Process Excellence Handbook

Superior business from superior within an enabling
performance processes environment
Process Outcomes
Create Value
Excellent Processes
Need Excellent
Process
Innovate,
Don’t Duplicate
Owners
Excellence
Target High
Value Processes
You Get What
You Measure
Handbook
Table of Contents
What This Handbook Is About 3
Introduction: Process Excellence Principles 4
Principle 1: Process Outcomes Create Value 8
Principle 2: Target High-Value Processes 20
Principle 3: Innovate, Don’t Duplicate 29
Principle 4: Excellent Processes Need Excellent Owners 64
Principle 5: You Get What You Measure 74
Appendices
• Appendix I: The Business Integration Methodology and Process 87

Excellence Principles
• Appendix II: The Process Maturity Model 89
• Appendix III: Glossary of Process Terms and Techniques 92
Acknowledgments 100
What This Handbook Is About
This handbook is about helping organizations achieve Process

“Processes are the key Excellence. It is designed to be used by process professionals who
organizational theme help clients make the transition from traditional, functional
for companies in the approaches to a process-centered approach to work. The handbook
21st century. provides a framework — the Process Excellence Principles — for
Excellence in processes
developing and implementing innovative processes that set
is what’s going to
distinguish successful organizations apart in the marketplace.
organizations from the
also-rans. And
capability at helping
companies achieve Mind-Set, Not Methodology
Process Excellence is
what’s going to
The principles are not step-by-step instructions. They represent a
distinguish leading
consulting companies mind-set that works across methodologies, tools, industries and
from those sweeping up core business processes. This mind-set will help process
after the elephants.” professionals make the kind of decisions in their work that will lead
to superior processes and Process Excellence.
Dr. Michael Hammer at
the Andersen Consulting
The Process Excellence Principles provide a common language and
Global Consulting
foundation for all of Andersen Consulting’s process professionals.
Seminar, 1997
Ultimately, the principles will play an important role in the effort to
make clients — and Andersen Consulting — more successful in a
competitive world.
How This Handbook Relates to Other

Process Competency Materials
• This handbook replaces the previous Process Handbook.

• This handbook is intended to be an adjunct to the Process Excellence Principles
course. The handbook goes into greater detail on some topics than the course,
but the structure of the handbook closely parallels the course.
• Finally, there are some references in this handbook to materials from other
sources, such as the Business Integration Methodology. It is possible that some
of these references will become obsolete over time as those other materials
evolve.
What This Handbook Is About 3

Introduction: Process Excellence Principles
Why Processes Are Important

What Is a Process?
In a rapidly changing world, the traditional sources of competitive
A process is a group of
interrelated activities that advantage no longer provide a lasting edge. New products and new
together create value for technologies are duplicated quickly. And a highly mobile workforce
the customer. means that a foundation of good people is increasingly difficult to
maintain.
The key words are group,
value and customer. A Processes, on the other hand, are a source of sustainable
process perspective seeks
competitive advantage. They are difficult to duplicate, and, when
to reintegrate groups of
tasks, unlike functional well-designed and well-managed, they provide a means for coping
organizations that fragment with change.
work into ever-smaller and
simpler tasks. A process A good product, for example, has a limited life span in the
perspective focuses on marketplace — but a good product-development process enables a
value — on business company to create appealing new products over and over again.
results and outcomes,
Similarly, people may come and go, and their skills may vary widely,
rather than on activities and
tasks. And a process but well-designed processes can accommodate and compensate for
perspective views the such variations in human resources. At McDonald’s, for example,
customer as the processes make it possible for a relatively unskilled workforce to
fundamental definer of provide consistent, valued products and service every day in
value, and as the reason markets around the globe.
that processes exist in the
first place.
Because processes offer sustainable advantage in a changing world,
companies in the future will compete on the basis of how they do
things; the effectiveness of their processes will be a key competitive
differentiator. In short, superior processes will be critical to competitive success.
The Payoff...
Process change has resulted in enormous benefits for a number of companies. IBM
Credit saw throughput in its credit application process increase one hundred-fold.
Aetna saw cycle time for claims processing fall from 28 days to four hours. And at
Chrysler, innovative supply-chain processes saved more than $400 million.
...And The Challenge
Creating powerful new processes is not easy, however. Process change is typically
complex and far-reaching, and touches every aspect of work — who does it, how
it’s done, how it’s measured, how it’s rewarded, who’s in charge. What’s more, it
represents revolutionary change, and it’s therefore seen as a threat by people who
are comfortable with the status quo.

Process Excellence Principles
What Is Process Excellence?
Andersen Consulting’s approach to process
Process Excellence is a state in which a company change is based on the concept of Process
achieves superior business performance from
superior processes within an enabling Excellence — a state in which a company
environment. enjoys superior business performance from
superior processes within an enabling
Superior business performance includes results environment. Process Excellence is about far
such as: more than increasing efficiency. It is about
• increasing market share delivering exceptional value, setting a new
• exceptional profitability standard for best practices and even redefining
• being perceived as an industry leader
• being able to beat the competition consistently the competitive landscape in an industry.
A superior process: Working with process expert Dr. Michael

• maximizes value and eliminates waste Hammer, Andersen Consulting has identified
• has a documented design five basic principles that companies have
• is simple yet flexible applied to achieve Process Excellence. Like
• compresses time
any principles, the Process Excellence
• provides real-time feedback
• has clear links to other processes Principles (PEP) are brief, memorable
• is customer-focused and user-friendly statements designed to aid decision making in
times of ambiguity. They act as guideposts for
An enabling environment is one in which all the process professionals who are designing and
elements of the infrastructure have been realigned implementing new processes.
to support processes. In an enabling environment,
processes are:
The five Process Excellence Principles are:
• actively owned and managed
• measured
• supported by technology • Process outcomes create value
• performed by people who are trained • Target high-value processes
in the process • Innovate, don’t duplicate
• Excellent processes need excellent owners
• You get what you measure
Each principle reflects a portion of the definition of Process Excellence. Superior

business performance depends on understanding what customers need (“Process
outcomes create value”) and focusing efforts on processes that will differentiate a
company in the marketplace (“Target high-value processes”).

Superior business from superior within an enabling
performance processes environment
Process Outcomes Excellent Processes

Create Value Need Excellent
Owners
Innovate,
Don’t Duplicate
Target High You Get What
Value Processes You Measure
Superior processes tend to break new ground, rather than simply improve existing
methods (“Innovate, don’t duplicate”). Such innovation is not the result of luck or
chance — it is the result of the conscious, deliberate exploration of possibilities and
opportunities, and of asking the right questions.
Superior processes also require an enabling environment in order to thrive. This

environment encompasses everything from culture to organizational structure, but
of particular importance are the ownership and measurement of the process
(“Excellent processes need excellent owners” and “You get what you measure”).
Putting the Principles to Work
There are several rules of thumb to remember in using the Process Excellence Principles:
Apply all the principles. Achieving Process Excellence requires addressing many dimensions of an organization.
Thus, all the Process Excellence Principles must be applied in order to achieve Process Excellence. No principle is
more important than the others, and there is no single “magic bullet” for succeeding at process change.
The principles are robust. The principles are intentionally brief statements; they are designed to be easy to
remember. However, each principle actually represents a number of important underlying concepts. It is important
to consider all the facets of each principle.
The principles are not sequential. There is no strict sequence for using these principles, and each principle
should be considered several times in designing and implementing a process. It is easy to get drawn into the day-
to-day details of project work and to forget the big picture. Referring constantly to these principles will reinforce
what’s important: outcomes, value, customers.
PEP and the Business Integration Methodology fit together. The Process Excellence Principles are referenced
in Andersen Consulting’s Business Integration Methodology. The primary difference between the methodology and
the principles is that the methodology is “time based” and dictates certain activities to be performed at specific times
in a project life cycle; the principles, on the other hand, are pervasive ideas that
are applied throughout the life cycle.
Keep the PEP Quick Reference Card handy. It is not possible to remember all the ideas contained within PEP.
Keep the PEP Quick Reference Card with you when doing process design, and use the questions as a checklist to
ensure you don’t miss anything.

Note: Process Excellence Requires Business Integration
No process change will be successful without the right capabilities, culture,

incentives or technology to enable the process change, or without being based on a
competitive, implementable business strategy. This handbook focuses on those
areas most relevant to process professionals. It does not provide details on areas
that are not core competencies of the process competency group (e.g., developing
compensation plans or building technical architectures). Multidisciplinary teams are
required to help companies achieve Process Excellence.

Principle 1:
Process Outcomes Create Value
Overview
Customer
$ Value
Processes produce outcomes that create value for
customers and, ultimately, for the organization and its
stakeholders. Indeed, processes are the primary value
Drives C creators in an organization, so success depends on the
R creation of superior processes and the achievement of
Business E
A
Process Excellence.
Outcomes T
E
S
Defines Process design should begin with the customer’s
viewpoint. An understanding of what the customer truly
Organizational values should drive the definition of outcomes that the
Processes business must produce. Those outcomes should in turn be
used to define the organization’s processes.
Questions
“A company that does •

Has the organization clearly defined its processes? Have those
not focus resolutely on processes been communicated throughout the organization?
its customers and the • What do your customers want? Design from the outside in.
processes that
produce value for its • How can you go beyond anticipating your customers’ needs to
customers is not long creating them?
for this world.” • How can the organization improve the customer’s processes?
Think beyond optimizing only internal processes.
Dr. Michael Hammer • How can different customer segments be handled differently?
• How can the company make itself “Easy to Do Business With”?
• Has the continuous-improvement process been clearly defined?
How does the continuous-improvement process address strategic-
level change?

Question:
HAS THE ORGANIZATION CLEARLY DEFINED ITS PROCESSES?
HAVE THOSE PROCESSES BEEN COMMUNICATED THROUGHOUT THE
ORGANIZATION?
The first step in achieving Process Excellence is to identify, document and

communicate the organization’s processes.
Processes are very different from functions. Functions focus on completing tasks;
processes focus on delivering outcomes. Processes cut across functional
departments, such as marketing, manufacturing, accounting and so forth. As a
result, the traditional focus on functions hides processes — they often are not
identified, understood or owned by anyone in the organization. A key distinction: A
process produces outcomes that are of value to customers. A function, by itself,
does not. For example, the shipping department may be responsible for sending
orders to customers, but it can’t do so without the rest of the activities that make
up the order fulfillment process, such as manufacturing, transportation and so forth.
The Horizontal View
A process transcends traditional functional departments and typically involves tasks performed in several departments.
MM
EE aa
nn MM nn Order Acquisition
gg aa uu
ii rr ff
nn kk aa
ee ee cc Order to Cash
ee tt tt
rr ii uu
ii nn rr
Product Development
nn gg ii
gg nn
gg
From functions To processes
To define processes, start by identifying business outcomes. Working backward

from an outcome (rapid response time, low cost, high quality, etc.), and tracing the
steps necessary to produce it, makes it possible to chart the inputs, activities and
outcomes that make up a process.
Understand how processes fit together. Processes do not operate in isolation; they
interact with other processes. It is important to understand these interactions so
that changes made to one process don’t adversely affect another process. In
addition, when redesigning one process, changes to other, related processes may
be necessary or desirable. Example: An order-acquisition process that does not
consider the availability of stock may lead to poor customer service as well as force
higher inventory levels in the Order to Cash process.

Communicate the process to everyone. Ensure that people in the
organization understand:
• the importance of processes
Outcomes vs. Activities
• what a process is
Processes are outcome- • how a process operates
and results-oriented, and • how they fit into a process or processes
therefore go beyond • what they can expect life to be like in a process-centered
individual activities. organization
For example, the Order to
Cash process starts with Process concepts and expertise need to be widely shared in order
an order and results in a
for process performers to work effectively. If people don’t know
customer payment —
cash. Invoicing is an what a process is or how their actions can affect process
activity within the Order to outcomes, it is unlikely that the process will perform well.
Cash process because the
Remember that process roles are not always obvious to people.
invoice is not the outcome,
but rather a means to an Typically, an employee belongs to one department but
end — cash in hand. participates in many processes. An engineer, for example, might
be involved in the product-development process, the fulfill-
demand process and the after-sale service process. Because of
the traditional functional orientation, however, that engineer may
think of himself only as part of engineering, and be relatively blind to his process
roles.
The Parts of a Process
A process is composed of inputs, activities and outcomes that create value for the customer.
Product
Development
•Product
validation/feedback
•Products
•Buyer
values •Product
information
•Market
assessment
C
u
•Individual
buyer values
s
Order Acquisition t
o
•Established
customer m
•Established e
Customers
•Individual Orders
r
s
•Deliveredgoods
Order to Cash
•Invoicesandcredits
•Payment
Document the process. A superior process is well-documented, and that

documentation is accessible to all. This allows knowledge about the process to be
shared broadly and consistently, and helps guard against the loss of process
knowledge when employees leave the company. (For more on documentation, see
the “Process Diagramming Standards” Job Aid in the Business Integration
Methodology.)

Process vs. Function F unctions P rocesses
A function is a group of people performing similar
R& D Product
tasks.
AndersenA process encompasses
Consulting’s a range
Four Core of tasks, and
Processes
multiple departments participate in the creation of a
D vlp
process’s outcome.
Andersen ConsultingForhasexample, Product
defined four core processes, each of which encompasses a number of subprocesses. These
Development
processes is a process
provide the firm — and
with it is more than
a framework R&D.
for organizing knowledge capital and communicating best practices across
It also involves
industries. Thesemarketing,
four coremanufacturing
processes are:and other
functions. Because they cross traditional functional
boundaries,
• Developprocesses
Productsare andoften difficultwhich
Services, to “see.”
includes all activities that go into converting what the customer wants into a
new product or service offering. It might include elements of R&D, Salesmanufacturing and marketing.
O rder
Frequently encountered processes include: A cquisition
Generate Demand,
• Generate Demand,Order whichAcquisition, Customer
includes marketing activities, such as positioning and assessing market needs; selling
Relationship
activities andManagement
the processing of customer orders; and customer-relationship management.
• Fulfill Demand, Order to Cash, Integrated Supply
• Chain
Fulfill Demand, which encompasses the activities that go into meeting customer needs, including manufacturing,
• distribution,
Plan and Manage
billing the
andEnterprise, Manage
customer service for the sale.
after
Results
• Plan and Manage the Enterprise, which encompasses the support processes that keep an organization O rderrunning
M anuf.
and competitive, such as human resources, information technology, financial management and strategic to C ash
planning.

Question:
WHAT DO YOUR CUSTOMERS WANT?
DESIGN FROM THE OUTSIDE IN.
The customer is a key stakeholder. Designing for customer needs is the surest way
to stay competitive.
Listen closely — and repeatedly — to customers to understand what they value.

Organizations survive and thrive by creating value for customers, but they
sometimes lose sight of that fact. Success can breed a belief that “we know what
our customers want.” But customers change, and their expectations for speed,
quality, cost and convenience are constantly rising. So it’s important to regularly
assess what customers value and use that information to shape the design of
processes. Process Excellent companies ask, “How else might we deliver this value
to our customers? How might we change our processes to deliver more value, or
the same value at a lower cost?”
The customer defines value. If a customer likes and is

Four Dimensions of Value
willing to pay for something, it has value. If not, it
Component What a doesn’t. Process Excellence is not just about doing
of Value Customer things more efficiently; it’s about creating more value
Wants for the customer. (See Chapter 2, “Target High-Value
Processes,” for more on value-added activities.)
Time Fast
Quality Right
Cost Cheap
Listen to lost customers and potential customers as
Service Easy
well as current customers. Information from defecting
*As defined by Dr. Michael Hammer in the customers can flag changes in customer tastes and the
Process Excellence Principles video. competitive environment, or a slippage in some aspect
of an organization’s value proposition (e.g., quality
problems). Potential customers can suggest new
sources of value.
Staying in Touch
There are many innovative ways to listen to the customer:

• Canadian Airlines pays customers to fly with a researcher, who gathers feedback during the trip.
• The Ritz-Carlton hotel chain maintains a database that tracks guests’ preferences — what newspapers they read,
their favorite breakfasts and so on.
• In Argentina, Diner’s Club had each of its top 130 executives phone 80 customers to find out why market share was
eroding. Diner’s Club used the input to make changes in customer service and now holds the second-largest market
share in the country. The more than 10,000 cardholders who were personally telephoned have an attrition rate that
is less than half that of regular customers, and their card use is 30% higher.
Adapted from Touchstones: Ten New Ideas Revolutionizing Business, by William A. Band
Customers don’t value the product — they value what the product does for them.
“Customers want holes, not drills,” the saying goes. Focus on the outcomes a
customer wants, and constantly assess whether there are better ways to produce
those outcomes. Example: In addition to selling and leasing heavy equipment,

Caterpillar is now offering services that help customers with excavations. In other
words, the company is selling the result that customers value, not just a product.
Who Are Our Customers? Maintain high performance in four key

dimensions. From a customer’s perspective, value
Companies that conduct customer satisfaction typically has four components: time, cost, quality
surveys tend to poll customers who represent
and service. Traditionally, a company excels in
the current norm — the group that makes up
the middle of the bell curve. However, the one of these dimensions — e.g., being the low-
greatest insight usually comes from the small cost provider or the leader in customer service.
number of leading customers who are more Today, however, customers demand higher levels
sophisticated and tend to be ahead of trends. If of performance and value in all four dimensions.
a company does not move fast enough, many Analyze a process in terms of its ability to deliver
of these customers will become ex-customers. in all these areas.
Most
valuable
Most often insights
considered
Laggards Current Norm Leaders

Question:
HOW CAN YOU GO BEYOND ANTICIPATING YOUR CUSTOMERS’ NEEDS TO CREATING
THEM?
Process Excellence is predicated on helping customers redefine value.
Listening to customers is not enough. Customers don’t always know

Talk With the Experts
what they want. So in designing processes, it is important to think
not only of what the customer wants today, but also of what the
When considering the customer may want tomorrow — even before the customer thinks of
creation of new products it. Example: The Sony Walkman was not developed in response to
or services, it is wise to consumer demand. People didn’t know they wanted the product
consult with a Strategy before it appeared, but it found a ready market nevertheless.
professional. These types Similarly, the Chrysler minivan and the CNN news network are
of decisions are typically
made during the
products that created markets, rather than responses to existing
development of a business market offerings.
strategy.
Be proactive in the search for new sources of value. Being proactive

means asking questions such as “What would we do if we were starting anew?” It
means seeking to create a quantum leap in value, rather than trying to match or
outdo the competition at an existing game. Example: FedEx did not create new
value by finding ever-cheaper ways of shipping goods. Instead, it turned to speed
and reliability of service as new sources of value — and essentially created a new
industry.
Virgin Atlantic Airways
In 1984, Virgin Atlantic Airways eliminated first-class service. Conventional wisdom said that in order to grow, a carrier
must embrace more market segments. But most of the industry’s profit came from business class. So Virgin cut costs
by dropping first-class service and channeled the savings into business class.
The airline introduced large, reclining sleeper seats in business class. It offered free transportation to and from the
airport. It designed lounges where passengers can have their clothes pressed, take showers, enjoy massages and
use state-of-the-art office equipment. This allows busy executives to go directly to meetings without first stopping at
their hotels — a tremendous, and new, value for customers.
As a result, Virgin attracted a large share of the industry’s business-class customers, as well as some additional full-
economy-fare and former first-class passengers.

Question:
HOW CAN THE ORGANIZATION IMPROVE THE CUSTOMER’S PROCESSES?
THINK BEYOND OPTIMIZING ONLY INTERNAL PROCESSES.
Change efforts that enhance the customer’s processes have more value-creating
potential than those focused on internal operations.
Model the customer’s processes as well as your own. Processes transcend

boundaries between organizations, as well as functions. Examine the customer’s
processes, along with internal processes, to find opportunities. A company may
discover new sources of value by “walking in the customer’s shoes.” Example: PC-
based home banking provides an interactive, 24-hour interface that lets customers
pay bills, transfer funds and apply for loans online. By making customers part of the
banking process, banks have freed them from writing checks, mailing bills and
making trips to branch offices. Even better: In some respects, banks have merely
automated an existing process. A bank could go further by consolidating all bills,
which would eliminate the need for the customer to even open an envelope. The
bank could then help manage the inflow and outflow of money.
Organizational boundaries are changing; therefore, so are your customers. Today’s

organizational boundaries are not likely to be the same tomorrow. Companies are
constantly finding new ways to create value outside of their traditional areas.
Example: As the electric utility industry in the United States is deregulated,
organizational boundaries are being stretched and squeezed in every direction.
Monolithic companies that encompassed generation, transmission and distribution
are breaking into separate business units. Electric companies and gas companies —
former direct competitors — are partnering to offer customers “total energy
solutions” (e.g., Duke Power and Pan Energy in the southeastern United States).
Some utilities are pushing into their customers’ terrain by taking over the power-
plant operations of large industrial customers. And dozens of utilities have created
whole new “energy services” companies that offer everything from facilities
management to environmental consulting — activities their customers used to do
for themselves.
Generate improvement possibilities along the entire end-to-end process. The scope
of many processes naturally extends into the customer’s organization; consider
drawing the boundaries of a process redesign very broadly. Doing so creates such
options as:
• enabling customers to serve themselves (e.g., pay at the pump)
• sharing information on supply and demand (e.g., EDI/Internet systems that avoid
stock outs)
• running a nonessential part of the customer’s operation (e.g., managing their
inventory)

• partnering to jointly develop products and services (e.g., preferred supplier
Extending the Search
Opportunities for process improvement exist beyond the boundaries of the internal organization.
Improve Improve Improve

Internal Customer/Compan Customer
Processes y Processes
Interface
agreements)

Question:
HOW CAN DIFFERENT CUSTOMER SEGMENTS BE HANDLED DIFFERENTLY?
Don’t treat all customers equally; use variations of processes to enhance both
customer service and profitability.
Design processes that can meet the needs of different customer segments. As
customers enjoy a wider range of choice, they place a higher value on
individualized products and services that are tailored to their needs. Superior
processes are flexible enough to cater to various groups of customers, even down
to a market segment of one.
Tailored Services at Ryder
Customers of the Ryder transportation and logistics company are concerned with getting material from one point to
another, but each customer has its own particular needs. So, Ryder’s logistics services can be tailored to individual
corporate customers.
For example:
• Ryder is building a system in the United States that will transport components from Whirlpool suppliers
nationwide to 11 manufacturing facilities. Inbound loads are reconfigured according to the changing needs of
Whirlpool’s flexible manufacturing plants, which can quickly convert from producing one appliance model to
another. Merging 11 supply systems into one will maximize fleet efficiency and productivity.
• For Northern Telecom, Ryder delivers telephone switching equipment directly to job sites on a Just-in-Time
basis. This eliminates intermediate warehousing and reduces the risk of theft or damage.
• For Target Stores in the United States, Ryder operates a quick-replenishment system that eliminates the need
for inventory.
• For PepsiCo, Ryder provides vehicles and vehicle-support services in Poland to support the beverage
company’s expanding international efforts.
Design processes to reflect the profit-ability of different customer segments. Blind

expansion of the customer base can reduce profitability. Target the most profitable
segments, and redesign to make unprofitable customers profitable. Process
variations make it possible to reach different types of customers cost-effectively.
Example: A bank might have a personal, private banker to serve high net-worth
customers, and use an Internet Web-based application (with relatively low
transaction costs) to provide service to lower-profit customer segments.
Don’t design a process around the most complicated case. Design processes to
handle exceptions, not for exceptions. When designers try to make one process
cover every situation, no matter how rare or unusual, the result is usually greatly
increased complexity and diminishing returns. Follow the example of the medical
profession, and use different processes to handle different kinds of cases:
outpatient care for minor conditions such as flu; hospitalization for major medical
problems; and emergency care for urgent, life-threatening situations.

Question:
HOW CAN THE COMPANY MAKE ITSELF “EASY TO DO BUSINESS WITH”?
A key opportunity for improvement is the customer-company interface.
Design processes to make things easier for the customer. As competition on price
and quality gets tougher, “ease of doing business” becomes a more important
differentiator. Typical approaches for becoming “easier to do business with”
include:
• providing a single point of contact
• handling transactions completely in one event (one call, one visit, etc.)
• increasing convenience (providing extended hours, allowing customers to do
business by phone instead of in person, making house calls/deliveries, etc.)
• simplifying — eliminating or reducing paperwork
• delivering products when promised
Look for ways to minimize the costs an organization imposes on its customers.
Consider financial costs and other burdens that the organization may be placing on
customers. Example: For years, a large greeting-card manufacturer refused to take
back unsold cards, leaving retailers stuck with poor sellers. When competitors
started taking market share, the manufacturer realized that this internal focus
made the company “hard to do business with.” It agreed to take back unsold cards
and developed techniques for winnowing out poor sellers before they got to the
stores. That made the company a lot easier to do business with and helped repair
strained relationships with retailers.
Make It Easy for the Customer
To buy a car, consumers usually research types of vehicles, visit dealers, negotiate price, call banks about loans, call
insurance companies about policies and so on. Auto Net Canada created an alliance with CIBC, Canada’s leading
provider of electronic banking services, and CIBC General Insurance Co. The three companies will offer an interactive
service that allows consumers to search for new and used cars by year, make, model, price and geographic location —
all via the Internet. At the same time, the customer will be able to apply for an auto loan from CIBC and get quotes and
coverage with CIBC insurance. Auto Net’s process vastly simplifies life for customers, while providing the outcome they
desire.
Old Way New Way
Customer Customer Auto Net
Customer in The Middle One Point of Contact

Question:
HAS THE CONTINUOUS-IMPROVEMENT PROCESS BEEN CLEARLY DEFINED?
HOW DOES THE CONTINUOUS-IMPROVEMENT PROCESS ADDRESS STRATEGIC-
LEVEL CHANGE?
As the saying goes, it’s not over until it’s over — and process change is never
“over.”
In a changing environment, a process that is not improving is decaying. Few

processes are perfect, so it’s important to continually monitor and analyze process
performance with an eye toward making improvements. And a process that is
meeting performance targets today can be outmoded by tomorrow.
Develop explicit processes for identifying and implementing process improvements.

Continuous improvement does not just happen. It is a process in its own right, and
it is a critical responsibility of every Process Owner. (See Chapter 4, “Excellent
Processes Need Excellent Owners.”)
Monitor factors that may drive strategic-level change. These factors include:
• a significant change in a competitor’s operating model
• a decision to pursue a new strategy
• a technological breakthrough
Such change may require processes to be revamped from the ground up. Process
Excellent companies have robust processes for scanning the environment, resetting
strategy in response to changing conditions and radically altering processes to
support that new strategy.
Process Excellence and Continuous Involve a broad set of eyes and ears to monitor
Improvement the environment for changes. The ability to
recognize the need for strategic-level change
Continuous process improvement (CPI) and more
radical change initiatives (R) fit together over time.
cannot be confined to a small inner circle of
First, the process is enhanced (CPI) until its useful executives. Feedback and input from frontline
lifetime is over, at which point it is redesigned (R). employees who deal with customers can provide
Then, enhancement is resumed and the entire early warning of changes in the marketplace.
cycle starts again. This means that redesigning is
not a once-in-a-lifetime endeavor. As business
circumstances change in major ways, so too must Process improvement is never “done.” It is not
process designs — meaning that all process
designs must include an approach for continuous
unusual for people involved in process change to
improvement. ask “When will we have the final (that is,
unchanging) process in operation so that things
R CPI will settle down?” The answer is “Never.”
R= Radical Because conditions constantly change,
R CPI
processes must keep changing as well. The
CPI = Continuous
R CPI
Process
ongoing improvement of processes must be an
CPI Improvement integral part of the company’s operations.

Summary
Principle 1: Process Outcomes Create Value
• Process thinking means focusing on outcomes rather than tasks — on producing

“a result of value to the customer.” There may be many innovative approaches
to producing value.
• Value can be defined as what the customer cares about and will pay for. It goes
beyond traditional financial measures such as revenue, profit, ROI and EVA.
• Processes, no matter how innovative and finely tuned, need to continually
improve — sometimes changing incrementally, and sometimes changing
radically.

Principle 2:
Target High-Value Processes
Overview
Because an organization’s financial and human resources are limited, and because
risk is inherent in complex change, companies must target the processes that have
the potential to create the greatest value. The goal is to get the right process right.
The Questions to Consider in Targeting High-value Processes Include:

• Which process or processes create the greatest stakeholder value and represent
the greatest opportunity for improvement? Which processes are critical to
strategic alignment? Target these processes.
• What is the process’s VT/ET (value-adding time divided by elapsed time)?
Analyze processes in terms of value added, non-value added and waste.
• How does the targeted process affect other processes? Ensure that there is a
holistic view of processes.
• Is the magnitude of the change proportional to the benefit?
• Does the organization have the capacity to change at the planned pace?
The Targeting Matrix
This matrix helps in targeting the most valuable process. More strategic processes — that is, processes that directly drive a
competitive advantage — should be given higher priority. So too should processes that present a greater opportunity for
improvement.
• Target — invest the highest level of resources in critical areas with high opportunity for improvement.
• Improve — apply continuous-improvement and streamlining approaches for critical areas that are performing well.
• Outsource — have someone else perform processes that are not critical and where there is high opportunity for
improvement.
• Ignore — invest minimally in areas that are not critical and are performing well.
Strategic
Improve Target
Low High
Opportunity Opportunity
Ignore Outsource
Tactical

Question:
WHICH PROCESS OR PROCESSES CREATE THE GREATEST STAKEHOLDER VALUE
AND REPRESENT THE GREATEST OPPORTUNITY FOR IMPROVEMENT? WHICH
PROCESSES ARE CRITICAL TO STRATEGIC ALIGNMENT? TARGET THESE
PROCESSES.
When determining where to focus efforts, consider both strategic importance and
opportunity for improvement.
Focusing on the wrong process can be fatal. Example:

Three Categories of Processes A major U.S. insurance company was noted for its
pioneering efforts in reengineering, having extensively
Core processes are those that directly redesigned the process of issuing new policies.
convert inputs into outputs that are of However, to perfect that process, the company had to
value to customers. The Order Fulfillment divert human and technological resources from its
core process, for example, takes orders
from customers and turns them into investment-management process. It ultimately failed
delivered goods. These processes are to manage critical risks in its real-estate investment
typically more strategic in nature. portfolio (a different process), and ended up in
However, not all core processes are receivership.
created equal. Some are more important
for strategic differentiation.
Determine which processes are critical for strategic
Enabling processes support other
processes, typically by supplying indirect alignment. Understand the company’s core
inputs. Human resources management, competencies, sources of competitive differentiation
financial management, and IT support and strategic direction. The choice of strategy will
are examples of enabling processes. often shape the choice of process to target. Example:
These processes are typically more The four insurance companies profiled on page 32
tactical in nature. have developed superior processes in different areas
to support four different strategic approaches to
Governance processes direct or tune
both core and enabling processes, creating value in the market. (Note: This discussion is
ensuring that they stay correctly focused. not about developing a business strategy; it is about
Governance processes produce strategic operationalizing strategy.)
decisions, based on inputs such as
competitive intelligence.
In addition to strategic importance of a process,
consider the size of the improvement opportunity. Look for processes where
dramatic improvement in efficiency and/or effectiveness can be made. Efficiency
focuses on cost-cutting and operational improvements, such as reduced cycle time.
Effectiveness focuses on growth potential (e.g., designing a process to reach a new
market segment) and customer service (e.g., designing a process to offer more
value to existing customers). Identify and evaluate both kinds of opportunities prior
to deciding which processes to target.
Target high-opportunity processes; improve processes that are performing well.

Target processes that are both strategic and where there is high opportunity for
improvement (in terms of efficiency and/or effectiveness). Processes that are
strategic and performing well should continue to be enhanced through continuous
improvement. Even better: If strategic processes are performing well, look for
ways to extend them. That is, apply the lessons learned from these processes to
other internal processes. Or, market these core capabilities externally. Example:

Goodyear used its expertise in managing tire inventories to run the tire warehouses
of one of its major customers, Navistar.
Limit the effort devoted to processes that do not directly enable the strategic
objectives of the company. As a rule of thumb, outsource activities that have a
large opportunity for improvement but are not core competencies of the company.
(See the “Reassign” section in Chapter 3, “Innovate, Don’t Duplicate.”) For tactical
processes that are performing well, invest only enough effort to ensure that they
continue to perform well.
Don’t underestimate the importance of tactical processes. Sometimes, addressing

an enabling process is the most important thing a company can do. Example: Fast-
growing high-tech companies often have difficulty finding enough technical talent to
fill all their positions. Similarly, at Andersen Consulting, soaring demand for services
has tremendously increased the need for qualified consultants. In both cases, the
experienced-hire and capability-development processes have become critically
important.
What is tactical to one company may be strategic to another. Example: Payroll is

secondary at most companies, but it is strategic to companies such as Paychex and
ADP that make their living processing payrolls for other companies.
Which Processes Create the Greatest Stakeholder Value?
The question of whether a process is strategic depends on the specific company’s strategy. These four insurance
companies are essentially in the same business, but they focus on different processes to achieve competitive advantage.
• UNUM Insurance, the industry leader in disability insurance, differentiates itself through its ability to assess and price
risk. The company boasts that it can distinguish the difference in risk between left-handed and right-handed New Jersey
doctors who drive Volvos. Focus: underwriting.
• Progressive Insurance has used claims processing to become one of the most profitable firms in the industry. Its
claims adjusters operate from vans equipped with cellular communications links and computer workstations. Driving
around their assigned territories, these agents may arrive at an accident scene before the police. Claims are often
processed on the spot — and at times, checks can even be issued at the accident site. Focus: claims fulfillment.
• State Farm emphasizes the State Farm brand, relying on an exclusive and extensive network of agents and
State Farm offices — geographic coverage that is reflected in the company’s motto, “State Farm Is There.” The
company focuses on its marketing processes to differentiate itself from the pack; pricing is kept simple and is done
by category, because State Farm has enough customer volume to spread risk across a large population. Focus:
distribution network.
• USAA is viewed as an industry leader in customer service, and it has made the customer-contact process its principal
asset. The company prides itself on being easier to deal with than the competition’s field agents. It is the world’s largest
user of toll-free telephone numbers, because customer service is handled primarily over the phone. Customers can
typically get answers to insurance questions and access services though one simple call. Focus: customer service.
Targeting Traps
Playing it safe. Some companies try to “dip their toes in the water” by improving a process that is “safe.” The problem with
this approach is that even if the process change is wildly successful, no one will notice because everyone considers the
process unimportant and not indicative of what would happen if a “real” process were redesigned.
The squeaky wheel gets the grease. Some companies target a process based on the time-honored dictum “the squeaky
wheel gets the grease.” That is, they simply charge ahead in the belief that if a great many people are complaining about a
process, it must be worth fixing — without stopping to consider what the real benefits will be.

Question:
WHAT IS THE PROCESS’S VT/ET (VALUE-ADDING TIME DIVIDED BY ELAPSED TIME)?
ANALYZE PROCESSES IN TERMS OF VALUE ADDED, NON-VALUE ADDED AND
WASTE.
When determining the opportunity for improvement, consider queue times (VT/ET)
and “density” of work. Strive for a VT/ET of 1.
Use VT/ET to gauge the size of opportunity in terms of queue

“There is a definition that I times and handoffs. In this formula, value-adding time (VT)
like: Waste is anything the represents the time that actually goes into performing a task.
customer won’t pay for.... If Elapsed time (ET) represents the time that passes between the
you look at waste from that beginning and end of the task. Ideally VT/ET should equal 1 —
perspective, you find that
there should be no “wait time” in the process. In reality, VT/ET
the opportunity for process
improvement is infinite.” is usually far less. Example: When Aetna analyzed its insurance
policy application process, it found that its VT was 26 minutes,
Robert Eaton while its ET was 28 days — a VT/ET of .0006.
Chrysler Corp. Chairman
The VT/ET ratio helps prioritize process-improvement efforts

and creates a sense of urgency around the change. During the redesign of a
process, VT/ET can be calculated for both the old and new approaches. If the new
ratio is closer to 1, it suggests that the redesign is on the right track.
There are three kinds of work: value-added, non–value-added and waste. Processes
with large amounts of waste and non–value-added work are candidates for
improvement. Aim to increase the “density” of work — that is, the proportion of
value-added activities within the overall mix. (See “Three Types of Work” and
“Activity Value Analysis,” opposite.)
Three Types of Work
Activity Value Analysis
There are three basic types of work, described by Dr. Michael
Hammer in the PEP video: Activity Value Analysis is frequently used to identify
which activities create the greatest value, which are
Value-adding work, or work for which the customer is willing to unnecessary and which can be enhanced in order to
pay. This includes: create more value. This information reveals the
• designing a product greatest opportunities for improvement and helps
• assembling a product target the areas of the organization where change
• shipping a product will have the greatest impact on the overall business.
(See the “Activity Value Analysis” Job Aid in the
Non–value-adding work, which creates no value for the Business Integration Methodology.)
customer but is required because it enables the value-adding
work. This includes:
• reporting
• checking
• supervising
• controlling
• reviewing
Waste, or work that neither adds nor enables value. This

includes:
• rework due to errors
• redundant activities
• producing reports no one reads

Question:
HOW DOES THE TARGETED PROCESS AFFECT OTHER PROCESSES?
ENSURE THAT THERE IS A HOLISTIC VIEW OF PROCESSES.
Integration is critical to avoid going from “functional silos” to “process tunnels.”
Processes don’t operate in isolation. Be careful not to

The Process Paradox optimize one process at the expense of others. Example:
For a telecommunications company, billing is the most
Optimizing part of a system often expensive activity. One telecommunications company
results in suboptimization of the
whole. A recent study of attempted to reduce its billing costs by shortening the
reengineering projects found that if a messages on customer bills, thus using less paper.
process was redesigned in isolation, Customers, confused by the cryptic messages they saw,
benefits to the organization as a flooded the company’s call center with questions. Billing
whole were as follows: costs fell, but overall costs rose.
• 50% of the time — no change
• 25% of the time — overall Keep in mind the big picture of all the processes. The
improvement benefits of improving one process may be lost if other
processes remain unchanged. Example: An electronics
• 25% of the time — overall manufacturer redesigned its production process so that it
degradation could turn out finished goods in four hours (its competitors
took weeks). But because other critical processes
(shipping, order entry, etc.) had not been redesigned and
integrated, new products just sat in the warehouse. There was no net benefit to the
company or its customers.
Integrate early and often. Identify key interdependencies or “integration points”

with other processes early in a process-improvement effort, and factor them into
redesign efforts. For example, if the Develop Products and Services process is
improved and shortened, a likely integration point with the Generate Demand
process might be the time frame and approach for preparing salespeople to sell
new products. Form an integration team whose charter is to address
interdependencies, and stay abreast of changes as process redesigns evolve.

Question:
IS THE MAGNITUDE OF THE CHANGE PROPORTIONAL TO THE BENEFIT?
There are three categories of process change: Streamlining, Business Process

Reengineering and Strategic Engineering. These three types fall along a continuum,
with risk and investment — as well as reward — increasing as the change effort
becomes more strategic. The appropriate type of change depends on the scope and
nature of the process initiative. (See “The Change Spectrum,” below.)
The Change Spectrum
Streamlining primarily addresses incremental improvement through strategies such as Just-In-Time (JIT), Total Quality
Management (TQM) and the straight automation of existing processes. It is effective in achieving localized improvements in
narrowly defined areas and tends to involve relatively low-cost, low-risk projects. Streamlining techniques can deliver
tremendous value, but there are limits to doing the same thing better.
Business Process Reengineering (BPR) is the fundamental reexamination, redesign and implementation of a business
process or processes. It goes beyond departmental or functional streamlining to rethink the way the business operates. It
typically means starting with a clean sheet of paper and looking for ways to maximize the value-creation potential of entire
end-to-end processes.
Strategic Engineering involves fundamentally changing the manner in which the company does business. It may involve
shifting the organization’s overall objectives; rethinking why the organization is in business; transforming the entire value
network; and “redefining the rules of the game” for an industry.
Note: Market forces often drive the need for more radical levels of change. However, most companies have a limited
capacity to change that presses in the opposite direction, toward more incremental, less painful kinds of change. These two
competing factors must be considered and balanced in a change effort.
e
a ng
r ch
fo
Magnitude of Improvement
Redefine
Industry it y
ac Strategic
ap
Create Best C Engineering
Practice
BPR e s
Match Best rc
Practice t Fo
Stream- ke
Improve ar
M
for efficiency lining
Extended
Single Core Supply Value
Function Process Chain Chain
Scope of Change

Use a portfolio of change strategies.
Tips/Traps Companies sometimes develop an
attachment to one change approach (TQM,
A common mistake is to shoot for the moon in reengineering, etc.) and try to apply it to
magnitude of change and benefits, but fail to commit
to the necessary scope, resources and risks. The every situation. Don’t fall into the “I have a
result of this approach is usually disappointment and hammer, so everything looks like a nail”
cynicism within the organization regarding future syndrome. At times, several different
change efforts. Example: A U.S. utility sought $26 approaches may be needed. Example: A
million in cost reductions related to its corrective company that sells clothes by catalog might
maintenance process, but declared out-of-bounds target a core process such as Order
any significant changes in technology, organization Fulfillment for reengineering. At the same
or compensation. The company managed to
squeeze out a mere $1 million in savings. time, it might outsource a tactical/enabling
process such as Help Desk Support for IT
users, and streamline the process by which
customers return merchandise. No one
approach is appropriate for all processes.
What’s the Right Level of Change?
The following chart can help determine which level of change is most appropriate.
Level of Change
Assessment Criteria Streamlining Business Process Strategic
Reengineering Engineering
Magnitude of incremental quantum leap reinvention
Change
Scope of Change function/subprocess core process enterprise-wide/
extended value chain
Organization's low high very high*
Capacity to Change
Risk low to moderate high high to very high
Value-Creation low high very high
Potential
* In some situations, it is better to start fresh (i.e., create a new business unit or division) than to try to
change the existing culture.

Question:
DOES THE ORGANIZATION HAVE THE CAPACITY TO CHANGE AT THE PLANNED
PACE?
You can reengineer processes, but you cannot reengineer people. Recognize that
people have a finite capacity to change.
Companies vary in their capacity to change. Plans for process improvement must
be tailored to each company’s circumstances. Timing, approach, participants and
other factors may differ depending on a company’s culture and history. The best
process designs may fail if the effort exceeds the amount of change a company can
handle.
The S-curve: How Organizations Build Change Don’t push blindly for big change. Assess
Capacity how much change has occurred, how
recently it has occurred and how successful
Companies build capacity to change in an S-curve, it has been. Successful change efforts tend
gathering momentum over time and then leaping to a
higher level of performance. As they move up this S- to make the organization receptive to more
curve, they move through three stages: change. Conversely, a company that has
recently been through a traumatic and
• Leadership-driven capacity, which is based on disappointing change effort is a poor
the focus, tenacity and leadership of an individual; candidate for another round of major
this is primarily a top-down approach used to drive change.
a specific change effort. Leadership capacity is a
prerequisite for Process Excellence.
• Process-driven capacity, in which the Capacity to change evolves over time —

responsibility for driving change no longer rests assess it on a regular basis. A company can
solely with the leader. The company typically has build — or lose — its capacity to change. By
mechanisms in place in the areas of performance reexamining that capacity from time to
measures, employee competencies, organizational time, process professionals can make sure
structure and communication that allow employees
that change efforts stay in sync with
to not only implement change, but also drive it.
Process Excellence helps create process-driven capacity.
capacity.
• Organic capacity, in which change is built-in; it is If change capacity is low, think about
often driven from the bottom of the organization, “quick hits.” Small but visible successes
and employees see it as part of their jobs. that don’t take a lot of time and resources
Companies with this kind of capacity embrace
can build momentum for broader change.
learning; rely on self-defined, team-based
performance measures; and focus on developing
change competencies in employees. Process
Excellence is a prerequisite for the organic-
capacity stage.
Tip: An understanding of the organization’s capacity to

change is critical to all change efforts, so be sure to
contact a person trained in this area — typically, a
Change Management professional.

High
Organic
Capacity
to
Process
Change
Leadership
Low
Time

Summary
Principle 2: Target High-value Processes
In targeting which processes to change, companies should:
• Evaluate processes based on their strategic importance and the size of the
improvement opportunity.
• Keep in mind the big picture. Evaluate how a selected process fits with other
processes and within the business as a whole.
• Assess the organization’s capacity to change. Select a change approach

(streamlining, reengineering, etc.) that matches the level of expected benefit
and people’s tolerance for change.

Principle 3:
Innovate, Don’t Duplicate
Overview
In a rapidly changing world, innovation is becoming a key differentiator. Process

innovation is about generating, evaluating and implementing creative solutions that
enable Process Excellence.
Below are seven heuristics that can be used to generate process innovation
options. (A heuristic, according to Webster, is an aid to learning, discovery or
problem solving by experimental and especially trial-and-error methods — in other
words, a rule of thumb.)
These heuristics — also known as the Seven Rs — represent seven dimensions or

elements of a process that can be changed.
Rethink (why) — the rationale and assumptions behind processes and their
outcomes
Reconfigure (what) — the activities involved
Reassign (who) — the process performers
Resequence (when) — the timing and sequencing of work
Relocate (where) — location and physical infrastructure
Reduce (how much) — the frequency of activities
Retool (how) — the technologies and competencies that enable work to be done
By using these heuristics, process designers can discover

When generating ideas: new approaches and create new processes. In practice, a
change made to one dimension of a process will typically
• always consider three or more
options — this raises the likelihood affect several others. Example: If work is reassigned to a
of developing a truly innovative supplier, the work may also be relocated to the supplier’s
solution. Don’t jump too quickly to place of business. In addition, the process might be
“the answer.” retooled with new technologies to link the organization
and the supplier. For each heuristic, there are a number
• think and rather than or — good of questions designed to encourage fresh approaches
ideas are seldom mutually and prompt perspectives.
exclusive.
• separate idea generation from idea Note: Unlike the questions in the other chapters of this
evaluation. Sometimes the most handbook, the questions for each heuristic are not a
outlandish idea turns out to be comprehensive list or a “quality assurance” checklist.
right. To avoid eliminating such They are intended to demonstrate ways that a process
ideas prematurely, ban any judging designer might consider and examine a process in order
of ideas in the early stages of idea
to improve it. In practice, process professionals will
creation. Give people time to
ponder, to imagine, to get used to undoubtedly find additional questions and perspectives
an idea. that help identify improvement opportunities.
Principle 3: Innovate, Don't Duplicate 31

The Seven Heuristics
While there is no guaranteed formula for creativity, there are approaches and
techniques that can be used to design and implement new and better processes.
These approaches are embodied in the following seven heuristics and their
associated questions.
RETHINK (Why)
• What is the root cause of the problem?
• What are the reasons for doing it this way?
• What are the assumptions or rules underlying the current model? Are they true?
Do they have to be true?
• Is this process valuable enough to continue?
RECONFIGURE (What)
• How can the entire activity be eliminated?
• How can common activities be consolidated?
• How can reconciliation be reduced by putting quality at the source?
• How can information sharing with suppliers and customers improve the process?
• How can intermediaries and non–value-adding work be eliminated?
• How can best practices from other industries be borrowed and improved upon?
REASSIGN (Who)
• How can existing activities and decisions be moved to a different organization?
• How can the activity be outsourced?
• How can the customer perform this activity?
• How can the organization perform an activity that the customer is currently
performing?
• How can cross-training integrate and compress tasks?
• How can suppliers/partners perform this activity?
RESEQUENCE (When)
• How can predicting increase efficiency?
• How can postponement increase flexibility?
• How can the number of interconnections and dependencies be minimized?
• How can parallelism reduce time?
RELOCATE (Where)
• How can the activity be moved closer to the customer or supplier to improve
effectiveness?
• How can the activity be moved closer to related activities to improve
communication?
• How can we decrease cycle time by reducing travel time and distance?
• How can geographically virtual organizations be created?
REDUCE (How Much)

• How can the frequency of the activity be reduced or increased?
• How can critical resources be used more effectively?
• How would less information or fewer controls simplify and improve efficiency?
• How would more information enable greater effectiveness?

RETOOL (How)
• How can technology transform the process?
• How can the activity be automated?
• How can assets or competencies be leveraged to create competitive advantage?
• How can up-skilling, down-skilling or multi-skilling improve the process?

An Example of Applying The Seven Rs
What follows is an example of how the Seven Rs might be used to redesign the
process of eating a meal at a restaurant. The process has been modeled using a
simplified version of the process “swim lane” diagrams from the Business
Integration Methodology. These diagrams show the workflow banded by the
organization that is performing the activity.
In the typical “sit down” restaurant, the customer goes in, sits down and orders a
meal. The order is taken and prepared in the kitchen. The food is then served,
eaten and paid for. After the customer leaves, someone cleans the table. In most of
the examples that follow, multiple heuristics are often applied to generate the new
solution. However, the aspects being changed by the specific heuristic in question
will be highlighted.
Typical Restaurant Workflow
Go to Walk Sit Place Eat Pay

Customer
Restaurant In Down Order

Restaurant
Cook Serve Clean

Orders Order Up
In the following sections, we have applied each of the Seven Rs to generate

different process flows.
RETHINK (Why)
This heuristic looks at underlying assumptions and questions regardless of whether

they are true. There are several assumptions typically made about eating in
restaurants:
• We assume that people like to eat in restaurants.
• We assume that part of the appeal of a restaurant is the desire to be waited on
— to have someone else do the work of cooking and serving the food.
• We assume that everyone wants something different, hence the concept of
having a menu of choices.
There are undoubtedly other assumptions at work here; these are simply examples
of the kinds of assumptions that process professionals might challenge as they seek
to redesign the process. Additional assumptions may be surfaced and challenged as
other alternatives are generated using the other heuristics.
RECONFIGURE (What)

This process might be improved if it were combined with other activities to save
time (e.g., How can common activities be consolidated?). For example, many
grocery stores today prepare fresh, hot, gourmet meals that people can buy as they
shop for groceries. This provides the same outcome as the previous approach — a
fresh meal — with greater convenience for the customer. Some stores have also
combined video rentals into this process, providing a one-stop shopping experience
for food and entertainment.
Grocery Store - Prepared Foods
Go to Walk Select Pay Go Eat Clean

Market In Groceries Home Up
Customer
Select
Prepared
Hot Food
Restaurant
Predict Prepare
Demand Hot Food
Usually, customers take the food home, thereby also relocating the work. Another
example of reconfiguration: Food courts in shopping malls arrange multiple food
purveyors around a central seating area, offering many different types of foods in
one place.
REASSIGN (Who)
Another way to improve the process would be to vary who performs certain
activities (e.g., How can the customer perform this activity?). For example, fast-
food restaurants often speed up the process, and reduce the number of employees,
by enabling customers to serve their own beverages (they get an empty cup when
they pay and then fill it themselves) and bus their own tables when they are
finished eating. So the new process looks like this:
Fast Food
Go to Walk Place Pay Get Sit Eat Clean

Customer
Restaurant In Order Beverage Up

Restaurant
Cook Receive Serve

Food Order Food

RESEQUENCE (When)
A third approach to improving the restaurant process might involve resequencing

the activities (e.g., How can predicting increase efficiency?). For example, a fast-
food restaurant cooks the food in advance of receiving an actual order (that’s why
McDonald’s has all those hamburgers sitting under the warming lights). In essence,
these restaurants try to predict how many customers will want burgers for lunch
Fast Food
Go to Walk Place Pay Get Sit Eat Clean

Customer
Restaurant In Order Beverage Up

Restaurant
Cook Receive Serve

Food Order Food
today. The process looks like this:
This example also points out the need for process variations. This prediction model
is used during peak hours, but a make-to-order process (e.g., How can
postponement increase flexibility?) is used during slower periods.
Catering companies take postponement a step further, often delaying the purchase
of raw materials until the order is taken. This model ensures that there is no excess
inventory and no wasted product, because customer needs are specified accurately
up front.
RELOCATE (Where)
Sometimes a process can be improved by changing the location where activities are
performed (e.g., How can the activity be moved closer to the customer to improve
effectiveness?). For example, Domino’s Pizza relocates the eating activity to the
customer’s living room by delivering pizza to people’s homes. The customer no
longer has to perform the non–value-added steps of getting to and returning from a
restaurant.

Pizza Delivery
Customer
Call In Pay Sit Eat Clean

Order Up
Restaurant
Receive Cook Deliver Order to

Order Order Customer’s Home
Even better: There are now companies that will come to customers’ homes and
cook fresh meals to order in their kitchens — thereby relocating even the cooking
step in this process.
REDUCE (How Much)
The Reduce heuristic can be used to explore how a change in the frequency of
activities — either an increase or a decrease — can lead to process improvement
(e.g., How would less information simplify and improve efficiency?). For example, a
restaurant that offers an all-you-can-eat buffet for a fixed price actually eliminates
the whole activity of ordering — customers simply grab a plate and help
themselves. And the payment process is easier too — there is just one price, so the
keying of individual food items is unnecessary, and there is less chance for error.
Buffet
Go to Walk Self- Pay Sit Eat

Customer
Restaurant In Serve
Restaurant
Cook Replenish Clean

Food Food Up
An added bonus is that the customers serve themselves (the Reassign heuristic),
eliminating the need to serve the food. In fact, with a salad bar — which is a
counter in a grocery store or deli offering a variety of salad ingredients — the
customer even prepares his or her own food to order.
RETOOL (How)
Finally, no process-redesign effort is complete without considering the possibilities

that are opened up by technology (e.g., How can technology transform the

process?). For example, a restaurant might carve out a niche by acting as a
clearinghouse for other restaurants. That is, a family might dial in to the Internet
and browse menus from a host of restaurants. Then they could order a Chinese
meal for one person, an Italian meal for another and Mexican for a third. The
organization would coordinate those orders, handle payment by means of credit
card or electronic funds transfer, and arrange for delivery of the food. In this way,
customers could dial one number and essentially have hundreds of restaurants to
choose from — a potential new source of customer value.
Buffet
Go to Walk Self- Pay Sit Eat

Customer
Restaurant In Serve
Restaurant
Cook Replenish Clean

Food Food Up
As these variations of the restaurant process show, applying the Seven Rs helps
process professionals generate a number of possible process alternatives.
The remainder of this chapter discusses each of the heuristics in more detail.

When to Apply The Seven Rs
The table below summarizes the circumstances in which particular Seven Rs
questions might be explored. It may be helpful to scan this list early in a process-
improvement effort, find the “apply when” statements that most closely fit the
situation, and then use the related questions as a starting point. This does not
mean that the other questions should then be ignored — but some questions will be
more relevant than others, and this table is designed to help process designers find
those relevant questions quickly.
Heuristic/Question Apply When…
RETHINK
What is the root cause of the problem? • always
What are the reasons for doing it this • always
way?
What are the assumptions or rules • always
underlying the current model? Are
they true? Do they have to be true?
Is this process valuable enough to • always
continue?
RECONFIGURE
How can this activity be eliminated? • there are non-value or waste activities
• processes have a low value density
• value received from activity is minimal (e.g., approving small amounts)
How can common activities be • common activities are performed in multiple locations
consolidated? • common activities are performed inconsistently
• there are economies of scale (e.g., shared services)
How can reconciliation be reduced by • a lot of time is spent reconciling paperwork and correcting errors
putting quality at the source? • there is little accountability for errors
How can information sharing with • demand is uncertain or unpredictable
suppliers and customers improve the • stock-outs are frequent
process? • inventories are excessive
How can intermediaries and non-value- • intermediaries add no value, and just relay goods, services
added work be eliminated?
How can best practices from other • you are looking for new ideas (i.e., always)
industries be borrowed and improved
upon?

REASSIGN
How can existing activities and • different organization has skills or resources you lack
decisions be moved to a different • you want different branding
organization? • it is too difficult to change previous operating model or culture
How can the activity be outsourced? • you don't perform the activity at world-class levels
• it is not your core competency or a critical activity
• another organization performs this activity at world-class levels
• you have limited resources and want to focus on core competencies
How can the customer perform this • customers want to be empowered to help themselves (self-serve)
activity? • certain customer segments are not profitable
• costs need to be reduced
How can the organization perform an • the customer wants more value/convenience (customer intimacy)
activity that the customer is already • the organization wants to get closer to the customer
performing?
How can cross-training integrate and • multiple tasks are needed to produce an outcome
compress tasks? • processes are not complex enough to justify a specialist
• only 20% of cases or less require special expertise
How can suppliers/partners perform • the supplier/partner has skills, assets or scale that you lack
this activity? • the activity is not a core competency
• it's an area of the business that may change rapidly in the future; need
added flexibility
RESEQUENCE
How can predicting increase • accurate information on customer demand is available early
efficiency? • forecasting models have proved reliable
• time compression us more critical than accuracy or inventory costs
• product/service variations are relatively low
How can postponement increase • customers want tailored/customized products or services
flexibility? • inventory-carrying costs are too high
• forecasting models have proved inaccurate
How can parallelism reduce time? • there are limited timing dependencies between activities
• time compression is critical
• there is rework due to late error detection
How can the number of • where there are bottlenecks, large queues or frequent handoffs
interconnections and dependencies be
minimized?

RELOCATE
How can the activity be moved closer • distance from the customer or supplier introduced delay,
to the customer or supplier to improve miscommunication or error
effectiveness? • customer convenience is critical
• customer volume is large enough and transportation lead times or costs
are high
How can the activity be moved closer • activities require a high level of teamwork or collaboration
to related activities to improve • rework and errors are hard to trace back to the source
communication?
How can we decrease cycle time by • travel is a significant proportion of the process
reducing travel time and distance? • goods are shipped multiple times (from plant to warehouse to customer)
How can geographically virtual • resources are geographically dispersed, but don't need to be physically
organizations be created? nearby to produce an outcome
• groupware technologies can be leveraged effectively
• costs of doing business may be lower in a different geographical area
(e.g., moving call centers to remote areas)
REDUCE
How can the frequency of the activity • an activity is non-value added but unavoidable
be reduced or increased? • there is low variation in the process or product
• there is high variability and low setup costs/times (e.g., small lot sizes)
How would more information enable • higher accuracy is needed
greater effectiveness? • greater segmentation would yield greater marketing effectiveness
How would less information or fewer • high proportion of costs goes to data collection or controls
controls simplify and improve • value received from information or controls is minimal
efficiency? • absolute accuracy is not necessary
How can critical resources be used • utilization of key resources is low
more effectively? • critical resources are performing non-value-added or waste work
RETOOL
How can technology transform the • you want to make time, location or performer irrelevant
process?
How can the activity be automated? • the current process is paper-based or manual and cannot be eliminated
• activities suffer from errors, inconsistency or reconciliation
• greater transaction volumes are needed
How can assets or competencies be • you have world-class competencies
leveraged to create competitive • growth potential in the existing business looks bleak
advantage?
How can up-skilling, down-skilling or • customer satisfaction is low (up-skilling)
multi-skilling improve the process? • multiple specialists are needed to produce an outcome (multi-skilling)
• technology can create knowledge workers (down-skilling)

The Seven Rs In Detail
RETHINK (Why)
Rethinking is about surfacing and challenging the rationale and
Questions assumptions behind processes and their outcomes. It asks why
things are the way they are, and whether they have to be that
• What is the root cause of the
way. This heuristic is a little different than the other six because
problem?
• What are the reasons for challenging an assumption does not necessarily lead to a
doing it this way? solution. However, it does allow for more creative thinking,
• What are the assumptions or because once the constraints of an assumption are lifted, the
rules underlying the current imagination can flow in new directions. The other six heuristics
model? Are they true? Do can then be used to generate new process designs that address
they have to be true? the surfaced assumption. In addition, asking the questions
• Is this process valuable
associated with the other six heuristics will uncover additional
enough to continue?
assumptions.
This heuristic is a reminder to ask big-picture questions such as:
• What is the root cause of the problem? A problem such as poor sales or
high inventory has many potential causes. It is essential to understand the root
cause of the problem, in order to focus on the real problem and avoid chasing
symptoms.
• What are the reasons for doing it this way? Often, the exercise of
articulating why the organization does the things it does quickly reveals reasons
that are unknown, not compelling, easily changeable or no longer valid. Or, the
reasons may be valid, but not relevant because the desired outcome can be
achieved some other way. Once the reasons are articulated, they can be
probed and challenged, and either discarded or accepted as explicit constraints
to innovation efforts.
• What are the assumptions or rules underlying the current model?

Sometimes, the most powerful barriers to changing the way work is done are
invisible. These are the implicit assumptions — about “how we do things around
here,” what people value and how people get ahead — that are so ingrained
that people are unaware of them. It is important to uncover these rules and
assumptions and analyze whether they can be broken — and the possibilities
that would be created by doing so.
• Is this process valuable enough to continue? How does it contribute to the

value the organization provides to customers? Should the process be fixed, or
eliminated?

RETHINK EXAMPLES
What Is the Root Cause of the Problem?
Example: An airline had high costs associated with carrying excess parts inventory,
which suggested improvements in its inventory-management processes. However,
the real problem was the fact that the airline used its own planes to move parts,
viewing them as free transportation. As a result, spare parts were often left on the
tarmac to make space for revenue-producing freight. The airline compensated for
these self-imposed delays by keeping excess inventory on hand. So the best
solution would lie in improving the transportation of parts, rather than in
streamlining warehouse operations.
What Are the Reasons for Doing It This Way?
Example: At one U.S. utility, attempts to redesign the corrective maintenance

process at nuclear plants were stymied by people who insisted that Nuclear
Regulatory Commission (NRC) regulations banned any changes. A review of the
actual regulations revealed that the constraints were not nearly so limiting as
thought. In addition, the redesign team invited NRC input to ensure that none of the
changes would put the company out of compliance.
What Are the Assumptions or Rules Underlying the Current Model?
Example: IBM Credit found that its credit approval process was too time-
consuming because of handoffs between various specialists. Process designers
could have tried to make the specialist-to-specialist handoff more efficient.
However, the fundamental problem was not the handoffs, but the assumption that
all deals had to be handled by specialists. In reality, most of the deals were simple
and could be handled by a single generalist. So the handoffs between specialists
were eliminated.
Is This Process Valuable Enough to Continue?
Example: At one bank, the desire to maintain a high level of control led to four
copies of cashier’s checks being sent to four different locations. The bank realized
that amount of activity added little in the way of real control or reduction of risk.

Getting to the Heart of the Problem
A Process Excellence maxim is treat the disease, not the symptoms. There are several common symptoms that correspond to
underlying process diseases.
Symptom: Extensive information exchange, data redundancy, rekeying.

Disease: Arbitrary fragmentation of a natural process.
Treatment: Share data among organizational units, and/or reintegrate tasks into a process.
Symptom: Complexity, exceptions and special cases.

Disease: “Accumulation onto a simple base,” in which a process starts out being simple, but grows more complex due to new
variations.
Treatment: Don’t try to handle all situations with one process; use different versions of a process.
Symptom: Excessive inventory and inventory buffers.

Disease: System slack to cope with uncertainty.
Treatment: Remove uncertainty by sharing information (for example, coordinating production planning across suppliers and
customers), and thereby reduce the need for inventory.
Symptom: High ratio of checking and control activity to value-added activity.

Disease: Fragmentation. Organizations perform checking and control due to the errors and mistrust that are the result of
fragmentation.
Treatment: Remove the fragmentation; integrate activities that make up the process.
Symptom: Rework and iteration.

Disease: Inadequate feedback along chains. Problems are not caught when they happen, but later in the process, requiring
more than one step to be redone.
Treatment: Increase feedback and communication, and simplify the process if possible.
From Reengineering the Corporation by Dr. Michael Hammer
Surface and Question All Assumptions
Assumptions lead to rules, which lead to certain results. If the assumptions are untrue, they should be
broken. Here are some common assumptions:
Assumptions Rule Result Assumption Break
Work is complex Need specialists Handoffs, delays Use generalists
Don't know our Carry inventory just in High inventory-carrying Share demand and
customers' level of case costs production data
demand
Receiving doesn’t know Accounts payable pays Reconciliation of Share data between
what's been ordered when it receives an invoices, receipts, POs purchasing, receiving
invoice and payables
Employee doesn't have Activity must be handled Handoffs, delays Enable employee
the skills or expertise to where the expertise (technology, expert
perform a task resides systems, etc.)
Department A doesn't Must reconcile work of Non-value-added work Share data, improve
know what Department A and B communications
B has done
The activity is high risk Must have controls Non-value-added work Build control at source
Dr. Michael Hammer at Andersen Consulting’s Global Consulting Seminar, 1997

RECONFIGURE (What)
Reconfiguring centers on the issue of what work is being
Questions done — and whether that work is even necessary. It is about
analyzing the steps and activities that are performed, and
• How can the entire activity be
eliminated?
how similar outcomes can be achieved through different
• How can common activities be means.
consolidated?
• How can reconciliation be Reconfiguring work goes to the heart of process innovation.
reduced by putting quality at the When reconfiguring work, it helps to keep the following things
source? in mind:
• How can information sharing
with suppliers and customers
improve the process?
• Keep the desired process outcome firmly in mind,
• How can intermediaries and but assume that everything else can vary. Process
non–value-adding work be innovation is about finding new ways to deliver those
eliminated? outcomes. However: Be certain that the outcomes are
• How can best practices from correct.
other industries be borrowed
and improved upon? • Analyze the process to:
• identify the steps as value-adding, non–value-
adding or waste.
• understand where delays, costs and errors come from.
• eliminate as much waste and non–value-adding work as possible.
• Challenge every step in the process.

• Is there a way to do it cheaper? Faster? Better? Is there a way to not have to
do it at all?
• Design from the customer’s perspective. What attributes must the process
have to produce the outcomes the customer wants?
• Don’t be constrained by what is — determine what really needs to be done
to produce the outcome.
• Think out of the box.

• Consider rescoping the process if that would produce better results.
• Borrow ideas from everywhere.
• Consider starting with a “clean sheet of paper.” If a current process is very
poor at delivering outcomes, don’t just tweak it.
• Ask, “What would the perfect solution be if we were starting a new
company?”
• Usually, a reconfigured process is a vastly simpler one — fewer steps,

fewer handoffs, fewer errors, fewer delays, less cost.

RECONFIGURE EXAMPLES
How Can the Entire Activity Be Eliminated?
Example: When Ford Motor Company redesigned its parts-

procurement process, it eliminated the step of receiving an invoice and matching it
to a purchase order. In the new process, goods arriving at Ford’s receiving dock are
checked against a purchase order database. If the shipment matches an
outstanding PO,
payment is made. If not, the shipment is sent back to the vendor. Eliminating the
invoice simplified the process and enabled Ford to shrink its accounts payable
department dramatically.
How Can Common Activities Be Consolidated?
Example: Many industries have created call centers in recent years, removing
some customer-support functions from local offices. The benefits include reduced
costs, because one large facility is often cheaper than many decentralized facilities,
and improved customer service, because:
• the call takers are dedicated to answering the phone; they are always there and
are not distracted by other duties.
• call centers have the tools to enable call takers to perform more consistently
and effectively — everything from headsets to sophisticated computer systems
that supply the information that customers need.
• call centers generally are accessed via toll-free numbers that are both free for
the customer and easy to remember.
How Can Reconciliation Be Reduced By Putting Quality At the Source?
Example: Navistar International and its supplier, the Dana Corp., have set up
systems for sharing quality assurance data electronically. As a result, the need for
duplicate quality tests has been eliminated, because Navistar can monitor the
supplier’s quality as needed.
Can We Eliminate Intermediaries and Non–value-adding Work?
Example: Previously, when customers had claims with Progressive Insurance, they
would call their agent, who would call a company claims adjuster, who in turn
would call the customer. The company established a toll-free number that enables
customers to call claims adjusters directly, thereby eliminating the intermediary.
Progressive also has mobile claims adjusters who can go to a crash site shortly
after an accident happens.
How can information sharing with suppliers and customers improve the
process?

Example: To keep up with large superstores, independent retailers carrying GE
Appliance’s products had to maintain large inventories of appliances. GE
established a “virtual inventory” system, in which products are kept in GE
warehouses and retailers can check inventory and place orders via computer.
Orders are shipped directly from the warehouse to customers. As a result, the
retailers can offer a full line of GE products while having only floor samples on
hand.
Example: Walmart’s RetailLink system gives about 4,000 suppliers (in addition to
internal buyers) direct dial-up access to Walmart’s data warehouses. This system
allows Walmart and its suppliers to develop a single sales forecast, enabling
suppliers to allocate capacity rather than inventory. This forecast can also be
shared with transportation partners.
How Can Best Practices From Other Industries Be Borrowed and Improved
Upon?
Example: In recent years, many companies have improved their processes by

benchmarking across industry lines. For example:
• Motorola learned delivery-management techniques from Domino’s Pizza, a
company that delivers pizza in 30 minutes or less.
• Xerox improved its warehouse productivity by analyzing methods employed by
L.L. Bean, a U.S.-based catalog retailer.
• GE got ideas for cost cutting and improving customer service from computer-
parts wholesaler AMP and Ford.
• A medical center, realizing that patients judged their hospital experience not
only on the quality of care but also on how much time, hassle and paperwork
was involved, used Marriott to help redesign its admitting process.
• An airline used the best practices of an Indianapolis 500 pit crew to help develop
faster turnaround in its maintenance processes.
Controlling the Controls
Control activities do not add value, and multiple controls often have diminishing benefits. Consider eliminating such
activities. For example:
• If an organization’s budget has been approved, and appropriations are within that budget, then additional approval and
control is not necessary.
• Qualified vendor programs eliminate the need to match receipts and invoices. With qualified vendors, simply pay upon
receipt.
• Instead of investigating all discrepancies between what was billed and what was paid, implement tolerance levels and
focus only on significant discrepancies.
• Instead of reconciling receipts with invoices, Toyota has arranged with suppliers to pay for what it uses, instead of what
it receives — meaning that items are tracked only once.

REASSIGN (Who)
Reassigning is concerned with the question, Who does the
Questions work? Today, there is a tremendous array of possible
answers to that question. In nearly every industry,
• How can existing activities and
decisions be moved to a
organizations are turning to suppliers, customers, strategic
different organization? partners, outsourcing partners, subsidiaries, temporary
• How can the activity be workers and others to do work previously done in-house.
outsourced?
• How can the customer perform Who does the work is no longer limited by the historical
this activity? constraints of geographic location, organization or even skill
• How can the organization level. Because of technology and changes in the competitive
perform an activity that the
customer is currently
landscape that are driving intercompany cooperation,
performing? workers and organizational partners can come from
• How can cross-training integrate anywhere. Even direct competitors sometimes find it’s better
and compress tasks? to partner than fight. This wealth of options creates
• How can suppliers/ partners enormous opportunities for process-innovation efforts. Often,
perform this activity? when the “who” dimension of a process is changed, the
“what” and “how” can change as well, and a new process is
born.
Given the broad range of possibilities, how can companies decide when to move all
or part of a process to another organization? They need to ask:
• Who can produce the best outcome for the customer? Consider internal and
external possibilities. Who has the best skills and assets for serving the
customer? Sometimes, it’s the customer.
• What are the company’s core competencies and strategies — or what does it
want them to be? It may make sense to outsource a noncritical process so that
management can focus on more important things. Or a company may want to
invest in re-skilling people to enable them to perform at a world-class level in a
process it considers strategically important.
Use the Reassign heuristic to think beyond the boundaries of the current
organization — be it team, department, division or company — to perform the work
where it makes the most sense and adds the most value.

REASSIGN EXAMPLES
How Can Existing Activities and Decisions Be Moved To a Different

Organization?
Example: When United Airlines wanted to offer lower-priced commuter service, it

created the United Shuttle, a separate organization with a culture and processes
suited to providing cheaper flights. It rethought everything, from boarding
procedures to ticketing, and asked employees to perform many different tasks. The
degree of culture and skill change necessitated creating an entirely new company.
Outsourcing and Virtual Companies

How Can the Activity Be Outsourced?
The extensive use of outsourcing enables the
Example: Volvo GM Heavy Truck Corp. sells creation of virtual companies. Examples:
repair parts in the United States through a
channel that includes regional warehouses • Monorail Computers outsources manufacturing,
and commercial truck dealers. Dealers ordering, delivery and accounts receivable work
complained of stock-outs on critical parts, needed to produce machines. Only design is
handled in-house.
even as inventory levels soared. Because
they couldn’t provide timely repairs, the • Virgin Cola has a significant share of the UK
dealers were losing business. The problem: It market, yet it has only a handful of employees
was difficult to predict demand for because most work is outsourced.
emergency roadside repairs, and if the parts
weren’t readily available, truck owners went • Trufresh Marketing Group markets “fresh-frozen”
elsewhere. GM Volvo turned to FedEx farm-raised Atlantic salmon. It has a bare-bones
staff, no headquarters and no plans to add
Logistics Services, which began managing a bricks and mortar. Distribution and warehousing,
toll-free line and a warehouse in Memphis as well as direct sales, are all outsourced.
that is stocked with a full line of truck parts.
Now, when dealers need parts for an
emergency repair, they call in their order,
and the parts are shipped by FedEx.
Example: Allied Signal Aerospace was looking for ways to provide quick delivery of
part kits directly to aircraft. It realized that catering trucks make deliveries to every
plane, so it teamed up with LSG/SKY Chefs to provide delivery service for its parts.
The company found a partner not by looking for special expertise, but by looking at
how other organizations were interacting with its customers. The lesson:
Sometimes, an outsourcing or alliance partner may emerge from a less-than-
obvious place.
How Can the Customer Perform This Revolutionizing Customer Habits

Activity?
When technology transforms a process, it often
transforms the behavior of customers as well —
Example: FedEx’s shipping software allows witness the growth of catalog shopping, or the
customers to schedule pickups, track and shift from physical retail bank branches to virtual
confirm deliveries, and print routing bar- channels such as ATMs or phone banking. In
code labels. This lets them prepare, particular, technology-based self-service is
process and track shipments on their own usually perceived as a valuable convenience,
rather than a burden. Consumers often prefer to
do it themselves — be it tracking their own
packages, designing their own windows, looking
up their own loan rates or using pay-at-the-pump
technology when refueling their cars.
terms, without having to contact a FedEx employee. It has also reduced FedEx
customer service calls and costs by 60%.
Example: Xerox used to send technicians to customer sites to perform copier

repairs. However, most repairs were relatively simple. Xerox now provides
customers with the tools and instructions needed to make their own simple repairs.
As a result, customers no longer wait several hours for a technician to be sent.
How Can the Organization Perform an Activity That the Customer Is

Currently Performing?
Example: Levi Strauss & Co. uses its LeviLink services to advise retailers on what
products and sizes they should carry. The system can create an order for the
retailer, and supply the goods pre-ticketed and ready to go on the retailer’s shelf.
Example: Westinghouse Electric used to simply deliver its finished power

generators to utility companies. Now, it will install generators, and even build an
entire plant to house the generators, allowing customers to focus on managing
operations, rather than on construction.
How Can Cross-training Integrate and Compress Tasks?
Example: GTE responds to customer reports of service outages with three

activities: getting information from the customer, checking its equipment and lines,
and dispatching a repair technician, if required. The three tasks were previously
handled by three specialists, requiring coordination, handoffs and communication.
Today, all three activities are performed by cross-trained individuals.
How Can Suppliers or Partners Perform This Activity?
Example: With Vendor Managed Inventory, the vendor and retailer coordinate
stock plans. The vendor tracks retail inventories, initiates replenishment based on
sell-through, and may also manage the merchandising of the items on the selling
floor. In one case, Procter & Gamble, the consumer products company, took on
work from customer Walmart, and now manages Walmart’s inventory of disposable
diapers. P&G is able to add value because it has the facilities, skills and information
that are appropriate for managing the product.

Cooperation Across the Value Chain
When rethinking who does what in an extended process, there are several interorganizational arrangements and techniques
to consider. These include:
The consortium
Companies can benefit from economies of scale by banding together to share resources. For example, manufacturers of
noncompeting consumer goods can solve the problem of dealing with infrequent, small shipments to particular regions by
cooperating to ship their products together. This situation is win-win-win: The two manufacturers lower their per-unit delivery
cost, and customers benefit from more current stock and more responsive order fulfillment.
Reversing the supply chain

The traditional view of the supply chain is buy, make, move, sell: Manufacturers acquire materials, make finished products
and move the products to retailers who sell the goods to consumers. This view was based on the projecting of market
demand. Because of the uncertainty inherent in projections, businesses put buffers into the supply chain, such as excess
manufacturing capacity and inventory. Reversing the supply chain means taking a “sell, move, make, buy” view. All activity
is triggered by a consumer sale or order, and supply-chain members respond to consumer actions with only the necessary
resources. This approach requires close cooperation and information sharing.
Supply-chain partnerships
By partnering up and down the supply chain, participants can minimize total costs while maintaining service and rates of
return. Supply-chain partnerships are enabled by:
• Dedicated capacity. Suppliers can reserve some amount of production capacity for a particular customer.
• Shared cost information. Supply-chain participants share cost- and process-flow information to identify win-win
opportunities and eliminate non–value-adding activities.
• Coordinated production planning efforts. Production planning is coordinated across the supply chain by sharing
forecasts and production schedules.
• Partnering for new product development. Involving suppliers in design work can bring them up to speed, and reduce
supplier-related lag time and errors later in the process.
The Extended Enterprise Virtual Relationships
Processes not only cross the boundaries between an Electronic commerce and the Internet are affecting how
organization’s immediate suppliers and customers, they also and where processes are performed across the supply
cover the entire extended enterprise, encompassing chain. However, no one knows precisely where these
everything from the supplier’s suppliers to the customer’s growing connections will lead. Some observers talk about
customers. In developing innovative designs, consider this disintermediation — the elimination of middlemen, such as
entire extended enterprise. distributors and retailers, due to direct electronic links.
Netscape, for example, distributes much of its browser
software in this manner. Others talk about hyper-
intermediation — the proliferation of electronic middlemen
that add value by organizing and simplifying electronic
business. Either way, such developments will accelerate
Indirect Direct
Organization
Distribution Direct
Customers
of the
the shifting of work from one place to another.
Supplier Supplier Channels Customers
Customers

RESEQUENCE (When)
This heuristic centers on the question of when work is
Questions done — on sequencing, timing and interdependencies.
When activities have been performed a certain way for
• How can predicting increase many years, it is easy to assume that some steps simply
efficiency?
• How can postponement increase must be performed before others. However, there may be
flexibility? fewer real dependencies than first meet the eye. Varying
• How can the number of the timing and sequence of work can be a powerful lever
interconnections and dependencies for designing not just a faster process, but one that
be minimized? enables greater customization, lower cost and fewer
• How can parallelism reduce time? errors. Once process performance requirements are
known, see if resequencing the work can help achieve
them.
Resequencing options include:
• Prediction. A process designed around strong capabilities in predicting usage

or demand can:
• enable faster response times (e.g., by starting the build process in advance
of orders)
• improve customer service (e.g., by minimizing stock-outs)
• Postponement. A process that postpones key decisions until better information
is available can:
• more closely meet customer needs (e.g., if you manufacture to order, rather
than manufacture in anticipation of an order)
• reduce costs (e.g., minimize inventories)
• Parallelism. A process with many parallel activities — rather than lengthy,
linear ones — can:
• compress time (e.g., as multiple tasks are performed simultaneously rather
than sequentially)
• reduce errors (e.g., as complementary activities provide feedback about
potential problems sooner and more frequently)
In addition, look closely at interdependencies in a process. Where critical

interdependencies cause delays or errors, find ways to redesign the process to
minimize such links. A simple example: If approvals are a long, tortuous affair, see
how many managers can be removed from the loop. Often, multiple approvals
aren’t really necessary; they are simply done because of tradition or politics. It may
not be easy to do, but minimizing approvals can be an effective way to speed up a
process and get better results.

RESEQUENCE EXAMPLES
How Can Predicting Increase Efficiency?
Example: In its admissions process, a hospital accepting transferring patients used

to verify the availability of rooms before the patient was moved — a step that took
considerable time and sometimes resulted in the loss of the referral to another
hospital. However, the hospital realized that it was nearly always able to find a
vacant bed, so it now immediately agrees to admit patients upon request, and finds
and prepares a room while those patients are in transit to the hospital.
How Can Postponement Increase Flexibility?
Example: Gateway Computer produces its machines with interchangeable

modules. This allows the company to postpone decisions about the configuration of
a given product until it receives an order. Then, it assembles the modules into a
custom product.
Example: Instead of making a broad range of colors in their plants, paint

manufacturers give hardware stores the base colors and tools needed to mix
custom colors on-site. The final decision about color occurs at the very end of the
process, when the customer is picking up the paint. This ensures the right color
paint is available when the customer wants it.
How Can the Number of Interconnections and Dependencies Be

Minimized?
Example: In its “Java around the clock” software development push, IBM questions
one of the most fundamental dependencies: the workday. When the company’s
Java developers finish their day, they forward the work via network to another
location that is just beginning its workday. These employees work on the project,
and at the end of their day, they forward it again to another geographic location,
and so on. As a result, the work is no longer dependent on time or geography.
How Can Parallelism Reduce Time?
Example: At one company, a serial product-development process meant that

marketing developed an idea and handed it off to engineering, which designed the
requirements for the new product and then passed the specs on to tooling and
manufacturing. Often, tooling and manufacturing would ask engineering for
revisions, based on what could and couldn’t be done with the manufacturing
equipment available. Engineering would then go back to marketing, and so forth.
Several such iterations were typical, which greatly slowed the product-development
process. A new process was designed around a shared data repository that allowed
all of this to occur in parallel. A design could be reviewed simultaneously by all the
departments during the design phase. Revisions could be incorporated as the
design progressed. Manufacturability was, in a real sense, built into the design from
the beginning, and overall product-development time was reduced.

The Power of Postponing
Benetton, which sells its clothing through 7,000 boutiques in 120 countries, has gotten around the problem of rapidly
changing fashion by using the “delayed decision” approach. Rather than manufacturing clothes from pre-dyed cloth,
Benetton makes many items of clothing without color. Quantities of specific colors are then determined by current customer
demand; as it becomes clear which colors are wanted, the company dyes items shortly before shipment. As a result, stores
carrying Benetton goods can use EDI to order clothes in response to changing customer tastes, and have the orders filled
quickly. The problem of disposing of unsold colors is also greatly reduced.
Reorder
Popular Colors
Before
Forecast Design Acquire Cut Assemble Ship to Put on Return

Style & Clothes Cloth Dye Cloth Clothes Stores Shelf Unsold
Color Clothes
Forecast Design Acquire Cut Assemble Ship to Put on

Style & Clothes Cloth Cloth Clothes Dye Stores Shelf
Color
After
Reorder
Popular Colors
Give Customers What They Want
Often, the accurate information needed to make decisions can come late in the process, in the form of the customer’s actual
order. This makes it possible to give customers exactly what they want:
• Hewlett Packard’s products consist of modules, allowing the company to hold off on building the final product and
assemble modules for each customer’s order.
• Ronal Tool Co. builds stamping dies and injection molds from specifications sent from the customer via the Internet.
• McGraw-Hill’s processes allow it to offer custom textbooks. Customers specify what they want, and the publisher
reconfigures chapters, includes articles from various sources and produces books in runs as small as 25 pieces
— all within a week.
When to Decide
Key process decisions (what to make, ship, order, etc.) can be made at several points in a process. In general:
• Making decisions later in a process can increase flexibility of the outcome.
• Making decisions earlier in a process can improve efficiency of the outcome.
When do you decide early and when do you decide later? It depends on when reliable information is available for decision
making. A company that anticipates customer tastes or needs incorrectly may well wind up manufacturing and selling
products no one wants. Principle 3: Innovate, Don't Duplicate 55
RELOCATE (Where)
This heuristic focuses on the question of where work is done;
Questions it’s about location, distance and physical infrastructure. The
idea is to minimize distance and maximize communication
• How can the activity be moved between the people involved in a process, thereby reducing
closer to the customer or
supplier to improve
the costs associated with travel time, handoffs, late error
effectiveness? detection, rework and quality problems. There are several
• How can the activity be moved key points to bear in mind when thinking about the location
closer to related activities to of work:
improve communication?
• How can we decrease cycle •
Where work happens is changing. In the past, work
time by reducing travel time and tended to be associated with a fixed and permanent
distance?
• How can geographically virtual
location — the plant, or the office. However, as we move
organizations be created? from the industrial age into a knowledge economy, the
primacy of physical assets is fading. Work is less physical
and tangible, and more intellectual and portable, so where
work happens is no longer a given. That opens up
numerous possibilities for process innovation.
• Organizations are becoming more permeable. In the past, work on a

company’s premises was done by employees only. As organizations ask where it
makes the most sense to do the work, they are relaxing these once-strict
boundaries. Today’s more permeable organizations may have customers,
suppliers or temporary workers maintain an on-site presence.
• Virtual organizations are increasingly common. Technology allows work to

be done remotely. Today, workers telecommute from home, a software package
turns lights and HVAC systems on and off remotely in multiple office buildings,
and radiologists can immediately read X-rays in offices far from the
hospital where the images were taken. The number of virtual organizations is
growing rapidly, driven by lower costs, higher quality of resources and often
higher satisfaction levels of people who can work flexibly across locations.
• New work requires new facilities. A change in the nature of work often
requires a change in physical infrastructure. Many innovative processes rely on
teamwork for proper execution. This in turn drives a need for plant or office
facilities that enable fast-cycle communications and high levels of interaction —
shared spaces, shared access to information and “generic” space that can be
used by any member of a constantly changing team. This requires floor plans
that are radically different from the usual office with its warren of private offices
and cubicles. The payoff is faster processes, fewer errors and problems that are
caught earlier in the cycle because team members are all involved right from
the beginning of the activity.
• Just say no to travel. Since travel time is non–value-added time — whether it’s
a professional flying city to city for meetings or a worker moving a long distance
to the next station on an assembly line — look for ways to design travel time out
of the process.

RELOCATE EXAMPLES
How Can the Activity Be Moved Closer To the Customer or Supplier to

Improve Effectiveness?
Example: At Volkswagen’s Resende plant in Brazil, major suppliers will assemble

components right in the plant, and then fasten those components to new trucks and
buses. This will enable high-quality, accurate just-in-time delivery, and the
coordination of cost-cutting initiatives.
How Can the Activity Be Moved Closer to Related Activities to Improve

Communication?
Example: IVI Publishing, a Minneapolis-based multimedia publisher, reengineered

its product-development process for CD-ROM titles, changing from a fragmented
and lengthy sequence of tasks to an integrated process that relies on “title
development” teams (a title is a particular CD-ROM product). Each team has
complete responsibility for a title. This approach is supported by the design of the
company’s new headquarters. The previous building featured individual offices
clustered into departments, but the new space is predicated on the notion that
most people at IVI will spend their time either working on a title development team
or advancing their skills in a discipline-oriented center of excellence. Therefore, the
facility emphasizes moveable workstations organized around shared team space,
which accommodates the frequent movement of employees into and out of teams.
How Can We Decrease Cycle Time By Reducing Travel Time and Distance?
Example: Inacom Corp. used to ship monitors, keyboards and modems from
suppliers across the United States to its headquarters in Omaha, Nebraska. There,
the components were packaged with central processing units and shipped to
customers — all of which meant that some parts were crisscrossing the country
before final delivery. Now, a logistics company picks up components from
manufacturers and CPUs from Inacom, packages them at four regional centers that
are closer to end customers, and delivers them. Parts make fewer trips overall,
making the process more efficient.
How Can Geographically Virtual Organizations Be Created?
Example: The Chiat-Day advertising agency has totally reinvented its California,
New York, Toronto and London offices to better support rapid development and
delivery of ad campaigns. Private offices have been replaced by unassigned
cubicles, each equipped with a Macintosh computer, table and chair. Anyone can sit
down at a free carrel and work. Project rooms house all the files and materials
pertaining to a given client. Computers are ubiquitous, and no worker is more than
12 feet from a network connection that provides access to e-mail and remote files.
All employees have virtual telephone extensions, so that they can be reached
anywhere there is a phone.

This question can be applied to distance and communication between companies
and their customers, as well. Example: In the United States, many banking
institutions have moved into PC- and phone-based banking, and even “supermarket
banking” through branches in grocery stores, thereby “bringing the bank to the
customer.”
Why Bring Them Together?
In a manufacturing environment, traditional workspace design often leads to excessive work in progress (WIP) — that is,
partially completed products or paperwork that must be moved between operations or subprocesses. Ideally, the amount of
WIP should be close to none, with products and pieces flowing smoothly and immediately from one station to the next, or even
being completed at a single, multipurpose workstation. When process performers are widely separated and out of touch with
one another:
• errors and delays increase.
• workers are less productive, because they have to spend time moving from one position to another.
• handling costs and cycle times increase.
• the number of supervisory and technical specialists tends to increase.
• inventory investment increases because excess space is often filled with WIP.

REDUCE (How Much)
This heuristic is about frequencies, volumes, resources,
Questions information and quality levels, and determining how much of
each is really necessary and appropriate. In spite of its name, the
• How can the frequency of
the activity be reduced or
Reduce heuristic encourages designers to explore what kind of
increased? process improvements are possible if the frequency of activities
• How can critical varies up or down. Depending on the process outcomes desired,
resources be used more either direction may be the way to go. There are several key
effectively? points to bear in mind when thinking about “how much”:
• How would less
information or fewer • Change the frequency of activities. Essentially, leave the
controls simplify and
improve efficiency?
activities the same, but consider changing the frequency with
• How would more which they are performed. The classic example of this is meter
information enable reading by utilities. Rather than read the meter every month
greater effectiveness? to create a bill for actual usage, they read less frequently, and
estimate usage. They then reconcile any differences at the
end of the year. This saves time and cost, and accomplishes the same objective.
• Vary the amount and type of information captured. Consider the amount
of information gathered and used in the course of performing a process. Along
with doing things, people also typically report on the things they do. It is
not uncommon for companies to be drowning in data, but thirsting for
information they can act on. Sometimes, changing the amount of information
tracked — again, either more or less — can make a huge difference in the
efficiency or effectiveness of a process.
• Make the most of critical resources. Scarce and expensive resources need
to be utilized properly. In a hospital, for example, that may mean ensuring that
doctors focus more time on diagnosis and treatment of patients, rather than
chasing down misplaced charts or prepping examination rooms. In a
manufacturing plant, it may mean finding ways to ensure that an expensive
piece of equipment has a high utilization rate.

REDUCE EXAMPLES
How Can the Frequency of the Activity Be Reduced or Increased?
Example: In order to send monthly bills to corporate customers for the use of its
photocopiers, Xerox sent meter-read cards to customers and asked them to read
the meter, record the count and mail in the results each month. Asking how to
improve this process led the company to consider automating these meter
readings, which would have required a fairly expensive networking arrangement.
Asking how much, however, led to a simpler solution. The company realized it did
not need to read actual figures every month — that it could bill a flat rate on a
monthly basis and, based on an actual meter read performed when technicians did
annual routine maintenance, send an annual adjustment bill to customers.
How Can Critical Resources Be Used More Effectively?
Example: Manufacturers have learned that instead of sending a delivery truck out
full and back empty, they can make or save money on the return leg by carrying
cargo for other companies.
Example: When a golf course has too many players at once, it can take a parallel
approach and “double tee” customers — start one group at the first hole, and
simultaneously start another group at the 10th hole.
Sometimes, Less Is More
A major entertainment company required approvals for all expenditures over $500. That delayed production schedules as
production assistants tried to track down busy executives for relatively minor expenses. The company raised the limit to $5,000.
This eliminated the vast majority of approvals and sped up the production schedule. Budget reports could easily flag any
unfavorable trends in expenses.
How Would Less Information or Fewer Controls Simplify and Improve

Efficiency?
Example: A hospital was tracking the usage of low-cost supplies, such as bandages
and tape, in great detail and sending patients itemized bills. However, because this
cost varied little from one patient to the next, the hospital found it more effective to
simply bill a flat per-room charge based on average usage of those items. The
organization realized that the extensive effort that went into tracking a high level of
detail provided little payoff.
How Would More Information Enable Greater Effectiveness?
Example: Progressive Insurance realized that by collecting slightly more data from
customers, it could better assess risk levels, and therefore more accurately price
insurance.

What’s a Critical Resource?
Understand which resources are most critical to process success and find ways to make the most of them. Example: In
delivering primary health care, a doctor’s time is the most scarce and costly resource. Health-care organizations seek to
maximize the doctor’s time with patients, as opposed to doing administrative tasks. In a company’s Order Fulfillment
process, making the most of critical resources may include keeping the plant running and keeping trucks full both outbound
and inbound. In delivering excellent customer service, the most critical resource may be keeping the customer database up-
to-date and accurate.
What makes a resource critical?

• The process cannot operate without it.
• It is a high-cost item (either fixed or variable).
• It differentiates the company from competitors and drives competitive advantage in the marketplace.
Information Is Power
A major greeting-card manufacturer originally tracked cards sold by category (birthday, Christmas, etc.). But it did not know
which individual cards sold well or poorly, causing build-ups of unsold stock. It installed sophisticated point-of-sale devices at
250 key stores that captured sales information down to the individual card level. By analyzing the sales of new cards prior to
releasing them to 22,000 stores, the company was able to eliminate the poor sellers early, thereby avoiding the costs of
unsold cards.

RETOOL (How)
This heuristic is about how work is accomplished — the
Questions technologies, human capital and competencies that enable
organizations to do work. Few truly innovative processes are
• How can technology created without extensive introduction of new technology and
transform the process? skills to an organization. There are several key points to bear in
• How can the activity be mind when thinking about this dimension:
automated?
• How can assets or
competencies be leveraged
• Technology can transform processes. Organizations
to create competitive need to think beyond automation when it comes to using
advantage? technology. Automation may be a sensible move, but it is
• How can up-skilling, down- unlikely to create competitive advantage. The real payoff of
skilling or multi-skilling technology lies in its power to transform. Not long ago, the
improve the process? use of handheld computers in rental-car return lots was a
novelty; now the speed, convenience and accuracy that the
technology brings has created a new standard in the
industry. That is the kind of technology-related transformation that process
designers should seek — but they should also be wary of pursuing “technology
for technology’s sake.” Focus on the process outcome that’s desired, and find
the technology that enables that.
• Re-skilled human resources can be hard to beat. Think beyond the

capabilities of current human resources in designing new processes. Depending
on the outcomes desired, employees may need more skills, fewer skills or just
different skills to be effective at performing a new process. Organizations are
simply wearing blinders when they insist that a new process must match the
current skill levels of employees. Balance the costs of re-skilling against
expected benefits of the new process, and expect that some employees will
thrive in a new process, and others won’t. Re-skilling can be a daunting
prospect, but it is one of the hardest things for competitors to match.
• Know thy organizational strengths — and use them creatively.

Understand existing organizational competencies and consider using them in
new ways. When a company has a world-class process, or underutilized
resources, the best opportunity may lie in extending a process, assets or
capabilities into new areas of the market.

RETOOL EXAMPLES
How Can Technology Transform the Process?
Example: The National car rental company’s Emerald Aisle program eliminates the
time-consuming sign-up process. A member’s billing information is captured once
and encoded on a “smart” credit card. That customer can then go directly to the
rental lot, choose a car and check out using the card at the exit booth.
Example: Andersen Windows established a kiosk system called Windows of

Knowledge. Using the kiosk, customers can enter their home floor plan into the
system and try out standard window options, or even design their own custom
windows. The system tells them what can and cannot be
built. When customers have come up with what they want,
Technology and Process
the system automatically generates a parts lists and price,
and places the order. Increasingly, such applications are In the search for innovation,
being integrated with the Internet and home PCs, moving processes and technology go
them even closer to the customer. hand in hand: Technology inspires
ideas for new processes, while
Example: The Peapod company works with retail grocers to new processes drive the shape of
technology.
let customers shop for groceries online. Customers simply
use their home PCs to submit a list of groceries, and Peapod
handles the actual shopping and delivery. This process saves
time for customers, and lets them shop when it is most Processes
convenient. The system also helps the customer by proposing
reduced-price alternatives and offering coupons.
Inspire Drive
How Can the Activity Be Automated?

Technology
Example: The U.S. Internal Revenue Service has found the
error rate on electronic filings to be just 1.3%, as opposed to
approximately 15% for paper forms. Electronic filers generally
receive refunds within two to three weeks, compared with a four- to six-week wait
for paper filers.
Beware, however: Automating an existing process may just

“To suggest that process accelerate a process that is fundamentally flawed.
designs be developed
independently of IT or other
enablers is to ignore valuable
tools for shaping processes. A How Can Assets or Competencies Be Leveraged to
sculptor does not take a design Create Competitive Advantage?
very far before considering
whether to work in bronze, wood Example: The William Companies, a natural gas company,
or stone. A process designer faced increased competition due to deregulation. Executives
pursuing innovation should realized that the right-of-ways used for their pipelines were
consider all the tools that can
help shape or enable the a tremendous asset — in telecommunications, that is. They
process, and IT and the used the right-of-ways for fiber-optic cable, became known
information it provides are as Wiltel, and quickly entered a new industry.
among the most powerful.”
From Process Innovation by

Thomas Davenport

How Can Up-Skilling, Down-Skilling or Multi-Skilling Improve The Process?
Example: An increase in employees’ skill levels can enable each individual to

handle a wider range of integrated tasks, thereby reducing the need for handoffs. A
major HMO considered putting RNs on the phone instead of less-skilled health
professionals, so that the organization could handle a wider array of patient
questions over the phone — rather than in the doctor’s office.
Example: At times, lower skill levels may be more cost-effective. When dispersed
customer-service specialists are replaced by centralized call centers, the call-center
employees will not normally need as wide a range of skills as their predecessors.
However, because they are supported by customer and product information via
computer, they will typically provide more consistent and cost-effective service.
Custom Build or Buy?
As a rule, use packaged software for tactical processes and custom applications for strategic processes. Custom software
lends itself to strategic processes in which flexibility is more important than fast implementation. Packaged software lends
itself to tactical processes requiring less flexibility and to situations where getting the system quickly installed and
operational is more important.
Fast Buy
Competitive Advantage
Through Blended Solutions
Build
Slow
Tactical Strategic
Adapted from Gartner Group

Tools That Reshape Processes
There is a wealth of technologies that can totally reshape the way work gets done — and more are appearing every day.
Process designers need to stay close to their technologist colleagues to track the latest developments. Here are just a few:
• The Internet and the World Wide Web provide a kind of “universal connectivity” that has led to new marketing
approaches, delivery channels, disintermediation, hyper-intermediation, direct interactive links between manufacturers
and consumers, collaboration across distances and, of course, electronic commerce.
• Intranets use Web pages to share graphical information with a company’s internal audiences; extranets use Web
pages to share internal company information with customers and suppliers.
• Groupware, such as Lotus Notes, makes previously restricted information available to all workers throughout the
organization. It also allows the organization to empower employees who are closest to the customer, manage
knowledge capital more effectively, and foster a sense of community and shared purpose in a large workforce.
• Network computing overcomes the limits of geography, allowing the organization to coordinate processes and work
across regions and borders. Customers and suppliers can also be tied into the company’s network for increased
efficiency.
• EDI allows suppliers and customers to exchange business information — such as purchase orders, shipping documents,
invoices and payments — electronically and without human intervention. The technology makes it possible to forge
closer links with organizations up and down the supply chain, and respond more quickly to changing customer tastes.
When integrated with a company’s internal systems, it can also pave the way to taking steps out of processes.
(Traditionally done over private Value-Added Networks, EDI is gradually migrating to the Internet, as security on that
more universal network improves.)
• Shared databases allow business partners to eliminate transaction-oriented activities between organizations, because
both partners are working with the same real-time information.
• Data warehousing allows companies to gather and manage huge volumes of data to get a highly detailed view of
customers’ tastes and segments. It has the potential to provide powerful new sources of feedback to processes,
especially in the area of mass customization.
Technology Tips & Traps
• Ensure that the use of technology improves value delivered to the customer. If it doesn’t, is it worthwhile?
• Keep an eye on the original process vision, and use technology to enable that vision. Process design should be enabled
by technology, not driven by it. Watch for warning signs that technology is becoming too dominant a factor, such as
automating the way things are done today or accelerating existing process flows.
• Design new processes and new technology solutions in tandem. Start exploring technology options early in the process
redesign. Don’t make the mistake of spending lots of time redesigning a process, only to discover too late that no
technology can support the design.
• Recognize the inhibiting side of technology — early. Just as technology can inspire process designs, it can also present
barriers to change. Ask questions such as:
• Is the technology viable?
• Will extensive user training be required?
• How much lead time is needed to develop the systems?
• Does the organization have the IT skills needed to create and maintain the system?
• If the platform is nonstandard, are the benefits worth the costs this will entail?
• Is the system flexible enough to change as the process changes?
• The process redesign initiative should be owned by operations specialists rather than information specialists. Combine
process and technology design teams, so that both disciplines are included in an integrated approach.
• Do not focus on one technology. There is a tendency to devote energy and resources to the latest-and-greatest
technology, which excludes other potentially valuable technologies. An emphasis on the latest technology can also
cause the project team to lose sight of the strategic business objectives.

Summary
Principle 3: Innovate, Don’t Duplicate
The design of excellent processes depends heavily on innovation. To help uncover

new possibilities and opportunities for process design, process professionals can
use the Seven Rs:
• Rethink (Why)
• Reconfigure (What)
• Reassign (Who)
• Resequence (When)
• Relocate (Where)
• Reduce (How Much)
• Retool (How)
This set of heuristics gives process designers a systematic approach to looking at

processes in a new light — to seeing past the obvious, to questioning the status quo
and to getting beyond the baggage of tradition and habit. This wide-ranging
exploration is critical to creating processes that deliver value over the long term
and allow organizations to lead, rather than follow, in the marketplace.

Principle 4:
Excellent Processes Need Excellent Owners
Overview
The role of Process Owner is critical to Process Excellence. A Process Owner has
end-to-end responsibility for achieving the outcomes of the process, and his or her
influence cuts across functions and traditional divisions of power. The Process
Owner:
• is responsible for measuring and improving the process, driving innovation and
acting as an advocate for the process.
• participates in the governance processes of an organization.
• has a role that is fundamentally different from the role of the traditional
functional manager.
At the same time, the Process Owner is only one player in a process organization.
He or she needs the support and participation of a committed leader, skilled
process performers and, in a hybrid organization (i.e., part process, part function),
the support of the functions.
Questions
The Roles of the Process Owner
• Do all processes have an owner?
• Are the responsibilities of the Process The Process Owner has three fundamental roles:
Owner clearly defined? Does he or she:
• have accountability for achieving Innovator: designing the process and measuring
process outcomes and process performance
performance? • determine process performance requirements
• architect, design and improve the process
• own the process design?
• architect measurement and training systems
• act as a coach, mentor, facilitator • review and interpret performance measures
and negotiator? • manage process-improvement efforts
• act as an advocate for process
thinking? Coach: enabling the performers by acting as a
• have responsibility for a continuous- resource, rather than a supervisor
improvement process? • serve as the process expert
• instruct in process technique
• Is the Process Owner measured and • handle exceptions and solve operational problems
incented on the basis of process • assist in conflict resolution
outcomes? • redeploy resources on ad hoc basis
• Does the Process Owner’s scope span
multiple functions? Is he or she Advocate: representing the process in the
empowered to work across relevant organization
functions? • negotiate performance requirements
• determine interfaces with other processes
• Is the Process Owner in it for the long • sit on the process council
haul? • drive major change when needed
• Does the Process Owner create an • negotiate with constituencies and stakeholders
environment of continual learning?
Adapted from Hammer & Co., 1997

Question:
DO ALL PROCESSES HAVE AN OWNER?
Processes don’t perform well on their own; they need someone who is accountable
for their performance. Thus, every process must have an owner.
A Process Owner is someone whose full-time job is the success

Processes in a Functional of the end-to-end process. The Process Owner is responsible for
Environment the entire process, from initial inputs to final outcomes. That
means that there is no “other department” to blame if things go
Simply dropping a process into wrong. The Process Owner is the single point of accountability.
a functional structure is much
like dropping a high-powered
engine into a Volkswagen Beetle
without altering the
transmission, drive train, The Process Owner is critical to building an enabling
suspension and so forth. It can environment for processes. Superior processes cannot simply be
be done, but the finished added onto an existing functional organization; they require
product won’t work very well. changes in virtually all parts of the organization, from
The Process Owner is the chief
engineer who makes sure that
management style to measurement systems. A Process Owner
all the pieces fit together. provides the focused support and leadership needed to ensure
that all the necessary resources and elements are in place.
Designating a Process Owner sends the message that processes

A Common Challenge
are important. In addition to providing management attention,
Quite often, a Process Owner naming a Process Owner makes it clear that the transition to a
does not “own” the people who process orientation is real and lasting, and not just another
perform the process; often those improvement program of the month.
people are still housed in
functions. Therefore, a Process
Owner must be a mentor, coach
and negotiator, rather than a
boss or task master. This is a What Does It Take to Be a Process Owner?
challenge for many Process
Owners who were trained in the To be effective, a Process Owner should be:
traditional command-and-control • respected within the organization for getting results
style of management. In • determined, confident, energetic, persistent and thick-skinned
addition, process performers, • empathetic to and especially adept at handling human concerns
after years of training, are • process-oriented, process-knowledgeable
accustomed to being told what • devoid of any personal agenda — that is, not egocentric or precommitted to a
to do and often have difficulty particular solution or political view
making decisions and dealing • able to grasp the big picture while being especially attuned to the customer’s
with ambiguity. perspective
• a superior listener

Question:
ARE THE RESPONSIBILITIES OF THE PROCESS OWNER CLEARLY DEFINED?
Success depends on an owner who plays the role — a role that is very clearly
defined.
Does the Process Owner:
• have accountability for achieving process outcomes and process

performance? Accountability should encompass both process outcomes (did
we make the number of widgets we planned?) and process performance (did
the process operate within the expected parameters of time, cost and quality in
producing those results?). This accountability should be formally assigned and
used to evaluate the Process Owner’s performance.
• own the process design? The Process Owner should:

Ownership and IT
• be involved in the original design of the process.
In owning the process design, • understand the design well enough to explain it to others.
the Process Owner should also • be passionate about seeing it realized.
own the IT design. In fact, • be committed to improving it.
processes are most successful
when the Process Owner owns As owner of the design, the Process Owner is a key innovator and
the IT budget. helps in the cross-pollinating of ideas across the organization.
• act as a coach, mentor, facilitator and negotiator? The Process Owner

should not be a traditional, controlling manager. However, this is not simply a
matter of being nice to people — it is a matter of making people more effective.
Process Owners need to have skills and attitudes that bring out the best in the
people who do the work — that is, the process performers. As coach and
mentor, the Process Owner shares process expertise with performers so that
they can do a better job. As facilitator and negotiator, the Process Owner helps
performers work through disagreements or unexpected obstacles, and bargains
for the resources performers need. Overall, the emphasis is on enabling the
performers, rather than controlling them. Example: At Trane (a manufacturer of
air-conditioning and heating units), a choice had to be made between two
expensive pieces of equipment. The team making the selection looked to the
Process Owner for the decision. Instead, the Process Owner helped team
members “do the math” and enabled the team to make the decision.
• act as an advocate for process thinking? Process thinking is new and

different in most organizations. The Process Owner must “walk the talk,” and
constantly reinforce process thinking through words and actions. In addition, the
Process Owner must be an advocate for his or her specific process, being careful
to avoid advocating one process at the expense of the organization’s greater
good.
• have responsibility for a continuous-improvement process? Process

Excellent companies have explicit processes for continuous improvement. The
Process Owner is responsible for those processes and for identifying:

• ideas for small improvements, which are likely to surface through the day-to-
day monitoring and periodic analysis of process performance, and through
the suggestions of process performers.
• the need for large improvements, which may surface through the monitoring
of changing customer requirements and other external factors. Tracking such
external factors is one aspect of an organization’s “governance processes,”
which produce strategic decisions that affect the course of the business. The
Process Owner should have a role in governance processes — typically, that
means having a seat on an organization-wide process council.
Changing Roles
“As a manager, it’s been a big change. I’ve had to learn to back away from my normal command mode. Because I’ve been
managing data processing for many years, the thought used to be that I’d just go off and automate our processes on my
own. But now the teams are empowered to create the automated processes and pick our software vendor. I’m just there as
a resource and a coach for the teams dealing with automation issues.”
David Pou, Premier Bank; “Real-World Reengineering: Supporting Organizational Change at Premier Bank,” National Productivity
Review, Spring 1996.
Process Owners and Innovation: Roles and Responsibilities

Roles Responsibilities
Assess process performance • Manage ongoing customer communications and understand customer
requirements in light of requirements
customer expectations • Determine process performance requirements
• Understand the capabilities of the process
• Understand the capabilities of the competitors and other companies
(e.g., by benchmarking)
• Facilitate work across • Resolve conflicts and disconnects between functions
the organization in the • Engage process performers in dialogue about their problems and
assigned core process perceptions
• Recommend • Review and interpret performance measures
improvement strategies • Formulate the vision
• Assess processes for efficiency and effectiveness, and commission
improvement teams
• Lead improvement • Ensure that the direction is clear and expectations are understood
activities • Select the right resources for each team
• Allocate support and arrange for training
• Establish effective tracking and monitoring systems
• Manage change program
Sources: Process Reengineering, by Lon Roberts; Beyond Reengineering, by Dr. Michael Hammer.
The Process Council
As discussed in the Target High-Value Processes principle (see Chapter 2), processes cannot be designed in isolation. To
avoid suboptimization, process-based companies typically have a process council that looks at organization-wide performance.
The process council is usually made up of:
• the CEO or COO
• the Process Owners
• a cross-process program manager
• the heads of key support groups, such as Human Resources or Technology
Example: At Xerox, a group of high-level Process Owners has been assigned overall, full-time responsibility for processes. In
addition, for each process there is a process sponsor, who is an executive vice president who reports directly to the CEO.
Working together as a process council, this group provides a means for transcending individual processes — for making sure
the various processes are integrated and for keeping the larger organizational goals in sight.
Question:
IS THE PROCESS OWNER MEASURED AND INCENTED ON THE BASIS OF PROCESS
OUTCOMES?
The best way to ensure that the owner will focus on delivering process outcomes is
to tie his or her compensation to the performance of the process.
Like everyone else, Process Owners need measures to help them stay focused on
process outcomes. A Process Owner’s role is different from that of the functional
manager, and the measures used to gauge the owner’s performance must be
different as well. A Process Owner’s performance should be assessed in terms of
the process outcomes he or she achieves, rather than tasks completed. Process
outcomes should be explicitly spelled out in a Process Owner’s performance goals,
with rewards and recognition (e.g., raises, promotions and incentives) aligning to
those outcomes. Example: At Duke Power, 80% of the Process Owner’s bonus is
based on successfully achieving the performance objectives of the process.
Ensure that the Process Owner’s measures are aligned with those used for process
performers. (See Chapter 5, “You Get What You Measure,” for more on aligning
measures.) Example: In undertaking a business improvement initiative, Fleet Bank
decided to measure senior executives on positive changes in stock price, while
measuring performers on achievement of aggressive cost-cutting targets. Because
the cost-cutting targets were not fully achieved, performers did not receive
incentive payouts. But because the stock market in general happened to be doing
exceptionally well, the executives got handsome bonuses. This caused enormous
resentment within the ranks, and led to high turnover. When designing measures
for a Process Owner, don’t stop there. Measures need to be aligned up and down
the organization.

Question:
DOES THE PROCESS OWNER’S SCOPE SPAN MULTIPLE FUNCTIONS?
IS HE OR SHE EMPOWERED TO WORK ACROSS RELEVANT FUNCTIONS?
Because processes span multiple functions, the power of the owner should do so as
well.
Processes span multiple functions; a Process Owner’s authority, influence and

access to information should do the same. This does not mean that everyone
involved in performing a process must report directly to the Process Owner — but
the Process Owner must have enough influence on work and performance
evaluations to be able to guide people and affect the operation of the process.
Ensure that traditional functional fiefdoms do not stand in the way of the Process
Owner’s ability to exercise necessary authority. Example: At one U.S. utility, the
Product Development process was redesigned around cross-functional teams. The
head of the finance department balked, however, at the notion of marketing people
managing, scheduling and evaluating the financial analysts on the product teams.
Ultimately, that finance manager was replaced so that the process could function
effectively.
The same person should not act as Process Owner and functional manager at the
same time. Otherwise, his or her attention will be divided between two often-
conflicting roles. Functional roles typically involve controlling and hoarding
information and other resources; they are internally oriented and focused on
departmental tasks. A Process Owner, on the other hand, needs to take a customer-
oriented view that cuts across internal boundaries. An executive trying to do both
jobs is left juggling two very different approaches and objectives. Those who try to
wear two hats usually end up wearing the most comfortable one the most often —
and typically, the functional role is the older, more familiar hat. (See “Process
Owners vs. Functional Managers,” opposite.)
Process Owners vs. Functional Managers
Cynics sometimes claim that the coaching aspect of the Process Owner’s job is just a linguistic trick —
that it is nothing more than the old supervisory role. In reality, there are several fundamental differences.
Process Owner Functional Manager

Monitors results, examines outcomes Monitors subordinates, examines work
Only gets involved when approached Is elemental link in chain of work
Visioning, facilitation and negotiation skill Task skill (e.g., previous star sales associate)
Represents the customer and the team within the Represents the department, the boss
organization
Supportive behaviors Dictatorial, directive behaviors
Helps solve problems Solves problems
The "oil" that lubricates the performance of others The "glue" that holds the organization together
Encourages teams to challenge the process Encourages employees to "color inside the line"
Adapted from Hammer & Co., 1997

Question:
IS THE PROCESS OWNER IN IT FOR THE LONG HAUL?
Long-term success requires long-term thinking. Process ownership must be a

meaningful career move, not a short-term assignment.
Process Excellence takes years to achieve. It is an ongoing commitment to a

different kind of business operation. The changing of Process Owners reduces
momentum and increases the risk of the process initiative being undermined or
stalled. Companies may have to revamp their promotion policies and career paths
so that professional success is not equated with rapid movement from one position
to the next, but rather with long-term results. Example: The Process Owner of the
Market to Collection process for a major manufacturer was providing the vision and
direction for a process initiative. When he retired (somewhat unexpectedly),
process-improvement efforts stalled and executives started to rethink the vision.
Ensure that the long-term success of the Process Owner is tied to the long-term
success of the process, through bonuses and other rewards. If the desired
outcomes aren’t really expected to happen until three to five years out, then
construct an incentive program to reward three to five years of tenure (at least) in a
Process Owner position. However, be alert to any unintended consequences of such
incentives. Example: One large telecommunications company incented executives
with bonuses granted every three years based on profitability. During the third
year, however, prior to bonuses being issued, all investments stopped to make the
organization look more profitable. A better idea: Issue bonuses every year based
on the performance objectives for the processes. Be sure that process outcomes
are specific and measurable and that they take a long-term view. Therefore, if the
biggest improvements are expected five years out, the bonuses at that time should
be larger to reflect the higher hurdles.

A Leader Makes It Happen
The Process Owner is only one player in a Process Excellent organization. Without a strong, committed leader, significant
process change is unlikely. The leader — usually a top-level executive — supports and nurtures the Process Owner’s effort.
An effective leader:
• creates a sense of urgency. Leaders often drive change by finding a “burning platform” — a competitive threat, falling
profits or some other crisis — that can be used to drive people out of their comfort zones.
• identifies and aligns best resources. An effective leader must be able to pull resources from across the organization,
and gain support from executives and managers for the process change effort.
• creates and communicates the vision. The leader must be able to paint a picture of the better world to come. This
vision pulls the organization forward, and helps define how individuals and processes will fit together to produce the right
outcomes.
• understands that process improvement drives business improvement. A leader must be process literate enough
to explain the new process, and how the outcomes of the process will benefit the company. Dr. Michael Hammer says,
“Only a process-oriented senior executive who is capable of thinking about the entire value-added chain should lead the
effort — seniority and authority are not enough.”
• overcomes adversity. The leader must keep an “ear to the ground” for signs of resistance to change, reinforce a
commitment to the vision and defuse any doubts stakeholders have about the change.
• has the necessary clout. Because of the breadth and depth of process change, the leader must have the power to
reallocate the firm’s best people, resources and knowledge capital to support the process change. He or she must be
well-respected, able to navigate stormy political waters and capable of overcoming departmental squabbling.
Question:
DOES THE PROCESS OWNER CREATE AN ENVIRONMENT OF CONTINUAL LEARNING?
The continuous evolution of the process requires a learning organization. The

Process Owner is accountable for creating this environment.
Learning and Problem
A Process Excellent organization is a learning organization.
Solving at Xerox
Information about process performance should be widely available
At Xerox, employees are and shared, and all process performers and owners should use
provided with decision-making that information to help improve processes. In addition, process
tools in four areas: performers should be encouraged to enhance their skills and
• generating ideas and acquire new knowledge.
collecting information
(brainstorming,
interviews, surveying)
• reaching consensus (list Process Owners help create the right environment for learning.
reduction, rating forms, The Process Owner should encourage learning by:
weighted voting) • supplying the tools for process performance monitoring and
• analyzing and displaying information sharing.
data (cause-and-effect • helping shape career paths that reward horizontal growth,
diagrams, force field rather than the traditional climbing of a hierarchical ladder.
analysis)
• planning actions (flow • using process performance data for learning, rather than
charts, Gantt charts) placing blame.
• visibly recognizing and rewarding people for learning new
Employees are trained to use skills.
these tools by working in
teams to solve real problems.
The result: A common
vocabulary and consistent,
company-wide approach to
problem solving. Employees
are expected to use the Principle 4: Excellent Processes Need Excellent Owners 75
techniques at all meetings,
and no topic is off-limits.
A learning environment enables performers to do their work more effectively.
Learning environments are not an end in themselves — they are created to help
improve the performance of the process. In a learning environment, performers are
more likely to:
• make correct decisions.
• take timely action on their own initiative.
• work well in team situations.
As a result, the process is more likely to perform successfully.
“Only by making process management the backbone of the organization’s management practices can a constant
readiness to change be achieved.”
From Building Process Excellence; Lessons From the Leaders, by Andersen Consulting and Economist Intelligence Unit
The Attributes of Effective Process Performers
Just as the Process Owner depends on a leader for help in achieving Process Excellence, he or she can't get there without
the process performers – the people who do the work. In a process-centered organization, the process performers have
certain important attributes. These performers:
• focus on outcomes rather than tasks. They understand how their work contributes to the whole, and they feel
responsible for results. They are willing to step outside of their assigned tasks to make sure that the process
produces the right result.
• are cross-functionally educated. They learn new jobs and skills, so that each worker can perform different tasks as
needed, and understand how one worker's role relates to the work of others on the team and elsewhere in the
process.
• make the critical decisions and take initiative. With its outcome-oriented perspective, the process performers role
becomes that of the professional, rather than the worker. Process performers see decision making and the
identification of opportunities and problems as an integral part of their job.
• work in teams rather than alone. They see themselves as a part of a team, and have some of their incentives based
on team performance.
• continually learn. They understand that in order to contribute and succeed within a constantly evolving process, they
must acquire new skills throughout their careers.
• value contention and disagreement for the ideas they inspire. They understand that competing ideas are a source
of innovation, and they have the tools, forums and procedures for surfacing and evaluating new ideas.
• use knowledge assets to their advantage. Process performers are no longer the passive recipients of information.
They have the tools and skills to manipulate it, analyze it and use it to add value – to help customers, improve
operations and exploit opportunities.
The Learning Organization
A learning organization is “an organization that is continually expanding its capacity to create its future.”
Peter Senge, The Fifth Discipline

Summary
Principle 4: Excellent Processes Need Excellent Owners
• Process Owners are essential in a process-centric organization.
• “Process Owner” is a hands-on, multifaceted role that is different — in style and

substance — from the role of traditional functional manager.
• Process Owners manage the day-to-day process and are the catalysts for
process improvement.

Principle 5:
You Get What You Measure
Overview
Process measures and targets are the key indicators of an

organization’s performance. They: Characteristics of Good
Measures
• provide feedback for achieving results.
• communicate what is important throughout the organization. A good measure:
• shape behaviors — people act according to the way they are • is accurate.
measured. • is objective.
• contains one or more
The importance of measures is widely recognized, yet they are dimensions (e.g., time).
often one of the most neglected parts of the business. That is • includes a target (e.g.,
because creating a good measurement architecture is difficult. 75% faster).
There is no right or universally accepted answer. And, because it • balances the trade-offs
eventually affects compensation, measurement is a highly between cost/quality,
sensitive area. speed/flexibility.
• is clear to all involved.
• supports the
organization’s
strategies.
Questions
• Are process measures balanced across multiple dimensions?

• Do the performance targets seem achievable? If so, consider setting more
aggressive targets.
• Are the performance targets defined concurrently with, or in advance of, the
process design?
• Are the process measures future-oriented?
• Are the process measures timely, visible, understandable and clearly
communicated?
• Do the process measures focus on outcomes rather than tasks?
• Are process measures tied to the desired organizational outcomes?
• Are individual/team measures tied to the desired process outcomes? Do the
measures encourage teamwork?
• Are process measures holistic? Has their impact on other processes been taken
into account?

Question:
ARE PROCESS MEASURES BALANCED ACROSS MULTIPLE DIMENSIONS?
Avoid the “squeezing the balloon” syndrome where one part of the business is
optimized (squeezed) while other aspects of the business deteriorate.
Include both financial and nonfinancial measurements. Managing a process entails

a focus on operational concerns, such as cycle time and the accuracy with which
work is done. In this environment, nonfinancial measures become critical. Financial
measures don’t provide information that enables the organization to take timely
action. Financial measures:
• tend to be historical in nature.
• don’t provide insight into why the numbers are up or down.
• are driven by accounting needs, not operational considerations.
In addition, an action that makes the books look good can sometimes have a
negative impact on the process and the customer. Example: To improve its
profitability picture, a large beverage company kept fully depreciated vending
machines in the field well beyond their normal useful life. Customers suffered
because older machines broke down more frequently.
Nonfinancial measures provide greater insight. Nonfinancial measures such as

quality, cycle time, customer-retention rates and employee satisfaction provide
deeper — and earlier — insight into the operation of a process. And, nonfinancial
measures can often lead to financial benefits. Example: A manufacturer was losing
business and wanted to sell more product. When the company investigated further,
it found that it had an extremely low customer-retention rate due to poor service.
That insight allowed the company to improve service, and increase sales.
A focus on any one dimension of performance will distort behavior. Example:

Several years ago, Sears measured its auto centers on volume alone. The result
was massive fraud. The auto centers started billing customers for repairs that
weren’t necessary and sometimes weren’t even performed. That landed Sears in
court. While this is an extreme example, it is telling. You really do “get what you
measure.”
A single measure can be a balanced measure. Multiple measures are not always
needed to achieve a balanced outcome. Example: “Perfect order” measures the
quality of the order only. “Cost-effective perfect order” balances two key
dimensions and describes a desirable process outcome. Example: A purchasing
department initially measured its success in terms of how well it bought the lowest-
cost items available. Over time, the department learned that low initial costs
sometimes correlated with long lead times, less-frequent deliveries and large lot
sizes — all of which contributed to increased inventory levels. The department
modified its measures to track costs over the entire life cycle, thereby using a
single measure to encourage people to balance low cost with quality.

Kaplan’s Balanced Scorecard
Robert Kaplan, in his seminal Harvard Business Review article on the balanced scorecard, describes four specific types of
measures that should be included in any measurement architecture:
• financial
• customer
• operational
• innovation (organizational learning and agility)
Financial
Innovation Customer
Operational
Fixing the Potholes
In an effort to address a pothole problem, a municipal government began measuring what it spent on repairing holes — and
found that costs kept rising. The measure inadvertently prompted people to focus on minimizing expenditures and settle for
cheap, inferior materials that would not last more than a year. Because it did not balance the cost focus with quality, the
municipality wound up spending more to repeat the work every year than it would have spent on repairing the potholes
correctly in the first place.

Question:
DO THE PERFORMANCE TARGETS SEEM ACHIEVABLE? IF SO, CONSIDER
SETTING MORE AGGRESSIVE TARGETS.
“The thing that is always wrong with measurements is that you set them to a place
where you can meet them.” — Jack Welch, CEO of General Electric
Measures can drive innovation if ambitious targets are set. An ambitious target —
or stretch goal — forces people to “think out of the box” and find new ways to do
things. Setting a stretch goal means calling for a 50%-100% improvement in
performance, rather than an incremental 5% or 10% gain. Stretch goals are based
on what should be attempted, rather than what can be accomplished.
Base stretch goals on aspirations, not extrapolations. If benchmarking shows that a

company’s process is four times worse than a competitor’s, even a 50%
improvement in performance would be insufficient. So, don’t set targets based on
past performance (e.g., a 50% improvement) — set them as an articulation of
future requirements and aspirations (e.g., cycle time of one hour, which will set a
new industry standard).
Stretch goals can help motivate high

Stretch for the Gold performance. In the early 1960s, President
Kennedy challenged the United States to “put a
Shoot high and reward for good performance even man on the moon by the end of the decade.”
if the target is missed, rather than shooting low and
succeeding. This simple, clear target seemed unattainable at
the time, but it galvanized the space program,
and in the end the goal was achieved. Setting a
Shoot for 100% stretch goal can pay long-term dividends in
Gold Medal Hit 50%
terms of the pride and motivation people feel in
doing their work.
Shoot for 50%
Silver Medal Hit 30%
Modest goals bring modest — or no — results.

Shoot for 10%
Bronze Medal Measures are powerful shapers of people’s
Hit 15%
expectations and behaviors. Too often,
companies squander management attention and
other resources on projects that have a limited scope and, consequently, limited
benefits. Process change is often big change, and the goals need to be
commensurately large. Modest goals for a process-change effort may invite trouble
because people aren’t challenged to make a break from the status quo.
Making the Impossible Happen
At a large greeting-card company, senior executives set a stretch goal of getting new cards “from concept to market in a
year.” (Cards typically took 18 to 24 months.) Individual departments — the designers, writers, artists, printers, shippers and
so on — were aghast: Surely the executives did not understand what it took to produce cards. But the target became a
rallying cry for those advocating process change, and in the end the company got cards to market in four months. The
“impossible” goal forced people to abandon their conventional approaches and try something new.

Question:
ARE THE PERFORMANCE TARGETS DEFINED CONCURRENTLY WITH, OR IN
ADVANCE OF, THE PROCESS DESIGN?
The establishment of measures and targets cannot be an afterthought. They must

be done
early in the change effort to provide clear goals that people can aim to achieve.
Set performance targets early in a process-design effort. Because measures can be

difficult to design and agree on, many companies delay any attempt to quantify the
results they wish to achieve. This is a mistake. First, it is virtually impossible to
design a process without the “specifications” for how it needs to perform. Second,
as mentioned earlier, stretch goals can have a powerful influence on how a new
process is designed. If performance targets are left undefined, a company sacrifices
an important tool for motivating people to innovate.
Break performance targets down to successive levels of detail. Setting performance

targets is an ongoing activity, not a one-shot task. Initially, a high-level stretch goal
serves as both a rallying cry for a process-change effort, and an overarching
performance specification. Then, the stretch goal is decomposed into specific
operational measures and targets along dimensions such as time, cost, quality and
service levels. Ultimately, the operational measures and targets need to be further
broken down into performance measures and targets that apply to an individual or
team.
Pilot measures and targets when you pilot the new process design. This approach
does two things: It provides a baseline for how well the new process is working; and
it provides insight into the feasibility and usefulness of a new measurement
architecture. There will be a certain amount of trial and error before the right set of
measures is identified. Pick a measurement approach, try it out, and make
modifications based on what you learn. Don’t be too quick to abandon a new set of
measures if they don’t work perfectly right away. It takes time to understand why
measures aren’t working, and to make the right modifications.
Constantly revisit measures and targets as the process matures. Like the processes
they track, measures and targets need to evolve. As process performers become
more proficient in their work, the performance bar can be raised. And as customers
and competitors present new challenges and opportunities, organizations may need
to measure different things. Example: In many Japanese companies, the process
for improving processes has its own metrics, most of which relate directly to
increasing customer satisfaction, achieving margins within a predetermined price
structure and gaining market share.
Set Measures Early, Often and Iteratively
Architect Design Pilot Deploy Operate

Set stretch targets Design lower-level Refine process Communicate all Monitor progress
and define process Key Performance outcomes and process and against measures
outcomes Indicators, individual individual and revise
individual measures measures to the measures and
measures and organization targets
compensation

Question:
ARE THE PROCESS MEASURES FUTURE-ORIENTED?
Measures must not only describe what has happened, they must also help in
determining what should happen going forward.
You can fix a problem that is on the horizon, but you

can’t do much about one that has already occurred. A You Can’t Get Where You Want to Go
common measurement pitfall is to measure only things by Looking in the Rearview Mirror
that have already happened — number of sales closed,
Just as a driver can’t reach a destination if
costs and so on. These backward-looking measures are he is always looking behind him, a
important, but they need to be balanced with forward- business cannot attain its objectives if it
looking measures (e.g., How many sales leads are in only focuses on the past. As the speed of
the pipeline? Which expenses are projected to be over change increases, knowledge of what has
or under budget?). With such future-oriented measures worked in the past becomes less useful in
in place, it is more likely that corrective actions can be preparing for the future. When developing
taken in time, and that problems can be addressed a measurement architecture, consider the
ratio of backward-looking to forward-
while they are still relatively minor. looking measures. Rethink the
measurement architecture if the ratio is
heavily weighted toward the former.
Future-oriented measures can also help identify
opportunities. The shift in consumer preferences from
sedans to sport utility vehicles, from beef to chicken, from work to leisure time —
all these represented huge business opportunities. While companies can’t actually
measure the future, they can spot trends — and those companies that routinely
measure where things are going have a better chance of capitalizing on those
trends before their competitors do.
Future-Oriented Measures
At a large HMO (health maintenance organization), a team redesigning the primary-care delivery process struggled to
identify the right measures. Historically, the HMO had counted the number of procedures doctors performed and what those
procedures cost. In the future, it wanted to measure such things as the overall health of its member population, the degree
to which preventive health procedures were reaching the community, and the relative success of different protocols on a
given health problem. It was difficult to define measures for such things, and it required extensive new data-collection
mechanisms. But the HMO realized that it needed new measures for assessing whether the desired organizational
outcomes (lower costs per member, better health for the member population) were being achieved, and whether key drivers
of those outcomes (expanding access to preventive health care) were being performed.

Question:
ARE THE PROCESS MEASURES TIMELY, VISIBLE, UNDERSTANDABLE AND
CLEARLY COMMUNICATED?
For measures to make an impact on the performance of an organization, they must

be clearly communicated to the organization. Communicating the measures helps a
company convey its strategy.
In order to make decisions and act effectively,

process performers must know the score. People Measures That Communicate a Strategy
must have a solid grasp of measures, and of how
their behavior can affect process performance. This Several years ago, Cigna Property &
Casualty was in financial trouble and
means that measures must be:
needed a new strategy. The first step was
• timely — so performers can act before a situation to articulate a set of measures that would
is beyond help. clearly state the strategy in both financial
• visible — shared openly and broadly with and nonfinancial terms. These were then
performers. communicated throughout the organization.
• understandable — not so complex that performers For example, at a high level, premium
are confused about how to reach a target. growth was an objective. But getting
profitable growth in different businesses
• clearly communicated — so there is no ambiguity requires different actions. So in some
about what the score is. This means that it is businesses, Cigna chose increases in
important to articulate how the measure is premiums from new producers as a leading
calculated. growth measure; in others, it chose
premiums from new segments; and in still
Measures send a powerful message about what is others, new premiums from new product
important, which helps shape behavior. Countless sets. By changing the measures, the new
strategy was communicated to the
studies have shown that people act according to the organization.
way they are measured. To establish a performance
measurement system is to determine how people
understand their contribution to the organization and,
ultimately, what they do. In short, by quantifying performance, the organization
influences it.
Failing to Share
At one U.S. utility, a CEO meeting with his top 50 managers said that he was unhappy because the company was tens of
millions of dollars under its revenue target for the quarter — and he was even more distressed at the lack of urgency his
managers showed. The managers reacted with surprise — many were unaware of the revenue shortfall because such
information was not routinely shared outside of the executive “inner circle.” The lack of urgency was essentially due to a lack
of information.
A process-centered organization is predicated on open and frequent sharing of performance data with all levels of the
organization. Leaders and Process Owners must be consistent and active in communicating measures and performance
data in order to create a “measurement culture.”
The Hawthorne Effect
In an experiment, researchers told a group of employees who were responsible for inspecting a product that they thought
the lighting in the area was too dim. The researchers then installed brighter lights. Next, they conspicuously observed the
inspectors and their resulting production levels — and sure enough, productivity improved.
A short time later, the researchers went to the same group of employees and hypothesized that the lighting was too bright,
causing a glare and thus negatively affecting production levels. The researchers dimmed the lights to below the original
level. Once again, productivity improved.
In short, researchers found that the mere act of measuring and focusing attention on an area had an effect on productivity.
Question:
DO THE PROCESS MEASURES FOCUS ON OUTCOMES RATHER THAN TASKS?
Just as processes focus on outcomes rather than tasks, process measures must
focus more on what gets produced rather than on how the work gets done.
Measure process outcomes in order to determine whether the process is achieving

its goal. Process Excellence focuses on implementing processes that produce
outcomes of value to customers. The best way to determine this is to measure
outcomes, rather than activities. Example: A major beverage company tracked the
number of repair calls on its vending machines (activity), because it was concerned
about the rising costs of maintaining equipment. While this was an interesting
number, it didn’t help much because it failed to show whether the company was
attaining the process outcomes it wanted, such as increasing the overall uptime of
machines. When the measures were changed to focus on outcomes, costs dropped
and customer satisfaction increased.
Don’t forget process performance. In addition to process outcomes, measure

process performance to ensure that the process is operating within expected
parameters of time, cost and quality in producing those results. In other words, it
does little good to produce the planned number of widgets if they are over budget,
late and of poor quality. Example: At a major entertainment company, it was an
unspoken rule that if a new television show turned out to be a hit in the ratings (a
desired process outcome), all was forgiven regarding cost overruns or late
schedules (process performance). Over time, this lack of attention to process
performance measures led to costs being dangerously out of control and
programming schedules having to be juggled because new shows were not ready
by expected release dates. The company was forced to adopt a set of process
measures that included performance as well as outcomes — that is, a more
balanced set of measures.
The State of the State
Avoid measuring for the sake of measuring, especially if the measures are not actionable and do little to guide behavior.
Consider the state of Oregon.
This picturesque state loves to boast about its quality of life. Far more interesting, though, is its fascination with the quantities
of life. It is, for example, official state policy that by the year 2010, 90% of Oregonians will exercise aerobically for 20 minutes
three times a week. It is also enshrined in state law that 70% of children will be free by then of tooth decay, and that 50% of
adults will have entertained a foreign visitor....
The quantifying craze began five years ago with a noble goal: Set lofty targets for the state and measure the government’s
progress. Oregon calls its program Benchmarks, a pioneer in the fashionable field of “results oriented” or “outcomes based”
governing. But, hundreds of benchmarks later, something is off-target. “It’s a little out of control,” says Pamela Wev, who runs
the Benchmarks program for the Portland area....
From The Wall Street Journal

Question:
ARE PROCESS MEASURES TIED TO THE DESIRED ORGANIZATIONAL
OUTCOMES?
The sum of all process outcomes must add up to, and be aligned with, the overall
business objectives.
Ensure that the results produced by the process clearly

Be sure that organizational outcomes support organizational outcomes. Process measures
drive the process outcomes. should be aligned with the organization’s overall goals,
both financial and nonfinancial. This may sound like
Organizational common sense, but it is not unusual to find measures
outcomes that do little or nothing to support organizational goals.
Example: One company has more than 14,000 measures
— some 10,000 of which are not directly linked to
anyone’s compensation. Process measures should help all
people in the organization understand how their work and
their performance are linked to the company strategy.
Process
outcomes If desired organizational outcomes are unclear, stop and
clarify. Sometimes, process redesign efforts flounder due
to a lack of understanding of or agreement on what
organizational outcomes are desired, or what strategies should be used to achieve
those outcomes. Undertaking a major process redesign without having a clear
understanding of these things risks wasting resources and disrupting the
organization in pursuit of the wrong goals. Example: Faced with falling sales, a
property/casualty insurance company was planning to redesign the process by
which it acquired new business. However, the executive team could not agree on
which customers they wanted to acquire — commercial, high-end residential, etc.
They stopped the process-redesign effort in order to gain consensus on a strategy.
Use measures to learn about causality between process performance and

organizational outcomes. Sometimes, organizations don’t really know what the
drivers of the business are — that is, what kind of process performance would
actually lead to certain organizational outcomes. In such cases, some trial-and-error
experiments with measures may be necessary. Using preliminary measures, and
then quickly modifying those measures as the organization learns more about
business drivers, can be an effective approach. All measurement architectures need
to evolve — in some cases, more iterations of measurement approaches may be
necessary.
Use a metrics tree to link organizational outcomes to process measures. It may be

helpful to actually diagram the link between organizational outcomes and process
measures. An organizational outcome is something that is desired, but over which
the organization has no direct control, such as increased market share.
Organizational outcomes are achieved by process outcomes, which the organization
does have control over. Process measures need to focus the organization on the
Unable to Manage the Mission
A manufacturing company’s mission statement says, “This organization provides products and services which consistently
meet or exceed standards set by our customers, on time and at the lowest cost.” The CEO was asked, “How do you
know? What reports tell you what your customers’ standards are, if you are delivering on time, and if you are the lowest-
cost provider?” He had to admit that although his mission statement wasPrinciple
powerful, he had
5: You no way
Get What YouofMeasure
knowing whether
88
people in the organization were working toward that mission. In order to realize a mission or vision, people must have
specific measures and targets to shoot for.
right kind of performance to get the desired organizational outcomes. (See
“Summary” at the end of this chapter for a description of the metrics tree.)

Question:
ARE INDIVIDUAL/TEAM MEASURES TIED TO THE DESIRED PROCESS
OUTCOMES? DO THE MEASURES ENCOURAGE TEAMWORK?
Process measures must be aligned with the reward system used by the
organization supporting the process, so that those people will execute the process
effectively.
Link individual performance measures, compensation

and rewards to process outcomes. Measures should
Be sure that process outcomes drive the
individual and team measures. translate process goals into day-to-day terms and help
people at all levels make the connection between their
Process work and the company’s strategy. Process Owners,
outcomes senior management and people performing the process
should have their compensation tied to the desired
results. Example: A computer software company found
that paying 100% of a commission to the salesperson
when the sale closed tended to encourage an attitude of
“take the money and run.” That is, salespeople focused
Individual/team more on getting the next sale than on ensuring that new
measures customers were actually successful and happy using the
software. The company modified its compensation
system so that the salesperson received 50% of his or her commission when the
sale closed and the other 50% only when the customer paid the bill (a proxy for
customer satisfaction). This improved the level of after-sale service to customers,
and increased the number of reference-able accounts for the software maker.
Compensate people on what they can control and on what they can influence. The
people being measured must be able to adjust their behavior to improve the
results. It is unfair, and ultimately de-motivating, to give people responsibility for
results without the tools or authority to make those results happen. Remember,
however, that in a process-centered organization, there are many instances where
people must use their influence, rather than any direct control, to achieve an
objective. A Process Owner, for example, may not have direct authority over all the
people in his or her process. And in the case of process performers who work in
teams, peer pressure is an important tool in getting results. Example: Continental
Airlines wanted to achieve the highest ranking for on-time departure of its flights. It
incented employees — the gate agents, ticket agents, flight attendants, baggage
handlers, etc. — to meet this goal by offering $60 bonuses to each employee for
each month that Continental received the highest ranking for on-time departure.
The bonuses motivated employees not just to modify their own behavior, but to
encourage other employees to behave in ways that helped achieve the desired
result. Note that the pilots, who are primarily concerned with safety, are not
incented this way.
Where work is done by teams, be sure the measures hold the team accountable.
The focus on individual performance and individual rewards runs deep in some
cultures. However, Process Excellence involves doing work in teams. If a team fails
to produce expected results, but individual team members receive stellar

performance reviews, the foundation of the team and the prospects of success for
the process will be undermined. Team members must learn to succeed and fail
together. Example: Kodak created a call center that was staffed by a self-directed
work team. To reinforce the principles of teamwork, 80% of the performance
measures were team-based rather than individually based. Team members were
motivated to support the work of their teammates to ensure good overall
performance. The 30-person team became so adept at working together that it
required the guidance of a manager less than half a day a week.
Example: A large U.S. utility was taking up to two years to get relatively simple
new products out the door. When it looked into the problem, the company realized
that a “product manager” was charged with designing, developing and launching a
product single- handedly — even though that manager needed the cooperation of
people from finance, sales, IT, training, regulatory, legal and so on. The product
manager had to beg these other people for help, and chase them down when they
didn’t deliver. In the end, only the product manager was accountable for the
product’s timeliness and success. None of the other players received feedback in
any form.
When the process was redesigned, the company created cross-discipline product-
development teams. The entire team was held accountable for the product’s
success. Everyone’s performance in terms of product development was evaluated
and documented. Not surprisingly, teamwork soon moved beyond lip service and
became a reality when the new process and new measures were instituted.

Question:
ARE PROCESS MEASURES HOLISTIC? HAS THEIR IMPACT ON OTHER
PROCESSES BEEN TAKEN INTO ACCOUNT?
Just as processes must be designed in a holistic fashion, so must measures.

Optimizing one piece of the business without consideration for other pieces tends
to suboptimize the overall performance.
Measures should not drive improvements in one area at the expense of other areas
or, especially, overall organizational performance. Example: A large computer
manufacturer might evaluate the Order Acquisition process on revenue growth, the
New Product Development process on the functionality of a product, and the Order
Fulfillment process on the cost of delivering the product to the customer. This
drives different behaviors in the different groups: Order Acquisition wants to offer
as many product options as possible to attract more customers. New Product
Development wants to offer the product with the greatest possible functionality.
Order Fulfillment wants to make fewer products at stable volumes to make planning
simpler. If these differing objectives are not balanced by broad organizational
measures, they can conflict with the organizational goals of providing customized
products at the lowest cost with rapid delivery to customers.
The Perils of Nonaligned Measures
If a company lacks a consistent measurement architecture — one that’s made up of measures that are aligned with
business outcomes — then organizational conflict and subpar business performance are inevitable.
New Product Order Acquisition Order Fulfillment

Development
•Lots of features •Revenue growth •Shipping costs
•Advanced functions •High service levels •Long lead times
•Number of patents •Number of new •Fewer products
granted accounts •Low inventories
In establishing measures, be aware of the way processes interact. Processes can be

complex, and measures need to be designed with the big picture in mind.
Example: A major U.S. health maintenance organization kept a holistic perspective
when it reengineered its primary-care delivery processes. It delivered care to
patients in two ways — over the phone and in doctors’ offices. The process
redesigners were careful not to “optimize” the call center processes by setting
aggressive targets for how long the registered nurses could stay on the phone with
patients. They allowed longer calls because they knew that handling a patient
complaint by phone cost about a tenth as much as having the patient receive the
same advice in the doctor’s office. Longer calls enabled the nurses to handle a
greater number of patient complaints, and minimized the number of expensive
visits to a doctor’s office. By keeping their eye on the overall goal — delivering

good-quality patient care at lower cost — designers developed two processes that
complemented and enhanced each other.
Summary
Principle 5: You Get What You Measure
Measures should be designed with the metrics `Organizational (overall business

tree in mind. The tree encompasses: objectives)
outcomes
• Organizational outcomes: At the top of
the tree are the business’s overall Process (core
objectives — market share, outcomes processes)
profitability, etc. (“Are process measures
tied to the desired organizational (time, cost,
outcomes?”) Balanced
quality, service)
outcomes
• Process outcomes: The next level includes
the outcomes needed from each process in KPIs
order to deliver on the organizational
outcomes. (“Do the process measures focus
on outcomes rather than tasks?”)
KPIs
• Balanced outcomes: For each process, a
series of measures is required to ensure a
balanced outcome. (“Are process measures (measures that
balanced across multiple dimensions?”) provide a holistic
• Key performance indicators (KPIs): Core picture of the
There may be a need to decompose each measures business)
balanced measure further into its
component parts, or to tie it back to specific factors within the business that
affect the measures.
• Core measures: After establishing a set of high-level measures, the
organization must agree on a small number (5 to 20) that can be used to
measure and monitor the business. These measures must, in aggregate, focus
on achieving the organizational outcomes and provide a holistic view of the
business. These measures tend to serve as the primary measures of teams and
individuals, as well. (“Are individual/team measures tied to the desired process
outcomes?” and “Are process measures holistic?”)
In addition, remember to:

• set stretch targets early in the design effort to foster innovation
• use future-oriented measures that communicate the organization’s strategy…
clearly

Appendix I:
The Business Integration Methodology and Process
Excellence Principles
It is important that process professionals understand how the Process Excellence

Principles relate to the phases of the Business Integration Methodology. The table
on the following pages shows how each principle might come into play during each
of the four Business Integration phases (Planning, Delivering, Managing, Operating).
Remember that PEP is about mind-set — the principles don’t necessarily relate to
specific tasks; rather, they should direct the focus of process professionals on a
Business Integration engagement.
For example, in the Planning phase of an engagement, the first PEP principle
(Process outcomes create value) should be used to keep the focus on identifying
who customers are, what outcomes they value and what processes are involved.
The second PEP principle (Target high-value processes) should be used to prioritize
process-improvement efforts. The third principle (Innovate, don’t duplicate) might
be used to help identify potential opportunities for breakthrough approaches. And
so on. All the principles have some applicability in all four Business Integration
phases. They are meant to be used continuously and pervasively in the course of an
engagement. They are a means of keeping in mind the big picture and the right end
results.
BIM Phase How the Principle Might Apply
PRINCIPLE 1: PROCESS OUTOMES CREATE VALUE

Planning An organization defines (or refines) its processes during the Operating Strategy and
Business Architecture stages. These processes and outcomes must be aligned
with the business strategy and objectives. There is, at times, a fine line between
process work and strategy work.
Delivering The customer-focused mind-set continues during Delivering – in particular, in
designing the organization to be "Easy to Do Business With."
Managing The process outcomes become the business benefits to be monitored as part of
Journey Management.
Operating Processes need to be continuously improved after they are put into operation.
Continuous improvement is a process unto itself and must be defined.
PRINCIPLE 2: TARGET HIGH-VALUE PROCESSES

Planning Targeting is a key aspect of Business Diagnosis, which is about identifying the
leverage points within the organization. Planning is also about building the overall
architecture for the business, which includes analyzing processes and constructing
a holistic view of the process.
Delivering Targeting continues at lower levels as specific subprocesses and activities are
redesigned. All activities are not designed with the same degree of rigor and detail.
Managing Targeting requires that the magnitude of change (e.g., streamlining, BPR, etc.) take
into consideration an organization's capacity to change.
Operating Continuous improvement requires constant targeting of new opportunities.
Appendix I: The Business Integration Methodology and Process Excellence Principles 94

BIM Phase How the Principle Might Apply
PRINCIPLE 3: INNOVATE, DON'T DUPLICATE

Planning Innovation is fundamental to both the development of the Operating Strategy and
the Business Architecture.
Delivering Innovation continues at lower levels of detail in the Delivering Phase. This
principle is also applied to the development if innovative ways to deploy the
new process.
Managing Minimal applicability.
Operating While operating new processes, continuously look for new opportunities to
create innovative improvements.
PRINCIPLE 4: EXCELLENT PROCESSES NEED EXCELLENT OWNERS

Planning Process Owners must be selected, and their roles clearly defined, during the
Planning phase. The Process Owner serves as the chief architect during the
Business Architecture stage. This is the most critical point where this principle is
applied in a change effort.
Delivering The Process Owner continues to play a critical role in designing new processes
during Delivering.
Managing The Process Owner is chiefly responsible for achieving the outcomes of an end-to-
end process.
Operating Process Owners own the continuous-improvement process.
PRINCIPLE 5: YOU GET WHAT YOU MEASURE

Planning Performance targets are defined during the Operating Strategy and Business
Architecture stages. These must align with the business targets defined as a part of
strategy development.
Delivering In Delivering, the performance targets from Planning are defined at a lower
level of detail – the specific process and subprocess measures and KPIs.
From a Human Performance perspective, the incentive and compensation
models must be aligned with these measures.
Managing The performance targets are monitored as a part of Journey Management.
Operating Continuous improvement is about constantly raising the bar on
performance targets and ensuring that the measures are still aligned with
the desired business outcomes and objectives.
Appendix I: The Business Integration Methodology and Process Excellence Principles 95

Appendix II:
The Process Maturity Model — Stages in the
Journey Toward Process Excellence
A company cannot achieve Process Excellence overnight. The table on the following
pages describes common stages that organizations go through as they journey
toward Process Excellence. In each successive stage, evidence that the Process
Excellence Principles are operating becomes more pronounced. This table can be a
useful diagnostic tool to help companies determine:
• where they are today in terms of process maturity.
• where they want to be in the future.
• how to build a migration strategy that helps them move toward the future state,
recognizing that the business must continue to operate profitably during the
transition.
Note that it is not necessary, or even always desirable, to move to a 100% Process
Excellent state.
The five stages of the Process Maturity Model are as follows:
Ad hoc — As the chart describes, most companies begin in an ad hoc mode

where functions are fiefdoms, and heroes and heroines abound. Sales has its
own castle and king, as do marketing, customer service and other areas. These
organizations typically operate in isolation without much cooperation. In fact,
they often view each other as enemies. Trying to serve the customer when each
group has ulterior motives is, of course, difficult.
Basic — Here, the company dips its toes into the process-managed world.
Functions are still paramount, but processes are now defined. These processes
have a limited impact on the organization, and typically involve change
initiatives supported by cross-functional teams. Sales reps may begin to talk
with marketing or logistics for the first time. However, they still view themselves
as being on separate teams with different goals as defined by their functionally
oriented metrics and bosses.
Emerging — This is where processes begin to take hold, and it is often the
stage where companies stay. Here, the company is managed by both functions
and processes. Resources are typically owned by the functions and deployed to
the processes. The role of functions begins to shift away from that of
accountability and moves more toward deep-skills building. Process Owners
have clear accountability for achieving process outcomes through borrowed
resources. This requires excellent negotiation skills on the part of the Process
Owner.
Managed — In this stage, the Process Owner is king, and work is always
performed by multidisciplinary teams that are accountable to the Process
Owner. The functions have been disbanded and reconstituted as Centers of
Appendix II: The Process Maturity Model — Stages in the Journey Toward Process Excellence 96
Excellence (CoE). These centers enable process performers to build deep skills
by providing a community of experts who share experiences and lessons
learned. For example, logistics experts, regardless of which process they are
supporting, would get together regularly to share insight and ideas about
logistics. Self-development of skills becomes the norm.
Process Excellent — At this stage, process thinking pervades the organization.

The business moves from needing to be led toward change to being an
organization where organic change takes place. Everyone is focused on serving
the customer. Employees are treated as the critical resource for the company’s
success. Resources are invested wisely in the areas of the business that will
have the greatest impact. The business is operated holistically, with all
processes working together toward a common goal.
Each company needs to experiment to determine which stage gives it the best
results. A processed-foods company, due to the need for deep brand-management
skills, may decide that “emerging” is as far as it wants to go. Or, an electronics
company with rapidly changing product lines may want to manage by processes to
help it stay better focused on the customer and to provide great agility.
Stage
Ad Hoc Basic Emerging Managed Process Excellent
Principle
Process Processes Process defined Process begin to Process are the Process thinking
Outcomes undefined – but have have an impact on primary driver of an pervades the
Create Value functions minimal impact the business organization organization
rule
Functions may be
reconstituted as
Centers of Excellence
Target Change A financial Change efforts are In addition to Outsourcing
High-Value efforts and business case prioritized based prioritizing change aggressively used
Processes processes is used to justify on what will help efforts, processes are
are not payback – achieve the also prioritized based Resources
prioritized usually focused process outcomes on which ones create redeployed to
on functional the most value processes with the
organization greatest impact
No more than a few

major change
initiatives at one
time
Innovate, Don't Try what Look across Innovation is Look beyond industry Apply the Seven Rs
Duplicate has been functions for applied at the best practices for regularly as part of
tried in the innovation process level innovative ways of visioning sessions
past opportunities doing business
Excellent Process Process Owner Process Owner Process Owner as Process Owner as
Process Need Owners are as project powers up with senior leader the voice of the
Excellent nonexistent sponsor in more formal customer
Owners isolated areas project
responsibilities Process Owner lives
Functional all of the Process
owners still Organization Excellence
primary leaders operates as a Principles
hybrid with both
functions and
processes
You Get What Measures Measures are Functional and Measurement String alignment
You Measure are mostly primarily process measures architecture ensures between business
financial function- and co-exist alignment between outcomes, process
task-oriented measures and outcomes and
desired process compensation
outcomes
Measures encourage
optimization of
process performance
Appendix III:
Glossary of Process Terms and Techniques
Activity A logical collection or group of tasks that occurs over time and produces
recognizable business results. A business process consists of one or more activities.
Activity Based Costing Accounting technique that accumulates costs based on

the activities performed. It uses cost drivers to allocate the costs to products or
projects. It strives to allocate overhead costs on a more realistic basis than direct
labor or machine hours.
Activity Value Analysis A technique for identifying which activities create the
greatest value, which are unnecessary, and which can be enhanced in order to
create more value. This can help reveal improvement opportunities, which can then
be prioritized in terms of benefit to the organization.
Automation The use of technology to perform an activity or process that was

previously performed manually or on paper.
Balanced scorecard A measurement tool that translates strategic objectives into

a coherent set of performance measures. The scorecard is “balanced” because it
measures both leading and lagging indicators. These indicators are expressed in
financial and non-financial terms.
Benchmarking A technique for comparing the performance of an organizational

aspect with another identical or similar aspect in another organization.
Benchmarking can be applied to business processes, technology infrastructure
performance, human performance and other organizational elements.
Best practices Superior methods leading to measurable, exceptional performance

regardless of industry, leadership, management or operational approaches. This is a
relative term that usually indicates innovative or interesting business practices that
have been identified during a particular benchmarking study as contributing to
improved performance at leading organizations.
Business case A qualitative model of benefits and costs used to approve an

investment and guide the work conducted during the activity that is being
supported by the investment.
Business Integration The alignment of an enterprise’s people, processes and

technology with its strategy. Business Integration is necessary for achieving lasting
and durable superior business performance.
Business process reengineering The fundamental reexamination, redesign and

implementation of a business process or processes. It involves rethinking the way a
business operates.
Appendix III: Glossary of Process Terms and Techniques 99

Capacity for change The ability of an organization to successfully assimilate and
absorb change. It is important to assess capacity to change before undertaking a
major change effort, in order to ensure that an organization can handle the change.
Change Spectrum A graphical illustration showing that increases in the scope

and magnitude of change have an increased impact on the value that is delivered
through change.
Competitive advantage A capability that enables a company to offer superior

value to customers and to achieve success relative to its competitors.
Continuous improvement process An explicit process for monitoring process

performance against targets, identifying opportunities for improvement and
changing the process. All processes are candidates for constant improvement.
Core processes Those processes that directly convert inputs into outputs of value
to customers, in contrast to enabling and governance processes.
Critical Success Factor (CSF) The overall objectives set by management to

define and measure the success of an organization’s performance. CSFs are based
on the organization’s vision and mission statements.
Cross-functional analysis A method of examining key linkages between

functional units of an organization by focusing on the activities performed by each
unit.
Cross-training Training a person in several disciplines or types of work so that he

or she is able to execute a set of related tasks, without having to involve other
people. This typically saves time for the customer.
Cycle time The elapsed time between the start and end of a process or
subprocess.
Down-skilling The use of process performers with a lower level of skill than was
used previously; this is often associated with the use of supporting technology that
guides these lesser-trained workers through a process. The customer may actually
experience a higher level of satisfaction from this combination.
Economic Value Added (EVA) A method for calculating the financial and market
value impact of an investment or business decision. EVA is the after-tax cash flow a
firm derives from its invested capital, less the cost of that capital.
Effectiveness A type of improvement opportunity that focuses on growth

potential and customer service (e.g., designing a process to offer even more value
to customers). Effectiveness is about “doing the right things.”
Efficiency A type of improvement opportunity that relates to cost cutting and

operational improvements, such as reduced cycle time. Efficiency is about “doing
things right.”

Enabling environment The environment in an organization in which all the
elements of the infrastructure have been realigned to support processes. These
elements include such things as management, measurement, compensation and
incentives, technology and culture.
Enabling processes Processes that support other processes, typically by

supplying indirect inputs. Recruiting, facilities maintenance and IT support are
examples of enabling processes.
Extended enterprise A view of the enterprise that goes beyond the boundaries of
the organization. The extended enterprise encompasses the organization and the
organization’s customers, suppliers, customers’ customers and suppliers’ suppliers.
All these groups affect or are affected by an organization’s processes. Therefore, in
redesigning processes, it is important to consider how changing processes
throughout the extended enterprise might improve outcomes for customers.
Fishbone diagram A structured problem-solving technique used to identify,

explore and graphically display all possible causes related to a problem, and
discover its root cause(s). Also known as an Ishikawa diagram.
Five Forces Model A general strategy tool used to analyze an organization’s

competitive environment. It helps in the systematic analysis of the industry
structure as well as in identifying specific rivals, buyers and suppliers.
Five Whys A form of root cause analysis that systematically breaks down a
problem until the ultimate root cause or causes are exposed. Refers to a belief that
to get to the root cause of a given problem, one must ask “why” five times.
Four Core Processes Andersen Consulting’s list of high-level processes, around

which the firm organizes its process knowledge. These are:
• Develop Products and Services
• Generate Demand
• Fulfill Demand
• Plan and Manage the Enterprise
Function A group of people performing similar tasks. These tasks may be part of a
process, but the tasks in a given function do not, by themselves, produce an
outcome of value to a customer.
Governance processes Processes that direct or tune both core and enabling
processes, ensuring that they stay correctly focused. Governance processes
typically take a long-term view and produce strategic decisions based on inputs
such as competitive intelligence or customer insight.
Handoffs A transfer of work from one person or department to another. A source

of error and delay in most processes. Process redesign should seek to minimize
handoffs.
Integration The effort of identifying interdependencies among processes and

factoring them into redesign decisions. This helps ensure that one process is not
optimized at the expense of others.

International Benchmarking Clearinghouse (IBC) A cross-industry
quality/benchmarking service of the American Productivity & Quality Center in the
United States. It uses tools such as focus groups, voice of the customer and
benchmarking to help companies understand customer needs.
Just-In-Time (JIT) A philosophy of manufacturing based on the planned

elimination of all waste and the continuous improvement of productivity. The
primary elements of JIT are to have suppliers provide what the company needs
when it is needed in order to minimize inventory; to improve quality to zero defects;
to reduce lead times by reducing setup times, queue lengths and lot sizes; to
incrementally revise operations; and to accomplish these things at a minimum cost.
Kaizen A Japanese term for improvement. It implies continuing improvement for

the organization.
Key Performance Indicator (KPI) A quantifiable measurement for evaluating

progress toward a Critical Success Factor (CSF). KPIs may be financial or
performance-based measurements. One or more KPIs may be associated with a
single CSF. Lead time is an example of a KPI.
Learning organization “An organization that is continually expanding its capacity

to create its future,” in the words of author Peter Senge.
Market Value Added (MVA) An external indicator that measures how a company
has either increased or decreased the market value of cash invested. MVA is the
company’s market value minus the total cash invested in the company.
Measurement architecture A framework that encompasses all levels of an

organization’s measures, from high-level organizational outcomes to process
outcomes to individual and team performance levels. These various levels must be
aligned with each other in order to foster the right behaviors throughout the
organization.
Metrics The specific quantifiable and qualitative measurements for a business that
can be determined accurately and compared directly to predicted criteria.
Multi-skilling The training of a person in several disciplines or types of work so

that he or she is able to execute a variety of tasks. (See cross-training.)
Non–value-added work Work that creates no value for the customer, but is
required in order to enable value-adding work.
Outsource An approach to process improvement in which a company contracts

with an outside organization to perform a process, either because the process is not
a core process or because the other organization has superior process capabilities
that the company cannot easily duplicate.
Parallelism A process-design technique in which activities that were once done

sequentially are instead done simultaneously, or in parallel. Parallelism typically
reduces cycle time and, often, errors. A form of parallelism is concurrent

engineering, in which formerly sequential design and development operations are
overlapped in a multidisciplinary (and usually co-located) team approach.
Pareto Analysis A structured problem-solving technique, based on the Pareto

Principle, used to identify the underlying causes of a problem. Prioritizes the
specific causes of a problem by depicting them on a vertical bar graph where the
height of the bar indicates the priority of each cause.
Pareto Principle The 80-20 rule: 80% of a population’s characteristics are

displayed by only 20% of its members.
Performance targets The specific quantified goals that a person or process is

expected to achieve.
Process A group of interrelated activities that together create value for a

customer.
Process architecture The blueprint that depicts the overall design of a process.
Process cell A grouping of machines and/or people based on the sequence in

which operations are performed so that work may flow continuously from one
operation to the next.
Process council A group of senior executives and Process Owners who work
together to allocate resources and manage priorities across processes. The group
makes sure that the various processes are integrated and keeps larger
organizational goals in sight.
Process Excellence A state in which a company enjoys superior business

performance from superior processes within an enabling environment.
Process Excellence Principles A set of five principles that constitute the

conceptual basis for identifying, redesigning and implementing innovative
processes.
Process innovation A process in its own right that focuses on generating,

evaluating and implementing creative new process designs. Andersen Consulting’s
approach to process innovation is the Seven Rs. (See Seven Rs.)
Process map Graphical representations of a process and its supporting activities.

These typically show the activities that are performed, and the performing
organizations, from end to end. A process map can be a fairly high-level picture,
with additional detail provided by workflow diagrams. (See workflow diagram.)
Process measure A scale or gauge used to quantify whether a process is

achieving its performance objectives. Measures should have targets associated with
them.
Process outcome An outcome is a result. Processes exist to produce outcomes

that are of value to customers.

Process Owner A key player in a process-centered organization who is
responsible for achieving the outcomes of an end-to-end process, driving process
improvement and acting as an advocate for the process within the organization.
Process performance The actual level at which a process operates compared

with expected targets.
Process performer A person who executes some or all of the steps in a process.
Process simulation A technique in which a process design is modeled on a

computer and “test-driven” with varying parameters in order to determine whether
the process will operate and benefits will accrue as expected.
Process sourcing The determination of which organization will be responsible for

executing a process, based on how critical the process is to the strategic intent of
the business and how well it is aligned with the target operating vision. The
decision whether to insource, partner with another organization or outsource is
made by choosing from a portfolio of sourcing options.
Quality Function Deployment (QFD) A methodology designed to ensure that all

the major requirements of the client are identified and subsequently met or
exceeded through the resulting design process.
Quick wins Also referred to as “quick hits.” A process change that can be
implemented quickly and with a minimum of resources. Quick wins can be an
effective way to build momentum for a larger process change because they
demonstrate success early.
Re-skilling The process of training workers in new and different skills.
Return on assets (ROA) A financial measure of the relative income-producing

value of an asset. ROA is calculated as net income divided by total assets.
Return on equity (ROE) A calculation that measures management efficiency in

producing net earnings on the capital invested in the business. ROE is calculated by
dividing the net income by the owner’s equity.
Return on investment (ROI) A financial measure of the relative return from an

investment, usually expressed as a percentage of earnings produced by an asset to
the amount invested in the asset.
Rework A form of waste activity in which work is done incorrectly and must be
done again. Superior processes should strive for no rework.
Root cause analysis A methodology for determining actual drivers or causes of

process inefficiencies.
Seven Rs Andersen Consulting’s approach to process innovation, in which

different dimensions of a process are varied to generate potential new process
designs. The Seven Rs are:

Rethink (why) The rationale and assumptions behind processes and their
outcomes.
Reconfigure (what) The activities involved.
Reassign (who) The process performers.
Resequence (when) The timing and sequencing of work.
Relocate (where) Location and physical infrastructure.
Reduce (how much) The frequency of activities.
Retool (how) The technologies and competencies that enable work to be done.
Spaghetti chart A map of the path taken by a specific item (part, document, etc.)
as it travels from operation to operation, within one or several physical
environments, to complete a process. So called because, for non-reengineered
processes, the resultant chart typically looks like a plate of spaghetti.
Stakeholders The people affected by a change, whether it is a process change or

any other. Stakeholders include employees, customers, suppliers and sponsors.
Strategic engineering The process of designing fundamental changes to the way

a company does business. This may involve shifting the organization’s overall
objectives, transforming the entire value network or redefining the “rules of the
game” for an industry.
Strategic process A process that is key to differentiating an organization from its

competitors, to creating value for customers and to driving competitive advantage.
Whether a process is strategic depends on a company’s specific strategy.
Companies in the same industry often have very different strategies.
Streamlining The simplest form of process change; it primarily addresses

incremental improvement through such strategies as Just-In-Time (JIT) or Total
Quality Management (TQM).
Stretch goal An ambitious performance target that forces people to think “out of
the box,” because it cannot be achieved using traditional approaches.
Tactical process A process that does not differentiate a company from its
competitors or support a competitive advantage. The process may be very
necessary to the successful running of the business, however. Payroll processing or
facilities management are examples of tactical processes (for companies that do
not specialize in providing these services to others).
Target (noun) A quantified level of performance that a process must achieve.

Targets are the goals associated with a process measure.
Target (verb) “Focus on” or “give priority to.” An organization should target for
major investment and attention those processes that most directly drive
competitive advantage and that offer high opportunity for improvement.
Task An activity or step in a process. The lowest logical work unit in a business
process decomposition.

Total Quality Management (TQM) An approach to quality improvement that
focuses on customer satisfaction. TQM is based on the participation of all members
of an organization in improving processes, products, services and the company
culture.
Up-skilling Training people more extensively within a discipline so that they are
able to handle a more complex set of activities in that discipline.
Value, customer In a process-centered environment, value is defined by the

customer. Four key components of value to customers are typically time, cost,
quality and service/convenience.
Value, stakeholder In a process-centered environment, value (money) comes to

stakeholders when an organization successfully provides value to customers.
Value-added work Work for which the customer is willing to pay.
Value chain analysis The process of analyzing activities both inside and outside
an organization (customers, suppliers, etc.) in order to determine where value is
created in a process or set of processes.
Value density The degree to which a process is composed of value-adding steps,

as opposed to non–value-added or waste steps. A key goal of process redesign is to
increase the “density” of value-adding steps.
Virtual organization An organization in which people, facilities, material or other

resources are geographically dispersed, but linked electronically (by computer, fax,
etc.). The electronic links enable the organization to perform work in a coordinated
fashion, despite the physical distances involved.
VT/ET Value-adding time divided by elapsed time. Value-adding time represents

the time that actually goes into performing a task. Elapsed time represents the time
that passes between the apparent beginning and end of the task. The goal is to
maximize the ratio, with 1 as the ideal.
Waste Work that neither adds nor enables value. This includes rework or
redundant activities.
Workflow diagram A diagram representing the sequential flow of tasks and

information in a business process. Workflow diagrams identify the way in which
inputs are turned into outputs by a process. A workflow diagram often contains a
lower level of detail than a process map.

Acknowledgments
A number of people contributed to the creation of this handbook. They include:
Mike Bumgardner, Houston

C. Robert Farwell, St. Louis
David Hillyer, Los Angeles
Alison Lueders, Raleigh
A. Barry Patmore, Los Angeles
Stephen M. Shapiro, Florham Park
Raymond Stacey, Los Angeles
Steve Stanton, Hammer & Co.
Julia Wishy, Los Angeles
In addition, the authors would like to thank the many Associate Partners and
Partners who furthered the development of the concepts around Process
Excellence. Their time and insight are greatly appreciated.
Editor: Peter Haapaniemi, Farmington, MI
Design: Randy Scott Design, Aurora, IL
Acknowledgments 107

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What are the five principles of process excellence discussed in the handbook?

What are the five principles of process excellence discussed in the handbook?

What is the difference between value-added work and waste?

What is the difference between value-added work and waste?

Superior business from superior within an enabling

performance processes environment

What This Handbook Is About 3

Introduction: Process Excellence Principles 4

Principle 1: Process Outcomes Create Value 8

Principle 2: Target High-Value Processes 20

Principle 3: Innovate, Don’t Duplicate 29

Principle 4: Excellent Processes Need Excellent Owners 64

Principle 5: You Get What You Measure 74

• Appendix I: The Business Integration Methodology and Process 87

• Appendix II: The Process Maturity Model 89

• Appendix III: Glossary of Process Terms and Techniques 92

This handbook is about helping organizations achieve Process

How This Handbook Relates to Other

• This handbook replaces the previous Process Handbook.

What This Handbook Is About 3

Why Processes Are Important

...And The Challenge

Introduction: Process Excellence Principles 4

A superior process: Working with process expert Dr. Michael

Each principle reflects a portion of the definition of Process Excellence. Superior

Introduction: Process Excellence Principles 5

Process Outcomes Excellent Processes

Superior processes also require an enabling environment in order to thrive. This

Putting the Principles to Work

Introduction: Process Excellence Principles 6

No process change will be successful without the right capabilities, culture,

Introduction: Process Excellence Principles 7

“A company that does •

Principle 1: Process Outcomes Create Value 8

The first step in achieving Process Excellence is to identify, document and

The Horizontal View

From functions To processes

To define processes, start by identifying business outcomes. Working backward

Principle 1: Process Outcomes Create Value 9

Document the process. A superior process is well-documented, and that

Principle 1: Process Outcomes Create Value 10

Principle 1: Process Outcomes Create Value 11

Listen closely — and repeatedly — to customers to understand what they value.

The customer defines value. If a customer likes and is

There are many innovative ways to listen to the customer:

Principle 1: Process Outcomes Create Value 12

Who Are Our Customers? Maintain high performance in four key

Laggards Current Norm Leaders

Principle 1: Process Outcomes Create Value 13

Process Excellence is predicated on helping customers redefine value.

Listening to customers is not enough. Customers don’t always know

Be proactive in the search for new sources of value. Being proactive

Virgin Atlantic Airways

Principle 1: Process Outcomes Create Value 14

Model the customer’s processes as well as your own. Processes transcend

Organizational boundaries are changing; therefore, so are your customers. Today’s

Principle 1: Process Outcomes Create Value 15

Improve Improve Improve

Principle 1: Process Outcomes Create Value 16

Design processes to reflect the profit-ability of different customer segments. Blind