What are the best ways to involve stakeholders of all ages in Lean Manufacturing's change control process?

1 Define the scope

The first step to involve stakeholders of all ages in the change control process is to define the scope of the change. This means identifying what needs to be changed, why, how, when, and by whom. The scope should be clear, realistic, and aligned with the strategic goals and vision of the lean organization. You should also consider the potential impacts and risks of the change on the stakeholders, such as their roles, responsibilities, skills, knowledge, attitudes, and behaviors. By defining the scope, you can communicate the purpose and benefits of the change to the stakeholders and get their feedback and input.

3 Communicate the change

The third step is to communicate the change to the stakeholders in a clear, consistent, and timely manner. Communication is vital for creating awareness, understanding, and support for the change. You should use different channels and formats to reach the stakeholders of all ages, such as emails, newsletters, meetings, workshops, webinars, podcasts, videos, or social media. You should also use simple, concise, and positive language to explain the change and its benefits. You should avoid using jargon, acronyms, or technical terms that may confuse or alienate some stakeholders. You should also encourage feedback, questions, and suggestions from the stakeholders and address them promptly and respectfully. By communicating the change, you can build trust, credibility, and rapport with the stakeholders of all ages.

4 Train the stakeholders

The fourth step is to train the stakeholders on the new or modified products, processes, or systems that result from the change. Training is essential for developing the skills, knowledge, and confidence of the stakeholders to perform their tasks in a lean way. You should design and deliver the training in a way that meets the learning styles and preferences of the different age groups. For example, you can use a combination of online and offline, formal and informal, individual and group, or theoretical and practical learning methods. You should also provide feedback, coaching, and mentoring to the stakeholders during and after the training. By training the stakeholders, you can increase their competence, performance, and satisfaction.

5 Empower the stakeholders

The fifth step is to empower the stakeholders to participate and contribute to the change control process. Empowerment means giving the stakeholders the authority, responsibility, and resources to make decisions and take actions that affect the change. Empowerment also means involving the stakeholders in the planning, execution, monitoring, and evaluation of the change. You should create a culture of collaboration, innovation, and continuous improvement among the stakeholders of all ages. You should also recognize and reward the stakeholders for their efforts and achievements. By empowering the stakeholders, you can foster their ownership, commitment, and accountability for the change.

6 Monitor and review the change

The sixth and final step is to monitor and review the change and its outcomes. Monitoring and reviewing means measuring and analyzing the performance, quality, and value of the products, processes, or systems that have been changed. You should use appropriate tools and techniques, such as key performance indicators, control charts, audits, surveys, or feedback forms, to collect and evaluate the data. You should also involve the stakeholders of all ages in the monitoring and reviewing process and share the results and insights with them. You should also identify and celebrate the successes and achievements of the change and learn from the failures and challenges. By monitoring and reviewing the change, you can ensure its effectiveness, efficiency, and sustainability.