Lean Six Sigma has become one of organizations’ most widely used continuous improvement methodologies worldwide. The powerful focus on reducing waste, variation, and defects has helped companies improve processes, increase efficiency, and boost quality across functions.

A key component of implementing Lean Six Sigma is developing expert change agents through Black Belt training programs. While online courses offer convenience and flexibility for teaching the statistical tools and project methodology of Lean Six Sigma, organizations must have a post-training plan to sustain and expand the improvements catalyzed by these newly minted Black Belts.

Without thoughtful policies, infrastructure, and culture change to reinforce Lean Six Sigma, the initial excitement and results from training can fizzle out as Black Belts get engrossed in daily work. However, with the right integration and support, Black Belts can drive transformational long-term gains that make Lean Six Sigma part of an organization’s DNA.

This article provides best practices and recommendations for sustaining and maximizing the impact of Lean Six Sigma long after virtual Black Belt training is completed.

Harness the Energy and Skills of New Black Belts

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The most suitable time to drive Lean Six Sigma progress is right after training when knowledge and excitement are peaked. The key is quickly transitioning Black Belts from learning concepts to applying them through meaningful process improvement projects. Here are some specific strategies:

• Assign focused Lean Six Sigma projects for new Black Belts that provide quick wins and align with key business objectives. The goals and potential gains should be clearly defined. This demonstrates leadership support for Black Belts to utilize their new skills.
• Ensure new Black Belts are given dedicated time for their improvement project work during regular working hours. Do not relegate their Lean Six Sigma efforts to extra time “off the side of their desk.” Projects are more likely to gain traction if treated as part of regular job duties.
• Have new Black Belts present their project charter just 2-4 weeks after completion of their training. This forces them to start applying concepts and using definitions, tools, etc., learned in training. It also allows leadership to provide input and direction early in the project lifecycle.
• Schedule tollgate reviews at key milestones for all active Black Belt projects. Tollgate reviews enable project oversight, course correction if needed, and coaching. It also maintains momentum.
• Ask Black Belts to present their project results at company-wide meetings or communicate through internal publications. Early wins demonstrate the value of Lean Six Sigma to the wider organization.
• Formally recognize and reward Black Belts and their team members when projects achieve success metrics. This positive reinforcement helps sustain engagement and dedication to future projects.

While classroom training requires Black Belts to complete certification projects, sustaining improvements over the long haul depends on their continued application of skills. Having new Black Belts lead structured projects under oversight drives the adoption of Lean Six Sigma tools and philosophies. Their energy and desire for results can elevate the performance of critical processes.

Cultivate a Supportive Organizational Culture

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In addition to Black Belt projects, creating an organizational culture that embraces Lean Six Sigma philosophies provides the fertile ground for ongoing improvements. While training creates individual expertise, culture shapes collective behaviours and norms. Here are some best practices for building a supportive Lean Six Sigma culture:

• Make basic Lean Six Sigma concepts and methods part of leadership development programs for directors, managers, and executives. At a minimum, we require Green Belt training for leaders so they can provide hands-on support for initiatives in their departments.
• Develop internal Lean Six Sigma coaches who can guide Black Belts between training modules, conduct kaizen events, lead problem-solving workshops, and offer coaching during project execution. Ongoing expert coaching is vital for reinforcing training.
• Establish a regular cadence of Lean Six Sigma steering committee meetings led by an executive sponsor. Use these meetings to set project priorities based on strategic objectives, allocate resources, review progress, and remove roadblocks. This maintains leadership commitment.
• Require Lean Six Sigma analysis and input when developing new policies, processes, programs, products, layouts, etc. Make it an ingrained part of management routines and decision-making – not just a separate initiative.
• Consistently communicate and celebrate Black Belt project successes, big and small, through newsletters, intranet postings, town halls, and team meetings. This promotes greater organization-wide understanding and adoption.
• Consider incorporating Lean Six Sigma goals and metrics into employee performance management and incentive programs. This drives accountability beyond just the Black Belt role.

Cultural reinforcement ensures that Lean Six Sigma becomes engrained into the organization’s operations rather than just being a temporary program. Executive leaders must be visible advocates who hold managers accountable for adopting Lean Six Sigma principles in managing operations and employees.

Provide Ongoing Training Through Digital Resources

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Classroom training sessions provide the initial burst of Lean Six Sigma knowledge. However, maintaining skills and developing deeper expertise requires ongoing learning. Organizations should utilize digital resources to enable always-accessible training and refreshers. Some options include:

• Short video tutorials and webinars that provide quick refreshers on foundational Lean Six Sigma concepts or spotlight how specific tools work.
• Online courses or virtual workshops to investigate advanced statistical analysis methods or recap key problem-solving processes.
• Interactive online simulations that enable Black Belts to practice applying concepts like Design of Experiments or hypothesis testing.
• Digital mentoring or online office hours with internal Lean Six Sigma experts to provide coaching and advice.
• AI-powered chatbots that can answer common methodology questions and point users to helpful resources.
• Online discussion forums or chat channels that enable peer learning and collaboration between Black Belts.
• Project documentation templates, data collection tools, statistical analysis software, and apps are purpose-built for Lean Six Sigma users.
• Cloud-based platforms for managing project pipelines, tracking metrics, and reporting dashboards.

Technology removes barriers of time and location. Easy access to eLearning resources ensures Black Belts can get just-in-time support and continue advancing their expertise. Organizations should invest in digital infrastructure to sustain Lean Six Sigma knowledge.

Expand the Application of Lean Six Sigma Organization-Wide

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While Black Belts drives major process improvement initiatives, the true power of Lean Six Sigma is unleashed when concepts extend across the workforce. Here are some examples to promote broader usage beyond just Black Belt projects:

• Offer condensed Green Belt training on problem-solving methods and basic statistical tools to general employees. This provides building blocks to apply Lean Six Sigma in their daily work.
• Host frequent Lean Six Sigma “lunch and learn” sessions that briefly introduce specific tools or waste reduction principles. Make supplemental online material available.
• Start a Lean Six Sigma book club or discussion group that reviews methodology texts. This promotes greater interest and literacy at all levels.
• Identify Lean Six Sigma practitioners – employees who actively apply concepts like 5S, process mapping, root cause analysis, etc., without undergoing formal project training.
• Schedule mini-kaizen events of 1-3 days focused on generating quick wins like 5S, set-up reduction, lead time improvement, etc. Engage frontline staff.
• Incorporate an overview of Lean Six Sigma methods and principles into new employee onboarding. This sets expectations for process excellence from day one.
• Find ways to engage hourly production staff creatively. Tap their insights to develop streamlined workflows, mistake-proofing, and defect reduction.

Infusing the workforce with Lean Six Sigma DNA accelerates its adoption into daily habits and culture. Orchestrated attempts to teach foundational skills and involve employees create a preparedness to participate in and sustain ongoing improvements.

Implementing Effective Measurement and Tracking Systems

Organizations must implement measurement and tracking systems to ensure the effectiveness and sustainability of Lean Six Sigma efforts. These systems allow for monitoring progress, identifying areas for improvement, and celebrating successes. Here are some strategies to implement effective measurement and tracking systems:

• Define relevant metrics and key performance indicators (KPIs) that align with organizational goals and objectives. These metrics should be specific, measurable, achievable, relevant, and time-bound (SMART). Examples include cycle time reduction, defect rate improvement, cost savings, or customer satisfaction.
• Establish a centralized system or software platform to track project data, metrics, and milestones. This allows for easy access to real-time information and facilitates collaboration among project teams.
• Conduct regular reviews and audits to assess the effectiveness of Lean Six Sigma projects and initiatives. Use these reviews to identify areas of improvement, address any bottlenecks or challenges, and provide feedback to project teams.
• Implement visual management tools such as dashboards or scorecards to display project progress and results clearly and concisely. This promotes transparency and enables employees at all levels to easily understand the status of ongoing projects.
• Celebrate achievements and recognize individuals or teams who have made significant contributions to Lean Six Sigma initiatives. This can be done through awards ceremonies, internal newsletters, or public recognition. Acknowledging and celebrating successes boosts morale and reinforces the importance and value of Lean Six Sigma efforts within the organization.
• Foster a culture of accountability by holding individuals and teams responsible for meeting their targets and objectives. Establish clear expectations and provide regular feedback on performance. Encourage collaboration and knowledge sharing among project teams to drive continuous improvement.

Conclusion

Online Black Belt training is a vital spark for igniting process improvements. However, retaining knowledge, achieving lasting impact, and transforming culture requires ongoing support for reinforcing and expanding Lean Six Sigma post-training.

This includes keeping new Black Belts actively engaged with oversight on high-impact projects, visible leadership commitment and accountability policies, easy access to digital learning resources, and initiatives for broader workforce participation.

With concerted effort across the organization, the momentum from virtual training can be sustained to drive continuous improvement and lasting business benefits. Lean Six Sigma becomes an integral way of thinking, not just a program.

Looking to solidify your Lean Six Sigma expertise? Our online Black Belt certification program at Air Academy Associates is designed to help you sustain improvements long after training ends. Take control of your career and become a certified Lean Six Sigma Black Belt today. Don’t hesitate. Enroll now and unlock a world of opportunities.