Leading Lean – Eliminate Both Fear and Comfort
Last week, I mentioned that I would talk more about the lean forum I attended. The theme of the forum was leading lean. Several speakers presented and they all did a fantastic job. One of the speakers was Jamie Flinchbaugh of the Lean Learning Center. Jamie outlined five leadership moves that demonstrate lean leadership.
- Eliminate Both Fear and Comfort
- Actively Engage, Don’t Just Delegate
- Apply Lean to Your Work
Over the next few posts, I thought I would share the message and how I personally have exhibited the behavior positively and negatively, because we all must learn from our mistakes.
Eliminate Both Fear and Comfort
Jamie talked about leaders not only eliminating the fear of trying something new, but also forcing people outside their comfort zone so they are forced to learn.
People generally don’t try new things because of the fear of repercussions. If they make a mistake or get something wrong, they are afraid of being fired or demoted or having a bad review. Leaders must eliminate the fear and show people it is alright to try new things.
At the same time, leaders must shrink the comfort zone for people. Force them to have to try new things.
By doing these two things, a leader is creating a bigger learning zone for the people. In this learning zone, is where improvements are made.
I had a improvement group one time that had given me a list of 15 items to improve the process they worked on. They were sanctioned to go and make the changes, but they didn’t believe it. The feared that if any change didn’t work out their direct manager would reprimand them. Of course, this was not the case because I had already discussed the work with the manager. The group actually refused to go make changes because of the fear. I had to call a timeout and bring their manager in. He told them directly this was a learning experience and the department would try anything the group wanted to try. Finally, that got the group to take action and work on their improvements to the process.
As easy as that was for me to help the other group, from time to time I still find myself making excuses and becoming paralyzed by fear to approach a leader to try something new. Ironic, right? I can help others but still get paralyzed myself. Not pushing and presenting ideas that I believe will help move the organization forward. I can’t let that stop me. I have to re-gather myself from time to time and take another approach. Use the learning of what didn’t work to find what might work.
Eliminating fear and pushing people out of their comfort zones isn’t easy, but when done well creates great learning for the organization.
How are you helping your people feel comfortable with learning? Are you shrinking comfort zones? Are you pushing out the fear zone?