Tag Archives: Kata

Improvement Kata for Agile teams, Squads, Scrum and Super7 teams

Improvement Kata for Agile teams, Agile Squads, Scrum teams or Super7 teams: the Improvement Kata is an excellent tool for all forms of autonomous teams.

Agile teams can use Improvement Kata in their start-up phase, to quickly get to the next step of team maturity. They can use the improvement kata to solve issues, impediments and problems.

Improvement Kata is also an excellent method for their support staff: Agile coaches, Scrum masters, Lean coaches and Lean Six Sigma Blackbelts.

Similar to how Agile develops, Kata improves in small steps and doesn’t plan the whole path to the desired improvement. The desired end state or ‘definition of awesome’ is known. But only the first achievable target condition is determined in advance. No further milestones.

Additional to how Agile develops, Kata Improvement put even more emphasis on learning. An experiment may fail, as long as the team has learned from it. Agile does this to some extent, by working on minimal viable products that can be tested in practice. The experiments in the Improvement Kata are even more frequent. Many small experiments ensure continuous learning and continuous improvement.

How does Improvement Kata for Agile work?

Traditional improvement is project based – see figure 1.

figure 1 - the old way of improving

figure 1 – the old way of improving

 

 

 

 

 

The Improvement Kata doesn’t plan the whole route: only the next target condition is clearly defined. See figure 2.

 

Figure 2 - the Improvement Kata

Figure 2 – the Improvement Kata

 

 

 

 

The Improvement Kata doesn’t tell you how to get to the next target condition, let alone how to get to your desired situation. It doesn’t tell you which steps to take to reach this year’s target. The Improvement Kata lets you discover the route as you go. See figure 3.

 

Figure 3 - finding the path to improvement

Figure 3 – finding the path to improvement

 

 

 

 

More theory and examples of Kata coaching can be found on www.lean.org/kata or in books and you-tube posts of Mike Rother.

The improvement Kata shows strong similarities to Agile and Scrum. This makes it the best improvement and problem solving method for Agile teams, Squads, Tribes, Scrum Teams. And it has proven itself for Super7 teams, also. It’s the best way to get to a true learning organization and continuous improvement. This enables you to cope with the ever changing demands of customers and regulators, especially in the current market for Financial Services.

Menno R. van Dijk.

Hoshin Kanri Policy Deployment to align Agile Squad missions and Tribe purpose

Hoshin Kanri – Toyota’s Lean take on policy deployment – is an excellent tool to align Squad missions and Tribe purpose in an Agile organization. When traditional organizations in Financial Services transform into Agile organizations, new challenges will arise. One of these challenges could well be: how to keep the improvement efforts of all the autonomous Squads aligned with the Tribe’s purpose?

Hoshin Kanri Policy Deployment starts with formulating break-through goals for 3 to 5 years ahead. These are the goals that will make a real impact on the purpose of the tribe. Second step is to translate these break-through goals into one-year goals. This is the annual plan for the tribe, with challenging but achievable goals. Third step is to translate these goals to Squad Missions. These missions describe the processes that need to be improved. Final step is to determine which metrics will show the progress of the improvement. Translating the squad’s improvement goals into KPI’s and targets makes it possible to steer on output and still make sure things are moving in the right direction. The picture below illustrates this.

Hoshin Kanri aligns squads with the tribe purpose

Hoshin Kanri aligns squads with the tribe purpose

The outcome of the Hoshin Kanri Policy Deploycement gets a prominent place on the “Plan” wall in the Obeya Room of the tribe, and the improvement can start within the squads. Squads can be autonomous, because alignment is ensured through the Hoshin Kanri.

Each squad will get to work improving what needs to be improved. They can use their Improvement Kata for small, incremental improvements. Larger improvements require a Kaizen approach. For problems where the solution isn’t clear, DMAIC projects can be started. And the biggest changes require redesign or innovation. But whatever the approach is, the overall progress can be monitored in the KPI’s. This is show in the second picture.

Hoshin Kanri aligns the improvement efforts of squads

Hoshin Kanri aligns the improvement efforts of squads

All these elements together ensure that the squads start improving in the right direction. Of course, it wouldn’t be Agile if there wouldn’t be room to make changes along the way. But this shouldn’t be needed too often. All in all, I’m very excited about using Hoshin Kanri Policy Deployment to align autonomous agile squads with their tribe’s purpose.

Menno R. van Dijk.

Transformation to Agile benefits from LeanSixSigma experience

When traditional organizations transform into Agile, they can benefit from their LeanSixSigma experience.

Many traditional companies are looking with great interest at how innovative tech companies are organized. Even in banking, an industry that is known for being conservative, experiments are taking place with Agile Organization:

  • multidisciplinary squads instead of functional teams,
  • tribes instead of departments
  • IT development and business management in close cooperation
  • Continuous delivery of small changes (sprints) instead of big projects

LSS
Lean Six Sigma has been applied in banking for more than a decade. Many banks have their own pool of Lean Experts or LeanSixSigma Blackbelts. As Agile is based on similar principles as Lean and the Toyota Production System, this experience may be very valuable in this transition.

 

Agile organizations use Agile Coaches, to help the team in the use of the Agile and Lean principles. LeanSixSigma could add to that. For instance:

  • Put focus on the Voice of the Customer. Challenge the Squads to determine and measure the customer impact of their work.
  • Make sure the quantitative results of every sprint are visible
  • Achieve alignment between squad missions, tribe purpose and company vision. This can be done through Hoshin Kanri – a method for policy deployment developed by Toyota and an important Lean method
  • Accelerate problem solving by applying the Coaching Kata to the squads Improvement Kata, and by applying Analytical Problem Solving techniques from LeanSixSigma

 

The transformation of classical Back-Offices to Lean Super7 Operations has been an exciting journey so far. The transformation from a top-down functional organization to an Agile organization promises to be even more so.

Menno R. van Dijk.

Improvement Kata and Coaching Kata: Improvement as a habit

 You can make improving into a habit by practicing the improvement kata and the coaching kata over and over again. Kata (かた) is a ‘style’ of martial arts, aimed at perfect execution of the movements through repeated practicing (“paint the fence, Daniel-San”). By practicing often the routine becomes a habit – you can do it without having to think about it. Learning to drive a car is also an example of this principle: at first, you really need to think about what you doing, and after a while you do it thoughtlessly.

 For Super7 Operations, the combination of the Improvement Kata and the Coaching kata works like charm:

 
  • Improvement in small increments
  • Weekly improvement activities
  • Learning something every week
  • Managing output, not what the team is doing
  • Coaching on improving 
  • A true learning organisation

 Below, I explain how this works in 4 illustrations:

1. The Improvement Kata: weekly experimenting  is the Super7s’ habit

 

Improvement Kata: weekly experimenting is the Super7s’ habit

Improvement Kata: weekly experimenting is the Super7s’ habit

2. Coaching Kata: Team managers create movement by asking the right questions – steering on output, coaching on improvement

Coaching Kata: Team managers create movement by asking the right questions - steering on output, coaching on improvement

Coaching Kata: Team managers create movement by asking the right questions – steering on output, coaching on improvement

3. Improvement Kata: weekly experiments are the habit of team managers – leading by example

Improvement Kata: weekly experiments are the habit of team managers - leading by example

Improvement Kata: weekly experiments are the habit of team managers – leading by example

4. Coaching Kata: Department manager forms the fundament of the Learning Organisation, steering on output and coaching  improvement

Coaching Kata: Department manager forms the fundament of the Learning Organisation, steering on output and coaching improvement

Coaching Kata: Department manager forms the fundament of the Learning Organisation, steering on output and coaching improvement

More on Super7 Operations can be found in my book: Super7 Operations – The Next Step for Lean in Financial Services.

 

Menno R. van Dijk

More on Improvement Kata for Lean Super7 Operations

As described in earlier posts, Kata coaching and the Improvement Kata are especially useful in the implementation of Super7 Operations. As you know, the theory and examples of Kata coaching can be found on www.lean.org/kata or in the excellent books and you-tube posts of Mike Rother. In this blog post I’ll explain the Improvement Kata in more detail.

Traditional improvent is project based – see figure 1.

figure 1 - the old way of improving

figure 1 – the old way of improving

The Improvement Kata doesn’t plan the whole route: only the next target condition is clearly defined. See figure 2.

Figure 2 - the Improvement Kata

Figure 2 – the Improvement Kata

The Improvement Kata doesn’t tell you how to get to the next target condition, let alone how to get to your desired situation. It doesn’t tell you which steps to take to reach this year’s target. The Improvement Kata lets you discover the route as you go. See figure 3.

 

Figure 3 - finding the path to improvement

Figure 3 – finding the path to improvement

The improvement Kata is a radically different approach to improvement. It does however show strong similarities to Agile or Scrum software development – but, the improvement Kata is applied on the shop foor, not in project teams or development teams. For me, it’s the best way to get to a true learning organisation and continuous improvement. And only a learning organisation that can improve continuously is capable to cope with the ever changing demands of customers, especially in the current market for Financial Services.

 

Super7 Operations - the Next Step for Lean in Financial Services ; a book by Menno R. van Dijk

Super7 Operations – the Next Step for Lean in Financial Services ; a book by Menno R. van Dijk

Menno R. van Dijk.

Super7 Operations - The Next Step for Lean in Financial Services

Kata Coaching in practice of Lean Super7 Operations: keep it simple

Kata coaching has successfully been used in practice, in organizations that have adopted Super7 Operations. One important lesson: keep it simple, keep the improvement steps small.

Recently, Super7 Operations was introduced at a debt management department. The team managers responded very well to the step-wise improvement method of Kata. However, they sometimes found it difficult to accept that the goal for next week would be anything less than reaching the desired condition. This lead to too many actions on the action list, that couldn’t all be finished within one week. To my opinion, this one-week rhythm is essential for maintaining momentum in the early stages of development of Super7 Operations. The lesson that we learned is to keep the improvement-kata simple: one action in one week, one experiment, one problem to solve. The improvement steps may seem small, too small perhaps, but in our experience this is in fact the maximum improvement pace for the organization.

The Kata Coaching Questions (my own free interpretation – please refer to www.lean.org/kata for the standard):

  1. What does perfection look like to you on this element of Super7 Operations?
  2. How does the current situation look like?
  3. Where do you want to be next week on the development of this element of Super7 Operations? And what obstacles are preventing you from being there now?
  4. What action or experiment will you take to get to where you want to be next week?
  5. What do you expect from this action?
  6. When will be able to evaluate what you have learned from this action or experiment?

 

 Theory and examples of Kata coaching can be found on www.lean.org/kata or in the excellent books and you-tube posts of Mike Rother.

How to apply Kata Coaching in implementation of Lean Super7 Operations

 

Kata coaching is especially useful in the implementation of Super7 Operations. The theory and examples of Kata coaching can be found on www.lean.org/kata or in the excellent books and you-tube posts of Mike Rother. Recently, I’ve applied Kata coaching during an implementation project of Super7 Operations.  Every week, I used the Improvement Kata questions to challenge the team managers to make one improvement step on each of the 7 principle elements of Super7 Operations. And in turn, the team managers have used Kata coaching questions to get their teams to improve. The effect of applying the Kata coaching questions to the 7 principles of Super7 Operations was impressive: not only did this lead to exiting improvement experiments on the shop floor, but it had a profound effect on morale as well.  I have found that Kata coaching is an effective way to get and keep things moving towards the desired direction. It just isn’t possible to implement perfection in one blow, and this isn’t any different for Super7 Operations.

The 7 principles of Super7 Operations:

The 7 principles of Super7 Operations

Principles of Super7 Operations

  1. Customer is central: The Super7 team has a goal that is relevant for the customer.
  2. Flexibility in skills and capacity
  3. Team manager steers on output and is supportive to the Super 7 team
  4. Daily rhythm and quick response to disruptions
  5. Super 7 team is autonomous in work distribution and in imporving the way of working.
  6. Continuous improvement of performance, supported by planning and forecasting.
  7. Visible management to create openness, transparancy and Super 7 team pride.

 

The Kata Coaching Questions (my own free interpretation – please refer to www.lean.org/kata for the standard):

  1. What does perfection look like to you on this element of Super7 Operations?
  2. How does the current situation look like?
  3. Where do you want to be next week on the development of this element of Super7 Operations and, what obstacles are in your way?
  4. What action or experiment will you undertake to get to where you want to be next week?
  5. What do you expect from this action?
  6. When will be able to evaluate what you have learned from this action or experiment?And afterwards:
  7. What did you learn from this action / experiment
  8. …start again at step 1

 More on Super7 operations can be found in my book: Super7 Operations – the Next Step for Lean in Financial Services.

Super7 Operations - the Next Step for Lean in Financial Services ; a book by Menno R. van Dijk

Super7 Operations – the Next Step for Lean in Financial Services ; a book by Menno R. van Dijk