Affinity diagrams in Lean Six Sigma are an analytical tool that organizes many ideas into subgroups with similar themes or relationships. Jiro Kawakita is believed to have developed the method. It is also known as the KJ method. This list is organized using common themes and relationships through an affinity diagram process examples.

To reduce large processes down to just a few key steps, use the Affinity Diagram. An affinity diagram was possibly created by Jiro Kawakita. It is sometimes called the K-J method. This technique can be used to identify and display potential root causes of unfamiliar problems.

Similar to a cause and effect diagram except that brainstormed ideas can be segregated into categories. This is used to organize facts and data about an unfamiliar topic. Affinity diagrams are a way to organize ideas by grouping them in meaningful categories. This helps to reduce large numbers of data into smaller sets.

If you send a survey asking people for their ideas, you will get as many ideas as possible. You can make a list of great groupings by grouping submissions into themes. This will allow you to plan at a higher level than just attacking each item individually.

An affinity diagram is the most basic management tool. Matrix Diagrams, Prioritization matrices , and Activity Network Diagrams all require substantial prior knowledge.

How to make Affinity Diagrams

It is easier to see the commonality of ideas and to plan for and address Lean Six Sigma challenges by organizing them into “affinity diagram group” examples.

Step 1 Write down the problem. Next, quietly add ideas, data, and so on. You can use Post-it notes, paper, or cards to record your ideas. Silent is the keyword. This is not a typical brainstorming session where everyone shouts out their ideas. This should be a peaceful exercise to ensure that each person’s ideas are not influenced by others.

Step 2 Separately into homogeneous groups.

Step 3 – Affinity heading
Create affinity diagrams heading cards. One example is the homogeneous grouping that covers human resources-related items. Another grouping is for training. Another group deals with general processing. One group deals with billing. The last group focuses on employee empowerment. Each homogeneous grouping will have the heading cards placed on top.

Step 4 – Order the groups. When employees are hired, they start with human resources. The human resource department is responsible for employee empowerment. The process itself is the middle. Usually, billing comes late in the game. Training is an ongoing process that all employees are involved in, so the team decided to place it last.