This month’s leadership quote:
“Decide democratically, implement dictatorially.”
—Peter Schutz, CEO of Porsche 1981-1986
This month’s leadership quote:
“Decide democratically, implement dictatorially.”
—Peter Schutz, CEO of Porsche 1981-1986
Leading change in an organization is full of challenges. Most of these challenges are associated with creating a vision, inspiring action, achieving buy-in, and sustaining the change.
And sometimes, we don’t take the simple steps to achieve buy-in. Put simply, everyone hears through their own filter. Therefore the actions we see may not be the actions we expected. Obvious perhaps, and yet when leading change, we sometimes think that things are not happening the way we want because people are resisting.
So, next time, before calling out a “resister”, first pause and ask them what they heard.
Last week I talked about ratings and how we seem to have lost the purpose. So if ratings have taken on a life of their own, what do we do instead to foster continuous improvement?
In the manufacturing world there is the concept of Kaizen, brought to the U.S. by Edward Deming. It’s a simple concept that goes like this. Intentionally and continuously look for ways to innovate and improve your business processes. Employees, customers and other stakeholders can be a source of those ideas.
So, rather than give up on surveys, what if we turned them into something useful?
Once we start collecting these ideas and small innovations, what metrics can we put in place to measure the results of our continuous improvement efforts?
We seem to be in a place where everyone is rated, everything is surveyed and everyone expects a rating of 5 (or when a 10 point scale, a rating of 10).
It began with the car dealer who tells us, “You will be getting a survey and if your rating will be anything less than 10, please let me know now so I can fix it”. They make it sound like they will lose their job if they get anything less than a 10, and perhaps that is so. Then came Uber and Lyft and customer service surveys every time we call anyone for anything. And the message is the same, the results of a rating less than 5 (or 10) will be disastrous for the person being rated. Frankly we have a similar system in Vistage with our resource speakers.
I want to believe the intent of all these surveys is to solicit feedback for continuous improvement. Somehow we moved away from feedback to scoring; and from scoring to ranking; and from ranking to “everyone gets a 5”; kinda like the stereotype we hear about the millennial generation where everyone gets a trophy.
So what to do?
What do you do in these situations?