Andres Mejia – Industrial Engineering

Andres Mejia is an Organizational Solutions Expert at McKinsey & Co, and at present is living in Miami, Florida. He is a graduate of the Universidad de los Bogota in Bogota, Colombia, where he earned a Bachelor of Science degree in Industrial Engineering in 1997.

Andres Mejia Mckinsey

Industrial Engineering is a specialized branch of engineering that involves determining how to make or do things better and more efficiently. At the professional level, industrial engineers focus on reducing production costs for businesses, improving workforce efficiency, and improving the quality of a company’s products and services. They are also concerned with health and safety in the workplace, protecting the environment, and ensuring that their clients are in compliance with applicable industry regulations.

It is a discipline that has its origins in the earliest days of the Industrial Revolution in the late 18th Century, and basically grew up alongside of it. Originally, it was focused almost completely by increasing the profitability of manufacturing. Today a central focus of industrial engineering is a concept called Total Quality Management, which emphasizes the quality of products and processes of a company in every phase of its operations.

Some of the career highlights of Andres Mejia McKinsey & Co include managing a team that developed and implemented a new organizational structure during the merger of two leading home improvement chains in Peru, and leading a team of consultants and client team members for the largest retail bank in Colombia, as it defined and secured cost savings in excess of U.S. $25 million.

Sources:

https://www.sokanu.com/careers/industrial-engineer/

http://www.livescience.com/48250-industrial-engineering.html

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McKinsey Organizations Solutions Expert Andres Mejia Discusses Organizational Health

One of the fields that Andres Mejia covers for McKinsey & Co. is their organizational health sector. Organizational health operates under the theory that an organization is only healthy when the business is whole, complete, and consistent. This means that each part of the organization is operating at its fullest potential, from the management structure to the operations departments, and everyone in between.

Andres Mejia Mckinsey

Andres Mejia Mckinsey

He has been employed by McKinsey & Co. since 2012. Even before his arrival the firm was conducting research into organizational health, and working with client companies. And as Andres Mejia knows, the McKinsey philosophy is that the health of an organization is based on its ability to coalesce around the vision and strategies of its leaders.

The company’s research has demonstrated that when organizations manage operations with equal attention to performance and health, the chances that they will outperform their competitors more than doubles. Those are sobering numbers. Additional research into the question showed there is a link between health and performance at both the corporate and subunit level, and that this is much stronger than they had previously believed. Moreover, during the eight-year period in which the McKinsey & Co. research was conducted, healthy companies generated three times the total return to their shareholders than did unhealthy companies.

Andres Mejia of McKinsey & Co. is a native of Bogota, Colombia. He attended the Universidad de los Andes in Bogota, where he received a Bachelor’s degree in Industrial Engineering in 1997.

Andres Mejia of McKinsey & Co. – Organizational Health

Andres Mejia McKinsey is a Client Advisory Lead at McKinsey & Co, a global management consulting firm. He is focused on serving clients on organizational health and performance, organizational design, and talent management.

Andres Mejia McKinsey

The term “organizational health” is generally defined as referencing an organization’s ability to function effectively: to stay (at least) one step ahead of your competitors, by renewing itself faster than anyone else. For an organization to be healthy, it must focus on its people – not so much on things like employee satisfaction or engagement, but on what it takes to lead the organization.

Since every organization is unique, the best organizational health is derived from its own history, external environment and goals. An organization should have its own unique strategies that are built around its own unique circumstances. This will deliver the best results that your competitors will be unable to emulate.

The health of an organization is directly related to its performance, and performance, of course, is what it’s all about. In business, an organization’s performance is measured in such things as operating profit, return on capital employed, stock turns, net operating costs, and total returns to shareholders. Organizational health is its ability to align and renew itself so that it can remain competitive over time. It consists of core organizational skills, such as leadership, that traditional metrics are unable to measure.

Andres Mejia of McKinsey & Co. – Leadership Mistakes

Andres Mejia of McKinsey & Co. is a reputable leader with over a decade of experience as an international businessperson. With his positive leadership reputation, Andres Mejia easily finds work with large companies such as McKinsey & Co. If you’d like to establish a similarly-useful reputation as a leader, you’ll need to avoid common mistakes so that your teams function more smoothly. Some of the most common leadership mistakes include:

Andres Mejia Mckinsey

  • Being Emotional – When you make a decision as leader, you need to be sure that your emotions are completely removed from the situation. If you feel emotional about any choice, and this includes being overly excited, take time to cool down before you decide what to do.
  • Fearing Confrontation – Leading a group requires you to manage each team member to prevent them from making mistakes. This means that you will inevitably face confrontation when you correct people. If you fear confrontation, your team will not be as flawless as it should be.
  • Compensating for the Team – If a team member is falling behind, you shouldn’t go out of your way to take up slack. Instead, you should speak to him or her and correct the problem. You want to establish teams that can function without you, and if you compensate for your team, it will fall apart when you leave.

You might not be as successful as Andres Mejia of McKinsey & Co. right away, but as you lead more teams you’ll learn how to more skillfully navigate your duties to avoid mistakes.