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harrywaldron

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Viewing 15 posts - 16 through 30 (of 33 total)
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  • in reply to: Center for Grateful Leadership – BEST PRACTICES #9000
    harrywaldronharrywaldron
    Participant

    I believe most of the 14 TQM concepts tie right into CGL concepts 🙂

    DR. WILLIAM E. DEMING — 14 key principles of TOTAL QUALITY MANAGEMENT

    Deming offered 14 key principles to managers for transforming business effectiveness. The points were first presented in his book Out of the Crisis.  Although Deming does not use the term in his book, it is credited with launching the Total Quality Management movement.

    1. Create constancy of purpose toward improvement of product and service, with the aim to become competitive, to stay in business and to provide jobs.
    2. Adopt the new philosophy. We are in a new economic age. Western management must awaken to the challenge, must learn their responsibilities, and take on leadership for change.
    3. Cease dependence on inspection to achieve quality. Eliminate the need for massive inspection by building quality into the product in the first place.
    4. End the practice of awarding business on the basis of a price tag. Instead, minimize total cost. Move towards a single supplier for any one item, on a long-term relationship of loyalty and trust.
    5. Improve constantly and forever the system of production and service, to improve quality and productivity, and thus constantly decrease costs.
    6. Institute training on the job.
    7. Institute leadership (see Point 12 and Ch. 8 of Out of the Crisis). The aim of supervision should be to help people and machines and gadgets do a better job. Supervision of management is in need of overhaul, as well as supervision of production workers.
    8. Drive out fear, so that everyone may work effectively for the company. (See Ch. 3 of Out of the Crisis)
    9. Break down barriers between departments. People in research, design, sales, and production must work as a team, to foresee problems of production and usage that may be encountered with the product or service.
    10. Eliminate slogans, exhortations, and targets for the work force asking for zero defects and new levels of productivity. Such exhortations only create adversarial relationships, as the bulk of the causes of low quality and low productivity belong to the system and thus lie beyond the power of the work force. 1.Eliminate work standards (quotas) on the factory floor. Substitute with leadership.
    two. Eliminate management by objective. Eliminate management by numbers and numerical goals. Instead substitute with leadership.
    11. Remove barriers that rob the hourly worker of his right to pride of workmanship. The responsibility of supervisors must be changed from sheer numbers to quality.
    12. Remove barriers that rob people in management and in engineering of their right to pride of workmanship. This means, inter alia, abolishment of the annual or merit rating and of management by objectives (See Ch. 3 of Out of the Crisis).
    13. Institute a vigorous program of education and self-improvement.
    14. Put everybody in the company to work to accomplish the transformation. The transformation is everybody’s job.

    in reply to: CGL MONTHLY MEETINGS – 2018 schedule #8991
    harrywaldronharrywaldron
    Participant

    On September 27, 2:00 pm you will hear and interact with the noted author and Founder of the Canadian Positive Psychology Association, Louisa Jewell, MAPP (Masters of Applied Positive Psychology) on “Building a Confident Team”, based on her latest book, Wire your Brain for Confidence; The Science of Conquering Self-Doubt.

    https://iil.adobeconnect.com/cglSeptemberwebinar/

    Select the “Enter as a guest” option and enter your name

    The password (in lower case) is:    grateful

     

    • This reply was modified 2 years ago by admin.
    in reply to: CGL MONTHLY MEETINGS – 2018 schedule #8990
    harrywaldronharrywaldron
    Participant

    On August 22, 2:00 pm you will hear and interact with Willis H. Thomas, Ph.D., PMP, CPT on the topic of “Grateful Leadership in Managing Dotted Line Reporting Relationships in a Life Sciences Company.” Willis has been in senior management for life sciences companies for the past 15 years. Dr. Thomas is also adjunct faculty at the Lake Forest Graduate School of Management, International Institute for Learning and Institute of Validation Technology.

    https://iil.adobeconnect.com/August2018live/

    Select the “Enter as a guest” option and enter your name

    The password (in lower case) is:    grateful

    in reply to: Center for Grateful Leadership – BEST PRACTICES #8989
    harrywaldronharrywaldron
    Participant

    CONTINUOUS IMPROVEMENT & TQM concepts by William Edwards Deming

    I believe a spirit of continous improvement applies to the art of grateful leadership & acknowlegment as we continue to fine tune these skills.  Deming is one of my all time management heros.  His priniciples of total quality management apply to doing things better & even being better human beings. 

    A decade after WWII, Japan went from being an enemy nation to a great friend & 2nd largest economy in the work by a focus on quality & improving over time. I believe through kindness, acknowledgment, positive outlooks, etc. his leadership provides a past role model in grateful leadership, as signified in links below:

    https://en.wikipedia.org/wiki/W._Edwards_Deming

    https://deming.org/

    QUOTE: Many in Japan credit Deming as one of the inspirations for what has become known as the Japanese post-war economic miracle of 1950 to 1960, when Japan rose from the ashes of war on the road to becoming the second-largest economy in the world through processes partially influenced by the ideas Deming taught. Deming advocated that all managers need to have what he called a System of Profound Knowledge, consisting of four parts:

    1.Appreciation of a system: understanding the overall processes involving suppliers, producers, and customers (or recipients) of goods and services (explained below);
    2.Knowledge of variation: the range and causes of variation in quality, and use of statistical sampling in measurements;
    3.Theory of knowledge: the concepts explaining knowledge and the limits of what can be known.
    4.Knowledge of psychology: concepts of human nature.

    He explained, “One need not be eminent in any part nor in all four parts in order to understand it and to apply it. The 14 points for management in industry, education, and government follow naturally as application of this outside knowledge, for transformation from the present style of Western management to one of optimization.”  “A manager of people needs to understand that all people are different. This is not ranking people. He needs to understand that the performance of anyone is governed largely by the system that he works in, the responsibility of management.

    in reply to: Introduction_New Member #8988
    harrywaldronharrywaldron
    Participant

    Thank you for registering & welcome to forums 🙂 … Please take advantage of the highly motivating & free podcast library (see link below) … Plus we hope to see you at the  1-hour training broadcast during last week of each of month.   These discussion forums are a great resource for ideas or questions.

    http://grateful.libsyn.com/

     

    in reply to: I need your help! #8959
    harrywaldronharrywaldron
    Participant

    A committed TURTLE can win the race against the over-confident HARE

      

    * * * * * * * * * * * * * *

    This proverbial story illustrates that commitment is perhaps one of the most important factors for success (esp.among the 5 Cs ) … As Nike commercial reflects, sometimes there is a need to “just do it” — when it comes to grateful actions or acknowledgement” … Without commitment, we simply have good thoughts that will not materialize into action … Finally, we must go the distance — even when the ODDs are against us 🙂

    • This reply was modified 2 years, 2 months ago by harrywaldronharrywaldron.
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    • This reply was modified 2 years, 2 months ago by harrywaldronharrywaldron.
    in reply to: I need your help! #8943
    harrywaldronharrywaldron
    Participant

    A few ideas, as commitment involves a “Just Do it” type approach to “seal the deal” among the 5 C’s

    1. COMMITMENT is the driving force that puts gratitude into ACTION
    2. COMMITMENT allows our inner gratitude to be felt by others
    3. COMMITMENT allows grateful ideas & plans to become real
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    • This reply was modified 2 years, 2 months ago by harrywaldronharrywaldron.
    in reply to: Introduce Yourself! #8939
    harrywaldronharrywaldron
    Participant

    Welcome to our forums 🙂 … Please take advantage of the highly motivating podcast library & 1-hour training broadcast during last week of each of month. These discussion forums are a great resource for ideas or questions. And they are all free resources we can benefit from

    in reply to: Center for Grateful Leadership – BEST PRACTICES #8879
    harrywaldronharrywaldron
    Participant

    BEST PRACTICES – HELPING EMPLOYEES RESOLVE WORK ISSUES

    It’s easy to see Grateful Leadership working when superstars on the team contribute and “score the winning touchdown” … However, the spriit of Grateful leadership is needed at all times— including the difficult employee situations as well.  For example, employees might be experiencing performance or other work issues.  These need to be addressed in a private, caring, patient and positive manner to get them back on track again. And employees sometimes remember how managers act on their worst day, more so than their best days.

    John Maxwell’s leadership blog shares 10 guidelines that tie right into CGL concepts in a detailed manner.   

    http://johnmaxwellcompany.com/blog/ten-guidelines-for-confrontation

    TEN GUIDELINES FOR CONFRONTATION — So, keeping in mind the overall goals of clarifying, and treating the person the way they would want to be treated, here are my Ten Guidelines for Confrontation:

    1.  Confront others in private.
    2.  Confront as soon as possible and not look for “a better time.”
    3.  Stick to the issue at hand.
    4.  Make thy point and not repeat it.
    5.  Deal only with actions that can be changed.
    6.  Avoid sarcasm (especially in an email or text).
    7.  Avoid words like always and never because they are rarely accurate.
    8.  Ask questions and offer suggestions.
    9.  Don’t apologize for the confrontation.
    10. Remember to highlight the person’s positive contributions.

    • This reply was modified 2 years, 3 months ago by harrywaldronharrywaldron.
    in reply to: Positive Psychology Acrostic #8876
    harrywaldronharrywaldron
    Participant

    ^^^ Thank you 🙂 — yes, the “power of positive thinking” is an important tool that compliments acknowledgment & gratitude … All 3 operate hand-in-hand in a dependent manner — where when one is missing, the whole approach on leadership will suffer.

    P.S. I did a search and found numerous articles, including this in-depth write-up

    https://positivepsychologyprogram.com/perma-model/

    https://en.wikipedia.org/wiki/Martin_Seligman

    There are also many U-Tube educational sessions available:

    Positive Psychology with Martin Seligman

    https://www.youtube.com/watch?v=HH0sssQzQGg

    PERMA – Martin Seligman

    https://www.youtube.com/watch?v=iK6K_N2qe9Y

    • This reply was modified 2 years, 3 months ago by harrywaldronharrywaldron.
    • This reply was modified 2 years, 3 months ago by harrywaldronharrywaldron.
    harrywaldronharrywaldron
    Participant

    Thank you …. Wish the utmost success for all future training sessions … and we need to help make the world a better place — by teaching those helpful best human practices — on how to better get along with one another 🙂

    in reply to: Center for Grateful Leadership – BEST PRACTICES #8826
    harrywaldronharrywaldron
    Participant

    BEST PRACTICES – START YOUR DAY WITH A HIGHLY MOTIVATING PODCAST

    In our busy lives, we can sometimes miss the roses as we race along the hectic course.  As an example, these 5 to 10 minute podcasts are highly motivational, positive, and can help one start the day on the “right footing” 🙂

    So in the context, of “Try it – you’ll like it“, please sample some of these as they are great free resources that promote CGL concepts.

    TIP:  These can be downloaded & then copied to a PC, laptop, smart phone, mp3 player, etc.  For example, I have all of these downloaded to a library, where I have copied to my mp3 player & can listen to these while gardening, hiking, driving to work, etc. as desired.

    CENTER FOR GRATEFUL LEADERSHIP PODCASTS

    http://grateful.libsyn.com/

    • This reply was modified 2 years, 4 months ago by harrywaldronharrywaldron.
    • This reply was modified 2 years, 3 months ago by harrywaldronharrywaldron.
    in reply to: Giving a positive feedback is a win-win #8818
    harrywaldronharrywaldron
    Participant

    YES – while sometimes it may appear “Nice folks finish last” in a more traditional management setting — the power of positive-thinking, acknowledgement, gratitude, and affirmation create an innovative & productive team.  Positive approaches tear down barriers & foster employee retention & for folks to be encouraged and “stretch themselves” to new horizons in the future.  Those tools however must be used wisely & in a real meaning way for maximum impact

     

    P.S.   Thank you & welcome to forums … Please take advantage of the highly motivating podcast library & 1-hour monthly meeting + training broadcast during last week of each of month.  These discussion forums are a great resource for ideas or questions.  And they are all free resources we can benefit from 🙂

    in reply to: Hey! How about another challenge! #8815
    harrywaldronharrywaldron
    Participant

    Tom – thanks for the great sharing another great monthly post 🙂 … I find it sometimes tough to be in spotlight on the RECEIVING end .. Back in 1996, the team was ahead of it’s time.

    This thread is chockfull of good insight & wisdom … we are all imperfect human beings, but that is no excuse for “continuous improvement” (the 6th “C”), in using tools: of gratitude,  acknowledgement, and affirmation

    Being in computer field I once remembered where an SVP in former company needed a report & even though it was afterhours at work it was an easy one to do … so in a few minutes this was sent to our Wall Street office in NYC — and I got a nice thank you letter plus my managers were copied & going the extra mile just that 1 time was a helpful step in my career.

    I’ve found it’s not the big things that help as much as being faithful to the cause each day — and the cumulative effect of the small good deeds done to others.

    While I’ve always been a “kind & gentle” person thru years, being active in the CGL has helped me better remember key tools to use during tough challenges at work (as when computers break down — impatience sets in quickly).   It’s now almost standard procedure to think — “how can I solve this with CGL concepts” (perfect example is when in complex computer systems, your area of support might be wrongfully blamed or pressure — rather than get angry, one can calmly take a time out — to count your blessings …. and use “power of positive thinking” to make lemonade out of the lemons 🙂

    And just like in our personal faith, none of us can achieve complete “karma” on how we should value others.  We are all a work in process … it is step by step, with an occasional one backwards

    in reply to: Grateful acknowledge (perception or reality) #8812
    harrywaldronharrywaldron
    Participant

    Thank you & welcome to forums … Please take advantage of the highly motivating podcast library & 1-hour training broadcast during last week of each of month.  These discussion forums are a great resource for ideas or questions.  And they are all free resources we can benefit from 🙂

    You have shared an excellent point … Yes, “gratitude” &  “acknowledgement” must be REAL to be most effective.  When gratitude is less than genuine, it might be a little better than those hard line management environments where neither best practice exists.  And in other cases maybe a manager is learning & trying to integrate CGL concepts better.  Still true smiles, tangible or intangible rewards, and sincerity — are binding forces to create loyalty & growth for team members.

    • This reply was modified 2 years, 4 months ago by harrywaldronharrywaldron.
Viewing 15 posts - 16 through 30 (of 33 total)
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