3 Steps to Creating an Innovative Performance Culture
Want to leapfrog over your competitors by designing an extremely high-performance culture for your organization? If so, I have the secret formula.
It starts here: in his August post to ASQ’s View From the Q blog, guest blogger James Lawther asks:
What are your DOs and DON’Ts of creating a performance culture?
Citing Deming and Drucker, and noting how so many organizations rely on a “carrots and sticks” approach to performance management, he converges on the following recommendation: “The way to create a high performance culture is to seek out poor performance, embrace it and fix it, not punish it.” I think, though, that this is not a new approach… rather than improving upon poor performance, why don’t we seek out truly amazing performance and then just make more of it? These three steps will help you do it:
- Eliminate power relationships. Power is poison! It creates and cultivates fear (which, according to Deming, we need to drive out). Unfortunately, our educational system and our economy are firmly steeped in power relationships… so we’re not accustomed to truly cooperative relationships. (In fact, being reliant on the income from our jobs shoehorns us into power relationships before we even begin working.) Holacracy is one approach that some organizations are trying out, but there are many possibilities for shifting from organizational structures that are designed around power and control, versus those that are designed to stimulate interest, creativity, and true collaboration.
- Create systems to help everyone find (and share) their unique skills, talents, and gifts. This is the key to both engagement and high performance — and this isn’t a one-shot deal. These skills, talents, and gifts are extremely dependent on the organizational context, the external environment, and a person’s current interests… and all of these change over time!
- Create systems to help people become stewards of their own performance. Accenture and Google have both recently given up performance reviews… and Deming has always warned about them! Unless we’re managing our own performance, and the process and outcomes are meaningful to us individually, we’ll just be dragged down by another power relationship.
Quality professionals are great at designing and setting up systems to achieve performance goals! Now, we have an innovation challenge: adopt the new philosophy, design quality systems that substitute community in place of power and control, and use our sophisticated and capable information systems to give people agency over their own performance.
“Creative teamwork utterly depends on true communication and is thus very seriously hindered by the presence of power relationships. The open-source community, effectively free of such power relationships, is teaching us by contrast how dreadfully much they cost in bugs, in lowered productivity, and in lost opportunities.” — E. S. Raymond in The Cathedral and the Bazaar
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For all of that what you need is : GOOD COMMUNICATION between colleagues and managers, but also 2 key factors: trust and respect. They have to be alive in your organization.
Nice Job Nicole.