Raising the barMonitoring Performance Effectively Whilst Ensuring Continual Improvement and Innovation.

Lessons learned whilst striving for continuous improvement

A publication of

Daniel Lock Consulting.

Improve don’t fix

Problem solving

Improvement & Innovation

1. Recognise problem solving and innovation are distinct.

So:

2. Take opportunities to improve don’t just reestablish old base lines.

3. For every performance metric you have, investigate new, higher standards.

Pernicious problem solving

It’s counterintuitive, but too much problem solving will stifle any improvement at all

1. Reward attempts at innovation no matter the outcome.

So:

2. Provide structure so innovation is systematic, not risky and uncertain.

3. Think investment not gambling.

CultureSet of beliefs that govern behavior

Asses your culture

Resistance versus Acceptance

1. Reward behaviour, not intentions and not just victories.

So:

2. Ask for and demand commitment for support of, and in meeting new standards.

3. Don’t tolerate the nay-sayers. Resistance is one thing, but ideas need nursing too.

Not just ideas; innovators implement

Beliefs versus Realityof innovation

1. Change the daily conversation to that of improvement.

So:

2. Dismiss myths about time, resources, and faux constraints. Most ideas don’t require large capital investment.

3. Reinforce and remind everyone about the examples of good work and results generated.

Why people resist change

“The only thing we have to fear is Fear itself.” - Franklin D. Roosevelt

The heart of resistance is

ambiguity

USE BRIGHT LIGHTS

• Situational: vague issues and problems

• Scope: goals, resources, and measurements

• Relationships: responsibilities, politics.

• Processes: people processes; business processes

1. The journey is uncertain: acknowledge that and deal with it quickly.

So:

2. Provide as much accurate information as you can, including pitfalls.

3. The journey is often more frightening than the destination. Provide bright lights.

Innovation and improvement as a way of life.

The goals is empowerment.

1. Agree the boundaries. Make it as large as possible.

So:

2. Demonstrate how and why it’s in their best interest.

3. Build the structures to support it.

1. Allow people to fail.

2. Listen for the conversation.

3. Restructure support.

4. Drive accountability.

5. Continuous learning.

6. Exploit the improvements.

7. Focus on behaviour not victories.

Takeaways

BY Daniel Lock.

Twitter: @DanielLock | Web: DanielLock.com

Author Profile

What does?

How does it.