A daily activitiy where teams recognize their sucesses, discuss challenge and set goals for the day?

This Lean Management System is at the center of everything we do

The individuals responsible for observing and coaching their Unit Lead

Attending Unit Lead huddles 4-5 a month

This is a quick and objective way to determine how employees feel about their organization, management and work environment. Usually done quarterly.

A board (physical or virtual) that the team gathers around dailythat provides transparency into the overall ‘health’ of the organization, in terms of metric performance, operational trends, customer insights, and employee engagement.

This behavior supports spending more time managing how results are achieved and developing teams

The individuals responsible for observing and coaching all leaders for their Ops group

This tool should be reviewed/updated with associates quarterly to review progress and add additional skills if applicable.

A disciplined approach taken by each supervisor or manager to consciously allocate time to activities that drive the expected behaviors of MetLife Way.

An activity that occurs 2-3 a week for 15-30 minutes where leaders walk with a purpose.

Taking an end-to-end customer-centric approach, Working efficiently to drive results, Creating transparency, Leading through motivation and Embedding a continuous improvement culture

These activities are only required to be observed twice a month (bi-weekly)

This activity should be completed by Unit Leaders 1-2 a week for 30 to 60 minutes to confirm adherance to standard work.

Used to acknowledge noteworthy efforts, accomplishments, and successes, while rewards are often incentives given for similar achievements.

An activity that occurs 1-2 a week for 30-60 minutes where the process / activity is being observed in comparison to standard work or already defined procedures.

The amount of tools that align to the five MLW behaviors

These activities are required to be observed weekly

This a dynamic interaction should be completed by Unit Leaders 3-4 times a week for 30 to 60 minutes to assist with development.

A standardized way of working which enables faster on-boarding of newcomers, reduces variation, increases quality and eliminate hassles from your day.

The GROW acronym stands for

Through daily interactions among teams, working as cross functional teams and have clear team goals

To provide feedback on strengths and make suggestions to improve based on the MLW training. To ensure MLW is sustained in Aurora.

A disciplined approach taken by each supervisor or manager to consciously allocate time to MLW activities.

A structured, investigative technique that incorporates analysis into uncovering and coming up with solutions to issues raised.