record lows on a regular basis. Everything that is important to our group is on the whiteboard for all to see, and each member is able to make updates as needed. We definitely accomplish more with less because we focus on what is on the board.”

Project Board (Cadence Board)

For the past month, the Enterprise Application Services group has been using a Cadence Board for their Web Focus Project. The low-tech and flexible visualization tool gives visibility to the current workflow and progress and informs the team of each other’s work progress. The board displays planned work, unplanned work, high level milestones, a parking lot (for future items) and a rolling two-week work plan. The team meets three times a week for status updates and discussion.

“The board helps us keep the project moving and more easily keep track of its different elements,” says Emmett Golde, EAS Director. “It’s increased communication between team members, and because it’s so visual, you can immediately see who’s doing what and where they’re at in a particular process. Tasks are shown in small enough pieces so that we can see where the workload is distributed. It shows us if a particular team member is overloaded.”

Process Mapping for a Kaizen Event

When Ashley Sudderth, Chief Information Compliance Officer, met with the Office of Continuous Improvement on March 23, it was to discuss IT’s Procurement and Deployment process for new machines. “It was an area that generated a lot of help desk tickets and was one we knew needed improvement,” said Ashley. “We met with the Office and completed a process map of the P&D process. They helped us examine the process for where we could benefit from a Kaizen event… and we chose the service desk workflow for task management.”

Through the mapping process other small changes were identified that had a big impact in addition to the Kaizen event. “It’s been very helpful to have outside input from actual customers who also understand the Lean Process,” said Angie Hebert, Sr. Help Desk Consultant, a member of the process mapping team. “One of the things customers were unsure of was what software would be included on their machines at delivery. We took that feedback and set up a web page that gives them a full list of what software they will receive as a standard installation. It was just one of the things that we might not have considered had we not gone through this process.”

One of the deliverables: a new computer checklist which now accompanies each new deployment. — One of the deliverables produced as a result of process mapping: a computer checklist which now accompanies each new deployment.

Though the team is still in the process mapping stage, they’ve already seen major benefits. “Our team members have an increased knowledge of the parts and pieces in the deployment process from procurement to the actual builds,” says Hebert. “We’ve seen more care and diligence in work, resulting in faster, better builds in deployment.”

Josh Olson, Chief Technology Officer, is embracing the shift to Lean IT. “As an organization, we want to be open to change in our processes and methods and commit to continuous and ongoing improvement,” he says. “Since we’ve started incorporating Lean thinking into our daily work, we’ve seen measurable improvement. The culture is changing. We’re changing. Lean IT is improving the way we provide services to our customers.”

Learning to See

Published May 8, 2015

By Ruth Archer

Remember the Magic Eye pictures? They appear to be computer-generated abstract images but, when you look at them just right, out pops a 3-dimensional (3D) object. The object was there all along, but until you learn how to see it, the image appears totally random. For example, the image below reveals a 3D symbol for recycling. Most people can’t see the 3D objects the first few times they try. They have to make an effort and try different methods, like crossing their eyes or putting the abstract image behind a reflective surface. Sometimes people need to be coached in order to see the objects. In any case, the more you practice, the more you’ll develop your ability to see the 3D objects.

Magic Eye abstract image — Abstract Image

http://www.magiceye.com/client/recycle.html

This idea of having to learn how to see also applies to one of the foundational principles of Lean–the elimination of waste. Before you can get rid of waste, you have to learn to see it. This isn’t as easy as it seems, because we’re so accustomed to waste in our processes, we no longer see it. We’re in luck, though, because a framework has been built to help us.

How does a framework help? Take a moment now to look around your room, and list all the materials you see and where they are in the room. Glass – window. Wood – table. Glass – clock face. Plastic – keyboard. Without a framework, you can do it, but it’s hard, you skip around, and it’s easy to miss a lot. If I give you a framework for looking, your list will be much longer. For example, list all of the glass items you see – windows, clock face, iphone, light bulbs, picture frame, candy jar…. Then move on to all of the wood items you see, then cloth, plastic, and so on. See how comprehensive your list becomes?

In the same way, Lean provides us a framework for waste: motion, waiting, movement, correction, over-processing, overproduction, inventory, and knowledge. When you’re looking at your current state trying to improve your process, take the time to step through the waste framework, contemplating one waste at a time. This will help you find more waste and also improve your ability to see waste in your everyday activities.

Lessons Learned About Kaizen

Published April 24, 2015

By Ruth Archer

As part of our training program to become a Lean Facilitator, the trainees participated in a kaizen facilitated by one of our experienced facilitators. For their kaizen, the trainees chose to focus on the enforcement of policies for employee parking violations. During their report out, they passed on some “lessons learned” that are a good reminder for all of us.

Kaizen Lessons Learned:

If a tool isn’t working for you, move on to another one. (They just weren’t getting any traction using a Fishbone diagram.)
Just because a decision making tool indicates the “best” choice, doesn’t mean you have to go with it. (The ICE tool (Impact, Control, and Ease) showed that a wheel boot was the best choice, but the group decided against it.) It’s the people who decide.
The kaizen participants assumed they know who was doing what during the process they were investigating, but they were wrong. (There was a miscommunication regarding the employee invoicing system.)
You’ll understand the tools a lot better if you try to use them. Also, you don’t have to be perfect at using a tool to try it.
You don’t have to remember every tool. It’s enough that you can remember there is a tool and look it up.

IMG_1691-2

Thank you to the now-graduated Lean Facilitators Mary Babcock, Pattie Luokkanen, Angie Kohlemainen, and Todd Van Valkenburg for their insights!

A Brief History of Michigan Tech’s University Policy Office: How Lean Methodologies Helped Pave the Way

Published April 2, 2015

By Ruth Archer

This post was originally published in the Business Operations Blog. It was written by Ann Kitalong-Will, the executive director of business operations here at Michigan Tech.

Sometimes continuous improvement results can take some time to materialize. But it’s important to remember to focus on the goals you’re trying to accomplish, and to trust that lean process improvement methods can and do result in reaching the tangible goals that we have in our work.

In 2012, as part of a grant Michigan Tech received through the Federal Mediation and Conciliation Service, we were able to bring consultants to campus to help us continue on our lean journey as a University. Our grant application had proposed an innovative approach to enhancing relations between management and union-represented staff via a rigorous series of Lean training sessions. Lean as a management method is particulary well-suited to accomplishing such a goal, because it is an approach that focuses on the value of each employee, at all levels and within all units. We believed that our proposal would contribute to improving communication and relations between employees at all levels across campus.

I was a co-PI on this grant and participated as a “student” in most of the training sessions. One of the exercises we were asked to do was to facilitate a kaizen(“improvement”) event to solve a challenging process issue in our work. Having recently taken on policy administration at the University, I had become aware of many areas within the policy development process that seemed to cause confusion for customers (policy developers) and for the campus community in general.

We assembled a small group of individuals that included me, and 3 or 4 additional people who served as facilitators, subject matter experts, and customers. From this single kaizen event, we were able to identify some key improvements that needed to happen:

We needed a dedicated staff member who was primarily responsible for overseeing policy at the University.
We needed to critically review the current policy development process, and identify ways we could eliminate wasteful or unnecessary steps.
We needed a new website, that included tools for policy developers as well as some “educational” pieces about what policy is (and isn’t).
We needed to continually educate the university community on the policy development process, and provide some outreach and support to policy developers along the way.

Most of these goals hinged on the need to hire that staff member. I am now pleased to say that in 2014, after a lot of thought and planning, we were able to hire a University Policy Coordinator, Lori Weir, who has jumped right in to making these kaizen-originated goals a reality. She is also constantly looking for ways to continuously improve how we manage policies at Michigan Tech, and I’m looking forward to working with her to realize our vision of what a Policy Office should be.

I encourage you to visit our new policy website, and please don’t hesitate to get in touch if you have any questions, suggestions, or would like help getting started on a new policy.

Lean Thinking in an Office

Published February 23, 2015

By Ruth Archer

A warm welcome to our new guest blogger, Jim Desrochers. Jim is the Associate Director for Employer Relations in Michigan Tech’s Career Services. He is also training to become a campus Lean Facilitator.

In a manufacturing setting, waste is measured in terms of factory efficiency and scored by the accounting measurement system as part of the financial reporting process. In an office setting, these measurements are harder to define but they “show up” in wasted effort, frustration, frayed nerves, and people staying late to help make the event a success.

Our Career Services group is known for coordinating our bi-annual Career Fairs. Managing logistics for hundreds of companies, nearly a thousand recruiters, and several thousand students leaves very little room for error. Most importantly, the future careers of our students are on the line. With the economy improving and the excellent reputation of Michigan Tech students, the size and expectations for Career Services events have continued to grow.

As our department’s first step in our lean journey, we decided to start a morning huddle. Initially, the primary focus of the meeting was our event-planning calendar. This grid is a look ahead for the next few weeks to ensure everyone in the department knows what is coming next. To make this happen, we repurposed a dry erase board and moved it to a central area. A few dry-erase markers later, we had the beginnings of a communication structure!

In an office where everyone is extremely busy, we had reservations about everyone sacrificing 10 minutes of their day. We also were concerned that we would not know what to talk about! These concerns turned out to be unfounded! After a month of using this new process, the information on the dry erase board has changed. Some things we initially placed on the board aren’t used anymore and we simply erased them. New items are added as we develop new educational programming. Using only markers and bad penmanship, the board continues to be dynamic. We are starting to use rulers and magnets to make the look neater – but we don’t want to lose the flexibility of just getting the information communicated.

Our implementation of Lean Initiatives in our offices continues as time allows. As we continue to add process improvements, these items will find their way back to the central huddle board. It will be interesting to see what the board looks like a year from now!

Developing Students, Improving Universities

Published February 12, 2015

By Ruth Archer

This post was originally published at The Lean Post. Our own Theresa Coleman-Kaiser, Assistant Vice President for Administration, is the author.

Today, lean thinking in higher education is uncommon. As a rule, institutions that teach lean continuous improvement in their academic curricula or that have centers or institutes to educate the public struggle themselves to be practitioners in their own administrative processes. There’s the challenge of teaching lean thinking and the challenge of practicing it ourselves in the administrative processes of a university system.

In 2008, when Michigan Technological University’s own lean journey began, President Glenn Mroz introduced the principles of lean thinking to his administration and asked that a transformation begin at the university. Mroz knew what Balzer pointed out in Lean Higher Education (2010), which is that institutional processes link to the overall success of universities and directly benefit all constituents, particularly students. Our intent was to begin this journey by first using lean thinking in our everyday operations and also begin exposing students to lean principles through participation in improvement events. This directly aligned with our directive to “prepare students to create the future.” It also aligned with our strategic intent of distinctive and rigorous, action-based, experiential learning, responding to the needs and challenges of the 21^st century.

At Michigan Tech, we’ve found many compelling reasons to seek out a continuous improvement methodology we can use as a foundation upon which students could build academic and career success and that would also be effective in improving our own administrative processes.

Value Stream Mapping

Fishbone Problem-Solving

Here’s where we’ve focused our energies:

Accreditation. The University’s accreditation is dependent upon demonstrating continuous improvement in both academic and administrative areas. We’re working on creating and sharing demonstrable methods for improving administrative processes. Demonstrating and measuring improvements builds our credibility and strengthens the assurance argument necessary for university accreditation through the Higher Learning Commission.
Cost of Education. As is the case in many states, Michigan has experienced shrinking state allocations for higher education. To keep the resulting rise in tuition costs as low as possible, employing lean continuous improvement methodologies help contain costs. Cost savings that can be used to offset tuition increases have been generated through a variety of improvement events ranging from reducing days of inventory on hand in our dining services to reducing fuel costs at our golf course by adjusting mowing patterns and frequencies.
Quality. Improved administrative processes elevate and strengthen the student experience. This is done by saving time, reducing waste, and avoiding cost while delivering the expected service to students. This helps Michigan Tech retain students.
State Initiatives. Since 2010, Michigan Governor Rick Snyder has supported service and process optimization and lean practices through the Office of Good Government. As a state institution, at Michigan Tech we’ve aligned with these efforts.
Universal application. Lean thinking and practice have daily application in all aspects of the business and academics of the university. Part of our work has been about simply spreading this thinking throughout administrative and academic offices.
Pull. Companies recruiting Michigan Tech graduates have told us they are looking for students with exposure to and proficiency in lean continuous improvement. We’ve worked to share this information with students through employing students in our Office of Continuous Improvement, by including students in kaizen events, and by sharing lean knowledge through our Leaders in Continuous Improvement student organization
Academic curricula. Most importantly, adopting a continuous improvement methodology integrated with an academic curricula is what makes a difference for students’ overall learning experience. Currently, we have 22 quality-related courses on different aspects of lean and continuous improvement being taught as part of a diverse curricula on our STEM campus.

Successes So Far

Michigan Tech’s lean transformation has its foundations in a network of over 20 trained improvement facilitators from all areas of campus. These volunteers range from hourly employees to executives who work to facilitate improvement events requested by departments. Initially the university engaged outside consultants to provide facilitator training, some of which was funded by the Federal Mediation and Conciliation Services through a labor/management-focused grant. Currently an Office of Continuous Improvement is staffed by a Manager and a team of student Process Improvement Coordinators that provide training and support the lean efforts on campus.

A student organization called Leaders in Continuous Improvement was formed two years ago and continues to grow in size and interest. Over 650 university employees have been exposed to lean thinking and over $250,000 in savings have been identified through formal improvement events.

Ongoing Challenges

The culture of higher education poses challenges when rolling out a lean transformation. Some are unique to higher ed and others are more universal. Here’s what we’ve experienced:

Unwillingness to view students as “customers”
Difficulty translating lean’s manufacturing history into knowledge work
Discomfort in learning as you’re doing
Focus on the visible use of tools instead of the underlying thinking
Oversimplifying Lean as the application of just one or two tools (5S and visual displays)
Push back on standard work as “dumbing things down” and wringing out creativity and intellectual freedom

What’s Next

We plan to continue designing courses to prepare lean-certified students who are ready to work in industry. This will require the endorsement and participation of academic leadership, as well as continuing to also practice lean improvements in the administrative processes of the university. Our goal is to serve as a co-curricular learning laboratory for students, teaching lean thinking while also assisting in the university’s success.

We’d like to hear from you. Do you think that higher education can provide students with an immersive experience that brings together both the academic curriculum and the co-curricular companion piece of administrative processes and extra-curricular activities? Tell us your thoughts in the comments. We’re particularly interested in hearing success stories that we can learn from!

Fire Prevention Is the Key

Published January 14, 2015

By Ruth Archer

Lean Thinking

Do you spend your day putting out fires at work? Running from one emergency to the next? Trying to contain the damage? This is an exhausting way to live, and unfortunately, all too common. You might be the hero for the day, but another emergency is just around the corner. Fear of failure is always looming. What if I told you there’s another way to do things?

During the Michigan Lean Consortium‘s annual conference, I attended a breakout session called “Making Improvements Soar with Value Streams” presented by Rob Pease and Brad Brown. Rob and Brad were Lean champions for the Grand Rapids Fire Department.

Firemen2 — Rob and Brad introducing themselves at a breakout session for the Michigan Lean Consortium’s annual conference, last summer.

As they were introducing themselves, they talked about how firefighting has evolved. Initially the work involved running from one fire to the next (real fires, for them!). However, fire fighters soon realized they could spend less time fighting fires if there were fewer fires and if they were able to put them out more quickly. Fighting fires is risky business–the less time spent fighting fires, the less personal exposure to danger. In addition, fewer fires means fewer injured citizens. As a result, fire departments work hard to find new ways to prevent fires (attack the root cause) and provide the best possible training. The Grand Rapids Fire Department’s Residential Safety Program won the 2013 Leland Gayheart Prevention Award from the University of Michigan Trauma Burn Center.

This is where Lean comes in. Finding the time to search for the root causes of workplace emergencies and applying problem-solving techniques can result in a permanent reduction in the number of “fires” you have to put out. This will reduce your exposure to possible failures. You can begin an upward spiral of reduced stress and more time for planning and prevention.

If you’re ready to move into fire prevention, click here, answer a few short questions, and we’ll work with you to find solutions and improve your processes.

Menlo Innovations’ Business Value of Joy Workshop

Published November 24, 2014

By Ruth Archer

Guest Post

Thank you to our returning guest blogger, Kaylee Betzinger, a former student process improvement coordinator here at Michigan Tech and currently an intern at Amway in their Enterprise Excellence Department.

I recently had the opportunity to go on an industry tour to Menlo Innovations. Menlo Innovations is a custom software development company that utilizes a High-Tech Anthropology approach and incorporates continuous improvement principles in their day-to-day activities to develop and build new and innovative programs for their customers. Richard Sheridan, Menlo’s founder and CEO, is the author of Joy Inc. (How We Built a Workplace People Love). Menlo has won numerous awards, including Inc.’s 500 Fastest Growing Private Companies in American (Inc. Magazine), 101 Best and Brightest Companies to Work For (Metro Detroit), and the Alfred P. Sloan Award for Excellence in Workplace Flexibility (When Work Works).

A hot topic lately at Amway has been Visual Management. Several different departments at Amway Headquarters have expressed interest in Visual Management, so we (Enterprise Excellence) thought, what better way to teach Visual Management than to go to a world renowned company that is known for their culture and visual workspace (AKA, go to the Menlo Innovation Gemba). Menlo welcomes companies to come in and take one of the many tours or workshops available and learn more about what it means to have Joy in the workplace. We were able to take the Menlo Innovations Business Value of Joy Workshop, which is a private workshop geared toward a topic of our choosing (Visual Management) and is given by one of the partners.

James Goebel, Menlo’s Chief Architect and a Partner was our workshop facilitator. Before our tour even began we were able to participate in their companywide daily standup meeting. Their daily stand up (see Figure 1) takes place every morning at 10:00 am. Everyone gets up from what they are doing, forms a large circle, and explains what they will be working o Menlo Figure 2 Open Workspace n for the day and if they are in need of any assistance from other team members. I was astounded that everyone was able to participate (60+ employees) and keep it under 10 minutes. What a great way to kick-off our workshop!

After the stand-up, James began talking about the Menlo culture and the
different behaviors they’ve incorporated, such as an open and collaborative workspace (no walls, cubicles, or designated stations/desks, see Figure 2), estimation without fear, and making mistakes faster. Making mistakes faster is (what I believe) a key in any continuous improvement culture, so I inquired further and James explained that you have to create an environment where problems are obvious. When the problems are obvious and visual, you can fix them and generate results much quicker. A perfect example of this is in their Weekly Project Tracking Board (see Figure 3). For each day of the week they’ve laid out exactly what each project pair will be working on, on what they call a story card. The story cards are a simple, hand written description of what is needed for this piece of the project, an estimation of how long this will take, and a status in the form of a colored dot. They have 5 different colors with a different meaning for each (as seen in the upper right hand corner of each story card). The colors and meanings are as follows: yellow—currently in process, orange—done in the eyes of the team and waiting for QA approval, red—needs additional attention, question/need assistance, or waiting for a response from the client, green—completed, and blue—cancelled. This project tracker is an extremely simple and effective way to track projects. Anyone in the building can walk over to the board and see the progress on any given project.

Anywhere you look in the building you can see how Menlo has integrated visual management and visual cues. You can feel the Joy in the air when you walk in, and that is something to be cherished and striven for. I would recommend taking a Menlo tour to anyone interested in learning more about a continuous improvement culture and what it looks like to have Joy in the workplace (plus you get a copy of Rich Sheridan’s Joy Inc.).

Author: Ruth Archer

Group-ups

Project Board (Cadence Board)

Process Mapping for a Kaizen Event