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Lean Management

New frontiers for financial institutions

Winning hearts and minds:

The secrets of sustaining change
In a lean transformation, paying close attention
to mindsets can make the difference
between achieving quick wins that fade over
time and capturing the long-term value
of continuous improvement.


Carolyn Aiken,

Organizations that embark on a lean

better and better service, thus requiring the

Dmitriy Galper,

transformation understandably have high hopes.

organization to change in order to recapture

and Scott Keller

Fixing broken processes, eliminating activities

its leadership position. The other classic

that dont add value, creating more fullling jobs,

story is the turnaround, which says that the

and delegating more power to the front line all

institution is performing below industry

hold out the promise of a better way of working

standards and must transform itself to survive.

and a more successful enterprise. Most lean efforts

deliver early wins that unleash energy and build

Despite their apparent logic, these narratives lack

condence. Yet these initial successes do not

the power to motivate real change. They pri-

always translate into sustainable improvements.

marily address the institution itself: how it can

beat the competition, push performance to

When we asked European nancial institutions

the next level, pursue industry leadership, and so

to assess their own large scale transformations,

on. But research by leading social scientists

fewer than 40 percent rated their program

shows that most people are motivated to change

as successful as they would have liked over the

by inuences coming from beyond the organi-

long term. McKinsey research into change

zation. These include the customer, society at

programs across a range of sectors suggests that

large, the working team, and the interests of the

the difficulty organizations have in sustaining

individual employee. If the change story is focused

change can be traced to insufficient attention paid

only on the organization, it is unlikely to inspire

to the attitudes and behaviors of managers and

heartfelt commitment to the transformation.

employees. These people-related factors were

responsible for more poor outcomes than were the

The good news is that lean transformations are

usual suspectsinadequate budgets or badly

capable of delivering multiple benets to

targeted resources. The reshaping of employee

multiple stakeholders. Lean processes eliminate

attitudes and behaviors is just as critical to the

frustrating rework for employees and boost

success of a transformation as the implementation

satisfaction for customers. The introduction

of process changes.

of work cells enables colleagues to communicate

more effectively and achieve goals through

This article is adapted from

Carolyn Aiken and Scott
Keller, The inconvenient
truth about change
management: Why it isnt
working and what to
do about it, McKinsey
& Company, May 2008.

The perception that behavior is a soft topic leads

closer teamwork. Coaching helps employees

managers to assume they can rely on their

perform better while addressing their career

own instincts, an approach that seldom leads

development needs. A strong change story

to sustainable long-term change. Instead,

will stress the benets that lean can bring to

managers need to take the time to understand

individual employees, teams, customers,

some of the factors that inuence human

and the wider community, as well as to the insti-

behavior. In our experience, organizations that

tution itself. In effect, by telling ve stories

have achieved true behavioral change in the

at once, senior leaders can unleash substantial

context of a lean transformation have incorpo-

organizational energy that would otherwise

rated six often-overlooked insights.

remain dormant.

1. People need to feel that change matters

When a large US nancial services company

Most nancial institutions implementing

embarked on a cost-reduction program,

lean transformations tell one of two classic change

it devised a change story that ticked all the boxes

stories to motivate their people. The rst

of conventional change management wisdom.

which we might call good to greatportrays

Even so, 3 months on, employee resistance

nancial services as an increasingly competitive

was holding the program back. So the team recast

sector in which customers are demanding

the story to include elements relating to society


Lean Management

New frontiers for financial institutions

(providing affordable services for affordable

A bank undertaking a major change program dis-

housing), customers (increasing simplicity

covered that its pricing did not adequately

and exibility, reducing errors, making prices

reect the credit risk it was taking on, so manage-

more competitive), the company (slowing

ment created new risk-adjusted rate of return

unsustainable growth in expenses), working teams

models and pricing schedules. At the same time, it

(reducing duplication, increasing delegation,

modied sales incentives to reward customer

promoting accountability), and individuals

protability rather than volume. The rationale for

(creating jobs with broader scope). This simple

these changes was not sufficiently delivered to

shift boosted employee motivation within weeks.

the front line, and the effect was disastrous.

Customersand not just the unprotable ones

2. Change must be seen as fair

deserted in droves, and price over-rides went

Making employees care about change and want

through the roof.

to contribute to it is one challenge; another

is to make sure that change is considered fair.

To understand what went wrong, we need to

appreciate that people will act against

Whenever an organization makes changes to its

their own self-interest if a situation violates their

structures, processes, systems, and incentives,

sense of how the world should work, espe-

it should always pay attention to employees sense

cially where fairness and justice are concerned.

of the fairness of the change process as well

When the bank raised its prices, frontline

as its outcome. Particular care should be taken

staff thought it was unfaira case of executives

when changes affect the way employees interact

getting greedy and losing sight of customer

with one another (such as headcount reductions

service. Some bankers even told their customers

or changes to talent management practices)

how they felt about the new policy, siding

and with customers (such as sales stimulation

with their customers rather than their employer

programs or pricing changes).

even though this put their personal sales goals

at risk. Many bankers used price over-rides
to show good faith to customers and take revenge
on the greedy executives.
Paradoxically, the bankers sense of unfairness

Change stories should

explain leans benet to
employees, teams, customers,
and the community
not just to the institution.

was misplaced: the new pricing system,

in which customers were asked to pay a price
commensurate with the risk the bank was
taking on, was inherently fair. The downward
spiral of bad feeling, lost customers, and
price over-rides could have been avoided if the
training and communications accompanying
the changes had made this fact clear to employees.
Another bank ran into difficulties when it rationalized its IT support services. Formerly, eld
workers needing IT help simply turned to a nearby
technician, a practice that led to unnecessary
work and made it difficult to track productivity or
plan workloads. As part of its lean effort, the
bank required people seeking IT support to call

Winning hearts and minds: The secret of sustaining change


the help desk rst. When workers complained to

the outset. Adults attending lectures, presentations,

the eld technicians, they replied that the

and discussionsi.e., learning by listening

procedure was part of corporates plan to cut

typically retain just 10 percent of the material

service levels.

after 3 months. Learning by doingtaking

part in role plays and simulations and putting lean

To set the record straight, the bank explained to

to work in a model office settingboosts

staff that the new system would speed up

retention rates to 65 percent. When people have

service as well as reduce costs. A technician would

an immediate opportunity to put what they

respond within 1 day (compared with 3 days

have learned into practice in their workplace,

under the old system), and real emergencies would

retention can approach 100 percent.

be handled immediately. Once staff understood

the benets of the new system and saw that it

Lean skill-building programs can capitalize

worked, the grumbling died down.

on this insight by adopting a eld and forum

approach that intersperses classroom learning

3. Positive feedback and active learning

with frequent eldwork assignments linked

help make change last

directly to employees jobs. These assignments

Most organizations take a decit-based

provide opportunities to apply new thinking

approach to implementing change: they focus on

and skills in relevant and meaningful ways, and

dening a problem, analyzing its causes,

make learning a much more efficient and

identifying feasible solutions, then developing

rewarding experience. At the executive and

and implementing an action plan. This

management level, on-the-job learning is often

approach seems so sensible that it is hard to

facilitated by coaching. Sometimes this takes

understand why it might not be effective.

place in a condential one-to-one setting;

Yet motivational research shows that focusing on

in other cases, coaches sit with managers during

what is wrong invites blame, causes fatigue,

everyday tasks, observe how they handle

builds resistance, and fails to draw on peoples

interactions with their staff, and provide immediate

passions and experience. University of Wisconsin

feedback. Organizations can further enhance

researchers illustrated the value of positive

learning by introducing quantiable performance

feedback after lming two bowling teams. They

measures to track competency growth, and

gave the teams different videos to review:

setting up certication and rewards to recognize

one showing only mistakes, the other showing

new skills. When leaders treat training as

only successes. The team that reviewed its

an ongoing part of career development rather than

own successes was able to improve its performance

isolated events that end on the last day of class,

far more than the team that reviewed only

they also have a better chance of engaging their

its own errors.

employees in making continuous improvements

in the way they workone of the key benets

Focusing on the positive aspects is the best

of lean management.

approach to promote change. Lean transformation

John Whitmore, Coaching

for Performance: Growing
people, performance and
purpose (Nicholas Brealey,
3rd edition, 2002).

teams can act on this insight by emphasizing

4. Changing behavior means

the added value that process changes will

changing mindsets

create for customers and the greater employee

Some managers believe that employees thoughts,

engagement that will come from eliminating

feelings, and beliefs are their own private

needless rework, duplication, and complexity.

business, and not a suitable subject for discussion

in the workplace. But peoples inner lives

Another way to promote behavioral change is to

inform their behavior. If leaders want to change

engage people in active learning right from

how their employees work, they need to


Lean Management

Exhibit 1

The business impact of performance culture.

New frontiers for financial institutions

% improvement
Bank 1
Prot per business

Traditional pilot

Bank 2
Retail banker
cross-selling ratio

Pilot using cultural interventions



Churn reduction




appreciate why people act the way they do

with customers, the bankers own mindsets

and understand how inuencing their

prevented them achieving this goal.

mindsets can help them change their behavior.

Once it understood this barrier, the company
To see how this works in a lean transformation,

introduced training to help staff explore

consider one bank that learned its sales

topics such as personality types, emotional intel-

per banker were well below the industry bench-

ligence, and vocational identity. The training

mark. The bankers claimed that mounting

helped people to realize that they can learn

paperwork left little time for customer interaction.

to change how they act at work even if the new

So the bank gave its bankers new sales scripts,

behavior does not come naturally to them

easy-to-use tools, and additional training to

at rst. Management also sought to present sales

reduce the need for paperwork. Problem solved?

in a new light, as a noble pursuit helping cus-

Not at all. Six months later, the hoped-for

tomers to discover and fulll their unexpressed

improvements in sales had failed to materialize.

needs. Within six months, the program was

back on track and generating sustainable sales

Close investigation revealed that most of the

gains well above the original targets.

bankers felt uncomfortable interacting

with customers, and preferred doing paperwork.

Understanding and inuencing employees mind-

Many had introverted personalities and

sets is sometimes seen as a soft subject with

poor interpersonal skills, and found that dealing

little real business impact. Yet when organizations

with wealthier and more educated customers

create an environment that motivates employees

made them feel inferior. To make matters worse,

to work to their full potentialwhat we

most of the supervisors were drawn from the

describe as a performance culturethey achieve

bankers ranks and shared their outlook. Although

considerably better bottom-line results. Exhibit 1

the outward environment had been changed

illustrates the impact of a set of pilots conducted

to make it easier for bankers to spend more time

in companies undergoing change programs.

Winning hearts and minds: The secret of sustaining change


Some pursued traditional approaches; others used

behavior. Most hard-working and well-intentioned

cultural interventions to address employee

executives believe they are doing the right

mindsets and behaviors. The second group

thing already. They may recognize that their

outperformed the rst on every measure. Because

organization is low in trust, bureaucratic,

both sets of interventions were carried out

and lacking in customer focus, for instance, while

in the same companies at the same time, they

failing to see how their own actions contribute

provide compelling proof that paying attention to

to these shortcomings.

employees mindsets generates tangible benets.

Accordingly, many institutions use 360-degree
5. People wont change unless their

feedback techniques in surveys or discussions

leaders do

to shed light on areas where leaders mindsets and

Most senior executives believe in leading by exam-

behaviors might represent barriers to change.

ple. Encouraged by HR professionals and

Engaging an objective observer to sit in on

consultants, they commit themselves to role-

meetings and analyze day-to-day activities in the

modeling behaviors targeted by the trans-

executive calendar can also be a great help

formation effort. Yet all too often their efforts bear

to leaders in understanding how they spend their

little fruit. A common difficulty is that leaders

time and manage others. A CEO who is trying

dont consider themselves to be part of the

to improve customer focus but spends no time

problem, and have little motivation to alter their

meeting customers is not sending the right


Lean Management

New frontiers for financial institutions

message to the rest of the organization. Nor is

The CEO at a division of a UK-based bank

a leader who claims not to be bureaucratic

drafted a change story and asked his

but holds meetings that spawn yet more meetings

top team for their feedback. He also asked each

without ever reaching decisions.

team member to write a change story for

their own department that would support his

To focus attention on behaviors that needed modi-

broader story. This process was repeated

cation, one global bank asked managers to

at progressively lower levels until it reached

complete self-assessments on specic lean-related

the front line. Although it took a long time

topics and had subordinates rate the managers

to cascade these multiple change stories,

on these topics anonymously. The combined

the process produced stories that were relevant

assessments, which were made quarterly, allowed

to employees and engendered tremendous

managers to see how far they had to go to

commitment to the program.

achieve program goals and focused their attention

on the desired behaviors. Such techniques

People need to feel actively involved not only in

can be highly effective in holding up a mirror to

making change happen but in deciding

leaders and helping them overcome their

what to change and how to make the working

personal behavioral challenges (See Building

environment more efficient and effective.

lean leaders, p. 60).

Flatly telling employees what to do and leaving

them to it is demotivating: it imparts no

Leaders apart, a few employees in most organi-

ownership of the initiative, while undermining

zations exert disproportionate inuence

personal involvement and discovery.

over the behavior of others. Conventional change

management wisdom recommends enlisting

Applying this insight in a lean setting can have

these inuencers to ignite behavioral change.

a powerful impact. Consider the daily hud-

But we would advise caution: the reach of

dles that many nancial institutions hold around

inuencers is often narrower than organizations

visual performance boards to discuss todays

might imagine, and engaging them in sufficient

targets, yesterdays results, ongoing challenges,

numbers to make a real difference can be

and ideas for tackling them. In a non-lean setting,

costly. Experience suggests that success depends

topics like these would probably be aired in

less on inuencer persuasiveness and more on

a formal meeting with a team leader or depart-

the receptiveness of the target audience.

ment head leading the discussion and telling

subordinates what to do. In a lean organization,

6. Personal involvement creates

by contrast, the huddle is a forum for brain-

ownership and impact

storming and joint problem solving, and the

Most leaders realize that they need to devote

discussion can be led by any team member. Their

a great deal of time to communicating

role is not to provide answers or delegate tasks,

their change stories to employees through road

but to ask good questions, motivate colleagues

shows, town-hall forums, blogs, intranets,

around shared targets, and encourage new

and other approaches. But effective communica-

thinking to solve recurring problems. Rotating the

tion is a two-way process. Only by listening

leadership of the huddle gives team members

to employees as well as speaking to them

an opportunity to develop leadership skills as well

can managers make the organizations change

as the satisfaction of contributing to a more

story compelling.

effective working environment.

Winning hearts and minds: The secret of sustaining change

Many nancial institutions have had success

Carolyn Aiken is a principal in McKinseys Toronto

using lean programs to deliver short-term

ofce, Dmitriy Galper is an associate principal

improvement goals, but sustaining the change

is often more difficult. A well-informed


in the Munich ofce, and Scott Keller is a director in

the Los Angeles ofce. Copyright 2011 McKinsey
& Company. All rights reserved.

approach to engaging employees in the process

of change can help lean programs reach
beyond short-term success to become a long-term

Further reading

enabler of sustainable competitive advantage.

David Fine, Maia A. Hansen, and Stefan Roggenhofer, From

Leaders that act on the six insights we have

lean to lasting: Making operational improvements stick,

McKinsey Quarterly, November 2008.

discussed will stand a better chance of engaging

their employees and unleashing the energy to

Jeffrey Pfeffer and Robert I. Sutton, Change or die?:

make real change in their organizations.

An evidence-based approach to change management,

Harvard Business Review, March 2006.
Jim Collins, How the Mighty Fall: And Why Some Companies
Never Give In, Random House, 2009.
Scott Keller and Colin Price, Performance and Health:
An Evidence-Based Approach to Transforming Your
Organization, McKinsey & Company, 2010.
Scott Keller, Mary Meaney, and Caroline Pung, What
Successful Transformations Share: McKinsey
Global Survey Results, McKinsey Quarterly, March 2010.