{"id":9532,"date":"2021-08-17T07:46:51","date_gmt":"2021-08-17T12:46:51","guid":{"rendered":"https:\/\/flevy.com\/blog\/?p=9532"},"modified":"2021-11-24T10:51:14","modified_gmt":"2021-11-24T15:51:14","slug":"lean-product-development-talent-development","status":"publish","type":"post","link":"https:\/\/flevy.com\/blog\/lean-product-development-talent-development\/","title":{"rendered":"Lean Product Development: Talent Development"},"content":{"rendered":"

\"\"Top products are the creation of top designers and developers.\u00a0Lean Product Development<\/a> helps in developing expert designers and developers, who are excellent problem solvers and are adept at creating innovative solutions. \u00a0Developing Key Talent for Product Management<\/a> accelerates Innovation<\/a> and time to market while lowering costs.<\/p>\n

Managers responsible for developing creative products and solutions need to take 5 key steps, in order to facilitate Learning and Development<\/a> of Key Talent in the manufacturing sector:<\/p>\n

    \n
  1. Incorporate Technical Excellence into the Organization<\/strong> DNA<\/strong><\/li>\n
  2. Create and Implement Design Standards<\/strong><\/li>\n
  3. Hold Regular Technical Design<\/a> Reviews<\/strong><\/li>\n
  4. Evaluate Organization\u2019s Product Development<\/a> Process<\/strong><\/li>\n
  5. Revisit Organizational Leadership Culture to Focus on Learning<\/strong><\/li>\n<\/ol>\n

    \"\"<\/a><\/p>\n

    Let\u2019s dive deeper into the steps to effective Talent Management<\/a>.<\/p>\n

    STEP-1 Incorporate Technical Excellence into the Organizational DNA<\/strong><\/p>\n

    Technical mastery needs to be at the heart of everyday work practices and the guiding principle for manufacturing concerns. \u00a0Incentives, recognition, and rewards should be created based on technical competence, and it should be incorporated into routine business practices. \u00a0Likewise, training programs need to be geared towards enhancing the engineers\u2019 technical capabilities.<\/p>\n

    For instance, technical competence is an integral element of training new engineers at Toyota.\u00a0 One of the main requirements for qualifying for an engineering leadership position at the company is mentoring of young engineers. \u00a0Similarly, Ford Motor Co. has a technical maturity model in place for each department in the engineering function.\u00a0 The giant automaker reinforces this when creating roles and responsibilities, conducting design reviews, and remunerating its engineers. \u00a0These measures help curb attrition and motivate people to stay longer.<\/p>\n

    STEP-2 Create and Implement Design Standards<\/strong><\/p>\n

    The next step is to develop design standards and execute them. \u00a0Design standards should be set in place and implemented by using the existing organizational knowledge. \u00a0Design leaders should hold regular sessions with developers on a smart board and solicit their views on the layout of a certain system and training an apprentice in design principles<\/a>. \u00a0These design guiding principles should be compiled into user-friendly handbooks for future design and development programs.\u00a0 Lessons learnt from each project should be incorporated into the design standards with regular updates to the handbooks.<\/p>\n

    Toyota reserves 10-15 days out of the development project time period for the development team to ponder over the lessons learned from an ongoing project.\u00a0 The development team incorporates these lessons into the design standards and updates the design manuals with these newer experiences.<\/p>\n

    STEP-3 Hold Regular Technical Design Reviews<\/strong><\/p>\n

    The 3rd<\/sup> step involves holding frequent technical design reviews to nurture people via action learning and collaboration. The product design and development units should organize weekly technical design assessments. \u00a0The assessments need to be conducted at the design and development facilities\u2014factory premises, test lab, or prototype shop\u2014instead of a conference room.\u00a0 This helps in gaining practical knowledge and skills. \u00a0Regular assessments assist in developing design and engineering teams through on-the-job experiences and cross-unit cooperation.<\/p>\n

    Interested in learning more about the other steps to facilitate Learning and Development of Key Talent in the manufacturing sector?\u00a0 You can download an\u00a0editable PowerPoint on Lean Product Development: Talent Development\u00a0<\/strong>here<\/a>\u00a0on the Flevy documents marketplace.<\/p>\n

    Did You Find Value in This Framework?<\/h2>\n

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    \u201cFlevyPro has been a brilliant resource for me, as an independent growth consultant, to access a vast knowledge bank of presentations to support my work with clients.\u00a0 In terms of RoI, the value I received from the very first presentation I downloaded paid for my subscription many times over!\u00a0 The quality of the decks available allows me to punch way above my weight \u2013 it\u2019s like having the resources of a Big 4 consultancy at your fingertips at a microscopic fraction of the overhead.\u201d<\/p>\n

    \u2013 Roderick Cameron, Founding Partner at SGFE Ltd<\/p><\/blockquote>\n","protected":false},"excerpt":{"rendered":"

    Top products are the creation of top designers and developers.\u00a0Lean Product Development helps in developing expert designers and developers, who are excellent problem solvers and are adept at creating innovative solutions. \u00a0Developing Key Talent for Product Management accelerates Innovation and time to market while lowering costs. Managers responsible for developing creative products and solutions need… Lean Product Development: Talent Development<\/span><\/a><\/p>\n","protected":false},"author":110,"featured_media":9537,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"neve_meta_sidebar":"","neve_meta_container":"","neve_meta_enable_content_width":"","neve_meta_content_width":0,"neve_meta_title_alignment":"","neve_meta_author_avatar":"","neve_post_elements_order":"","neve_meta_disable_header":"","neve_meta_disable_footer":"","neve_meta_disable_title":"","footnotes":""},"categories":[408,85],"tags":[2629,2642,2219,106,23,330,2628,1499,2610,2643,2299,2641,597],"class_list":["post-9532","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-management-leadership","category-organization","tag-action-learning","tag-design-reviews","tag-key-talent","tag-leadership","tag-lean","tag-lean-manufacturing","tag-lean-product-development","tag-learning","tag-learning-development","tag-organizational-knowledge","tag-product-design","tag-technical-excellence","tag-training"],"_links":{"self":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts\/9532","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/users\/110"}],"replies":[{"embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/comments?post=9532"}],"version-history":[{"count":7,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts\/9532\/revisions"}],"predecessor-version":[{"id":9541,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts\/9532\/revisions\/9541"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/media\/9537"}],"wp:attachment":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/media?parent=9532"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/categories?post=9532"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/tags?post=9532"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}