Employees need to own the numbers, by posting their scores daily creates the required ownership. Every person is responsible for maintaining their own metrics and sharing the information by using a centralized dashboard and personally posting their metrics daily within the team.
Given Shows 20, 24, 28, and 32, create a plan for bringing personal scoring of performance to your work group.
EPISODE 161: Summary
If you reviewed the topics within this show note it might seem a little heavy in pyschology, but that is not the point. Visual Management has two objectives, first is for the management of performance and the second is a commitment to performance by owning the numbers.
This is asecret that is missing in most organizations and size doesn't matter. Most of the places I have worked, and hopefully avoided in my own business's, are people trading time for money. This relationship to work in small businesses is deadly.
EPISODE 162: Cognitive Dissonance or Preventing Public Ridicule
"Cognitive dissonance is a term for the state of discomfort felt when two or more modes of thought contradict each other. The clashing cognitions may include ideas, beliefs, or the knowledge that one has behaved in a certain way." Psychology Today
Now for the definition in English. All 'normal' people hold the following belief's about themselves: they are good, honest, and competent people. This is not only what they feel about themselves but more importantly this is how they want others to perceive them.
Taking this further, we will do what it takes to avoid embrassing ourselves in front of others. I have used this concept during many years in a leadership role. If this is true, and my experience is it is close to being an absolute, it drives techniques that place people in the following bind: they are either carry out their assignments to the best of their ability or show themselves up as either incompetent or liars. This a situation we work hard to avoid.
EPISODE 163: Getting People to Own Their Behavior
If necessary review the following Shows/Chapters: 20, 24, 28, and 32. During these shows we put into place everything you need to create an environment, a culture of personal responsibility.
We have shared with them the Vision, Mission, and Values of the company. We taught them the company's financials and had them participate in the creating this years Goals, Objectives, Metrics, and Standards.
Now we have them develop personal game plans for how they will effect the company's performance. It is this commitment we will hold them accountable.
EPISODE 164: Creating Charts
It all comes down to this. Everything has been set in place and now each individual, group, department, etc., will post their numbers daily. Here is where the concept of cognitive dissonance becomes invaluable. Every day they must post performance numbers that indicates whether commitments have been honored or make the two admissions all of us avoid - "I'm incompetnet or a liar".
Next Show/Chapter 40: Variable Compensation in Margin Centers
How to apply today's show to your business:
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