Sergio D'Amico, CSSBB

Stop looking for safety in manuals.
Start looking at the lines under your feet.

Simple lines can save lives.

But most people walk past them.

Let’s fix that.

Here’s how color lines keep your floor safe:

🟡 Yellow = Walk here
Use it for paths and lanes.

🟢 Green = It’s good to go
Keep your finished goods here.

🔵 Blue = Start of the line
Raw materials wait in this box.

🟠 Orange = Check it first
This stuff needs an inspection.

🔴 Red = This is not okay
Scrap, defects, and danger zones.

⚫ Black = Still in the works
This is work in progress.

⚪ White = Gear goes here
Put tools or carts inside the white box.

⚫⚪ Black-White = Let them through
Used for places people need to reach.

⚫🟡 Black-Yellow = Warning zone
Stay out unless you're meant to be there.

🔴⚪ Red-White = Emergency space
Keep this spot clear for safety equipment.

One line can stop one injury.

Imagine what ten can do.

***

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P.S. Want fewer accidents at work?
Start by looking at the floor.

The House That Toyota Built
Built for People, Not Just Cars.

What if your company learned from Toyota’s “House”?

Two pillars.
One goal.

Zero waste.
Endless improvement.

Toyota’s secret starts with people.
Their thinking shapes the system.

The TPS House is a simple model.
But the lesson is powerful.

Every part supports the other.
Every part serves the customer.

At the roof is the goal:

→ Highest quality
→ Lowest cost
→ Shortest lead time
→ Customer first

This is why the system exists.

Better quality.
Faster flow.
Less waste.

At the center are two pillars:

→ Jidoka
→ Just-in-Time

Jidoka means stop problems right away.

→ Build quality at every step
→ Make problems visible
→ Fix the cause, not just the defect

Just-in-Time means make only what is needed.

→ Right part
→ Right amount
→ Right time
→ Less waste

At the base is the foundation:

→ Stability
→ Standard work

Stability helps teams avoid firefighting.
Standard work helps improvement last.

The support concepts make it stronger:

→ Heijunka balances the work
→ Kaizen improves every day
→ Visual tools reveal problems
→ Teamwork helps people win
→ Leaders go see the work

This is where the culture shows.

Problems are made visible.
People are trusted to speak up.

Leaders support the work.
Teams improve the work.

Toyota’s real lesson goes beyond the car.
It shows how better thinking builds better work.

Lesson for leaders:

→ Strong tools need strong people
→ Strong people build strong systems
→ Strong systems build better results

People.
Process.
Purpose.

That is the house Toyota built.

***

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The 5 Levels of Process Maturity.
From firefighting to continuous improvement.

Want to know where your process really stands?

Use the 5 levels of process maturity.

They help leaders see:
→ Where work is today.
→ What good looks like next.
→ Where improvement should start.

The goal is simple:
Move from firefighting
to steady improvement.

Here are the 5 levels:

1️⃣ Ad hoc / Initial

→ Work depends on people, not process.
→ Results change from shift to shift.
→ Problems need hero effort to fix.

Few words:
Unpredictable, reactive, inconsistent.

2️⃣ Managed

→ Basic routines start to exist.
→ Some tasks happen the same way.
→ Discipline still changes by team or shift.

Few words:
Basic routines, partial consistency, emerging control.

3️⃣ Defined

→ Core processes are documented.
→ Teams are trained on the same method.
→ Work becomes more standard across the business.

Few words:
Documented, standard, teachable.

4️⃣ Predictable

→ Key processes are tracked with KPIs.
→ Leaders can see variation.
→ Decisions are based more on facts.

Few words:
Measured, controlled, data-driven.

5️⃣ Optimized

→ Continuous improvement is part of daily work.
→ Teams solve root causes.
→ The system keeps getting better.

Few words:
Kaizen, innovation, excellence.

***

Why this matters:

Better focus

→ You know where you are.
→ You know what to improve next.
→ You stop trying to fix everything at once.

Better control

→ Work becomes more stable.
→ Standards reduce variation.
→ Metrics show gaps before they grow.

Better improvement

→ Teams speak the same language.
→ Leaders coach from facts.
→ Daily action builds a stronger system.

That’s the journey.

From reactive work.
To stable routines.
To standard work.
To measured control.
To continuous improvement.

Process maturity shows how well
your business can repeat good work.

The stronger the process,
the less firefighting teams face.

The better the discipline,
the more stable the results.

***

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PS: I teach this framework
in my Business Process Management
and Improvement course.

The course is in French via Mouvement québécois de la qualité

You can find it here: https://lnkd.in/ebhv4nHQ

The Floor Management Development System (FMDS).
Raise Issues, Develop People and Drive Results.

Want a shop-floor system that develops people daily?

Make work visible, make gaps clear, and coach in real time.

Toyota developed FMDS as a daily shop-floor management system.

The goal is simple:

Connect daily work to company goals.

FMDS combines a visual board, daily routines, and coaching.

It helps leaders see problems early.
It helps teams act before problems grow.
It helps people learn by solving real issues.

Here is how FMDS works:

Hoshin alignment
→ Links shop-floor priorities to company goals.
→ Keeps daily work tied to strategy.
→ Prevents teams from chasing disconnected tasks.

Five key missions
→ Safety, Quality, Productivity, Cost, and People Development.
→ These measures keep the team focused.
→ They balance results with people growth.

Gap to standard
→ The board shows target vs actual.
→ Abnormal conditions become easy to see.
→ A gap is a signal to act now.

Problem solving
→ Problems feed Toyota Business Practice.
→ Issues become structured improvement work.
→ The board turns concerns into action.

Action tracking
→ Each problem needs an owner.
→ Each action needs a due date.
→ Follow-up closes the gap.

On-the-job development
→ Leaders coach during real work.
→ Team members learn by solving real problems.
→ Development becomes part of the daily routine.

History binders
→ Past A3s and kaizen sheets are stored.
→ Teams can reuse lessons learned.
→ Knowledge stays in the workplace.

Why this matters:

Better visibility
→ Teams see the same facts.
→ Problems surface faster.
→ Leaders manage by fact, not guesses.

Better response
→ Abnormalities are raised quickly.
→ Problems are owned and solved.
→ This builds trust and accountability.

Better leadership
→ Supervisors do more than manage output.
→ They coach people through real issues.
→ Daily practice builds stronger leaders.

Better improvement
→ Problems become learning moments.
→ Learning becomes a team habit.
→ Kaizen becomes part of the work.

FMDS builds discipline around daily management.

It gives leaders a simple way to:

→ See the work.
→ See the gap.
→ Coach the team.
→ Close the problem.
→ Then repeat tomorrow.

That is how daily management becomes daily development.

***

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PS: Toyota developed FMDS to manage work and develop people.
The board only works when leaders coach around it.

Stop trying to organize clutter.
If you haven’t sorted, you’re just rearranging chaos.

5S starts with Sort. And Sort starts with you.
Because no system works in a messy space.

5S is a method to make your workspace better.
The first step is called Sort.

Here’s what Sort means:

→ Remove things you don’t use
→ Keep only what you need
→ Throw out broken or old tools

When you skip this step, problems grow:
→ Tools get lost
→ Shelves fill with junk
→ You waste time searching

So how do you Sort the right way?

→ Things you use every day? Keep them close
→ Things you use sometimes? Store them up high or low
→ Things you never use? Tag them and move them out
→ Broken tools? Throw them away

Also, label everything clearly.
Same spot, same size, same font.

And don’t make room for what doesn’t belong.
Only tools you use should stay.

A clean space helps you:

→ Work faster
→ Stay focused
→ Feel less stress

Remember:

Less junk = more time
Less mess = more results

***

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P.S. Want 5S to work?
Start strong with Sort.

Without action, a Kaizen board is just decoration.

It’s not the ideas that fail. It’s the follow-through that does.

Teams love to talk about improvement.
But talking is not doing. And doing without tracking is wasted.

Why most Kaizen setups do not work:

→ No one owns the ideas
→ There is no follow-up process
→ Wins do not get shared across the team
→ Ideas sit idle in “in progress”
→ The board feels full but achieves little

Here are some habits that make the board work:

→ Add owner photos to every idea
→ Show before and after photos to build belief
→ Block time weekly to review progress
→ Use color codes to clarify each stage
→ Share quick wins to keep morale high

The board itself will not drive change.
Your system and habits will.

Kaizen needs more than just sticky notes and good intentions.
It needs structure, ownership, and visibility.

When people see:

→ Who is responsible
→ What progress looks like
→ How wins get recognized

Then the board turns into a real driver of change.

The magic is not in the tool.
It is in the behavior around it.

***

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The Kaizen Event Action Plan Board
A visual board to track actions, owners, and results.

Want your Kaizen event to create real follow-through?

Use a simple Action Plan Board.

The goal is simple:

Turn ideas into action.
Make ownership clear.
Prove the process improved.

The board helps the team see:

What needs to be done.
Who owns the task.
When it is due.
What the status is.
What proof shows it worked.

A Kaizen event creates energy.

But energy alone does not sustain improvement.

Follow-through does.

That is where the Action Plan Board helps.

Here is how the board works:

Event scope
→ Show the area, dates, team, and goal.
→ Make the problem clear to everyone.
→ Keep the team focused on one process.

Action list
→ Turn ideas into clear tasks.
→ Use simple words people understand.
→ Avoid vague actions like “improve setup.”

One owner
→ Name one person for each task.
→ Shared ownership often means no ownership.
→ One owner makes follow-up easier.

Due date
→ Every action needs a finish date.
→ Dates create urgency.
→ They also reveal delays early.

Clear status
→ Use green, yellow, and red.
→ Green means done or on track.
→ Yellow means in progress or needs attention.
→ Red means blocked or late.

Result proof
→ Do not just close tasks.
→ Show evidence that the process improved.
→ Use photos, numbers, or updated standards.

30-day check
→ Go back after the event.
→ Confirm the new method still works.
→ Make sure gains are being held.

Why this matters:

Better visibility
→ Everyone sees the same plan.
→ Problems are easier to spot.
→ Delays do not stay hidden.

Better ownership
→ Each task has a clear owner.
→ Each owner knows the expected result.
→ Accountability becomes part of the work.

Better follow-through
→ Ideas become actions.
→ Actions become results.
→ Results become the new standard.

The best boards are simple, current, and visible.

They stay close to the work.

They are reviewed every day.

That is the real purpose
of the Kaizen Event Action Plan Board.

It turns improvement ideas
into owned tasks,
visible progress,
and proven results.

***

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PS: Good ideas need good follow-up.
That is where real improvement happens.

There's a lifecycle behind every high-impact Kaizen team. Leaders who understand it build trust faster and get better results.

Kaizen teams do not perform perfectly on day one.
They grow through stages.

Each stage needs different leadership.

Tuckman’s model gives leaders a simple map.
For Kaizen teams, that map matters.

The leader’s role must change as the team matures.

Here’s the lifecycle:

1️⃣ Forming

The team is polite, unsure, and dependent.

Leader’s role:
→ Set direction.
→ Create safety.
→ Define the Kaizen charter.
→ Set clear boundaries.

Confusion kills early momentum.

2️⃣ Storming

Tension shows up.
People debate, clash, and push back.

Leader’s role:
→ Coach through conflict.
→ Keep focus.
→ Use facts.
→ Prevent the team from splitting.

Storming is normal.
Guide it before it gets worse.

3️⃣ Norming

Trust starts to build.
Roles get clearer.
Collaboration improves.

Leader’s role:
→ Reinforce standards.
→ Strengthen shared habits.
→ Clarify how the team works.

4️⃣ Performing

The team gains speed.
Problem-solving gets stronger.

Leader’s role:
→ Step back.
→ Empower the team.
→ Remove barriers.

5️⃣ Adjourning

Results are reviewed.
Wins are celebrated.
Learning is captured.

Leader’s role:
→ Lock in learning.
→ Hand off ownership.
→ Sustain the gains.

That is how Kaizen teams move
from uncertainty to impact.

***

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PS: The team’s behavior tells you what leadership style is needed.

The Power of the Gemba Walk.
The Best Leaders Don't Wait for Reports. They Go See.

Want leaders who understand the real work?

Go to Gemba.

The goal is simple:
See the work.
Respect the people.
Improve the process.

A Gemba Walk helps leaders
see what is really happening
where value is created.

Here's how to do it well:

Go to the place
→ See the actual process.
→ Let facts guide the discussion.

Observe the process
→ Look for standards and waste.
→ Compare planned work to real work.

Talk with people
→ Ask open questions.
→ Listen before giving advice.

Show respect
→ Treat operators as process experts.
→ Learn from those closest to the work.

Coach, don’t tell
→ Help people see problems clearly.
→ Develop problem solvers.

Follow up
→ Turn insights into action.
→ Assign owners and due dates.

Why this matters:

Better visibility
→ Leaders see problems firsthand.
→ Waste becomes easier to spot.

Better teamwork
→ People feel heard.
→ Standards become clearer.

Better kaizen
→ Small issues get fixed sooner.
→ Improvement becomes a daily rhythm.

The best Gemba Walks are simple,
consistent, and respectful.

Go see.
Ask why.
Show respect.
Follow up.

That is how leaders turn
daily observation
into daily improvement.

***

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PS: A Gemba Walk starts with
seeing, listening, and respect.

The DMAIC Project Room
From root cause to lasting results, all in one place.

Most people know DMAIC as a method.

But many teams still run DMAIC projects through:

→ scattered files
→ random meetings
→ disconnected charts
→ unclear ownership
→ weak follow-up
→ forgotten control plans

That is why a DMAIC Project Room can be a good idea.

It turns improvement work
from a hidden document exercise
into a visible management system.

Everyone can see:

→ what problem is being solved
→ what data supports the work
→ what root causes were tested
→ what actions were taken
→ what results changed
→ what controls keep gains in place

This makes DMAIC easier to understand,
easier to review,
and easier to sustain.

Define shows the problem.

Measure shows the baseline.

Analyze shows root causes.

Improve shows what changed.

Control protects the gains.

Daily management keeps the work moving.

Why this works:

Better visibility
→ The full project story stays clear.
→ Teams see the same facts.
→ Leaders know where to focus.

Better decisions
→ Data stays connected to actions.
→ Teams avoid guessing.
→ Discussions stay grounded in facts.

Better sustainment
→ Control plans stay visible.
→ Gains are easier to protect.
→ Problems are less likely to return.

Better learning
→ Real projects become training examples.
→ People see how tools connect.
→ Problem-solving discipline grows.

DMAIC should not live
inside a PowerPoint deck.

When the project is hidden in files,
people forget the story.

When the project is visible,
the team can follow the logic.

A DMAIC Project Room
makes problem solving visible.

Not fancy.

Just clear.

And clarity helps teams
make better decisions.

***

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PS: When the story is clear,
the next step becomes easier to see.