One Reason Lean Has Not Delivered All That You Had Hoped

One Reason Lean Has Not Delivered All That You Had Hoped

The implementation of Lean Process in any environment is based on cross-functional teams.

We train in Lean, not in Team

For your Lean initiative to meet your expectations, your lean teams must operate as a value stream from concept to outcome.

We put a cross-functional group of people together, call them a team, train them in Lean, and jump right into Lean Process development. Rarely do we address the relationship of team members and the behavioral capacity of the team before we begin the work of the team.

One of the greatest areas of waste in a team revolves around interpersonal interference and conflict. Generally, we do not address these until the team derails. Then we react and lose time and productivity. Understanding the relationships between the team members themselves, and the team members and their leader determine the degree of collaboration. When relationships are not understood the team becomes mired in conflict and the team loses momentum, resulting in lost time and effectiveness. When relationships are understood, the team can leverage individual differences and achieve high levels of collaboration - resulting in increased profitability.

We can't always choose the team we want, but we can optimize the team we have.

When a team aligns its behaviors with its tasks, the time it takes to achieve effectiveness and productivity is dramatically compressed, improving throughput and decreasing the cost of doing business. When behavioral interference is identified and eliminated, problem solving, decision-making, brainstorming and communication activities become rapid, predictable and continual.

Productivity stealers include:

  • Inability to work together towards a common goal
  • Fear of sharing ideas
  • Fear of negative feedback
  • Self interest driving actions
  • Expectations that the team leader will solve all of the problems and assume all of the responsibility
  • Confusion between individual tasks and relationships with other people
  • Lack of appropriate acknowledgement for accomplishments

The Rapid Team Optimization Process

This fast-start methodology dramatically compresses the time it takes a team to achieve effectiveness and productivity.

Upon completion of this program, the team will have:

  • Determined how to leverage the team member relationships based on the behavioral preferences of each of the team members described by the DiscUs relationship reports
  • Established behavioal monitoring tools to address the alignment or misalignment of the team leader's leadership style compared to the team's leadership requirements as described in the DiscUs Team Report
  • Identified the behavioral issues that will positively or negatively impact the accomplishments of specific upcoming team tasks
  • Determined ways to minimize or eliminate behavioral interference when it arises within the teamwork process
  • Assigned accountability for behavioral monitoring as the team completes its work
  • Created plans to maintain or improve areas of strength and limitation within their team
  • Established a customer communication strategy based on the behavioral profile of the customer

The Rapid Team Optimization Process provides you with the ability to implement whenever and wherever it is needed without the dependence on external facilitation.

The Rapid Team Optimization Process prepares a team to understand and mange the individual behavioral relationships that will either drive or inhibit optimal work output. This module proactively addresses behavioral suitability and provides the tools to optimize the behavioral diversity of the team in achieving its goals.


Length: 1 day
Audience: Any new or existing team or workgroup (ideally 8-15 people)
Pre-Work: Each participant will complete a DiscUs Behavioral Profile



  • Understand behavioral impact on Team performance
  • Review individual behavioral profiles
  • Review the behavioral profile of the Team
    • Define strengths
    • Define limitations
  • Define the ideal team behavioral profile for the team to achieve its outcomes
    • Compare the existing Team to the ideal model
    • Identify potential performance gaps
    • Define methods to address the gaps
  • Afternoon
    • Review Team outcome measures
    • Define the Team's major tasks to produce the desired outcome
    • Define the Team Leader's style
      • Contrast Team Leader's style to the Team's expectations of the leader
    • Review analysis of individual Team member relationships
      • Identify areas of potential synergy
      • Identify areas of potential conflict
      • Define methods to address potential behavioral interference
      • Analyze the customer's expectations
      • Define what the Team has to do to adapt its communication and interaction to optimize the customer relationship
      • Adapt the Team's process to meet the customer's needs

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