About Us
Origin Story
Unlock the next level of growth for your engineering business with Gemba Services, established in 2024. We evolved from a value-added service within engineering consulting to become a dedicated development partner, driven by the repeated requests of clients like you.
You asked for a focused approach to transform your teams and expand your business – and we answered. Our name, Gemba Services, reflects our core methodology. We believe in the power of “gemba” – the real place where work occurs. Through the essential practice of the “gemba walk,” leaders gain firsthand insights to eliminate waste and cultivate growth opportunities within their teams.
Would you like to learn more about what “Gemba” means or get a sneak-peak into some of the transformational initiatives we’ve supported?
Gemba (現場) is a Japanese term meaning “the actual place.” Gemba Services are performed in the actual place where the work is performed.
transformational inititatives
Leadership Development and Training (LDT) – Before a system can be established, we’ll need to evaluate what’s existing, what’s needed to then identify the gaps.
- Leadership Gap Analysis – includes interviews with the different levels of the team.
- Development Gap Analysis – involves review of the current road maps, accountability and organizational charts.
- Training Gap Analysis – Is performed by comparing the current state and future state of the training offerings.
Structured Training Program (STP) – Upon identification of the Training Gaps; within but not limited to: Safety, Technical and Soft Skills; we will work with in-house resources and external vendors to establish a structured program to include platform integration with assigned intervals and content creation.
- Learning Management System (LMS) – Work with the client’s existing training platform to incorporate the Computer Based Training (CBT) modules and a tracking system for Instructor Led Trainings (ILT); to include external training participation.
- Subject Matter Experts (SME) – Facilitate the external vendors involvement in the process from ideation through implementation/ execution.
- Human Resource Team (HRT) – Work together with the client’s HRT to build-out, in collaboration with external vendors, the structure of the training program.
Individual Development Plans (IDP) – When driven from the employee, an IDP will support a change in mindset through a team member’s investment in their own career. Each team member will gain a clear sight for growth through having a well-established plan that contains both leadership approval and individual commitment.
- Positional Competency Assessment – Before an IDP can be built an individual must know their current position. Through a checklist of required competencies for each position, an individual and their leader can work together to identify any opportunities for LDT.
- Technical Development Requirements – Before an IDP can be built an individual must know where they are going. Through a checklist of technical requirements for each position, an individual and their leader can work together to identify any opportunities for LDT.
- Development Opportunities – Before an IDP can be built an individual must know there is an opportunity for them. Through an established succession process an individual, through their leader, can work together through opportunities for LDT.
Mentorship Program – Considering the need for Development Opportunities, we will facilitate the establishment of the mentoring program. An established program will serve to fulfill the needs associated with an individual achieving success within their IDP because organizations with mentoring programs in the workplace realize 57% higher employee engagement and retention.
- Traditional Mentorship – Through volunteerism and leadership identification we’ll establish a structured one-on-one mentoring system with guidelines on roles, responsibilities and expectations.
- Group Mentorship – Encompasses both Employee Resource Groups (ERGs) and Technical Committees. Both are led by a Sponsor who is a member of the Senior Leadership Team (SLT) and provides the same experience with two separate missions:
- ERG’s are formulated by the team members based on their needs; for example: Veterans, Women’s Support, International, Sports, Etc.
- TC’s are formulated by the SLT to address business needs; for example: IT, Innovation, Events, Process Documentation, Market Trends, Development, Etc.
- Buddy System – Every new hire needs an on-boarding Buddy that is not their supervisor; this is usually someone who knows how and where, so as to be a one-stop source for the new hire. This too could be implemented for an individual new to a role.
We can schedule a call to run through any of the programs described and build the scope together or discuss your specific needs.