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Mark Goddard 26/08/05

Changing Behaviour - Simple Steps

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Page 1: Changing Behaviour - Simple Steps

UEP Project

Mark Goddard 26/08/05

Page 2: Changing Behaviour - Simple Steps

Framing Line Zone 6

41 Robots – 9 Automated Cells

9 Operators – 5 Manual Stations

2 Technical Monitors & 2 Trades

The basis of our UEP is participation

Today, the difference is in the way we

work together, using the ideas of everyone,

with a plan of continuous improvement

Page 3: Changing Behaviour - Simple Steps

Project Direction

Plant progression towards UEP Stage Four

raised concerns as to the level of professional standards required to sustain UEP Stage 4 and progress to UEP Stage 5

It was agreed that the Bodysides & Framing Area of Body-In-White would pilot a behavioural model

Page 4: Changing Behaviour - Simple Steps

Project Proposal

Bodysides & Framing RG proposed to

progress the model with UEP Project :

Page 5: Changing Behaviour - Simple Steps

Project Axis

The Project Axis are:

rofessionalism

urpose

ersistence

ride

Page 6: Changing Behaviour - Simple Steps

Project Direction

The project would only succeed if it was beneficial to all concerned:

Operator Monitor Trades Person Support Staff Associate RU RG DIR

Page 7: Changing Behaviour - Simple Steps

Project Duration

Project commenced September 1st 2005 with 6 months ‘launch’ period

Page 8: Changing Behaviour - Simple Steps

Professionalism

Professionalism (Conscience)

Means Setting a Good Example

- Personal Conduct

- Trust

- Permanent White Water (Video)

Professionalism – Purpose – Persistence - Pride

Page 9: Changing Behaviour - Simple Steps

Purpose

Purpose (Vision)

Means Jointly Determining Our

Course

- Joint Team (RG/RU RU/Monitor) leadership

- Shared vision and common value

- Monitoring and Motivating

Professionalism – Purpose – Persistence - Pride

Page 10: Changing Behaviour - Simple Steps

Persistence

Persistence (Disciplined Approach)

Means Adopting a Zero Tolerance to Destructive Habits

- PPE Non Compliance

- Working Time Non Compliance

- 5C’s (Criticising, Comparing, Complaining, Condemning &

Competing)

Professionalism – Purpose – Persistence - Pride

Page 11: Changing Behaviour - Simple Steps

Pride

Passion (Empowerment)

Means Focussing Our Talents On

Results

- Enthusiasm, Interest, Energy

What we do, gives us what we get

- Engage others

- True Voice and Passion are volunteered

Professionalism – Purpose – Persistence - Pride

Page 12: Changing Behaviour - Simple Steps

Defining the Basics

Each Team member was asked to complete the Project Parameter sheets for all key roles

Professionalism – Purpose – Persistence - Pride

Page 13: Changing Behaviour - Simple Steps

Defining the Basics

Each Team member was asked to complete the Project Parameter sheets for all key roles

The project parameter sheet defined, in the Teams

own words, what were examples of: • Unacceptable • Basic • Good • Excellent

Each Team member returned completed sheets

Behaviour

Professionalism – Purpose – Persistence - Pride

Page 14: Changing Behaviour - Simple Steps

P1 - Professionalism - Setting A Good Example - Trust, Personal Conduct, Mutual Respect, Behaviour, Managing Work Load

P2 - Purpose - Jointly Determining Our Course - Joint Team Leadership, Shared Vision & Common Values, Monitoring & Motivating

P3 - Persistence - Adopting a Zero Tolerance to Destructive Habits - PPE Non-Compliance, Respecting Working Hours, 5C's

P4 - Passion / Pride - Focussing Our Talents On Results - Volunteering Enthusiasm, Interest, Energy. Engaging Others.

P (1-2-3-4) Comment

4

2 Realises that the role requires he/she should set the example to the rest of the team

1 Shows lack of respect for team members

4 Propose and action and improvements to Quality, Production, etc

1 Carries out daily / weekly standard work without direction

4 Chairs CIG meetings, Takes Briefings

2 Understands and communicates to Team members the Contract of Objectives

2 Recognises poor performance and takes immediate autonomous action to correct problem

3 Stop s and challenges anyone not weraring appropriate PPE

3 Does not engage in any behaviour considered to be unprofessional

4 Actively encourages others in the team to be involved in UEP, TPM progression.Excellent

Basic

Excellent

Basic

Basic

Basic

Unacceptable

Good

Good

Basic

Date: 28/9/05 Name:*.*****

Example Type

(Unacceptable -

Basic - Good -

Excellent)

Understands and communicates to others in the team the Contract of Objectives ( Team Targets )Good

CPRY

FERRAGE

FRAMING & BODYSIDES P4 PROJECT

MONITOR PARAMETERS

Update : 15/11/2005 - Update freq : Daily

Ow ner : M.Goddard - Updater : M.Goddard (6359) Consolidated

INTERNAL USE

Page 15: Changing Behaviour - Simple Steps

Progression

The project will be launched by choosing a behavioural example for Professionalism, Purpose, Persistence and Pride for each role within the area

The behaviour required can be animated in a simple format and will become the reference for our behaviour ‘model’

Professionalism – Purpose – Persistence - Pride

Page 16: Changing Behaviour - Simple Steps

General Operator

P1 Professionalism

UnacceptableBasic

GoodExcellent

Non Contribution to UEP or TPM

activities

Contributes

towards Team

UEP / TPM goals

Motivates other Team members

by sharing enthusiasm

Requests involvement in

UEP / TPM groups / projects

c:/PF30174/Powerpoint/Stn17_Ind

icator.ppt

B.I.W. Continuous Improvement Group (BIW009)

The actions taken from C.I.G. BIW009 have resulted in a reduction of interventions from 107 / week to 40 / week.

With each intervention taking at least one minute, the saving of over 1 hour per week contributes to the flow of vehicles to our customers.

Station 17 Framing Line

C.I.G. team members Dave Fogg and Derek Botham used the maintenance breakdown data base to analyse the improving trend.

Further actions from the Maintenance Methods and Reliability Department associates, planned for early January, will be monitored using the same tools.

Contributes to Contract of Objectives: Lead Times

Interventions per week

10784

39 39 40

0

20

40

60

80

100

120

1 2 3 4 5

Week

Nu

mb

er

of

Inte

rve

nti

on

s

47 48 49 50 51

Page 17: Changing Behaviour - Simple Steps

General Operator

P3 Persistence

Unacceptable

Basic

GoodExcellent

Does not wear correct PPE in the

work place

Wears correct PPE in the work place

Challenges anyone within

his/her zone not wearing PPE

Wears correct PPE at all times

Page 18: Changing Behaviour - Simple Steps

P4 Features

The model follows a simple structure both in its definition and animation

Professionalism – Purpose – Persistence - Pride

Page 19: Changing Behaviour - Simple Steps

P4 Advantages

The simple structure provides a tool that is easily used to animate the different levels of behaviour expected on the zone

It becomes the basis of a consolidated rule book for the UEP

Professionalism – Purpose – Persistence - Pride

Page 20: Changing Behaviour - Simple Steps

P4 Motives

Definition of four possible levels of behaviour

Clarity of what is and is not acceptable will bring improvements to both performance and social climate

Professionalism – Purpose – Persistence - Pride

Page 21: Changing Behaviour - Simple Steps

P4 Benefits

The team has a simple and easily adaptable model for defining levels of behaviour

The model can be used in all areas of the business

What is written is agreed – The model removes any ambiguity as to what is allowed and what isn't

Professionalism – Purpose – Persistence - Pride

Page 22: Changing Behaviour - Simple Steps

Progression

To ensure the model is sustained different behavioural references

will be added by the Team on a progressive basis

Professionalism – Purpose – Persistence - Pride

Page 23: Changing Behaviour - Simple Steps

Forecast

The project will be fully implemented, and become our way of working, by the end of the 6 month launch period.

Professionalism – Purpose – Persistence - Pride