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Shun Griffin Makes her Mark in Manufacturing Leadership

March 20, 2019 By

Lukisha "Shun" Griffin Headshot
Lukisha "Shun" Griffin Headshot.

Lessons from the first female Manufacturing Leadership Certificate graduate

With ample experience in manufacturing, Lukisha T. “Shun” Griffin (pictured above) recently became the first woman to earn GaMEP at Georgia Tech’s Manufacturing Leadership Certificate. Knowing she always had a knack for working with machines, Griffin, who is currently studying Industrial Engineering at Kennesaw State University (KSU), enrolled in the program to gain the skills necessary to further her career and become a manufacturing manager.

Having worked for big names in manufacturing such as Ford Motors and Berry Plastics, Griffin came to Atlanta after being recruited by Solvay and has worked her way up in the company’s ranks ever since. Griffin’s perseverance, determination, and strong work ethic have helped her succeed in her classes with great efficiency — she completed her certificate in only nine months! Griffin credits the Manufacturing Leadership Certificate’s interactive curriculum with teaching her how to practically apply the concepts she learned to advance her career. In this interview, Griffin reflects on her experience and how it has helped shape her career thus far.

What motivated you to take the Manufacturing Certificate while simultaneously enrolled in the Industrial Engineering program at KSU?

I knew I could accomplish this goal because the Manufacturing Leadership Certificate is designed for people who are working and want to take their career to the next step. My motivation to stay the course was knowing that I need the knowledge that these programs have to offer in order to become an expert in the manufacturing industry.

What did you expect to gain by taking the program and did it meet your expectations?

I have an extensive background in manufacturing and managing daily operations from the floor. However, I knew I had a lot to learn about leadership, the dynamics around managing assignments, the different metrics needed for standard operating procedures, and checks and balances to keep companies in the green with operations and deliverables. I went in with the mindset of being a sponge, knowing that whatever they had to teach me, I needed to learn. The program taught me so much and definitely exceeded my expectations.

What did you find most valuable about the program?

Creating Metrics to Drive Performance and Best Practices in Workforce Development: Building Your Team for World Class Performance are the courses that I dove into the most. They hit home for me because I manage the logistics of inventory and assist with the weekly scheduling for our group.

How have you used what you learned in the certificate program in your current position or in your current studies?

The classes also broadened my scope of implementing and facilitating group projects while managing the work in progress (WIP) and warehouse space. The training gave me a head start on what to expect moving forward with my Industrial Engineering degree. I have also been able to create live ongoing tracking metrics that my supervisor and I use weekly to stay on top of our experiments and projects.

Where do you see yourself career-wise in the next five years?

I chose a degree in Industrial Engineering because it provides access to many other options, but the Manufacturing Leadership Certificate is what determined my decision to stay in this career field. Five years from now, I plan to be completing my Master’s in Manufacturing Leadership at Georgia Tech.

In your opinion, what does it take to be successful in the manufacturing field?

When I was a young child, my father drilled two words into me: consistency and persistence. Along my journey, I realized that you also must enjoy and have a passion for what you do. My personal opinion is, if you are consistent and persistent in working hard, complete tasks and assignments with integrity, and are open to implementing continuous improvements along the way, you’ll be successful in the manufacturing field.

Is there a moment in your career that you thought you failed, but instead it lead to something better?

Yes, I have had moments where I felt like I had failed or had become stagnant in my career. I have learned that when we don’t receive the results or the recognition that we feel we deserve or have earned from others, we charge that as failure. I have grown to view those moments as learning curves and an opportunity to take advantage of the space and time to perfect whatever project I’m working on. The approval isn’t the goal – it’s the result!

This profile is part of a month long celebration of women in STEM (science, technology, engineering, and math), in honor of International Women’s Month. View profiles of other influential women in STEM careers here.

Learn about the Manufacturing Leadership Certificate

Filed Under: Blog Tagged With: Leadership, Workforce Development

Is Online Learning the Right Fit for You?

November 14, 2018 By

Start screen for an online course.

Is Online Learning the Right Fit for You?

Online learning is not new to education or business. Actually, according to the 2015 National Student Clearinghouse Research Center, 5.5 million people participated in some form of a class that was offered online.

Start screen for an online course.

This number continues to grow, according to the Online College Student Survey. There’s been an increase in online interest and a steady growth of 1% every year since 2012 (Clinefelter & Aslanian, 2015). The research by Moore and Kearsley (2005), states that online learning is the chosen platform for learning for adults between the ages of 25-50, due to perks that include, scheduling flexibility, increased access to courses on unique topics, and lower costs.

However, when a person thinks of online learning, depending on their learning style or prior learning experiences their outlook may be one of dread or excitement. As for me, I jump at the opportunity to not being committed to attend a class at a designated day, during a designated time. I enjoy the freedom to learn new information when my brain tells me it’s a good time to retain the information I am learning. Not everyone learns in an 8 a.m. to 5 p.m. block.

Many who dread online learning think, “I’m not computer savvy enough,” but did you know, research shows that you don’t have to be a computer expert to take an online course? Actually, those who are not computer experts tend to perform better in online courses than those who are computer “savvy”.

When surveyed, people who said they preferred a traditional classroom setting stated that they valued the interaction with other students and could learn more through that interaction than through an online course. However, if your learning style is one of visual or auditory, you may actually prefer taking a course online rather than in a traditional classroom. During a well-designed online course, videos can be played multiple times, audio recordings reinforce what’s being taught, and you are given opportunities to practice new skills. Research conducted by Heather Kauffman (2015) showed that individuals who took a class online had an as high or higher success rate, than those who attended a traditional classroom course.

Do you think online learning could be for you? If you haven’t given it a try, I hope you will consider taking one of GaMEP’s online courses soon. GaMEP considers each course’s content carefully and determines the best way (or ways) to deliver the material to students. Several of our traditional courses are now available online, but we have developed some new online only subjects as well. Here’s a list of some of our newest online offerings:

  • Introduction to ISO 50001 + Basic Energy – Gain knowledge of foundational energy management terminology and concepts as well as basic elements of ISO 50001.
  • Introduction to ISO 50001 – Learn about ISO 50001 and how it relates to management responsibility, energy policy and planning, implementation and operations, and management review. 
  • SEP Update Course – Receive updates to the SEP suite of documents and be able to help organizations meet or audit the new requirements.
  • Integrating Additive Manufacturing with Traditional Manufacturing – Understand which factors to consider, including cost and logistics, when incorporating additive manufacturing into a traditional manufacturing operation.
  • Additive Manufacturing as a Secondary Process – Find out how manufacturers use additive manufacturing as a secondary or indirect process, including its advantages and disadvantages.
  • Industrial Network Integration – Discover common ways networks are used for manufacturing as well as practical network concerns and technology that allow industrial networks to function correctly.
  • Introduction to Composites – Learn about the basic materials used to make composites, how composites are processed, and the applications of composites in various markets.
  • Automated Systems and Control – Identify the common methods of industrial automation, describe the available technologies, and explain how they are applied in manufacturing.
  • Applications for Robots – Acquire an understanding of industrial robots, the pros and cons of using robots, and learn about their basic capabilities.

If you have any questions about the format of a course you are interested in, just send me a message. I am happy to help in any way that I can and make sure that you find the right course for you!

Written by Jennifer Stone, GaMEP Instructional Designer. Jennifer works with GaMEP project managers and region managers to develop effective traditional and on-line training course materials. She holds an Ed. S. in Instructional Design from the University of West Georgia, an M.S. in Educational Computing Technologies, and a B.S. in Elementary Education and Psychology from the University of North Carolina, Greensboro.

References:

Clayton, Blumberg, & Anthony. (2018). Linkages between course status, perceived course value, and students’ preference for traditional versus non-traditional learning environments. Computers & Education, 125, 175-181.

Clinefelter, D. (2015). Data from Survey of Online College Students Helps Institutions Thrive. ELearn, 2015(12), ELearn, 01 December 2015, Vol.2015(12).

Kauffman, H. (2015). A review of predictive factors of student success in and satisfaction with online learning. Research in Learning Technology,23(1), 1-13.

Thorpe, M. (1997). Distance education: A system view: MICHAEL G. MOORE and GREG KEARSLEY, Wadsworth Publishing Company, 1996. 290 pp ISBN 0-534-6496-4. Computers & Education, 29(4), 209-211.

National Student Clearinghouse Research Center Releases Fall 2016 Current Term Enrollment Estimates Report. (2016, December 22). Professional Services Close – Up, pp. Professional Services Close – Up, Dec 22, 2016.

Filed Under: Blog Tagged With: Workforce Development

Atlanta Business Chronicle Viewpoint: Call to Action for Georgia Manufacturers

September 20, 2018 By

Interroll manufacturing implements new technology

Originally published in the Atlanta Business Chronicle on Friday, Aug. 24, 2018. View the original here.

Georgia’s manufacturing industry is at a crossroad.

For decades, Georgia has attracted manufacturing investment dollars from across the globe thanks to a large workforce, affordable real estate and robust logistics infrastructure.

That favorable climate has attracted billions of dollars of investment from TOTO, Southwire, KIA and hundreds of other companies whose manufacturing facilities have created thousands of jobs in the Peach State.

For all that our state has to offer, too few Georgia manufacturers are making meaningful investments in digitization, workforce training and long-term, strategic innovation. This is according to the 2018 Georgia Manufacturing Survey, “Securing Georgia’s Economic Future,” sponsored by Aprio and Georgia Manufacturing Extension Partnership (GaMEP).

Given the extraordinary pace of change, Georgia manufacturers have an unprecedented opportunity to lead or get left behind.

Manufacturers Must Embrace Industry 4.0

We are in the throes of a 4th industrial revolution. As with every revolution, there will be winners and losers. No sector of manufacturing will be immune. Even manufacturers in ostensibly “low-tech” sectors will eventually find themselves on the front lines of this digital revolution.

Our survey shows that larger manufactures are making bold investments in digitization, while others are hanging back. Only 38 percent of small manufacturers in Georgia have implemented progressive digital technologies such as robots and RFID, compared with 71 percent of medium-sized and 84 percent of large manufacturers.

Digitization is the most disruptive force in manufacturing today, and it will be a determinant of long-term success or failure. From blockchain to AI to data analytics, ROI-enhancing digital tools are increasingly within reach. Manufacturing executives must strike a balance between spending for today and investing in game-changing initiatives that position them for the future. The reward for decisive action today is increased profitability, expanded opportunities, and a competitive edge tomorrow.

Request a copy of the full 2018 Georgia Manufacturing Survey results.

Take Ownership of the Skills Gap

The drive for digitization is inextricably linked to workforce development. An educated, skilled labor market is a requirement for manufacturers making the transition to Industry 4.0, but it’s also an area where Georgia manufacturers continue to struggle. Already, digitization is creating workforce shortages in areas such as data science, in addition to more traditional manufacturing skill sets.

If Georgia manufacturers are unable to fill pre-Industry 4.0 jobs, the skills gap will only widen in the coming decades. More than a third of manufacturers we surveyed cite a lack of technically skilled workers, such as those with electrical and machining expertise. Historically, Georgia manufacturers spend minimal resources on training. In fact, 25 percent had made no investments in training.

Near-record low unemployment rates of 3.9 percent and a strong economy may be lulling manufacturers into complacency. Georgia manufacturers must take control of their workforce destiny. As the need for highly-skilled workers increases, the talent war will only become more fierce.

Forward thinking organizations must take a more proactive role in creating an upwardly mobile workforce. That includes offering tuition reimbursement programs, bonuses and raises for those who seek additional training, as well as apprenticeships and cross-training opportunities. In a tight labor market, employers of choice know that a positive, supportive workplace culture is key to recruitment and retention. Job satisfaction and employee retention is about more than just money.

Only 18 percent of manufacturers in our survey offer training incentives now, whereas 40 percent pay bonuses for productivity increases. This is evidence of a shortsighted focus on today at the expense of investing in the future.

Secure Georgia’s Manufacturing Future

Revolutions only come around so often. This is an exciting time for anyone in the business of making things. Likewise, anyone holding onto “the way things have always been done” is on the wrong side of history.

Bold action starts with taking first steps. Manufacturing decision makers can begin by mapping a long-term strategy that balances today’s bottom line with the need for future investments.

Not sure where to start? A full report of findings from the 2018 Georgia Manufacturing Survey, along with key insights from industry leaders, will be available at the end of September. You can request a copy here.

More than 450 Georgia manufacturers participated in this year’s survey, which was conducted in early 2018 and was sponsored by Aprio, the Georgia Manufacturing Extension Partnership (GaMEP) at the Georgia Institute of Technology, the Georgia Department of Labor and Kennesaw State University.

The survey began nearly a quarter of a century ago and is held every two to three years to benchmark advances in manufacturing technology, practices and techniques.

Karen Fite is the director of the Georgia Manufacturing Extension Partnership (GaMEP) and other programs based at the Georgia Institute of Technology that serve manufacturers. She holds an MBA from the University of Miami and a B.S. in health systems from Georgia Tech.

Adam Beckerman is the partner in charge of Aprio’s Manufacturing & Distribution group. He earned a B.A. in accounting from State University of New York College at Plattsburgh.

Filed Under: Blog Tagged With: Leadership, News, Technology, Workforce Development

Atlanta Business Chronicle Viewpoint: Learning to Successfully Lead Manufacturing Teams Takes the Right Training

September 13, 2018 By

Georgia Manufacturers take GaMEP at Georgia Tech's Lean Boot Camp Class

 

Georgia Manufacturers take GaMEP at Georgia Tech's Lean Boot Camp Class

Manufacturers from across Georgia attend the GaMEP at Georgia Tech open enrollment training course, Lean Boot Camp.

Originally published in the Atlanta Business Chronicle on Friday, Aug. 24, 2018. View the original here.

Working with new and emerging leaders in more than 800 manufacturing plants a year, our team continued to hear, “I have the technical skills, but need help on the soft skills to be an effective leader,” or “I need to better communicate my organization’s goals to team members.”

That had us wondering how could the state’s second-largest industry — which employs more than 340,000 people — have difficulty training its managers on leadership skills? In speaking with those leaders, we realized many were promoted within their plants. They were once workers on the shop floor and are now leading teams. They can tell you how to do the work, but don’t understand how to develop metrics, deal with conflict, or effectively communicate with their team.

These findings led the Georgia Manufacturing Extension Partnership team at Georgia Tech to collaborate with manufacturing leaders from metro Atlanta and across the state. The leaders at these companies we’ve worked with over the years, such as Seasons-4, Southern Aluminum Finishing, and LioChem, provided insight into their managers’ needs and what defines success in their organizations. As a solution to this challenge our clients and other manufacturers were facing, we developed the Manufacturing Leadership Certificate to address the necessary skills gap for leaders implementing or managing continuous improvement cultures in their plants.

Our first two program graduates had similarities aligned to the issues we were seeing and hearing. Chris Shipman graduated from Valdosta State University and began working for CJB Industries. He started as a lab technician and is now the production manager. He said, “For me, it was not just learning how to solve issues, but teaching my team how to solve them. Since implementing tactics I learned in class, our error rate has decreased, enabling us to make products faster and deliver them to customers quicker than before.”

Similarly, Chantrey Reece of BorgWarner in Asheville, N.C. joined the team in 2005 as a freight unloader and is now the master scheduler, where he oversees final assembly and five machining departments. He registered for our Lean Boot Camp class and then received an email announcing the certificate program.

“I looked into the certificate further and saw that it addressed a need for me,” Reece said. “Although I had been with BorgWarner for years, I was new to my position, and it was the first time outside of my military career that I had to manage people.”

According to Training magazine’s 2017 Training Industry Report, 28 percent of organizations increased their staff from the year before and manufacturers, on average, spent $1,200 per learner on training. The data showed us that not only were many individuals promoted from within, but they were also hired from other manufacturers, meaning they were products of their previous companies’ internal training or in many cases, the lack thereof.

So, we took this certificate idea and refined it to address specific areas, such as effective leadership practices and building and engaging leadership teams; creating the right metrics and using them to optimize operations; hiring, training, and coaching employees; efficient project management skills; technology applications such as robotics, additive manufacturing, and composites; and more. The result was an immediately implementable, hands-on, activity-based program.

“I not only learned the importance of good communication, well-defined processes, and employee engagement,” Reece said, “but I learned how to be a good communicator, a leader for process improvement, and how to engage my team so their voices are heard and they buy into the team and organizational goals.”

About the Manufacturing Leadership Certificate

The Manufacturing Leadership Certificate consists of five required and two elective courses. The certificate is taught by GaMEP team members, with years of practical experience working in manufacturing companies. Learn about the certificate: www.pe.gatech.edu/mlc

Filed Under: Blog Tagged With: Leadership, Workforce Development

GaMEP Awards First Manufacturing Leadership Certificate

July 26, 2018 By

Chantrey Reece - master scheduler for BorgWarner receives the first Manufacturing Leadership Certificate by GaMEP at Georgia Tech

Chantrey Reece - materials handler for BorgWarner receives the first Manufacturing Leadership Certificate by GaMEP at Georgia Tech

The Georgia Manufacturing Extension Partnership (GaMEP) at Georgia Tech sat down with Chantrey Reece, master scheduler at BorgWarner in Asheville, North Carolina, who recently became the first recipient of the GaMEP Manufacturing Leadership Certificate, to learn what he gained from the program and how he’s using it at BorgWarner.

Tell me about yourself.

I’ve lived in Asheville my whole life, with the exception of when I was in the military. After leaving the Army, I came back to Asheville and began working for BorgWarner, an automotive components manufacturer, and I’ve been with the company for 12 years. On the weekends, I like to take advantage of the outdoor recreational opportunities in North Carolina, where I hike, bike, and raft with my wife and two kids.

What is your role at BorgWarner and how has that changed over the years?

I joined BorgWarner in 2005 as a freight unloader and have worked my way up through the organization. I’ve held positions in the warehouse, as a material handler, shift lead, and multiple roles in the scheduling department.

Today I’m the master scheduler. I oversee the scheduling of five machining departments and the final assembly department. Our team is in charge of the scheduling of components that are going through the assembly lines, as well as predicting any downtime needed for maintenance on the machines. In my role, it’s important to use capacity planning to make sure our products are produced on time and that we are able to meet customer demands.

How did you hear about the Manufacturing Leadership Certificate program, and why did you feel it was the right program for you?

A few of my teammates and I signed up for GaMEP’s Lean Boot Camp to gain more knowledge about lean practices. A few weeks before the course, I received an email saying that Lean Boot Camp was a core course of the new certificate program. I started looking into it a bit further and saw that it really addressed a need for me.

When I started in my current position, it was the first time outside of the military that I had to manage other people knew the technical aspects of my job really well, but I didn’t have the leadership skills necessary to support and grow our teams. I felt that this certificate would help close that gap.

What was your favorite course in the certificate program, and why?

Leading for Organizational Excellence was the course I enjoyed the most. It taught me how to put together a strategic plan and carry it through to execution within my teams.

What were your top three takeaways from the certificate program?

I learned a lot from the courses that I took and have implemented many of the things I’ve learned, but I think the three biggest takeaways for me were:

  1. It takes good communication to be successful with change.
  2. You need to have well-defined processes and if you don’t, you need to start there.
  3. Employee engagement is a must. Management and the teams need to work together and be open to giving opinions and receiving feedback. If that relationship can be established, things will fall into place and happen much more quickly.

 So knowing all of this, how has BorgWarner benefited from the certificate program?

Based on the skills and outlook that I brought back, BorgWarner quickly saw the benefit of it.

First, I sat down with others in the company, walking them through the classes I took, answering a lot of questions, talking about how the concepts could be applied. We then began conducting value-stream maps — a lean tool — in specific departments. It gave us some quick wins, and people across the company began buying into the changes. We got people involved in ideas and decisions who had never been involved before, and they became eager to participate and have their voices heard.

We are only a few months into implementing what I and others have learned in these classes, but we are starting to see a culture shift in the organization, and that is exciting.

We now have six other people going through the certificate program.

Besides what we’ve discussed, is there anything else you plan to do with the knowledge you’ve gained from these classes?

Absolutely! The skills that I learned are applicable to many different aspects of my life. After taking the project management class, I now make lists of must do’s, should do’s, and could do’s in order to help organize and manage my personal time in addition to my work schedule!

Learn about the Manufacturing Leadership Certificate

Filed Under: Blog Tagged With: Leadership, Workforce Development

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