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Unlike many fashionable management systems that have come and
gone before, working to improve performance and achieve
excellence is not a fad or project. It is a way of thinking; a way
of acting and a way of doing business better.
Excellence and quality are 'values'.
No matter how much time or money is invested in trying to
become "excellent," it can't happen until people develop
and share a common understanding of what they are trying to do,
and how doing it will have value for them. We have learned that
the single greatest obstacle to improving quality and achieving
excellence and quality mean for them and what they believe they
must do to get them.
Organizations that have had the most successful long-
term experiences have three common characteristics:
- People at every level in their organization share an
understanding of the mission and purpose,
- Group goals and individual task are shared, understood,
agreed upon and accepted by everyone,
- Mutual respect and responsibility exist for the needs of
individuals and the organization.
While all of these ideas sound reasonable, in practice they
are seldom achieved. Difference in how people think about issues
like their employees, customers, products, tasks, services and
polices can result in serious confusion and conflict. These
differences always influence decisions, expectations and actions.
When these value differences are not understood and
acknowledged, even well intentioned decisions will result in
conflicts that can undermine cooperation and commitment.
Getting people to choose to work together toward a common
purpose can best be achieved through gaining an objective
understanding of what "value" differences exist, where
they are and what impact they are having on the organizations
ability to achieve the results they want.
The "Value Profile system objectively measures the:
- Value decision making capacities of the people in key
positions in the organization,
- common value patterns that highlight the similarities and
differences at each level,
- beliefs, attitudes and perceptions people have about
their work and their work environment.
More specifically, we provide a methodology for measuring
the degree of "excellence" in an organization and we
provide feedback to individuals and groups in four critical areas:
- Management Capacity: An analysis of individual and
team potential for developing realistic plans, result
oriented problem solving, gaining commitment, creating
cooperation and other related management skills.
- Personal Performance Potential: An assessment of
the value strengths and blocks within individuals and
groups regarding excellence.
- Environmental Scan: A in-depth study of the
expectations and perceptions (what people believe
"is" happening vs. what people believe
"ought" to be happening), the degree to which
compatibility, shared values and practices exist.
- Value for Excellence: An evaluation of the current
potential for giving internal and external customer
service at the desired level of excellence.
Research on hundreds of thousands of people from all around
the world demonstrates that people want and need to do well; they
want their work to add value and meaning to their lives. The
real challenge then is to:
- Determine what the organization values now,
- Implement an objective process to assure that people in
positions of critical influence have the capacity to
build and support the organizations value system,
- Develop shared values that can result in shared goals,
personal responsibility and mutual respect.
We can help you assess your people's current desire
and capacity to make essential personal changes and show you
how you can best support them through their transition process.
Remember, "excellence" is an attitude. It stems from
beliefs and values that can be shaped and grown. Achieving true
excellence is possible if the desire is strong enough.
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