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Our language is one of certainty, prediction, and results. We were taught in the Cartesian/Newtonian paradigm - nonlinear systems thinking is not in our vocabulary. Keep in mind that many people at Ford are engineers. Daniel Kim from the Organizational Learning Center became our facilitator, teacher, and mentor, and with a cross functional group of managers on our team, we began our journey (see “Pilot Project Plan”). So we began to have meetings with the MIT Organizational Learning Center to put together a project. A core team of six to eight people decided to apply systems thinking and the discipline of mental models to help us think differently about problem articulation - about how we create our own problems and how we can resolve them. We’re talking about a major program - the responsibilities are very heavy, and the expectations are very high. The program consists of a cross-functional team of approximately 200-300 engineers, planners, manufacturing and finance people, etc. Once you get the behavior right, you can take the engineering tools and apply them more effectively.Īt Ford, the Lincoln Continental team has been trying to do something dramatically different with product development. The difference is that they’ve developed a different process of communication and behavior - how they think, vision, and interconnect. Their capabilities are tremendous and yet, on a technological basis, there’s no difference. We’ve been bench-marking the Japanese, particularly Toyota.
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But we haven’t been able to adapt the human element to produce the kind of behavior that will enable us to create the superb, special type of product that we’re looking for. We have the engineering, the technology, the Computer-Aided Engineering (CAE) tools.
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At Ford Motor Company, we know how to design cars.