Obeya is not “in addition to” but “instead of” most other management means. Compared to more traditional management styles it might feel less in control in the beginning. Trust the process. Stop your line-by-line project management reviews, your PowerPoint decks and ad-hoc meetings. The sooner you fully commit to Obeya, the more benefits you are likely to see. If you are struggling and looking for guidance, run through the 11 principles and you’ll find answers for improvement.
If you have a question, concern or decision to make, raise it using the walls of your Obeya. If you find the information content insufficient and wish for your former reviews and reports, then improve your Obeya content and process until it allows you to have the necessary discussions fuelled by relevant information.
An Obeya should benefit both the workfloor and the leadership supporting the workfloor. Therefore, an Obeya needs transparency. Transparency of direction, transparency of progress, and transparency of outcomes. We cannot achieve transparency if leadership and team members work off different sources of information.