The Power of 1%: Why Kaizen is the ultimate professional operating system<\/p>\n\n\n\n
I recently read about Kiazen, and I found it to be fascinating and decided to share more about it.<\/p>\n\n\n\n
Derived from the Japanese words Kai (change) and Zen (good), it is a high performance mindset for the modern professional. Here is how you can link this ancient principle to your daily life.<\/p>\n\n\n\n
This Japanese concept has five main pillars or principles; it talks about “Change for the Good.” Its core message is simple, small, daily steps beat giant, occasional leaps every single time.<\/p>\n\n\n\n
\u200b1. The Power of 1%<\/p>\n\n\n\n
\u200bIf you improve a specific professional skill by just 1% every day, you don\u2019t just get 3.65 times better by the end of the year due to the power of compounding, you actually become nearly 37 times better.<\/p>\n\n\n\n
Don\u2019t try to fix your whole career in a week. Just try to make today 1% better than yesterday.<\/p>\n\n\n\n
2. Don\u2019t fix people, fix the process<\/p>\n\n\n\n
In our professional lives, we often spend 80% of our time troubleshooting the same recurring problems. Kaizen introduces the “5 Whys” technique.<\/p>\n\n\n\n
When a mistake happens, don\u2019t just fix the surface-level error. Ask “Why?” five times until you reach the systemic flaw.<\/p>\n\n\n\n
If a report is late, don’t just apologize. Ask why it was late. Was the data missing? Why? Was the software slow? Why? By the fifth “Why,” you\u2019ll likely find a process bottleneck that, once fixed, saves you hours every month.<\/p>\n\n\n\n
If a mistake happens, don\u2019t ask “Who did this, Ask “what part of our system allowed this to happen” This lowers stress and builds a culture of trust.<\/p>\n\n\n\n
3. “Gemba”, getting Closer to the Work<\/p>\n\n\n\n
“Gemba” translates to “the real place.” It is the most important leadership principle in Kaizen.<\/p>\n\n\n\n
You cannot solve problems from an office or by reading at a report. You must go to the “front line or grassroots” level, the place where the work actually happens to see the reality of the situation.<\/p>\n\n\n\n
4. Empower People<\/p>\n\n\n\n
Kaizen is a “bottom-up” philosophy. It assumes that the person doing the job every day knows more about how to improve it than the executive sitting in a boardroom.<\/p>\n\n\n\n
Every employee, from the intern to CEO is encouraged to suggest improvements. Leadership\u2019s job is to listen and provide the tools to make those changes happen.<\/p>\n\n\n\n
Trust that the people doing the work are the ones best equipped to improve it.<\/p>\n\n\n\n
5. Be Transparent OR make problems visible<\/p>\n\n\n\n
In the Kaizen mindset, you can’t fix what you can’t see. When we stop hiding mistakes and start sharing them, they stop being failures and start being opportunities.
\u200b
Use data and visual to make problems visible so they can be solved collectively.<\/p>\n\n\n\n
Now, the “Golden Rule” of Kaizen<\/p>\n\n\n\n
\u200bIf you need to remember just one thing, it is the PDCA Cycle:<\/p>\n\n\n\n
\u200bPlan: Identify the improvement.
\u200bDo: Test the change on a small scale.
\u200bCheck: Measure the results.
\u200bAct: Standardize the change or try again.<\/p>\n","protected":false},"excerpt":{"rendered":"
The Power of 1%: Why Kaizen is the ultimate professional operating system I recently read about Kiazen, and I found it to be fascinating and decided to share more about it. Derived from the Japanese words Kai (change) and Zen (good), it is a high performance mindset for the modern professional. Here is how you […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-77","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/workforcewisdom.co.in\/index.php?rest_route=\/wp\/v2\/posts\/77","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/workforcewisdom.co.in\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/workforcewisdom.co.in\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/workforcewisdom.co.in\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/workforcewisdom.co.in\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=77"}],"version-history":[{"count":1,"href":"https:\/\/workforcewisdom.co.in\/index.php?rest_route=\/wp\/v2\/posts\/77\/revisions"}],"predecessor-version":[{"id":78,"href":"https:\/\/workforcewisdom.co.in\/index.php?rest_route=\/wp\/v2\/posts\/77\/revisions\/78"}],"wp:attachment":[{"href":"https:\/\/workforcewisdom.co.in\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=77"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/workforcewisdom.co.in\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=77"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/workforcewisdom.co.in\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=77"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}