Transcript Deming Conference Overview: Bring Back The Individual and

Deming Conference Overview: Bring Back
The Individual and Joy In Learning and
Leading
Jerry VerDuft, MSQA
Education Chair, ASQ Pikes Peak Section
Dr Deming’s Teachings about People
 People are self motivated (intrinsic) – pride is their
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birthright
Intrinsic motivation is very powerful
Selective adaptation of personal goal with organizational goal
Differences in people are part of the system
Fear results in reluctance to do the right thing
Let people develop the system
Ask what is stopping us from doing better?
Listen to people – where is the process bad?
Leadership: Make things better (improve)
The Learning Process
David Langford of Langford International
 Improvement of learning systems
- Information received
- Knowledge: We can explain the information we received
- Know-how: We can apply the information
-Wisdom: We can prove the information is correct – becomes
integral part of our lives
Quality rigid – time flexible > we can all get it
Learning oriented vs task oriented
Maximize teacher’s abilities and process adaptability > better
methods
Deming and McGregor
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Dr Curt Wegner
Deming stressed intrinsic motivation not be surpresed
Leader provides inputs, value added decisions, improvements
Understand the psychology of people
McGregor was a Social Scientist with X (extrinsic
motivation) and Y (intrinsic motivation) theory predicting
human behavior
Deming stated that X does not control behavior, makes it
unpredictable
Deming and McGregor came to similar conclusions on
moving out of the comfort zone
Abolishing Performance Appraisals
Mary Jenkins, Satern Corporation
 Root of Problem: Faulty assumptions
 Why the backfire?
- Multiple competing purposes
- Based on set of faulty assumptions
- Conflict with stated organizational values
- Ruptured relationship
Abolishing Performance Appraisals
 What results are we getting?
- dread
- avoidance
- disingenuous
- arguing about ratings
- superficial goals
- different interpretation of standards
- diminished trust
- damaged credibility
Appraising your Appraisal
 People are different – optimize their skills
 90 % of problems are system, not people
 Intrinsic motivation
 Flexibility
 Self assessment to find best organization “fit”
 Focus on development and improvement
General Summary
 People are intrinsically motivated and want to work and
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learn
Leadership is to make things better and drive out fear >
encourage education and self improvement for everyone
Sustain constancy of purpose
Transformation is not just taking action on data but
improving the distribution
People > process > interaction > system
Cooperation vs internal competition
Everybody wins!