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Most daily management systems comprise of the following features or components:

  • Some form of visualised performance management.
  • A vertical alignment or policy deployment methodology.
  • Team-based ritual meetings or huddles.
  • Continuous improvement rituals including kaizen project teams, problem-solving time-outs, etc.
  • Some form of standard work practice for leaders.
  • Other items including a suggestion system, maintenance practices and visual workplaces.

WHAT SETS US APART?

MDW does all of the above, but what sets us apart is that MDW goes beyond these surface-level changes. Our Mini-Business Unit concept empowers employees to take charge of their environment as if it were their own business.

This unique approach resonates with the natural desire for responsibility and fosters a culture of trust and accountability.

Furthermore, MDW teaches management to use their daily management system not only as a management system but also as a learning system – a learning system for personal development and for developing their members so that all employees experience growth and meaning in their careers.

No other approach fully integrates so many elements of healthy organisational practice into a single daily management system so simply.

To create a workplace where people want to perform, MDW consists of three transformation drives that increase business performance, build organisational resilience, and foster individual well-being:

Engaged People

Committed, competent, and confident people share their gifts and talents and take positive action to further the organisation’s interests. Engaged people increase business success and improve organisational and individual performance, productivity, and well-being. They are developed through the realisation of a meaningful purpose. Delivering against high expectations and continuously improving our processes offer the perfect foundation for people development.

Enabling Processes

As customers, competitors, and the broader economic and social context change, the whole organisation must explore improving today’s working methods. Problem identification and resolution must become everyone’s responsibility, supported by structures to ensure that problems flow to the people who can best solve them.

Authentic Leadership

A leader’s actions create experiences for those they lead. These experiences, in turn, shape their beliefs and actions, delivering cultural, operational, and commercial results. Leaders must challenge their mindset and modify their behaviour to create the right experiences to activate this journey toward continuous excellence.

Integrating authentic leadership, enabling processes and engaged people establish the following core capabilities for your organisation:

CDI
Committed, competent, and confident people share their talents with passion and take personal action to further the organisation’s interests.
Enabling processes exist when doing work safely, effectively and efficiently is also the easiest way to perform any task.
Authentic leaders respect every individual and lead with humility. They create the right experiences to engage everyone in daily improvement.
When committed, competent, and confident people utilise enabling processes, the organisation executes with excellence consistently.
When authentic leaders expect, encourage, and enable everyone to improve their work methods, they fuel the organisation’s improvement engine.
When authentic leaders interact with engaged people, they take every opportunity to develop others and themselves.

Execution Excellence

The aim is to engage all employees in what needs to be done, by whom, and when through structured meetings for alignment and improvement, resulting in daily assignments being executed more effectively and efficiently. Establish the in-house capability to identify and focus on the most critical priorities, align all teams and individuals behind these priorities, and effectively collaborate to execute excellently.
Getting things done effectively and efficiently becomes part of the organisation’s DNA.

Improvement Engine

Continuous improvement becomes part of everyone’s responsibility as all members actively engage in problem solving, innovation, and improvement projects. Establishing the in-house capability to create stability, set standards, and continuously improve them in a structured, controlled way.
Daily participation in continuous improvement to engage and develop people becomes part of the organisation’s DNA.

Leadership Pipeline

Standards of behaviour and ongoing coaching will result in identifying, challenging, and nurturing home-grown leadership talent and establishing the in-house capability to nurture it at scale and with velocity.
Continuously identifying and developing leadership capability becomes part of the organisation’s DNA.

IMMEDIATE IMPACT

By successfully implementing MDW, our clients immediately experience two benefits:

1

Performance improves because setting up the system makes clients look at how they could work differently to solve known organisational problems.
2

Implementing MDW simplifies work considerably, as the workplace becomes a far more legible place. This makes management's job much easier and frees up significant time for them to invest in engaging with their members and driving meaningful improvement.

LASTING TRANSFORMATION

After a couple of years:

1

Clients will have succeeded in building a lasting high-performance culture where an innovative and highly engaged workforce is the hallmark.
2

By running your organisation the MDW way, you create organisational and operational excellence while growing talented people and leaders, resulting in a more profitable and resilient organisation.

MBU GOES DIGITAL

To capitalise on the tremendous advances in online meeting formats and digitisation, we now offer clients the option to take their Mini-Business Units online.

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