Policy deployment through leadership
I couldn’t understand Deming’s philosophy entirely until this seminar, when we were discussing the principle’s of successful policy deployment. I really believe in what he was saying and working on: the recognition is a key to improve people performance in a company. The issue was that before this seminar I just knew that we DO need to change existing payment and rewarding system to break these barriers in people minds and shift the focus from extrinsic motivators (such as salaries and bonuses), to recognition, respect and real join of what you are doing in the company. BUT! I didn’t know how, how, how and how to do it. I didn’t have a picture of how it can be implemented. So, to sum up, how I now see the people performance and reward system in Deming’s shoes.
- Create a Vision of the company
- Develop a Mission
- Applying “Line of sight” deliver company’s strategic objectives to each department and then to each employee by using two-way communication;
- Implement leadership to that “Line of sight” process to help employees to set their personal goals in the SMART way;
- Reviewing the progress (again, through leadership implementation)
Another question appears…how we will design company’s leadership deployment to be sure, that we can easy and clear recognize a leader in our organization? Because if we fail in deciding on the right leader, the whole concept of new performance and rewarding system based on recognision and leadership deployment will collapse. Oh, God, it is so unfair, once I finally found answer to that question which was following me from the first day of my study in Warwick, I am now facing a new question! When will I finally reach a consensus?