When companies talk about boosting the bottom line, the usual suspects show up: layoffs, budget cuts, or those trite ‘do more with less’ mantras – which employees instantly decode as ‘work twice as hard for the same paycheck.’ But real, lasting savings don’t come from squeezing people until they squeak.
They come from sharpening minds, not axes – spotting hidden inefficiencies, trimming wastes, and creating systems so smooth they feel like power steering for the workplace.
That’s exactly what a major Japanese electronic components maker has proven when they invited me to shake things up. Despite decades of profitability buoyed by their quality circle milestones that could impress even Taiichi Ohno, they hired me for my fresh ideas.
The result? A tidy $12 million in annual potential savings. That’s Kaizen with compound interest. The formula that we used? One that delivered results without anyone needing to panic over pink slips.
The Thinking People Strategy
We utilized my customized version of the Toyota Production System (TPS) tailored for non-automotive manufacturers. I call it the Thinking People Strategy – because machines don’t solve problems, people do. My TPS version hinges on the eight-step problem-solving parameter.
I asked 24 participants, divided into four teams to identify their most recurring operational issues that they encounter every day. It was an easy task that clearly identified more than 169 problems. Each team has selected one pilot project and applied the eight-step guide as follows:
Step 1: Define the recurring waste. The $12 million jackpot wasn’t my number. It was vetted and approved by their accounting and procurement departments. No smoke, no mirrors, no Excel wizardry. Just real numbers computed by their management.
What might have sounded like everyday issues – defects, bottlenecks, or overproduction were actually clues that prompted an urgent, actionable activity.
Step 2: Identify the SMART goals. The drill was easy in the following examples: Specific – reduce defects by 35 percent from Aug. 30, 2025 baseline. Measurable – monitor weekly defect reduction starting Oct. 6.
Attainable – achieve at least 20 percent defect reduction by Nov. 15. Relevant – write a one-page progress report to management by Dec. 6. Time-bound – completion of 35 percent target on or before Dec. 19, 2025.
Step 3: List down the possible root causes. Enter the Fishbone Diagram. Each ‘M’ – manpower, machine, material, method, measurement, and mother nature – got at least three root causes.
From there, the teams agreed on the prime suspect. They settled on the number one root cause through a consensus-building process they’re using under quality circles.
Step 4: Validate the number one root cause. I told them to verify the real root cause by asking Five Whys. The drill is twin-fold – to define the real issue and come up with the best possible low-cost solution.
If not, they must continue asking 10 or even 20 whys to discover the truth. They were shocked – apparently, no one told them the number ‘five’ was never a ceiling. I told them it’s persistence, not numerology.
Step 5: Identify the low-cost solution. TPS means creativity before capital. In many cases, after asking Five Whys, they were surprised to get an inexpensive solution. If not, they continued exploring many answers that don’t require the factory to spend big money.
The truth? Numbers alone don’t create change. It was a collaborative space where employees are energized by the principle of co-ownership.
Step 6: Seek a team consensus. It was an easy activity because the participants were actively involved. It didn’t matter if it took them more thinking hours. After all, the $12 million windfall holds lessons that extend beyond solving problems.
When people genuinely dislike inefficiency, seeking consensus doesn’t feel like bureaucracy. It’s like solving a Sudoku puzzle together – tricky at first, but satisfying when the boxes align.
Step 7: Implement the agreed solution. Even the most logical solutions fail if they’re not applied right away. There should be no delay as long as the first six steps are done carefully.
Otherwise, it would be like studying endlessly for an exam, but forgetting your exam permit, ballpens, and even the exam room itself. Or worse, being absent on the exam day.
Step 8: Monitor the result. To effectively monitor its application, the teams promised to establish measurable performance indicators, assign accountability, and track progress through regular reports or checkpoints.
One formula is open feedback from stakeholders and document their challenges. This approach reinforces long-term commitment towards successful implementation.
A broader reflection
In today’s economy, where there’s constant rising energy costs, supply chain disruptions, and job skills mismatch, this factory continues to think of waste elimination in the same way Toyota did it in 1945. The solution remains the same. Before chasing expensive new solutions, I told them to reflect on this question: Are we fully maximizing the things we already have?
But what impressed me most wasn’t the dollar amount. It was the change in mindset. Once managers and workers saw that improvement never ends, they stopped tolerating inefficiencies ‘the way things are.’
The lesson is clear: every organization has hidden savings. They’re usually manifested in overlooked opportunities. The difference lies in whether leaders have the courage and the humility to look closely.
As I often say, problem-solving is not progress if we spend money on the solution.