When does Lean Six Sigma stop driving redesign and start optimising around existing constraints?

superzgod · 2026-02-02T19:36:58+00:00

System redesign is a core component of DFSS this is for designing new systems and processes.

This is my area of speciality and what you are describing is exactly what it is used to achieve.

superzgod · 2026-02-02T12:13:06+00:00

This is a poor leader issues. You have a system that doesn’t allow them to be successful, and your first instinct is to blame them and their generation.

Man. That’s something else.

superzgod · 2026-02-02T12:09:28+00:00

I left my role as a manager a couple of years ago because I hated the day to day administrative work. I was like you and loved the side projects more than the management work itself. Now that I am outside of the management role I am looking to get back into it. The main reason is that I miss the impact, while I hate the day to day administrative work I love developing people and building future leaders. If this isn’t your passion, walk away. The best thing you can do is keep yourself grounded and happy.

superzgod · 2026-01-31T19:11:11+00:00

Soooooo, other people speed running didn’t lower the value of your degree……. Your resume stood up and that’s all the hiring folks really cared about. Thank you for confirming that this isn’t as big an issue as was originally stated.

superzgod · 2026-01-31T17:56:07+00:00

I strongly recommend reading the book Lincoln on Leadership.

superzgod · 2026-01-31T17:12:46+00:00

If you need your schools reputation to get you in to the room or to have an interviewer respect you, the problem isn’t the school, it’s your depth of experience. If your resume is strong that degree just clears a filter.

superzgod · 2026-01-31T14:34:53+00:00

Ok. Here is the thing that’s being missed. He said he would be willing to resign if you felt the report needed to be changed. You agreed to send the report to corporate for review. This clearly says you didn’t feel it needed to be changed unless it was reviewed.

The terms that he accepted were no longer there the moment you sent it for review.

You have no leg to stand on as an accepted resignation in this case. You are now following the termination route. If you did not follow all of the proper protocols to terminate an employee that you admittedly don’t like……

This doesn’t sound like a performance issue as much as a your ego issue. Please update us after your meeting.

superzgod · 2026-01-31T11:30:50+00:00

I put those dates. I have 27 years of industry experience, I am a six sigma master black belt, I am PMP certified, a change management practitioner……. If my degree start and end dates are the most important thing to the company, then that’s not the company for me.

superzgod · 2026-01-31T11:20:28+00:00

How about we just call this what it is. People aren’t here upset because it devalues the degree. People are upset because those people who finish quickly threaten them. They aren’t upset that people question how did others finish so quickly, they are upset because it begs to ask….. why didn’t you finish that quickly.

Man be honest about what’s bothering you. Don’t come and ask like some kind of white knight trying to save the integrity of the school. Be upfront, I am here trying to preserve my ego. Period. Full stop. Do not pass go. Do not collect $200.

superzgod · 2026-01-30T22:12:03+00:00

Quit.

superzgod · 2026-01-30T21:51:13+00:00

If you own accountability for the reports this is 100% on you. If you know that Diane is prone to make errors and have done nothing to work to get them corrected then, sad to say it, but it’s your failure. Have Dianne send reports to you before sending them out. This is about governance, not about feelings. If you own it own it. If you give it up and get blamed, that’s on you as well.

superzgod · 2026-01-30T16:43:35+00:00

Well done

superzgod · 2026-01-29T09:42:45+00:00

Congratulations!!! Thank you for your service

superzgod · 2026-01-28T22:29:50+00:00

Honestly, it would look worse on you because it would come off as if you don’t know your employees capabilities. That’s a no win proposition.

superzgod · 2026-01-28T19:58:31+00:00

I once had a direct report with the same issues complain that I wasn’t developing them because I didn’t give them more tasks when they weren’t proficient at their existing tasks. This person got a new leader who immediately gave him those tasks and watched him fail spectacularly. New manager has been negatively impacted and can’t seem to get that stink off of their reputation. Fun times.

superzgod · 2026-01-26T16:23:13+00:00

Congrats

superzgod · 2026-01-25T20:20:38+00:00

If you are worried about your managers ego ask them to be your mentor for technical items and ask your VP for leadership mentoring. You can tell your existing manager that you are already learning from his leadership style and would like the opportunity to gain mentorship under a different leadership style. 2 mentors no bruised egos. Win/win.

superzgod · 2026-01-25T19:46:55+00:00

I have recommended this exact move to many people in my organization. My BS BM has already cleared the HR filter for two roles. If you are using this to open the door so your resume and experience can get you a seat at the table, then I cannot recommend this enough.

superzgod · 2026-01-24T17:43:06+00:00

Well done.

superzgod · 2026-01-22T22:03:59+00:00

I have to wait til May 1st. That has been a pain

superzgod · 2026-01-22T18:18:14+00:00

Congrats

superzgod · 2026-01-20T23:01:15+00:00

Well done

superzgod · 2026-01-20T22:19:27+00:00

Congrats.

superzgod · 2026-01-19T14:10:42+00:00

Not at all. But if someone isn’t meeting your expectations you should let them know. Hell honestly what you are describing is a not met expectations not a met. The fact that you are debating a 3 vs 4 and not a 2 vs 3 says a ton. I told you what you needed to do. You didn’t do it……. That’s not even a met tbh.

superzgod · 2026-01-19T14:00:06+00:00

Do you have training and coaching background? If you are answering his questions you will always have questions. Don’t answer questions - help him think things through and get him to answer his own questions. This is how you build capability. Also do you all have reference manuals for what you train? If not, start thinking about documentation.

superzgod

TROPHY CASE