No Goals, No Glory!

Mistakes in decisions about goals are the greatest single cause of human incompetence...Thomas Gilbert

Individual human potential is limitless, and as organizations are made up of human beings, the potential for any organization to achieve its goals, is also limitless. An enormous opportunity to improve productivity and quality of working life, almost with-out exception, exists in striving for greater degrees of clarity and focus on what is important, where an organization wants to be, and how to get there.

The Blame Game

I must now insist that the enemy is not people. Rather, it is a point of view and one that attacks all of us, like an invisible germ, and distorts our outlook. It must be exorcised absolutely and completely, leaving no trace to multiply and reinfect us...Thomas Gilbert

As long as we personalize problems – think about them only in terms of who is at fault – we’re going to continue to have them, because the causes more likely reside in the system than in a person. Blaming people is a low-yield strategy for improvement; the biggest opportunities, the biggest leverage, lie in improving our work processes. Brian L. Joiner

Total Stakeholder Satisfaction

If an organisation or team is to perform, the people who have expectations or place demands on that system have to be satisfied.

Many organisations focus on one group of stakeholders at the expense of other groups.

For example, after the Second World War, many organisations in countries such as Australia, the USA and Canada still had enormous resources, growing internal and external demand, and the commercial advantage of an infrastructure still intact. There was little global competition and organisations could thrive by concentrating on shareholder returns. Other organisations in countries such as Japan, deprived of these competitive advantages, strived for financial returns by concentrating on customer satisfaction and quality.

The Micro CEO

As a middle manager, of any sort, you are in effect a chief executive of an organization yourself. Don’t wait for the principles and the practices you find appealing or valid to be imposed from the top. As a micro CEO, you can improve your own and your group’s performance and productivity, whether or not the rest of the company follows suit. Andrew S. Grove

Customer expectations have risen because increasing competition has led to higher and higher standards of quality and service. Such a business environment puts intense pressure on senior management. Senior management, in turn, passes this pressure through the organization structure to middle management, first and second-line supervisors or team leaders.  Meanwhile these supervisors and team leaders are faced with another set of problems with the people they lead. Workers are demanding higher levels of job satisfaction and a better quality of working life.