I am getting more and more questions from leaders of corporations, non-profits, universities, and government groups about their desire to REVITALIZE their existing work systems, rather than REPLACE them! This desire to get more from what they already have – their systems, people, and work processes is driven by three things:

1. AN URGENCY FOR QUICK IMPACT:  Leaders are feeling extreme stress. They urgently need to generate quick impact in – sales growth, cost reduction, quality, efficiency, and employee engagement. In response, we have adapted our PROACTIVE Problem Solving program for team members and managers to deliver tangible impact within 4 weeks.
   
   
2. A DESIRE TO MAKE IT EASY BY BUILDING ON RATHER THAN REPLACING:  Building on what exists creates far less chaos and confusion than replacing existing systems. In response, we customize the curriculum of our PROACTIVE Problem Solving courses for team members and managers with the language used by their culture and with examples from their organizations. We also build seamless bridges between the old and the new.
   
   
3. A ROADMAP FROM QUICK AND EASY TO BIGGER AND BOLDER IMPACTS: Leaders need quick and easy impact during these times of trouble in the global marketplace. In addition, they are also seeking programs that set them up for bigger success with bigger and bolder innovation. To that end we have developed roadmaps for process improvement that grow from quick impact to a new cultural norm of 10 Working Smarter system improvements per employee per year. The training and systems that we provide lay the foundation for a 500% increase in big ideas and faster speed to market with innovations and renovations to existing offerings.

Happy to connect to understand your needs and to educate you on fast and easy ways to get more impact from your existing systems, managers and team members.

Cheers,

Doug Hall 

Founder – Eureka! Ranch
Co-Founder – Dexter Bourbon Company from the Brain Brew Distillery
Co-Founder – Eureka! Ranch Distilled Spirits Group

Click to learn more about:  DOUG’S Bio     DOUG’S Services     DOUG’S Books

Click to SEND DOUG A MESSAGE

As I reflect on my recent tour across the UK, speaking about my new book PROACTIVE Problem Solving, I am struck by the reaction I got to one simple slide that showed OLD WHISKEY vs. NEW WHISKEY as practiced by our Dexter Bourbon Company at the Brain Brew Distillery.

The discussion of transforming from OLD world legacy ways to NEW world mindset and methods was a clear theme of conversations following my event. 

In EDINBURGH, there was discussion about the OLD ways of “controlling” workers in manufacturing organizations versus the NEW ways of enabling and igniting employees. 

In WALES, discussion was about OLD work systems that are slow, expensive and rigid versus the NEW ways of working in a multi-billion-dollar global corporation. 

In LONDON, the panel at the international Space Network event spoke about OLD space versus NEW space.  OLD space being the legacy systems that are slow and expensive versus NEW space that is nimble, efficient and fast. 

Also in LONDON, discussion with attendees at the Institute of Physics focused on how many of the companies there were striving to drop the OLD and pivot towards NEW ways of working. From health care and hospitality to manufacturing and service industries there was a greater momentum to change mindsets than I’ve observed in forty years of working in the United Kingdom. 

The causes of the shift likely include: a resetting of mindset post covid, the global chaos of tariff uncertainty, and a new generation of leaders and managers who are setting the organizational agenda as Baby Boomers become less and less dominant. 

Frankly, the OLD versus NEW discussions give me great hope.   

I hope that by working together across organizations, industries, and countries, we can increase joy and decrease stress in our work lives. 

It is also my hope that team members and their leaders will ignite change from the bottom up.  And that leadership at the top will set clear strategies that anticipate the future. Finally, I hope that with explicit strategies and engaged teams, middle management will be able to coach and facilitate working smarter, faster, and more creatively on ideas that make a meaningful difference. 

So what are you waiting for?  What can you do to help your team, department or organization move from OLD world to NEW world thinking?.

Cheers,

Doug Hall 

Founder – Eureka! Ranch
Co-Founder – Dexter Bourbon Company from the Brain Brew Distillery
Co-Founder – Eureka! Ranch Distilled Spirits Group

Click to learn more about:  DOUG’S Bio     DOUG’S Services     DOUG’S Books

Click to SEND DOUG A MESSAGE

Good Morning from London.

What began as a simple idea — helping companies ignite employee engagement through innovation-powered continuous improvement — has sparked an extraordinary reaction here in the UK.

Since releasing my latest book, PROACTIVE Problem Solving, in January (an Amazon bestseller, by the way!), the U.S. response has been fantastic. But nothing prepared me for the energy and enthusiasm I’m experiencing on this tour through Scotland, Wales, and London, organized by my friend and our partner, Phil Oliver of Eureka! Europe.

We’re only halfway through, and I can confidently say: I’ve never seen anything like this. In Edinburgh, I signed more books than at any of my previous keynotes here. Even more meaningful were the emails I received afterward — from corporate execs, government officials, and university leaders — expressing their excitement about how “Stopping the Stupid” could energize their teams in this AI-flooded world. I’ll admit I wasn’t sure how UK audiences would respond to the irreverence of the phrase — but it turns out, CEOs and senior leaders are just as eager to eliminate the inefficiencies in their systems as the frontline employees are.

What’s even more exciting is that leaders instantly understood the deeper message: that engaging employees in improving broken work systems sets the stage for success in larger, bolder innovation.

As I often say, product and service innovations lose up to 50% of their value between idea and market — mostly due to internal compromises. But when employees have already experienced success solving process problems, they’re far more likely to lean into solving the challenges that come with delivering breakthrough products. That connection is resonating here in a powerful way.

Two more events remain this week, along with another tasting of our award-winning Dexter Bourbon. I look forward to continuing this incredible journey — and sharing more insights soon.

Cheers,

Doug Hall 

Founder – Eureka! Ranch
Co-Founder – Dexter Bourbon Company from the Brain Brew Distillery
Co-Founder – Eureka! Ranch Distilled Spirits Group

Click to learn more about:  DOUG’S Bio     DOUG’S Services     DOUG’S Books

Click to SEND DOUG A MESSAGE

I am very excited to be spending next week in Scotland, Wales, and London to do keynote speeches and coaching based on my latest book PROACTIVE Problem Solving.

I look forward to the events and for connecting with friends I’ve made over the past thirty years of traveling to the UK. 

Taking my learnings and teachings from Canada and the United States to the UK is always a wonderful educational experience for me.  Being there brings a fresh and diverse edge to my talks and research.    

Historically I’ve spoken about finding and fast tracking “Big Ideas” inventing new brands or renovating existing brands.

For this trip, my focus is on helping managers who are VERY FRUSTRATED with their inability to get things done!  That’s because research indicates that the average manager wastes 3.5 hours a day dealing with broken work systems (some would call them “stupid” work systems) – the processes, practices, and procedures that get in the way of their performance and that also frustrate and disengage colleagues, and slow the organization’s productivity and growth. 

Philip Oliver, our regional partner at Eureka! Europe, came up with a clever way of telling the story through the lens of the crazy success we’ve had with our Dexter Bourbon Company from our Brain Brew Distillery.  

The talk is titled:  Seven Lessons in Leadership from A Craft Whiskey Distillery. 

Obviously it will be good fun using lessons from a U.S. distillery with the folks in Scotland who pioneered whiskey.  I anticipate enjoying friendly humor, some polite challenges to me, and as always mind-opening insights from sharing what I’ve learned with an audience that has a very different cultural mindset. 

As I wrote in PROACTIVE Problem Solving – our modeling of creativity finds that diversity like this is not additive, not multiplicative, but rather exponential in its impact. 

Cheers,

Doug Hall 

Founder – Eureka! Ranch
Co-Founder – Dexter Bourbon Company from the Brain Brew Distillery
Co-Founder – Eureka! Ranch Distilled Spirits Group

Click to learn more about:  DOUG’S Bio     DOUG’S Services     DOUG’S Books

Click to SEND DOUG A MESSAGE

Scientists at the University of Lübeck in Germany have found for the first time that our sleeping brains continue working on problems that baffle us during the day. 

Volunteers were 3 times more likely to successfully solve a series of math problems than than sleep deprived participants.

Previous studies have shown that about one third of the population are sleep deprived – contributing to increases accidents and worsening health. 

Sleep is thought to help us consolidate memories and sharpen thoughts. 

This study confirms bio-chemical studies of the brain that indicate memories are restructured before they are stored. 

There are some experts who believe that in fact – lack of sleep could be a key reason why senior citizens have memory problems – it’s common that seniors have trouble sleeping. 

Researchers believe that even gradual decreases in the total time for slow wave sleep and deep sleep is correlated to a decrease in memory function and problem solving ability.

So when you feel the urge to take a snooze – tell your boss, spouse or partner you are not being lazy – you’re just improving your ability to proactively solve problems!

Cheers,

Doug Hall 

Founder – Eureka! Ranch
Co-Founder – Dexter Bourbon Company at the Brain Brew Distillery

I’m On My Way to London & Glasgow in early June… 

FOR DETAILS ON UK EVENTS CLICK HERE

Click to learn more about:  DOUG’S Bio     DOUG’S Services     DOUG’S Books

Click to SEND DOUG A MESSAGE

THE SITUATION – The benefits of increasing employee engagement are well understood: decreased absenteeism, decreased safety incidents, decreased employee turnover, increased profitability, increased productivity and sales.

However the existing system for measurement of engagement is an employee survey of “satisfaction and commitment to the company” is fine for episodic annual measurements but not as a tool for continuous improvement of your system for improving employee engagement. 

NEW METRIC – The new system metric is the number of improvements to human work systems per employee per year.  Tracking this metric gives us an ability to draw control charts – starting on a monthly basis and then as the system volume improves it moves to weekly.  The initial goal for engagement is 10 improvements to how the work gets done per employee per year. 

The ideal measure of improvements is changes to the organizations Standard Operating Procedures (SOP’s).   SOP’s provide clear documentation of how the work of your organization gets done.  They are the foundation of successful and sustainable process improvement. 

IMPLEMENTATION CHALLENGE – The challenge with SOP changes being the metric for employee engagement is that most organizations do not have SOP’s or if they do they are either out of date or not broadly accessible by team members. 

EASY STARTING POINT – Two Step SOP – The easy way to get started is to use a two step process for documentation.  

The first step is a simple explanation of work process changes 

• Name of Work System Change
• Name of Person(s) who Created the Change
• Background on System Purpose & Problem 
• Solution detailed Step by Step
• Quantified Value of Change or Estimate of It
• Name of peer(s) who helped improve description
• Name of person(s) who Approved the Change

The second step is to publish the changes

• Names of Changes w/ Link to Details
• For Trade Secrets Only the Name is Published
• Include Summary Control Chart of # of Changes

The third step is to update your Formal SOP if you have one

• Translate informal to your formal SOP format
• Add to Centralized SOP Database
• If formal SOPs are not available file informal one

YES IT IS WORTH THE EFFORT  – The truth is that broken systems and low employee engagement are the root cases of 94% of the stresses, headaches and frustrations of team members, managers and leadership.   That said, the journey from a culture of chaos and fire fighting to one of never ending continuous improvement requires patience.  The good news is that the process will build momentum on it’s own. As one team member said to me when I told her it would take time, “Doug I don’t care how long it takes. The fact that we are finally confronting the chaos gives me hope for the future.”

A THREE STEP SYSTEM

Cheers

Doug Hall 

Founder – Eureka! Ranch
Co-Founder – Dexter Bourbon Company at the Brain Brew Distillery

I’m On My Way to London & Glasgow in early June… 

FOR DETAILS ON UK EVENTS CLICK HERE

Click to learn more about:  DOUG’S Bio     DOUG’S Services     DOUG’S Books

Click to SEND DOUG A MESSAGE