Why Processes Fail Without You: The Leadership Gap in Sustainment
Imagine this: A senior continuous improvement leader steps into a struggling part of the business with a clear mission—to drive measurable impact within a specific area of the business this year. Armed with lean principles and a proven methodology, they hit the ground running.
They assemble a cross-functional team, kick off with a kaizen event, and implement Daily Management with a weekly cadence to review critical success metrics. They drive accountability with a detailed action plan and watch as the team achieves remarkable success. Metrics improve, and the team celebrates the win.
But fast forward to the next year. The leader moves on to tackle a new priority, and the process they worked so hard to install begins to fall apart. Without their direct involvement, the once-thriving system falters, and the success metrics fall into decline.
Why? Because true sustainment requires more than just installing process and methodology, it requires followership and buy-in.
House of cards, fragile and prone to collapse without the right foundational support
The Missing Link: Leadership That Builds Followership
In this case, the leader relied heavily on brute force—personally driving every aspect of the initiative. While this approach delivered short-term results, it failed to instill a sense of ownership and accountability within the team.
When leaders tell people what to do, rather than inspiring them to take ownership, they create dependency. And when the leader steps away, the process falls apart.
Sustainment isn’t just about the tools or processes you install; it’s about the culture you build and the followership you develop.
Leadership Strategies to Build Followership and Sustain Processes
Here are 6 actionable strategies to ensure your leadership style fosters followership and drives long-term sustainment:
Cultivate Ownership, Not Compliance
Don't just tell people what to do; empower them to understand why it matters. When people see the value and purpose behind the work, they’re more likely to take ownership and stay engaged.
Develop Followers, Not Just Doers:
Instead of prescribing every action, empower your team to make decisions and solve problems within the framework of the process. Focus on coaching and mentoring, not just directing. Give the team credit with management instead of taking it for yourself.Build a Culture of Continuous Improvement:
Make daily management a habit, not a chore. Encourage feedback and celebrate small wins.
Document and Standardize:
Make sure that the team has documented the process so that anyone can pick it up. Create standard work to make sure that the process is repeated the same way every time.
Develop Process Champions
Identify and train process champions within the team—individuals who can advocate for and maintain the process long after the leader has moved on. These champions become the torchbearers of sustainment, ensuring continuity and accountability.
Implement a Robust Handover Plan:
When transitioning responsibilities, ensure a smooth handover with clear documentation and training. Don't just walk away.
A Final Thought: Sustainment Starts with Leadership
As leaders, it’s tempting to focus on quick wins and short-term results. But true impact comes from creating systems that endure. That means shifting from a directive leadership style to one that builds followership, trust, and accountability.
When we lead with influence, empower our teams, and develop process champions, we ensure that the processes we install don’t just survive—they thrive. And that’s the hallmark of great leadership.
