Monthly Archives: January 2008

My Personal Ambition and Life Story

                                                                        

My Personal Mission
Enjoy the freedom to develop and share knowledge, especially if this can mean something in the life of others.

My Personal Vision
To live life completely, honestly, and compassionately and to serve the needs of mankind to the best of my ability. I want to realize this in the following way:
• Enjoy physical and mental health
• Passionate and compassionate to inspire others, earn their respect, and always serve out of love
• Energize innovative organizations where human spirit thrives and which model the best practices in business performance and personal integrity
• Experience enjoyment in my work by being full of initiative, accepting challenges continuously, and to keep on learning
• Achieve financial security

My Personal Key Roles
In order to achieve my vision, the following key roles have top priority:
Spouse: My wife is the most important person in my life
Father: Guide my sons on the road to independence
Coach: Love to serve learning individuals and innovative organizations to unlock their potential
Student: Learn something new every day and always be a scholar

My Personal Brand Statement
Linking Human Capital to Business Success; Passionate and compassionate to inspire learning individuals to unlock their potential and dedicated to energize innovative organizations within the service and manufacturing industry. Using my holistic insight and innovative performance branding principles, I promise to help my customers to realize their dreams.

My Life Story

I was born in Suriname (a former Dutch Colony in South America) in 1957. My father worked as policeman and had little money to raise 10 children (I am number 7). We were living in a very old house in Paramaribo, almost in poverty. Life was quite hard and we lived from week to week. So my parents decided to migrate to the Netherlands in 1971 in order to create better learning opportunities for us. They used all their savings to finance this migration. I was 12 years old when we moved to the Netherlands. At that time, I had a dream to make people happy, serve the needs of mankind, and help create a better world. This was my higher calling, my inner assignment. I remember this. I looked up at factories and buildings and said, “I want to make the people that go to those factories and buildings live a happy life”. I was also very eager to learn and I knew that life is short, so I chose to work hard and to grasp every opportunity to educate myself and to make my parents proud of me and not to disappoint them.

I decided to study Mechanical Engineering at Enschede Polytechnic Institute, where I got my Bachelor of Science degree. After this, I received a Masters of Science in Mechanical Engineering & Robotics from Delft University of Technology, and a Ph.D. in Management from Eindhoven University of Technology. I was the first person at this university who got his doctorate within 2 years.  My dissertation was published by John Wiley, Inc. in the United States. I was also the first person among my family, friends and relatives to receive these advanced degrees.

During this time, I married and had two sons.  In order to support my growing family and pay for tuition, I worked in the evenings and during the weekends as a labourer in factories.  While doing this, I noticed that many employees were unhappy.  I also noticed that executives contributed to this unhappiness by their disrespectful and often unethical behavior towards their employees. These practices certainly harmed the productivity of their organization.  In 1987, I had my first consulting job in the high-tech industry and taught part-time at the Rotterdam School of Management, focusing on developing innovative personal and business management techniques. After 5 years, I started my own consulting firm serving industrial companies. I also became author of 4 Dutch books and 50 articles in the field of technology and reengineering business processes within factories.

 In 2001, I started thinking about people in a more holistic way; about what would make them engaged and more happy at work, as well as, in their private life and spare time, about how to create work-life balance, how to reduce the gap between company life and private life, how to create more enjoyment, love, happiness, and passion at work, how to help executives act in a more ethical manner, how to create a climate of trust and real learning, and how to eliminate fear and distrust. I wanted to turn my experience and passion into something greater – to humanize companies and to stimulate love, passion, and happiness in organizations. In doing all of this, I knew that greater productivity would then emerge. During this time of inner reflection, I developed my own spirituality – something had changed within me. I discovered that my higher calling was to help people live a higher quality of life by developing their knowledge of themselves and sharing this with others.  

During this time, I reformulated my dream into this vision” To live life completely, honestly, and compassionately and to serve the needs of mankind to the best of my ability” and this related mission “Enjoy the freedom to develop and share knowledge, especially if this can mean something in the life of others”. Based on my vision and mission, I wrote 12 books that are translated in various languages in the mean time, and more than 100 articles in leading journals and magazines. My book Total Performance Scorecard (TPS); Redefining Management to Achieve Performance with Integrity” was published by Butterworth-Heinemann in the US in 2003.  I realized that I wrote the book in order to help humanize companies, to stimulate personal integrity, to enable greater enjoyment and happiness at work, to tackle lack of employee engagement, to develop a happy workforce of committed employees and managers, and to reinforce honesty and trustworthiness in the workplace. My TPS book has received praise from professors at top universities, such as Harvard Business School, Yale School of Management, MIT, University of Michigan, INSEAD, ESADE, IMD, and London Business School

TPS became my first international best selling book and was translated in 22 languages, which changed my life forever. Based on this success, I began to build an international Total Performance Scorecard movement/network in 2004, which has resulted in strategic alliances in many countries. Padmakumar Nair (professor in Organization, Strategy and International Management at the University of Texas School of Management) said the following about this in 2004: “I am amazed with the fact that the Total Performance Scorecard concept is spreading like gospel. Dr. Hubert Rampersad’s innovative and pragmatic approach to combine organizational and personal performance agendas into one line of thinking helps organizational participants to come up with tangible solutions to current performance and leadership issues”. I started to conduct workshops, seminars, and presentations based on TPS for leading companies such as  Nokia, Philips Electronics, Lucent Technologies, and Shell Oil Company and became keynote speaker at numerous conferences. 

Feeling the desire to introduce the TPS process into the United States, in 2006, I decided to move with my family to America in order to establish TPS International Inc. and to launch my new business management concept globally. In the same period I published Managing Total Quality; Enhancing Personal and Company Value (Tata McGraw-Hill). I also published “Personal Balanced Scorecard; The Way to Individual Happiness, Personal Integrity and Organizational Effectiveness” (Information Age Publishing Inc., USA, 2006) which now has been translated in 20 languages. My related article was awarded in the UK with “The most outstanding paper”. Our related Personal Balanced Scorecard Certified Coaching program has been certified by the International Coach Federation (ICF), the world’s largest coaching organization.

The title of my other new books are “TPS-Lean Six Sigma; Linking Human Capital to Lean Six Sigma” (Information Age Publishing Inc., USA, 2007), “Authentic Personal Branding:  A new blueprint for building and aligning a powerful leadership brand” (Information Age Publishing Inc., USA, 2009) and “Be The CEO of Your Life: The Ultimate Authentic Personal Branding Formula for Standing Out from the Crowd (Global Vision Publication House, New Delhi, 2009; LID Editorial Empresarial,  Madrid/Mexico City, 2009) , which also have been published globally in many languages.  I worked through the MIT Leadership Center (MIT Sloan) in teaching a workshop to MBA students as part of the Sloan Innovation Period. I am also a member of the Editorial Advisory Board of the journal Training and Management Development Methods (UK), member of the Editorial Advisory Board of the journal Measuring Business Excellence (UK), member of the Editorial Advisory Board of the TQM Magazine (UK), member of the Editorial Advisory Board of the Journal of Knowledge Management Practice in Canada, and editorial advisor to Singapore Management Review and also a member of Marshall Goldsmith’s prestigious Thought Leader Advisory Board and selected by The Marshall Goldsmith School of Management as one of the 35 distinguished thought leaders in the United States in the field of leadership development. My views on happiness in work-life and on personal branding were published in Fortune Magazine and BusinessWeek 1, BusinessWeek 2 . My professional profile can be viewed on LinkedIn.

Most of my publications are related to employee engagement and how to create love, passion, and happiness within companies. Total Performance Scorecard, Personal Balanced Scorecard, Authentic Personal Branding, TPS-Lean Six Sigma, and Authentic Personal Branding are now worldwide registered trademarks. Due to this, with strategic alliances in more than 80 countries, conducting keynote speeches and seminars almost bi-weekly somewhere in the world, and coaching executives in many countries about how to master themselves and to become more ethical and effective.   I am also hon. professor at Ural State University in Russia. My Personal Brand evolved organically into something I had not anticipated, namely a crusader for employee’s and company’s happiness and empowerment. 

I am living happily with my wife and my two sons in Miami, Florida. My success is based on my higher calling, and my authentic dream in life. I was aware of my Personal Ambition and my Personal Brand and responded to these with love and passion. I had the courage to pursue my dream, have faith in myself, and live according to this dream and my higher calling. I took responsibility for identifying my authentic dream, genius, and brand, and to keep it at the forefront of my mind each day. I knew very clearly what I wanted, asked for it, wished it, dreamed it, formulated it in my Personal Ambition, Personal Brand, and Personal BSC, fixed it in my mind, visualized it, felt it, allowed it, enjoyed it, accepted my responsibility for everything in my life, determined what to give in return, and gave it all my positive energy. I hope you will do the same.

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“A Balancing Act for Life” by Marshall Goldsmith (Interview in BusinessWeek)

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Author Hubert Rampersad talks about his personal balanced scorecard coaching framework and his views on happiness in life and work

Hubert Rampersad is one of the most interesting people I have ever met. His interests range from corporate quality to individual happiness. His book, Personal Balanced Scorecard: The Way to Individual Happiness, Personal Integrity and Organizational Effectiveness, which has been translated into 20 languages, discusses the intersection of individual and organizational well-being. He has developed an overall framework that integrates methodologies such as performance management, talent management, and total quality management, and enables organizations and individuals to work together for common benefit. He and I recently talked about his work, his efforts to integrate individual and organizational benefit, and the connection his integrated model has to coaching. Edited excerpts of our conversation follow:

Hubert, what is the personal balanced scorecard?
The personal balanced scorecard (PBSC) encompasses personal ambition (mission, vision, and key roles), critical success factors, objectives, performance measures, targets, and improvement actions. Personal ambition is a set of guiding principles that clearly states who you are, where you are going, where you want to be, etc., and that embodies your values. The PBSC elements are divided among four perspectives, which should be in balance:
1. Internal: your physical health and mental state 2. External: relations with your spouse, children, friends, employer, colleagues, and others 3. Knowledge and learning: your skills and learning ability 4. Financial: fiscal stability

What I like about your process is that you recognize that individuals have self-interest—and that is O.K. I am always amazed at the way many corporations expect their employees to worship the corporate god and act like they have no self-interest at all. To me, this delusion just promotes phoniness and pretense. How is your PBSC related to individual and executive coaching?
The PBSC coaching framework consists of 10 steps, which focus on two distinct areas: life and career coaching and executive coaching. PBSC life and career coaching is related to personal effectiveness and growth in life. The emphasis is on excelling in everything you do, making the right choices in developing your future, having a happier and more fulfilling life, and facing new life challenges. PBSC executive coaching focuses on managers who would like to develop their personal leadership, improve employee performance, enhance employee engagement, empower their employees, create trust and a real learning organization, increase employee self-responsibility and work enjoyment, and ultimately, enhance sustainable organizational effectiveness.

How do you get people to develop self-awareness, to think deeply during this coaching process, about who they are, where they are going, their dreams, their values, and to see the big picture and their place in it?
I’ve introduced an integrated breathing and silence exercise—as part of the PBSC coaching process—which has proven to be very effective. By paying attention to your own thoughts during this exercise, you can discover your desired identity and you will be able to distance yourself from your preconceived mind-set. I teach people to be open to all images that come up in their minds, based on personal ambition questions (for example, “What makes me happy?” “Who am I?” or “What is my main purpose in life?”), and listening carefully to the answers of their inner voice to help them learn to look at life with new eyes, and perceive what goes on within them.

That part sounds like fun to me. How is the PBSC related to career development?
Formulation and implementation of one’s PBSC lead to career and personal lifestyle choices, continuous personal development, effective use of one’s talents, self-learning, continued taking up of challenges, greater awareness of one’s responsibilities, and development of one’s creativity. Through this, one creates the conditions for sustainable career and talent development.

Based on your approach, how do you create awareness for personal integrity?
To develop personal integrity, it is necessary first to find a balance between your personal behavior and your personal ambition. The central questions in this contemplative process are: Do I act in accordance with my conscience? Is there consistency between what I am thinking and what I am doing? Does my personal ambition reflect my desire to act ethically? Have I done what was right?

You mentioned alignment between personal and shared ambition to stimulate employee engagement and commitment. How do you see that working?
Employees are often willing to work together toward the goals of the organization with dedication when there is a match between their personal ambition and the shared ambition of their organization. I therefore recommend introducing a one-on-one ambition meeting between the line-manager or superior and his/her employee. Although there will never be a perfect fit between individual and organizational goals, these sessions improve the probability of increased alignment. This is a periodic, informal, voluntary, and confidential meeting between a line-manager and his/her employees, with the employee’s PBSC and the shared ambition as topics. This has an impact on the organizational bonding of the employees. It gives them the proud feeling that they count, that they are appreciated as human beings, and that they make a useful and valuable contribution to the organization.
 

What you’re suggesting puts new demands on managers and human resource officers in an organization.
Line managers and HR officers should understand that a healthy home situation has an important influence on work performances and this should not be ignored. Their task is also to encourage their employees to apply their PBSC within their family and to help improve the situation at home. HR has a new role in improving the quality of life of employees, having them enter into greater challenges, letting them enjoy their work, and making them happy.
My goal is to give our readers a variety of different perspectives on life and careers. While I do the small things, to help successful leaders achieve positive change in behavior, you are looking at the whole picture. I think that the type of introspection you suggest in the PBSC approach can be useful for any of us. If any of your readers have further questions on how they can apply the PBSC process in their own lives, please let them know that they are invited to visit my Web site or contact me directly.

View complete interview at http://www.businessweek.com/careers/content/jun2007/ca20070605_686127_page_2.htm

Goldsmith’s new book, What Got You Here Won’t Get You There, was recently listed as America’s best-selling business book in The Wall Street Journal.

Become a Certified Personal Brand Coach

Become a Certified Personal Brand Coach                              

About Our Certification Program for Authentic Personal Brand Coaching           

You can become a Certified Personal Brand Coach by attending the Certified Personal Brand Coach Certification Program at our Personal Branding University in Florida. The emphasis is on building, implementing, maintaining, and cultivating an authentic, distinctive, relevant, consistent, concise, meaningful, crystal clear, and memorable Personal Brand, which is in harmony with your dreams, life purpose, values, genius, passion, and with things what you love doing.  The image of your brand is a perception held in someone else’s mind. Successful Personal Branding entails managing this perception effectively and controlling and influencing how others perceive you and think of you. Personal Brand Coaching is based on a holistic and authentic framework, described in Dr. Hubert Rampersad’s new book Authentic Personal Branding: A new blueprint for building and aligning a powerful leadership brand”.  The Personal Brand Coaching process involves fifteen phases with comprehensive exercises, tools, and activities associated with each phase to be used by Personal Brand coaches to coach others. Our related Personal Branding Software will assist you to execute this process efficiently. This program is being offered online and face to face.

Who Should Attend?

 This program is appropriate for coaches and other professionals responsible for life and executive coaching in both public and private organizations. It is geared towards: ·         Executive & Life Coaches ·         Individuals who provide coaching within a work environment ·         Individuals who assist executives and teams implement organizational change ·         Executives and managers·         Senior business consultants·         Anyone who wishes to excel, to be successful in life, to develop their personal brand, personal leadership, deliver peak performance, enhance employee engagement, and enhance sustainable personal and organizational effectiveness  

Program Benefits

The Personal Branding University recognizes practitioners who have demonstrated proficiency in using its authentic Personal Branding system in ways that are in keeping with the Personal Branding Code of Ethics. The CPBC designation is an indication that you have met the standards our Personal Branding system as evidenced by your past work, knowledge, and Personal Brand coaching skills. It shows that you have demonstrated proficiency in the authentic Personal Branding profession. Participants who receive the CPBC designation must be re-certified every year to maintain the credential. Once you achieve the Personal Brand Coach certification your name will be listed on a registry that is available to potential clients and employers, you will be listed on the Personal Branding University website, and you may display the CPBC designation on your business cards, stationary, and marketing materials. You will also get the ability to set up a successful Personal Brand Coaching practice, networking opportunities with TPS International coaches from all over the world and the ability to conduct Personal Brand Coaching sessions in an international environment. us-edition_pb1

You will learn how to:  

  • Build, implement, maintain, and cultivate an authentic, distinctive, relevant, consistent, concise, meaningful, exciting, inspiring, compelling, enduring, crystal clear, persuasive and memorable Personal BrandAn applicant’s proficiency will be assessed through a combination of a description of education, experience, testimonials by clients or employers, and a review of documents by qualified reviewers. Reviewers will be professionals from the Personal Branding University who have received training and guidelines for doing the review. The Certified Personal Brand Coach (CPBC) Certification has a validity of one calendar year and can be extended based on the results of an annual audit conducted by the Personal Branding University .
  • Coach others to do the same
  • Coach and facilitate improved behavior in others in a holistic way
  • Enhance your effectiveness as a coach and the effectiveness of your clients
  • Evaluate and attain your full potential and the potential of your clients
  • Coach your clients to utilize their talents effectively
  • Develop employee engagement
  • Create work-life balance
  • Bring about the best fit between employee’s and company’s ambition and brand, and create lasting conditions for self-guidance, commitment, passion, and happiness.

What are the requirements for Personal Brand Coach Certification?

The eligibility requirements to apply through the regular certification process include: ·         at least two years experience as coach, consultant or trainer ·         completion of the 2-day individual face to face Personal Brand Coaching workshop or completion of eight times two hours online individual training session·         4 hours individual coaching (online or face to face)to help you finalize and implement your Personal Brand, after completion of the workshop. Participants will also talk with their instructors by phone or Skype as the coaching experience unfolds.·         a detailed description of Personal Brand coaching with at least two clients for a total of 10 hours, performed in a manner that demonstrates the use of the Personal Brand Coaching Framework with attestations from clients.  

Call or email for Registration

TPS International Inc.
tpsi@live.com

www.linkedin.com/in/hubertrampersad

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Become a Certified Personal Balanced Scorecard Coach

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About Our PBSC Certification for Holistic Life & Career Coaching and Executive Coaching

You can become a Certified Personal Balanced Scorecard Coach by attending the PBSC Coach Certification Program at your local Academy for PBSC Coaching. Students are granted two certification; Life & Career Coaching and Executive Coaching. PBSC Life & Career Coaching is related to personal effectiveness and growth in life. The emphasis is on excelling in everything you do, making the right choices in developing your future, having a happier and more fulfilling life and facing new life challenges. PBSC Executive Coaching focuses on managers who would like to develop their personal leadership, improve employee performance, enhance employee engagement, empower their employees, create trust and a real learning organization, increase employee’s self-responsibility and work enjoyment, and ultimately, enhance sustainable organizational effectiveness. The PBSC coach training program is certified and has been approved by the International Coach Federation (ICF), the world’s largest coaching organization.

 

 

 

Who Should Attend?

This program is appropriate for professionals and others responsible for developmental coaching in both public and private organizations.It is geared to: ·         Executive coaches ·         Individuals who provide coaching within a work environment ·         Individuals who assist executives and teams implement organizational change ·         Executives and managers·         Senior business and financial consultants ·         Anyone who wishes to develop their personal leadership, improve employee performance, enhance employee engagement, empower their employees, create trust and a real learning organization, increase employee’s self-responsibility and work enjoyment, and ultimately, enhance sustainable organizational effectiveness

 

 

 

Program Benefits

PBSC Coaching Certification will make you far more effective as a coach and facilitator in this new and growing field, and gives you the prestige and credibility of a TPS International-endorsed certification. TPS International Inc.(TPSI) recognizes practitioners who have demonstrated proficiency in using the PBSC system in ways that are in keeping with the PBSC Codes of Ethics. The CPC designation is an indication that you have met the Standards of Personal Balanced Scorecard as evidenced by your past work, knowledge, and PBSC coaching skills. It shows that you have demonstrated proficiency in the PBSC profession. Participants who receive the CPC designation must be re-certified every year to maintain the credential. Once you achieve the PBSC Coaching certification your name will be listed on a registry that is available to potential clients and employers, you will be listed on www.total-performance-scorecard.com, and you may display the CPC designation on your business cards, stationary, and marketing materials. You will also get the ability to set up a successful PBSC coaching practice, networking opportunities with PBSC coaches from 50 countries and the ability to conduct PBSC coaching business in an international environment.

 

 You will learn how to:

  • Coach and facilitate improved behavior in others in a holistic way
  • Enhance your effectiveness as a coach, manager or consultant, and the effectiveness of your clients
  • Evaluate and attain your full potential and the potential of your clients
  • Develop personal responsibility
  • Create awareness for personal integrity
  • Coach your clients to utilize their talents effectively
  • Develop employee engagement
  • Create work-life balance
  • Create conditions for a real learning organization
  • Bring about the best fit between employee’s and organization’s objectives and create lasting conditions for self-guidance, inner involvement, commitment and enjoyment at work

 Email for Registration Information: tpsi@live.com

Authentic Personal Branding: A new blueprint for building and aligning a powerful leadership brand

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 By Hubert Rampersad (Pearson Malaysia, 2008)

Most buying decisions are based on trust, confidence, and the feeling of connection people have related to a product or person. It’s the trusted relationship that counts! Branding is more important than marketing and sales. Don’t waste time and money on marketing and sales by not maximizing your brand. It’s about time to focus on branding. In life, as in business, branding is more effective, powerful, and sustainable than marketing and sales. Having a strong authentic personal brand is a very important asset in today’s online, virtual, and individual age. It is becoming increasingly essential and is the key to personal success. Personal Branding is the positioning strategy behind the world’s most successful people, like Oprah Winfrey, Tiger Woods, Michael Jordan, Donald Trump, Richard Branson and Bill Gates. It’s therefore important to be your own brand and to become the CEO of your life. Everyone has a Personal Brand but most people are not aware of this and do not manage this strategically, consistently, and effectively. You should take control of your brand and the message it sends and affect how others perceive you. By way of this unique workshop, Dr. Hubert Rampersad will offer you an advanced breakthrough formula and a new blueprint to build, implement, maintain, and cultivate an authentic, distinctive, relevant, consistent, concise, meaningful, crystal clear, and memorable Personal Brand, which forms the key to enduring personal success. It’s based on his new book  Authentic Personal Branding: A new blueprint for building and aligning a powerful leadership brand.”  ………..…….» read more by clicking on this link  http://www.brandchannel.com/papers_review.asp?sp_id=1360

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Personal Balanced Scorecard; The Way to Individual Happiness, Personal Integrity, and Organizational Effectiveness

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Groundbreaking Performance Management Book 

By Hubert Rampersad (ISBN: 978-1-59311-531-9, Information Age Publishing Inc., Connecticut; Tata McGraw-Hill, 2005, New Delhi) The Personal Balanced Scorecard (PBSC) is a journey into the inner self, where values, hopes, dreams and aspirations lie quietly waiting to be discovered. Taking the journey as an individual allows you to view your life objectively and authentically as a whole person and provides a roadmap of your dreams and aspirations translated into manageable and measurable milestones. 

WHAT IS THE PERSONAL BALANCED SCORECARD?

The Personal Balanced Scorecard (PBSC) encompasses personal mission, vision, key roles, critical success factors, objectives, performance measures, targets and improvement actions. These are divided into four perspectives: internal, external, knowledge and learning, and financial. In recent years, we have applied this new system in various companies in many countries, and have observed that implementing the PBSC method results in a step-by-step increase in individual happiness, consciousness, self-learning and creativity, at work as well as in life in general. Using the PBSC method, it’s easy to effectively manage and coach yourself and others. It leads to continuous development and use of one’s talents, greater awareness of one’s responsibilities and self-discipline, and development of one’s ethical behaviors.

HOW DOES THE PERSONAL BALANCED SCORECARD COMPARE WITH OTHER PROGRAMS?

This unique approach differs fundamentally from traditional personal coaching and scorecards’ methods. It brings an inspirational and self-awareness learning process that measurably, concretely and routinely improves personal effectiveness, and reinforces work/life balance. Personal Balanced Scorecard (PBSC) picks up where Stephen Covey’s 7 Habits of Highly Effective People and other current available assessment tools leave off.Specifically, the PBSC translates personal ambition into concrete personal objectives, performance measures, targets and improvement actions, providing the basis for balancing personal aspirations with personal behavior. Additionally, the PBSC is the foundation for linking the individual with the organization. Through the PBSC, the individual’s aspirations are integrated with a collective ambition, embedding ethical behavior and holistically linking capabilities with collective talent management. The consequences of neglecting any of these are personal and organizational sub-optimization with only temporary improvement. Without a holistic and measurable approach, the personal foundation will not be stable or sustainable enough to support the acceptance of new challenges and the development of skills related to these challenges.

Missing Links in Kaplan & Norton’s Balanced Scorecard  

 The implementation of Kaplan & Norton’s Balanced Scorecard  (BSC) concept deviates in a number of points from the Personal Balanced ScorecardTM (PBSC) concept. In practice the brilliant Kaplan and Norton approach is applied as mechanistic and too results driven, the PBSC process ensures that business results are achieved through a focus on people.  This is very important for sustainable performance improvement and developing a real learning organisation. The PBSC, in contrast with Kaplan & Norton’s Balanced Scorecard, integrates people involvement and happiness into balanced scorecard and involves individual buy-in, in order to realize sustainable personal and organizational performance improvement. It is linking human capital to business success. That’s why numerous case studies indicate that the implementation of the BSC in North America have been disappointing at best, and in Europe and South America even more so. Despite the above criticism the BSC is a splendid concept that makes a most useful contribution to the successful implementation of the  PBSC.

You are invited to visit our Web site.

TPS-Lean Six Sigma; Linking Human Capital to Lean Six Sigma

      

A New Blueprint for Creating High Performance Companies
By Hubert Rampersad & Anwar El-Homsi (Information Age Publishing Inc., North Carolina)

 

 

A new blueprint for addressing the primary concerns of manufacturing and service in a more sustainable and humanized way is urgently needed, whereby personal and organizational performance, and learning mutually reinforce each other and create a stable basis for a high performance company. Traditional business management concepts are insufficiently committed to learning, and rarely take the specific personal ambitions of employees into account. In consequence, there are many superficial improvements, marked by temporary and cosmetic changes, which are coupled with failing projects that lack engaged personnel. This new book emphasizes the introduction of this new blueprint, called TPS-Lean Six Sigma. This model entails the integration of Total Performance Scorecard and Lean Six Sigma. TPS-Lean Six Sigma and the related new tools provide an excellent and innovative framework for creating a high performance culture and a sustainable breakthrough in both the manufacturing and service industries.

 

TPS-Lean Six Sigma is like a ‘turbo-charged’ Lean Six Sigma program. All of the proven, sound methodologies of traditional Lean Six Sigma are charged with highly motivated team members.  The result is a powerful people driven Lean Six Sigma program called TPS-Lean Six Sigma that leads to a High Performance Culture and allows employees to realize their full potential and contribute creatively while the organization benefits from increased profitability, market share, and customer satisfaction. TPS-Lean Six Sigma is the perfect marriage of Lean Six Sigma and the Total Performance Scorecard. With TPS-Lean Six Sigma, your business, your customer, and your employee’s personal goals are all realized in concert with each other. By integrating human capital into the Lean Six Sigma equation, organizations have the opportunity for exponential, quantum levels of improvement and success. Your customers will be happy, shareholders will be happy, management will be happy, employees will be happy, processes will be optimized, waste will be eliminated, and profits will soar. It is quite possible that now, with TPS-Lean Six Sigma, we actually have reached nirvana.  By way of this book, the authors are launching a revolutionary, holistic concept called TPS-Lean Six Sigma which actively has human capital embedded in Lean Six Sigma in a manner that not only stimulates commitment, integrity, work-life balance, passion, enjoyment at work and employee engagement but also stimulates individual and team learning in order to develop a motivated workforce and sustainable performance improvement and quality enhancement for the organization.

 

        MISSING LINKS IN LEAN SIX SIGMA

 

We have been deploying Lean Six Sigma for over the past five years. What we found is that while Lean Six Sigma does a great job addressing the primary concerns of manufacturing and service, there was something missing, something to keep the momentum going.  That something is Human Capital. That’s right, Lean Six Sigma primarily addresses quality issues, manufacturing issues, transactional issues, customer issues, speed and variability issues. However, unless your organization is run by robots, you still need people to make it all work. There was nothing in Lean Six Sigma that systematically addresses the very real needs of the people who are the heart and soul of any business. Total Performance Scorecard Lean Six Sigma (TPS-Lean Six Sigma) is the only program of its kind that incorporates the element of Human Capital as a structured part of a Lean Six Sigma program. Let’s face it – you can design the best Lean Six Sigma program in the world, but if the people running it and working within it are not happy themselves, how effective do you think the program will be? Let’s consider the corollary – what if you had employees that are highly motivated running your Lean Six Sigma initiative?  Wouldn’t that be the best approach?  Would you have to force feed the program to your employees, or will they grab on and move the program along even further then originally envisioned? That is what the authors have included in detail in this book and in their related workshops; How to design, develop, and implement the most powerful Lean Six Sigma program in the world, TPS-Lean Six Sigma. They have combined all the powerful tools and methodologies of Lean and Six Sigma with personal power optimization of the Total Performance Scorecard.  The result is a breakthrough program that increases speed, reduces waste, motivates the workforce, satisfies customers, and drives up profit.

 

 

Critical Success Factors for Successful TPS-Lean Six Sigma Implementation:

·         Active commitment and involvement from Senior Executives
·         Improvement goals integrated into the OBSC and Project BSC
·         Deployment of the communications plan
·         Project selection, prioritization, tracking and reviewing process
·         Extensive education and training
·         An atmosphere of trust, commitment, teamwork, creativity, and learning within project teams
·         Sustainable project results
·         Technical support and training (Master Black Belts, Black Belts, Green Belts)
·         Full-time vs. part-time resources
·         Human resource management and Human Capital embedded in the project
·         Alignment of personal ambition of project members and project ambition (Project BSC)
·         Alignment of personal ambition of employees and shared organizational ambition (OBSC)
·         Project BSC is related to the OBSC and Personal BSC
·         Incentives, recognition, reward and celebration
·         Supplier involvement
·         Management accountability for quality improvement