Blog posts on management

Posts selected fromManagement Blog - Engineering Blog - Investing Blog and other blogs

• Motivating Employees

  When a manger views the problem as one of motivating workers that puts the problem within the worker. They need to be changed. That is the wrong strategy, most of the time. People want to do a good job; the job of a manager is to remove the de-motivation within the system.

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• Errors in Thinking

  An understanding of theory of knowledge is helpful to counteract errors in thinking. How we think is not perfect, and an understanding the weaknesses and faulty conclusions we are susceptible to making is helpful. That can help avoid jumping to conclusions that are faulty and to design systems that counteract such behavior.

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• Your Online Presence

  For certain jobs the need for an online presence is not as critical, however, knowledge workers can really help out their prospects with a good online presence. Creating such a presence can be a big task or it can be a fairly simple site with a few articles with your ideas on topics that interest you. Creating your own blog can also be an effective strategy. Guest blog posts on another blog can also be useful.

  Your own web sitee that can serve as the long term address is a very good idea... Then you can link to various efforts (guest posts on blogs, articles at various sites, podcasts…).

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• Stop Demotivating Me!

  ...What should a manager do? Eliminate the de-motivators. Provide coaching (building the capacity or employees and the organization). And manage a system to allow people to take pride in what they do. Holding pizza parties, pep talks, displaying posters and annual performance reviews are not what is needed. But those actions are really easy so that is what some people do – instead of what is needed. How sad.

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• Metrics and Software Development

  I find looking at outcome measures (to measure overall effectiveness) and process measures (for viewing specific parts of the system “big picture”) the most useful strategy.

  The reason for process measures is not to improve those results alone....

  process measures are helpful in serving as indicators that something is going wrong (or potentially going better than normal). Process measures will change quickly (good ones can be close to real time) thus facilitate immediate remedies and immediate examination of what lead to the problem to aid in avoiding that condition in the future.

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• Data Visualization Example

  In Myths About the Developing World, Hans Rosling shows some great graphics to display data on health care outcomes.

  The presentation also gives a concrete example of faulty knowledge (people thinking things which are not so - related to theory of knowledg). See gapminder.org for good additional material.

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• Google Website Optimizer

  I think this tool is a very smart move by Google. As I described before, Google’s potential revenue is related to how profitable advertising with Google is for customers. If Google can improve the return of advertisers, the advertisers have more reason to advertise on Google to draw more potential customers. This service would be a good item to apply Barker’s implications wheel to and see what the downstream implications are – I think they are positive for Google 

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• The Triumph of Lean Production

  ... Just think about that Toyota’s Georgetown plant (seen by many as one of the best examples of lean manufacturing) stops the line 2,000 a week. Do you think your organizations systems are as well designed as the Georgetown plant? Does your organization stop to examine what needs to be improved with anything approaching that level...

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• Don’t Empower

  Using the term, "empower", implies that it one person empowers another person. This is not the correct view. Instead we each play a role within a system. Yes there are constraints on your actions based on the role you are playing. Does a security guard empower the CEO to enter the building?

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• Toyota, Lean and Management Consultants

  ...Serious attempts will also be frustrating at times and can also fail but most organizations won’t even commit to attempting serious change. Most will just look for some items from current fads to dress up how they have always managed.

  That management consultants will also jump from fad to fad, without conviction, is not news. Deming called them “hacks” in the 1980’s. Bob Sutton’s excellent article calls 90% of management advice crap...

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• Information Technology and Management

  I see people adopting technology as the end rather than to facilitate. IT solutions should support the organization and help the organization improve performance. The technology should not tie the organizations hands (as it can so easily do when implemented without an understanding of systems thinking, variation, process improvement, sub-optimization, psychology…).

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• Learn From Success and Failure

  ...how the PDSA improvement cycle should be used: results are studied to increase knowledge. If results exceed expectations that should not be a reason to avoid learning. If you only study what results tell you when results are unsatisfactory you can fall into the trap that “you only learn from failure.” I guess many people only learn from failure, since that phrase is so popular, but that method leaves plenty of room for others to learn faster than you thus gaining an advantage (a more effective method of learning). Don’t wait to fail to learn.

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• Be Careful What You Measure

  Behavior can be changed by what is measured. The problem with arbitrary numerical targets (to take one measurement related example) is not that attempts to achieve those targets won’t have an affect. They very well may have an affect. However they may not lead to the desired result. When focused on improving a number (which can happen when focused on measures – especially as the focus on those measures is tied to bonuses, favorable treatment…) the focus is not necessarily on on improving the system. Often distorting the system is the result.

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• Data Based Blathering

  I am tired of seeing the American Customer Satisfaction Index (ACSI) promoted as if it were some encouragement for better management when all it seems to do to me is encourage superficial, non data based claims. And since it my blog I can rant if I feel like it.

  ...

  They think a flat American Customer Satisfaction Index (ACSI) reading is going to lead to weak consumer spending? I doubt it. I really doubt it. What data, or theory is that based on? Jeez this whole thing just makes me crazy. Trying to use a index to promote the “importance of quality principles” (ASQ is one of the “sponsors” of this effort) and customer focus in this way – ARGH. It does the opposite – showing people how to misuse numbers. How to overreact to variation. How to compare one dot to another dot and make claims from those 2 dots. I am sure I will make mistakes in my statements but the ACSI has bugged me since it was started with the way it ignores sound quality practices and promotes the opposite of what people like Dr. Deming taught.

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• Illusions – Optical and Other

  Optical illusions provide a simple reminder of how easily we can think we know things that are not so.

  It is important to question what you believe; even when it is as obvious as the A square being darker than the B square. Understanding the ease with which we can reach false conclusions can be a powerful aid in improving management decision making.

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