How to select a six-sigma black belt
When looking at a Black Belt candidate, a holistic approach is often best. This recognizes that an individual’s diversity, not simply his or her technical skills, can help create a powerful team. Focusing on only one attribute can create an imbalance that could hinder personal development. Depending on your organization’s circumstances, you might want to bring in individuals who exhibit strength in more than one area. The intent is to create a balance. If an individual has one strong aspect, then the development of weaker aspects should be encouraged.
It’s often asked if there are differences between a Black Belt from a manufacturing background and one from a transactional organization. There doesn’t need to be if the candidate is process-oriented. The biggest transition that many manufacturing candidates must make is recognizing that transactional organizations have fewer documented processes, and that most of their data tend to be discrete. Such a candidate must have strong skills in discrete data analysis. The other primary difference is that many transactional organizations tend to have a relationship orientation rather than a project orientation, and the cultural aspect tends to be more important in the hiring process.
Originally posted 2009-03-25 17:47:02.
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By John Asher on November 1st, 2007 at 5:24 am
Great post and so true. I have seen a group of engineer turned black belts. They were all smart and excellent guys, but their quality of being extremely methodical provided in imbalance to the team. While this was a good quality, it often became “analysis paralysis”.
They were all hired by the same individual that obviously searched for this “good” skill in everyone, which taken to an extreme can become a weakness.
By admin on December 4th, 2007 at 7:54 pm
Here are some images and videos of six sigma in action!