W. Edwards Deming created the 14 Deming Principles to describe a way to manage companies. Here’s an elaboration on principles six through eight.
Deming Principle #6: There’s Always Room for Improvement
Deming.org states principle number six is, “6. Institute training on the job.”
Training is ongoing throughout the entirety of someone’s job. It never ends. Educating your staff should never end. Constant improvement is the way to go. No one should ever feel like they are in a routine that never grows or expands. What is exciting about this is that there new ways to improve and do things better. This leads people to never feeling bored in their positions.
Deming Principle #7: Leadership is Essential
Deming.org states that principle number seven is, “7. Institute leadership. The aim of supervision should be to help people and machines and gadgets to do a better job. Supervision of management is in need of overhaul, as well as supervision of production workers.”
Leadership is essential. Alexander the Great, who was probably a little over five feet tall, had men around him who were six feet tall or greater; they all shuddered at his presence, however. Alexander the Great had such charisma and such extensive leadership skills that his presence was intimidating. Leadership skills are hard to teach, however. Without it, you can’t get workers to do their jobs for you.
Deming Principle #8: Usher Employees to Improvement Without Instilling Fear
Deming.org states that principle number eight is, “8. Drive out fear, so that everyone may work effectively for the company.”
How many times have you heard managers calling in employees and saying, “If you do X, Y, or Z again, you’re fired.” A worker cannot function with having his job held over his head. Management cannot manage their staff by fear if they want success from their team members. Too many people think when they get promoted, they have to be a Napoleonic figure. You can manage by fear, but you can’t gain success that way. Give the employee longer than usual. Give counseling. Encourage him/her. If it doesn’t work out, then they need to leave, but that’s how you manage. Mange with kindness, compassion, and a sense of ownership in the situation. Make sure to lead that person gently to the right decisions not with fear.
Come back in two weeks for “Elaborating on the 14 Deming Principles: Part Four!”