Processing Time is the Common Thread...
There are several important "Process" concepts that all come back to the same root idea. Just-in-Time, Pull Systems, and Value-Added Systems have a common measure of success. That metic is Process Time or P-Time.
Process time is the number of hours, days or weeks to take raw materials and deliver the final product to the customer. The greatest value comes from inclusion of supplier P-time and downstream distribution channel P-time in your calculation.
Here's an example. Think of yourself as the 3 X 5 printed shipping label that will end up in a consumers desk drawer and follow your journey. Let's assume it took 8 weeks to get from the paper mill to the print shop. There are two weeks of raw material inventory at the print shop (that's 10 weeks total). Let's assume there are multiple steps in the manufacturing process - print the labels, cut them out of the print web, count them into small packs, put small packages into boxes and finally move them into finsished goods inventory. If in process materials sit on pallets for a week between each step, that's another 5 weeks (15 weeks total). Then you sit in finished goods inventory at the print shop for 3 weeks and finally you ship to a retailer and sit on the store shelf for another 2 weeks before being purchased. You have lived 20weeks from when you were born in the paper mill to when the consumer purchased you. The P-time is 20 weeks.
The objective of "Just-in-Time", "Pull Systems", and "Value-added Process" concepts is to reduce P-time. An efficient supply chain and manufacturing process could could reduce the 20 weeks to 3-5 weeks.
So, what if it takes 20 weeks? What's in it for me to reduce P-time? The answer is CASH in your pocket. Tune in to the next few blogs.
Bob Tetu
Business Builder Bob
Friday, February 27, 2009
Tuesday, February 24, 2009
Business Builder Bob - Blogging for Business #4
It would take 10 or 15 posts to cover the how to blog, what to blog, and strategies for building a new customer base. Suffice it to say, this should be important to manfacturers, distributors, job seekers and home business owners. Building credibility and attracting new customers is something universally in demand.
And, for every one person executing a best practice for blogging for business, there are 100 people doing it wrong. Maybe a thousand.
For an in depth understanding of the best practices, you may want to visit one of my websites. There is some hype about making money on the site, but look past that. The value of this site is the training materials. They are outstanding and will take you to the current best practice for blogging and Advanced Social Marketing in general.
Here's the site:
asm.businessbuilderbob.com
Or, go ahead and take the leap. Go to gmail.com and create a gmail account. Then go to blogspot.com and create a blog site using the gmail account. Follow the quidelines in these posts and you will be off to a good start. Send me an email if you get stuck.
Bob Tetu
Business Builder Bob
Next up: Pull Systems and Value-Add Concepts.
And, for every one person executing a best practice for blogging for business, there are 100 people doing it wrong. Maybe a thousand.
For an in depth understanding of the best practices, you may want to visit one of my websites. There is some hype about making money on the site, but look past that. The value of this site is the training materials. They are outstanding and will take you to the current best practice for blogging and Advanced Social Marketing in general.
Here's the site:
asm.businessbuilderbob.com
Or, go ahead and take the leap. Go to gmail.com and create a gmail account. Then go to blogspot.com and create a blog site using the gmail account. Follow the quidelines in these posts and you will be off to a good start. Send me an email if you get stuck.
Bob Tetu
Business Builder Bob
Next up: Pull Systems and Value-Add Concepts.
Monday, February 23, 2009
Business Builder Bob - Blogging for Business #3
Branding:
This is a huge subject and could take up many blog posts by itself. For now, let's take an initial stab based on some simple criteria.
First, blogging is an individual activity. Even if you are blogging to attract new customers to your business, you are building personal credibility. The individual writing the blog may be an employee or the business owner, but they represent the company and will become personally credible on your company, products, etc. Don't try to make your blog from "the company". It must be from a person.
If you wish to promote your company, "The Widget Company", you can blog under a pseudonym (brand) "The Widget Master". You can also chose to use your own name as the brand. Try to brainstorm some brands that would work with some of the subjects you choose after the last post. Bounce some ideas off people. Look at what other bloggers are doing.
If you are a job seeker, you probably want to promote your own name, but you can also use a brand that identifies the subject you are passionate about. I am passionte about helping manufactuers keep jobs in the USA...to build an arsenal of best practices...thus, Business Builder Bob is my Brand. I identify my brand and my name in most postings.
If you are not ready to use a brand or nothing comes to mind, use your name as a starting point. You can add a brand later.
This is a very abbreviated view of branding considerations. If you want more help, feel free to contact me.
Bob Tetu
Business Builder Bob
businessbuilderbob@gmail.com
This is a huge subject and could take up many blog posts by itself. For now, let's take an initial stab based on some simple criteria.
First, blogging is an individual activity. Even if you are blogging to attract new customers to your business, you are building personal credibility. The individual writing the blog may be an employee or the business owner, but they represent the company and will become personally credible on your company, products, etc. Don't try to make your blog from "the company". It must be from a person.
If you wish to promote your company, "The Widget Company", you can blog under a pseudonym (brand) "The Widget Master". You can also chose to use your own name as the brand. Try to brainstorm some brands that would work with some of the subjects you choose after the last post. Bounce some ideas off people. Look at what other bloggers are doing.
If you are a job seeker, you probably want to promote your own name, but you can also use a brand that identifies the subject you are passionate about. I am passionte about helping manufactuers keep jobs in the USA...to build an arsenal of best practices...thus, Business Builder Bob is my Brand. I identify my brand and my name in most postings.
If you are not ready to use a brand or nothing comes to mind, use your name as a starting point. You can add a brand later.
This is a very abbreviated view of branding considerations. If you want more help, feel free to contact me.
Bob Tetu
Business Builder Bob
businessbuilderbob@gmail.com
Thursday, February 19, 2009
Business Builder Bob - Blogging for Business #2
Picking the subject of your blog:
The objective of your blog is to reach out to like-minded people and to get a following of readers that will get noticed by search engines. Your credibility is built by the quality of your blog posts and by your ranking on search engines such as Google. A high ranking implies you are an expert in your field, well known, and an internet professional.
I started this blog and some other social marketing methods in January and I have most of the first page in Google under my name, Bob Tetu; and I have a good position on the second page of Google under by brand, Business Builder Bob, which is up against very stiff competiton.
You need to be capable of writing a blog post almost every day. So, you need to pick a subject that you know a lot about and you are interested in. There are generally two paths you can follow to pick a subject for your blog and neither of them is a sales pitch.
Option 1 is to write about your companies products, how they solve problems, features, technical information, case studies. With this type of blog you are targeting like-minded people in a specific industry. Be careful not to use a customers name or brand without their permission. And, be certain that this is anecdotal and informative...Stay away from selling in your blog.
Option 2 is to write about your passion - a sports team, a hobby, a past-time or a cause about which you are very enthusiastic and knowledgable. A small manufacturing business owner can choose this option and still build credibility and attract new customers by connecting to customers in the industry that have similar interests.
I chose option 2. I am passionate about finding best practices and keeping jobs in the U.S.A.
There are some other considerations before finally choosing your subject. For now, brainstorm one or two subjects for option 1 and option 2.
Bob Tetu
Business Builder Bob
The objective of your blog is to reach out to like-minded people and to get a following of readers that will get noticed by search engines. Your credibility is built by the quality of your blog posts and by your ranking on search engines such as Google. A high ranking implies you are an expert in your field, well known, and an internet professional.
I started this blog and some other social marketing methods in January and I have most of the first page in Google under my name, Bob Tetu; and I have a good position on the second page of Google under by brand, Business Builder Bob, which is up against very stiff competiton.
You need to be capable of writing a blog post almost every day. So, you need to pick a subject that you know a lot about and you are interested in. There are generally two paths you can follow to pick a subject for your blog and neither of them is a sales pitch.
Option 1 is to write about your companies products, how they solve problems, features, technical information, case studies. With this type of blog you are targeting like-minded people in a specific industry. Be careful not to use a customers name or brand without their permission. And, be certain that this is anecdotal and informative...Stay away from selling in your blog.
Option 2 is to write about your passion - a sports team, a hobby, a past-time or a cause about which you are very enthusiastic and knowledgable. A small manufacturing business owner can choose this option and still build credibility and attract new customers by connecting to customers in the industry that have similar interests.
I chose option 2. I am passionate about finding best practices and keeping jobs in the U.S.A.
There are some other considerations before finally choosing your subject. For now, brainstorm one or two subjects for option 1 and option 2.
Bob Tetu
Business Builder Bob
Wednesday, February 18, 2009
Business Builder Bob - Blogging for Business #1
Let's talk about Business Development. Times are hard and you need to find new customers. Whether you are a manufacturer, distributor, service provider or even a home business owner, you probably have a website. Having a website is helpful for EXISTING customers, but what are you doing to bring NEW customers to that website.
One of the emerging best practices for business development is blogging.
Many medium to large size companies monitor blogs about their products, services and company for the purpose of damage control and PR. That's NOT what I'm talking about.
Also, there are thousands of business owners who misunderstand how to blog as a business development tool and use it as straight forward advertising tool....come buy my product...it's the best deal ever. That's NOT what I'm talking about.
There are two critical business functions that blogging (done correctly) achieves - building credibility and attracting new customers. And, blogging does not cost one penny.
If you are not using blogging as a business tool to develop new business, you should be. We'll learn best practices in the next few postings.
Bob Tetu
Business Builder Bob
One of the emerging best practices for business development is blogging.
Many medium to large size companies monitor blogs about their products, services and company for the purpose of damage control and PR. That's NOT what I'm talking about.
Also, there are thousands of business owners who misunderstand how to blog as a business development tool and use it as straight forward advertising tool....come buy my product...it's the best deal ever. That's NOT what I'm talking about.
There are two critical business functions that blogging (done correctly) achieves - building credibility and attracting new customers. And, blogging does not cost one penny.
If you are not using blogging as a business tool to develop new business, you should be. We'll learn best practices in the next few postings.
Bob Tetu
Business Builder Bob
Friday, February 13, 2009
Business Builder Bob - Corrective Action #6
In the first post on this subject we discussed the need to immediately point out unacceptable behavior...stop it immediately without embarrassing the individual. Then meet later to talk about corrective action. Performance issues usually build up and can be planned for. Either way, here are some things to think about in preparation for your corrective action session.
First there are some obvious planning questions. What is the difference between the individuals performance/behavior and the minimum required? How did their performance negatively impact you and/or the organization?
Check your company policy to make sure you are documenting the corrective action and determining consequences consistent with the policy requirements. If you do not have a company policy, corrective action usually takes 3-4 attempts before termination can be considered. Escalating consequences are typically 1) first written warning, 2) second written warning, 3) suspension, and 4) termination.
Here are some less obvious things to think about ahead of your session. Does the impact on you and or the organization really merit corrective action? Once you start down this path, it is hard to back up without losing some credibility.
Also, are there things beyond the individual's control that are affecting their performance. This may be cause to turn your attention to a systemic issue, rather than individual corrective action.
Gather your thoughts, prepare for the 8 steps for a best practice corrective action and you will greatly improve your success rate turning these situations around.
Bob Tetu
Business Builder Bob
First there are some obvious planning questions. What is the difference between the individuals performance/behavior and the minimum required? How did their performance negatively impact you and/or the organization?
Check your company policy to make sure you are documenting the corrective action and determining consequences consistent with the policy requirements. If you do not have a company policy, corrective action usually takes 3-4 attempts before termination can be considered. Escalating consequences are typically 1) first written warning, 2) second written warning, 3) suspension, and 4) termination.
Here are some less obvious things to think about ahead of your session. Does the impact on you and or the organization really merit corrective action? Once you start down this path, it is hard to back up without losing some credibility.
Also, are there things beyond the individual's control that are affecting their performance. This may be cause to turn your attention to a systemic issue, rather than individual corrective action.
Gather your thoughts, prepare for the 8 steps for a best practice corrective action and you will greatly improve your success rate turning these situations around.
Bob Tetu
Business Builder Bob
Thursday, February 12, 2009
Business Builder Bob - Corrective Action #5
It is time to summarize and close out the Corrective Action Session. There are 3 elements left.
Summarize the agreed upon plan. What changes will be made (by when)? What results are expected (by when). Include a follow up session in your plan to make sure the individual is on track.
Second, WRITE IT DOWN. This is an essential part of most company policies for corrective action. You may have been able to prepare something ahead of time that can be edited. Or, you may have to do it now. The objective is to let the individual read what will undoubtedly be put in a file for future reference if needed.
Document the unacceptable performance/behavior, how it negatively impacted the organization, consequences if not corrected, and your action plan.
Finally, express confidence that the individual can turn this around. Make sure they know you are there to help if they need it.
These are the elements of a best practice for corrective action. I hope you don't need to do this often. Constructive Feedback is a great way to positivity reinforce good behavior and can help head this off. There will be one more post on this subject with some ideas for getting ready before a corrective action session.
Bob Tetu
Business Builder Bob
Summarize the agreed upon plan. What changes will be made (by when)? What results are expected (by when). Include a follow up session in your plan to make sure the individual is on track.
Second, WRITE IT DOWN. This is an essential part of most company policies for corrective action. You may have been able to prepare something ahead of time that can be edited. Or, you may have to do it now. The objective is to let the individual read what will undoubtedly be put in a file for future reference if needed.
Document the unacceptable performance/behavior, how it negatively impacted the organization, consequences if not corrected, and your action plan.
Finally, express confidence that the individual can turn this around. Make sure they know you are there to help if they need it.
These are the elements of a best practice for corrective action. I hope you don't need to do this often. Constructive Feedback is a great way to positivity reinforce good behavior and can help head this off. There will be one more post on this subject with some ideas for getting ready before a corrective action session.
Bob Tetu
Business Builder Bob
Wednesday, February 11, 2009
Business Builder Bob - Corrective Action #4
In the first two elements we discussed the performance shortcomings and the adverse affect of the individuals performance on you and/or the organization. In the second two elements we asked for the individual's view of the situation and for their ideas on how to improve performance. And, you added your own ideas.
This next element may be unpleasant, but it is critical. What are your next steps going to be if the performance is not improved. In most businesses, this is spelled out in company polity and it typically escalating consequences leading eventually to termination if the unacceptable performance/behavior is not improved. And, these policies break down if next steps and consequences are not made clear at each step. Ultimately, a poorly executed (and undocumented) series of corrective actions that leads to termination, may result in a lawsuit or labor board hearing for unjust termination.
So, explain what will happen next if the indiviual's performance does not improve - written warning, suspension, termination, etc. For this to be effective, make sure that it is also clear what measurement will be used to determine acceptable performance.
In the next three elements, we will summarize and finish up the corrective action session.
Bob Tetu
Business Builder Bob
This next element may be unpleasant, but it is critical. What are your next steps going to be if the performance is not improved. In most businesses, this is spelled out in company polity and it typically escalating consequences leading eventually to termination if the unacceptable performance/behavior is not improved. And, these policies break down if next steps and consequences are not made clear at each step. Ultimately, a poorly executed (and undocumented) series of corrective actions that leads to termination, may result in a lawsuit or labor board hearing for unjust termination.
So, explain what will happen next if the indiviual's performance does not improve - written warning, suspension, termination, etc. For this to be effective, make sure that it is also clear what measurement will be used to determine acceptable performance.
In the next three elements, we will summarize and finish up the corrective action session.
Bob Tetu
Business Builder Bob
Tuesday, February 10, 2009
Business Builder Bob - Corrective Action #3
In the first two elements of corrective action, we discussed the difference between the individual's unacceptable performance and the expected performance (or behavior). Then the negative impact was pointed out.
The third element is to get the the individual's view of the situation. Has there been a misunderstanding or miscommunication? Are there extenuating circumstances? This should not turn into an opportunity to make excuses, but it is important to let them have their say. Make it clear that whatever the reason, the performance or behavior HAS to improve.
Now in the fourth element, ask the individual for suggestions on changes they can make to achieve acceptable performance. This is a good way to test if they are really understanding what is needed and what is expected. Clarify their ideas and clarify any misunderstanding about what the end result must be. You can also add your own suggestions.
It is important that the indivdual leave the session with a clear understanding of what they have to do and how success will be determined. Their job may be at stake.
4 element have been described. There are still 3 more coming in the next blog.
Bob Tetu
Business Builder Bob
The third element is to get the the individual's view of the situation. Has there been a misunderstanding or miscommunication? Are there extenuating circumstances? This should not turn into an opportunity to make excuses, but it is important to let them have their say. Make it clear that whatever the reason, the performance or behavior HAS to improve.
Now in the fourth element, ask the individual for suggestions on changes they can make to achieve acceptable performance. This is a good way to test if they are really understanding what is needed and what is expected. Clarify their ideas and clarify any misunderstanding about what the end result must be. You can also add your own suggestions.
It is important that the indivdual leave the session with a clear understanding of what they have to do and how success will be determined. Their job may be at stake.
4 element have been described. There are still 3 more coming in the next blog.
Bob Tetu
Business Builder Bob
Monday, February 9, 2009
Business Builder Bob - Corrective Action #2
Step 1: Discuss the difference between the present performance and the acceptable performance. This should not be a revelation if the individual was properly trained and expectations where properly established. The difference been their performance or behavior and acceptable performance or behavior should be clear.
Step 2: Describe how their poor performance is affecting you and others in the organization. Be as specific as possible. If there is a direct personal impact to yourself, let them know.
It is not enough to say performance does not meet minimum expectations. The individual must also understand why this is important. For example, it is not fair to others if they are not pulling their weight. Or, there may be other people (yourself included) who are depending on them and they are letting you down.
These two steps set the stage for trying to turn around the situation.
Bob Tetu
Business Builder Bob
Step 2: Describe how their poor performance is affecting you and others in the organization. Be as specific as possible. If there is a direct personal impact to yourself, let them know.
It is not enough to say performance does not meet minimum expectations. The individual must also understand why this is important. For example, it is not fair to others if they are not pulling their weight. Or, there may be other people (yourself included) who are depending on them and they are letting you down.
These two steps set the stage for trying to turn around the situation.
Bob Tetu
Business Builder Bob
Friday, February 6, 2009
Business Builder Bob - Corrective Action #1
Taking corrective action is meant to address unacceptable performance or behavior. Although you will want to give it a little thought before you start the session, it is very important to take the corrective action as soon after the unacceptable behavior as possible.
In fact, when you see unacceptable behavior occuring, it is imperative to address it immediately...a safety violation such as not wearing protective goggles, someone has pornography on their computer, smoking in a non-smoking area. You absolutely can not walk by without addressing it. Your credibility as a leader and superviosr will take a big hit if you let it pass.
Here's a great tip. Stop the unacceptable behavior and tell them you will meet later to discuss it. That maintains your credibility and gives you time to prepare for the corrective action session.
One other point about your immediate reaction to stop the behavior. Do not publicly embarrass the individual. That will only make them defensive and/or defiant and you may lose control of the situation. Take them aside, speak quietly, or ask others to move on. Then you can address the inividial and stop the behavior without adding embarrassment into the equation.
Don't miss the next few blogs. You may have a lot of training and investment in the individual you are taking corrective action with. Let's use a best practice to get them back on track.
Bob Tetu
Business Builder Bob
In fact, when you see unacceptable behavior occuring, it is imperative to address it immediately...a safety violation such as not wearing protective goggles, someone has pornography on their computer, smoking in a non-smoking area. You absolutely can not walk by without addressing it. Your credibility as a leader and superviosr will take a big hit if you let it pass.
Here's a great tip. Stop the unacceptable behavior and tell them you will meet later to discuss it. That maintains your credibility and gives you time to prepare for the corrective action session.
One other point about your immediate reaction to stop the behavior. Do not publicly embarrass the individual. That will only make them defensive and/or defiant and you may lose control of the situation. Take them aside, speak quietly, or ask others to move on. Then you can address the inividial and stop the behavior without adding embarrassment into the equation.
Don't miss the next few blogs. You may have a lot of training and investment in the individual you are taking corrective action with. Let's use a best practice to get them back on track.
Bob Tetu
Business Builder Bob
Wednesday, February 4, 2009
Business Builder Bob - Constructive Feedback #5
In order to include all the elements of best practices for constructive feedback, it is best to think about it before you meet with the person. Remember, you will be speaking to an individual who already has acceptable behavior and we want a positive outcome. So, here are some things you can plan ahead...
What is the desired outcome, performance or behavior change? What specific activity or action do you want to correct? What are some potential consequences if this is not changed?
What have you observed yourself and what is your reaction?
What is your lead off positive statement going to be? Can you lead off with recognition using the best practice outlined earlier in this blog? What specific behavior or activity to you want to reinforce?
What is the reason for making the change? What do you want to accomplish?
Think about some suggestions you can make to improve the performance or behavior.
Yes, this seems like a lot of preparation, but you can probably think this through in 5 minutes. You already know the answers to most of these questions. Just take a few minutes to organize your thoughts, follow the steps outlined for constructive feedback, and you will have a powerful tool for improvement.
Business Builder Bob
Bob Tetu
What is the desired outcome, performance or behavior change? What specific activity or action do you want to correct? What are some potential consequences if this is not changed?
What have you observed yourself and what is your reaction?
What is your lead off positive statement going to be? Can you lead off with recognition using the best practice outlined earlier in this blog? What specific behavior or activity to you want to reinforce?
What is the reason for making the change? What do you want to accomplish?
Think about some suggestions you can make to improve the performance or behavior.
Yes, this seems like a lot of preparation, but you can probably think this through in 5 minutes. You already know the answers to most of these questions. Just take a few minutes to organize your thoughts, follow the steps outlined for constructive feedback, and you will have a powerful tool for improvement.
Business Builder Bob
Bob Tetu
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