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Employees' preference analysis on lean six sigma program coaching attributes using a conjoint analysis approach.

Anna Luisa C Guevarra1,2, Yogi Tri Prasetyo3,4, Ardvin Kester S Ong1

  • 1School of Industrial Engineering and Engineering Management, Mapúa University, 658 Muralla St., Intramuros, Manila 1002, Philippines.

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This summary is machine-generated.

Employees prefer specific Lean Six Sigma (LSS) coaching attributes based on project type. Mock defenses and documentation reviews are highly valued, with coaching styles and feedback timing varying by project belt level.

Keywords:
Conjoint analysisEmployee preferenceLeanProject coachingSix sigma

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Area of Science:

  • Business Process Improvement
  • Operations Management
  • Organizational Psychology

Background:

  • Lean Six Sigma (LSS) is a widely adopted methodology for process improvement.
  • Effective project coaching is crucial for LSS success.
  • Understanding employee preferences for coaching attributes can enhance LSS program effectiveness.

Purpose of the Study:

  • To identify employee preferences for Lean Six Sigma project coaching attributes.
  • To determine how these preferences vary across different LSS project types (Quick Win, Yellow Belt, Green Belt, Black Belt).

Main Methods:

  • Conjoint analysis with an orthogonal design was employed.
  • Six coaching attributes were evaluated: coaching style, session frequency, session duration, feedback turn-around time, documentation review, and mock defense.
  • Four project types were assessed: Quick Win, Yellow Belt, Green Belt, and Black Belt.

Main Results:

  • For Quick Win projects, mock defense and documentation review were most preferred, alongside a democratic coaching style.
  • Yellow Belt project preferences included mock defense, documentation review, and weekly coaching sessions.
  • Green Belt project preferences favored documentation review, a transactional coaching style, and mock defense.
  • Black Belt project preferences highlighted documentation review, mock defense, and a 1-week feedback turn-around time.

Conclusions:

  • Employee preferences for LSS coaching attributes are project-specific.
  • Tailoring coaching strategies to project types can improve employee engagement and program outcomes.
  • Findings offer insights for designing and sustaining more effective, employee-centric LSS programs.