The PJ (poor joke) above might no longer remain a PJ if banana peel is replaced by a typical problematic situation one encounters in daily routine. The question remains unanswered then: Why do some people find it difficult to act beyond cure? They do think 'Prevention is The Best Cure' though! I was no different from them! But now my journey is gathering speed, hopefully in the direction that the blog is supposed to drive towards. Checkout my other blogs and work at http://www.worldOFkaizen.com/
Showing posts with label Enable. Show all posts
Showing posts with label Enable. Show all posts

Sunday, 4 April 2021

Difference between Ability, Capacity, Capability, Competency, & Excellence!

In business, we often take stock of materials and equipment meticulously but not that of the human skills with as much seriousness. We hear people say, I have able people but still don't get desired Performance.

Competency assessment and deployment is an important part of the job of leaders to get a desired level of Performance in a business setting. In order to do so, one must understand the difference between Ability, Capacity, Capability and the Competence.

As an example, one may say that, "I have the ability to write!"

But “How much can I write in what timeline?”

The ability (the skills) with a relevant measure to perform a given task or a process defines the capacity of a given person (just like that of an equipment) and in turn that of an entity. So one may say that my capacity to write is 50-words per minute (wpm) and I can keep writing for 1-hour at a stretch, say.

But “How much should I actually be able to write as per the demand of the situation?"

Say, the demand is to write 50-wpm for at least 2-hours at a stretch!

If I've the ability to improve to a level such that I can handle the gap between the demand and my current capacity level then I've the capability to perform at a raised level.

Can I win a competition of writing (speed & duration) though?

If I can challenge, compete & deliver the desired level of results (rather win the competition) in terms of quality and quantity successfully then "i am competent."

Accordingly, for Competency Assessment one may categorise employees as follows based on their competencies or the levels of their skills.
 
Five categories of employees based on their competency or skill levels to perform a job or a work are as follows.
 
1.  Novices! or Beginners! - Those who ‘don’t know’ How & Why of the job.
2.  Able! or Intermediates! - Those who ‘can do’ but ‘can’t deliver promises’.
3.  Capable! - Those who ‘can’ & improve ‘capacity level to deliver promises’.
4.  Competent! - Those who 'can troubleshoot & win' but ‘can’t transfer knowledge’.
5.  Experts! - Those who have ‘knowledge, can perform, troubleshoot, and coach others to make them competent'.
 
Table (from my book "TPM for Reliable and Just-In-Time Value Delivery to Customer") shows the evaluation criteria and corresponding training implications to graduate to a higher skill or competency level.
So how does one get performance!

The equation I've put in my book: "Ego + Ego: We Go! Behavior Modulation Techniques To Improve Kaizen Leadership, Performance & Negotiation Skills" is as follows.

With the understanding on the difference between Ability, Capacity, Capability and the Competence, I would like to revisit the above equation to get Performance as follows in order to get a Desired Level of Performance.

To get a Desired Level of Performance, it is the Capacity in place of Ability.

Now the equation looks like as follows:
Capacity + Motivation + Environmental nudges = Desired Performance

To get a Raised level of Performance, it is Capability in place of Capacity.

Now the equation looks like as follows:
Capability + Motivation + Environmental nudges = Raised level of Performance

To get a Benchmark level of Performance, it is Competence in place of Capability.

Now the equation looks like as follows:
Competence + Motivation + Environmental nudges = Benchmark levels of Performance

Believing in self to perform, planning meticulously and executing the plan to win is to lead one-self!

Helping and enabling others to do so & create more leaders is about the leadership without which the journey (as follows) to create 'benchmarks' and create 'excellent*' organisations could be a nightmare!

The Journey:
Beginner! (to) > Able! (to) > Capable! (to) > Competent! (to) > Excellent* Company!
(*10 out of 10 on a Radar* scale of 0-to-10)


Also read a few relevant blogposts hereunder:

Do You Force Customers To Quit
In-a-problem ? No-problem! Dwell-a-while!
Customer or Custo-Mer ?  
Experienced A Delightful Payment ! 
An Experience of Heart-and-Soul 
Do you keep curing your brand ?  
customer gets what s/he deserves: Shoddy Quality!  
Listen to iceberg of VOC to acquire customers 
Less With More And More Gets Sore 
Should one care for value ?  
Can-changing-thoughts-change-a-nation
Ridiculous Poison-culture versus Maverick Kaizen-culture 
Tolerate Once, Twice, Thrice?  
The Business Of Businesses 
That's how some business partnerships work 
Taken-For-Granted ? You Deserve It !! 
Strategise To Achieve Targets Daily 
Does recognition really matter 
That's How Morons Work
Simplicity Of Theory Of Relativity

Tuesday, 17 January 2017

Is the Free cheap?

It was TIMES (of India sponsored) SANSKRUTI time!

Thane loves anything to do with cultural (Sanskruti for Culture in Sanskrit and most other Indian local languages) activities.

Since a last couple of years, the year had been beginning in Thane with a big bang of cultural programmes representing art from across India... be it 'Kesariya' song from Rajasthan in West to Manipuri dance from the far East and Kashmiri culinary art from the North to the Katthakali dance from deep South.

Among many other programmes to choose from, the celebrity stage was to present the pop-queen of India 'Padma Shri' Usha Utthup on the last day.

I was left with a coupe of tickets extra since my friend couldn't join due to his last minute commitment.

So I offered the tickets to someone standing near the entry gate eagerly trying to catch a glimpse of the stage: I've got this extra. Do you want it? Free!

He looked at me with suspicion about the 'Free' and turned his head away.

Then I walked a little. Asked a middle aged couple if they were interested. It's Free I said. They shrugged as if I was asking for some favour.

Finally I found two young (college going) boys: I've got this extra. Do you want it? This time I asked without saying it's Free. My intention was not to make it appear Free.

Momentary reply was No cash sir!

Then I explained to them (why) it's Free.

They grabbed it. I'm sure they must have enjoyed their grandma like Usha Utthup sporting her trademark Bindi on the forehead with a look of a lady in her 30s, with a soulful but melodious and powerful voice none less than that of a 17 year young girl.

Hats off to the talented 'Padma Shri' Usha Utthup for her lovely-n-lively presentation to a jam-packed 10,000 strong audience at the age of 70 with the same enthusiasm and passion that of (her own) 1970's.

The questions that brushed my mind were:

Although it may be inconsequential to the first couple of pairs to whom I asked, they lost the 'Free' opportunity that came walking over to them just because they didn't hear attentively to what I offered. Poor communication (perhaps from me)! Perhaps I asked wrong questions!

Often people tend to perceive before even they hear completely
People hardly listen actively!!

People have no value for the things they get free and get them without any efforts!

People choose to think Free is (always) Cheap!

Also read a few relevant blogposts hereunder: Please do consider leaving a comment or consider sharing this post.
Raam or Krishna-Shyam: Tell me Hey Raam!
Some Moron ! Some Great !!!
WOW Work-Culture: By Telling or Selling
Suggestions On-Sale, None-To-Buy
Ridiculous Poison-culture versus Maverick Kaizen-culture
Taken-For-Granted ? You Deserve It !!
IQ-EQ-or-SQ: What-is-more-important?
Take your career in fast lane!
Talent-Is-Latent: Enable It
Is Your Job Boring!
Overworked? Tension? CPU of the mind hung-up
Eternally Happy
Take Habits For A Ride 
Are You Good If Others Are Bad?  
Want Need-Or-Want 
Success-or-failure! What-do-you-like?


Tuesday, 15 March 2016

About my first book World-Of-Kaizen

"World Of Kaizen"!!!

My first ever book but surely nor the last one.

The book was inspired by the revolution, rather the continual improvement evolution in Japan post the second World War.
Japan rose like a "Phoenix bird from ashes" as they say.

The cover picture was inspired by the Japan story.

What do you see in the cover picture of the book?

Beauty is in the eyes of the beholder as they say!

One may derive a simple meaning out of the picture.
Someone else may see immense complexity in it.

Author sees immense power in the Kaizen (continual improvement) philosophy that helped Japanese to create a new world from their status 'in ashes' prevailing then, post the World-War-II.

Whatever may be the 'current' status, good or bad at any given point in time. But when people come together with a common goal for common good, most often the best comes out for 'the better'.

See the rising Sun in picture.

Sun gives energy to the world.
It gives energy to the human being. 
The energy could be gross or subtle.
Gross one has power to make her physically and mentally strong.
Subtle energy has power to 'awake' the 'Sun' inside a human being.

And when such 'Internal Sun' arises, nothing is impossible.

When more such 'enlightened' human beings are or get enabled to come together, team-work in its true sense happens with the speed that no one can stop.

Great things happen thereafter!
Problems such as poverty, terrorism, even planetary worries such as global warming, appear dwarf then.
New world can evolve even out of the dirt!!

That's the "World Of Kaizen"!!!

Also read a few relevant blogposts hereunder: Please do consider leaving a comment or sharing this post.

Crying? It's time to kick-it-off!
Taken-For-Granted ? You Deserve It !! 
Strategise To Achieve Targets Daily 
Does recognition really matter 
IQ-EQ-or-SQ: What-is-more-important?
Do you know a Best-Career-Plan 
Take your career in fast lane
Succession-Plans In Fast Lane!  
Treat Root-causes, Not Symptoms ! 
Nauseous Communication Gaps 
Do You Cleanup-After-Crisis 
Raam or Krishna-Shyam: Tell me Hey Raam! 
Will It Work Here?  
Some Moron ! Some Great !!!   
That's How Morons Work
You seem Reasonable if you appear Un-reasonable 
Smart-Moron Who Breaks Your Glass  
WOW Work-Culture: By Telling or Selling 
Suggestions On-Sale, None-To-Buy 
Can-changing-thoughts-change-a-nation
Ridiculous Poison-culture versus Maverick Kaizen-culture 
Tolerate Once, Twice, Thrice? 
Make checklists your friends  
Make It Simpler, Rest Will Follow 
How To Make A Difference 
Big-Be Or Bug-Be ! 
customer gets what s/he deserves: Shoddy Quality
Listen to iceberg of VOC to acquire customers

Monday, 27 July 2015

Crying? It's time to kick-it-off!

'What's on TV?', wife asked.
'Dust', the husband said and then the fight started.... I began my speech with this PJ.

It was a presentation in front of about hundred strong audience attended by president of the company along-with management team of it's business units (BU).

Presentation began with chief of one of the business units appreciating each and every employee from a pilot for their wholehearted involvement. In about four months time the process and machine's performance effectiveness improved from 65 percent to 90 percent. After him, his team began sharing experiences.

"Seventh month in a row, machine hasn't broken down yet", said the mechanical maintenance supervisor.

"And the machine will 'tell' us well in advance before breaking down", said the operator. "Post implementing the TPM¹, it 'speaks' to us as a child does to the mother".

"It's rare to see this kind of culture and sense of pride in their work": The finance head of the company couldn't resist temptation to voice his observations after watching their enthusiasm and before-after pictures of achievements.

Can money buy such a kind of engagement and satisfaction?

Message of the proceedings was loud and clear to the audience: Although Google might be a knowledge bank with sea of literature on technicalities of TPM there to be read and researched, generating such a kind of positive attitude and sustaining the corresponding improvement culture is a different ballgame altogether: The one of soft dimensions of TPM: The Kaizen culture that needs to be experienced to be believed.

This was a story of a TPM pilot and a couple of it's support functions covering about fifty grass-root level employees from a continuous process plant. The change had begun with their top management team going to shopfloor to find opportunities for improvements (OFI) and implement changes, the Kaizens. Doing this on behalf of the employees was to take the 3D (Dirty-Danger-Difficult) realities on the floor head-on and demonstrate leadership commitment.

Unlike the man in the PJ 'showing' dust on TV, that's the way to get others to proactively "see" dust on their machine and prevent it from entering it's bearing as also from breaking it down. That's the kind of behavior expected from managers expecting a deep rooted change in their employees.

And when people in power do so, their subordinates change the very definition of problem: There is nothing called 'problem'. It's just the absence of an idea to find solution just like there's nothing called 'darkness', it's just the absence of light. 

And when they focus on solutions rather than 'crying' of problems they 'see' more and more OFI possibilities (Kaizen-Teian). That's the beginning of a change in culture.

If you want to experience such an improvement culture then it's high time to be ruthless with self and ask:

How many times do I practise it myself rather than 'telling' others to behave?

How many times do I 'catch' others to give positive strokes (recognition) for having tried to make a difference?

How many times do I procrastinate like that character in cartoon saying: I definitely want to praise your hard work but I just can't find the right words!

It's time to enable self and then others!
It's time to kick-it-off!!
It's time to do-it-now!!!

Footnote-1: TPM means Total Productive Maintenance or Total Productive Management as some like to call it.


Also read a few relevant blogposts hereunder: Please do consider leaving a comment or sharing this post.

Taken-For-Granted ? You Deserve It !! 
Strategise To Achieve Targets Daily 
Does recognition really matter 
IQ-EQ-or-SQ: What-is-more-important?
Do you know a Best-Career-Plan 
Take your career in fast lane
Succession-Plans In Fast Lane!  
Treat Root-causes, Not Symptoms ! 
Nauseous Communication Gaps 
Do You Cleanup-After-Crisis 
Raam or Krishna-Shyam: Tell me Hey Raam! 
Will It Work Here?  
Some Moron ! Some Great !!!   
That's How Morons Work
You seem Reasonable if you appear Un-reasonable 
Smart-Moron Who Breaks Your Glass  
WOW Work-Culture: By Telling or Selling 
Suggestions On-Sale, None-To-Buy 
Can-changing-thoughts-change-a-nation
Ridiculous Poison-culture versus Maverick Kaizen-culture 
Tolerate Once, Twice, Thrice? 
Make checklists your friends  
Make It Simpler, Rest Will Follow 
How To Make A Difference 
Big-Be Or Bug-Be ! 
customer gets what s/he deserves: Shoddy Quality
Listen to iceberg of VOC to acquire customers

Wednesday, 31 December 2014

Conscious Of Self-Esteem

"Hey, you ciant piark yer kyar thiees waye, kay?" Owner of neighboring parking slot in my society had picked up American accent.

Perhaps he recently had a week's stint somewhere there. A week ago I'd heard him saying, "Why can't you park your car this way?"

Do you find some people picking up a local slang, be it from a developed destination like in above case or from a rural-interior one from an under-developed geography?

Good if the purpose of such a behavior is to improve grammatical delivery. Or good if a newly learnt short-form is by design to add to personal vocabulary in order to increase productivity.

In both such cases the change might be good if it offers some corresponding functional benefit.

In case of 'American-accent' the change occurred over the week appears more to impress the 'foreign-return' stamp than any value-addition to herself or to the listener. In fact to the listener it was a non-value because the accent was difficult to comprehend. The behavior appears to be purely aesthetic.

In the latter case, corresponding person doesn't seem to be conscious of her self-esteem. She is allowing (rather choosing) it to get deteriorated inadvertently though.

Agreed that under some circumstances one does need to behave "Like Romans in Rome". But carrying Rome lock-stock-and-barrel back to your native place may not be a good idea.

It's like sacrificing your own identity merely to conform to others' expectations or purely to impress others. It's like refusing to take stock of "who you really are and are capable of doing". It's like lack of self-confidence or lack of belief in the self.

Lesson

It's fine if a change in behavior and in turn in personality is for the good or for the better. Alternatively if the change in personality leads to deterioration of current level of performance of the self or that of the others then it's a No.. No!

On this first day of the year, let me thank the year gone by for having given me so many opportunities such as above to learn from. Thank you the year to help me to reinforce as well as to enhance my self-esteem and to help me get ready to embrace the New-Year with newer zeal.

IQ-EQ-or-SQ: What-is-more-important? 
Talent-Is-Latent: Enable It! 
Take your career in fast lane!
Do you exercise your choice meaningfully
Do You Ask Right Questions?  
Do You Force Customers To Quit
Less-With-More Because More-Is-Sore
Should one care for value
Talk In Order To Listen!  
Aesthetics Spills-Over Function, Want Spills-Over Need (Part-2)
Functional-Aesthetics 

Wednesday, 20 August 2014

Talent-Is-Latent: Enable It!

Business of the company that I went to assess was driven by research and development (R&D), high obsolescence of products and uniquely varying needs of customers.

High customisation was the order of the day. That in turn called for high level of customer contact and listening skills in order to capture voice of customer (VOC) precisely. This obviously calls for leadership skills to get it made in-house and get delivered before competition could do.

The need may appear unique to the company. But this in fact is the order of the day for most suppliers given the ever dynamic market place characterised by VUCA¹ and high level of competition.

While CEO of the company was keen to improve business processes to help retain their position externally, simultaneous concern was about 'attrition' he had been facing. Recently 'bought' talent also left, he complained.

Won't the training go waste under such circumstances, he feared.

Between the trained people leaving and untrained ones living (with you) for ever with their errors to annoy you, what is better?

Education, training and coaching builds people. Between 'Building' relevant skills captively versus installing 'Bought' skills as a foreign particle, what is preferable?

Companies need to understand that building pipelines of people is no less important alongside building the pipelines of products. In fact the former should be their prime agenda.

Why do people quit?
Especially those with high aspirations definitely do.

In fact, those without aspirations too move in absence of a conducive environment to hold them back. One of the major reasons of the other party leaving is indifferent treatment be it to people in general or to a customer in particular. 

So one of the most important portfolios of the CEO is not to leave HRD² to HR-D (HR-Department). Instead, creating culture that 'compels' people to stay back should be her hands-on agenda driven personally.

One can't ignore the fact that even seemingly dumb people have intelligence, so-called average though. It usually stays latent or dormant until challenged.

Leaving aside their own ego, superiors just need to facilitate unleashing it by making them feel confident and help them to realise their self-worth. They just need to be given an opportunity and a platform to shine. This can be done by encouraging them to express their thoughts, experiment corresponding changes in their work area without fear-of-failure.

It's a process of enabling³ people.

Once done, latent talent can be seen flowering and flowing-in smoothly. The pipeline of HRD can be seen getting 'built' that not only ensures employee retention but also creates a pull.

How to enable³ people?

First of all collect (Not Buy!) people who have fire-in-their-belly although with not-very-high aspirations and high-qualifications. Then enable³ them step-by-step. 

Step-1. Establish your credibility by demonstrating your actions on what you speak.

Step-2. Explain your expectations from them. Communicate your urgency and seriousness through complimentary evidences.

Step-3. Educate, train and coach them.

Education is to help them acquire goal specific knowledge.
Training is to help them acquire goal specific and industry-relevant, organisation-specific skills.
Coaching is to help them on 'Do-Why' and 'Do-How' in order to apply the knowledge and skills to enthusiastically achieve the goals of common good.

Step-4. Encourage, inspire & motivate to keep them engaged in the process. Give them a platform to showcase their talent and to shine.

Step-5. Empower them: Give them freedom-within-a-framework to experiment without fear of failures.

Step-6. Ennoble, means dignify them with high respect. Recognize & reward their achievements by actively listening to their efforts.

Step-7. Repeat the enablement cycle to take up higher challenges.

'Building' people rather than 'Buying' them is in a true sense creating a learning organisation as companies like Toyota do. It's their company level strategy driven by the top rather than merely a HRD² strategy left to the HR-D.

Footnotes:
1. VUCA: Volatile, Uncertain, Complex, Ambiguous. A term of military origin that represents warfare environment.
2. HRD: Human Resource Development.
3. Model 7-E© from Book "How To Enable A Change Process? Start-From-Self". Author: Shyam Talawadekar.

Also read a few relevant blogposts hereunder: Please do consider leaving a comment or sharing this post.

Taken-For-Granted ? You Deserve It !!
Strategise To Achieve Targets Daily
Does recognition really matter
IQ-EQ-or-SQ: What-is-more-important?
Do you know a Best-Career-Plan
Take your career in fast lane!
Succession-Plans In Fast Lane! 
Treat Root-causes, Not Symptoms !
Nauseous Communication Gaps
Do You Cleanup-After-Crisis
Raam or Krishna-Shyam: Tell me Hey Raam!
Will It Work Here
Some Moron ! Some Great !!!  
That's How Morons Work
You seem Reasonable if you appear Un-reasonable
Smart-Moron Who Breaks Your Glass 
WOW Work-Culture: By Telling or Selling
Suggestions On-Sale, None-To-Buy
Can-changing-thoughts-change-a-nation
Ridiculous Poison-culture versus Maverick Kaizen-culture
Tolerate Once, Twice, Thrice?
Make checklists your friends 
Make It Simpler, Rest Will Follow
How To Make A Difference
Big-Be Or Bug-Be !
A customer gets what s/he deserves: Shoddy Quality!
Listen to iceberg of VOC to acquire customers

Monday, 31 March 2014

Succession-Plans In Fast Lane!

How Much Can We Better Our Recruitment Processes?

In Order To Improve Knowledge, Skills, Attitudes, How Much To Add To Training Budgets That Are Already Heavy?

How Much To Better Our Succession-Plans?

These are some of the worries that keep haunting HR professionals. One reason is, increasing inventory of disgruntled employees. Employees disengaged due to job dis-satisfaction in particular in spite of having good systems in place. Other reason is attrition.

How to overcome this?
What is the solution to this dilemma?
How to reduce or prevent attrition?

Sometimes the causes might be aptitudinal. Sometimes it may be due to gaps in matchmaking at recruitment stage itself due to misleading presentations by either of the stakeholders.

It ultimately results into recruiting people and then figuring out how to fit square peg into round hole in order to accommodate them. Failure to do so results into branding them as defocused if they stay disengaged or as not-trust-worthy job-hopper if they quit jobs.

Hereunder might be a simple way to find out whether passions and aspirations of prospective recruits match that of a company's needs. HR professionals and companies might like to drive following steps to ease their worries.

Step-1: Prospects, both the recruiters and recruitees, need to look for matchmaking of mutual passions. Read blogpost that answers How To Take your career in fast lane!

Step-2: Prospective recruitees write their comprehension about thoughts expressed in the blogpost in maximum 50-words!

Step-3: Prospects write briefly about their own passions: Maximum 50-words!

Step-4: HR professional (assessor and selector) from recruiting company studies above 100-words in order to draw parallels. Based on the parallels s/he draws her conclusion on matchcmaking of passions and aspirations between the prospects and the company.

The findings might be given an appropriate weightage alongwith that of various other available criteria for recruitment.

In support of the above process, the recruiting company might like to design a few prompting questions that the recruitee answers.

Better the matchcmaking of passions and aspirations, better will be the mutual choices of recruits and companies, lesser will be the disengagement and better will be the Succession-Plans!

Also read a few relevant blogposts hereunder:

Take your career in fast lane!

Do You Ask Right Questions? 

Do you exercise your choice meaningfully

Overworked? Tension? CPU of the mind hung-up?

Prevention: The Best Cure! ... Is it really so?

Do you know a Best-Career-Plan 

Don't Forget: Stir-Coffee-Well !

Strategise To Achieve Targets Daily

Listen To The Iceberg, Not The Tip 

Nauseous Communication Gaps

An Experience of Heart-and-Soul

Taken-For-Granted ? You Deserve It !!

Be Bug-Be Or Big-Be ?

How To Make A Difference

Beware Of Political-Presentations

Sunday, 16 February 2014

One-Is-Better for JIT

In response to an interview on style-tricks, an actress said: Focus on just one body part and show it off.

Whatever may be the message she expected her readers to carry home, to me it was a reminder to complete this long pending blogpost One-Is-Better!

Today when I read news "set up a biz with just one form" it further got reinforced.

In Five-S technique of Kaizen to improve productivity and performance there is a pillar titled Seiri. One-Is-Better¹ is one of the themes or campaigns driven under it.

1-is-better campaign is a means of streamlining operations. It also facilitates 1-piece flow as required to make a quick or JIT: Just-In-Time delivery. 

Take nail-cutting activity for instance. It involves cutting followed by polishing off burrs on nail. Imagine cutting nails of all the 10 fingers at once followed by polishing all 10 at once. You will be free to attend to any other interruption only at the end of 10 minutes if each nail takes 1 minute each for both cutting and polishing. Instead you could get ready to attend to next interruption at the end of every minute if the cutting of one nail at a time is immediately followed by polishing the same. 

It's like freeing up or 'delighting' 1-customer every-minute instead of processing a batch of 10. The latter forces all the 10 customers to wait until the full batch of 10 gets processed. Such batch practice thereby 'delays' the delivery. The latter forces one to work with more stocks than optimum that the former (that is the JIT) advocates as also makes it possible. Not only the former speed up delivery but also it reduces the cost of poor quality (COPQ) part of the cost of quality (COQ). 

Basically, 1-is-better thought is a way to eliminate redundancy. It strips away the un-needed (be it the activity steps or the material resources for activities). Imagine just a single key or 1-key (as pioneered by Japanese auto makers like Toyota, Honda, etc.) that opens a car-door as well as dickey and the fuel-lock. 

A 2-in-1-paper-weight cum penholder, a 4-in-1-color pen, a multi-function printer, a pen-pencil combo, a One-Point-Lesson (OPL), etc. are few other examples. Such 1-is-better ideas in action facilitate lean work culture and eliminate clutter (the visual noise) as well. Thereby they enable focussing on the task at hand. 

In general, the 1-is-better concept helps one to do more with less resources and less efforts and finish the work faster.

So isn't the Narendra Modi government's single form (administrative process) to incorporate business a most welcome step. In fact more the use of such One-Is-Better! themes better it is.

The 'easing' thereby reduces a lot of Waste as a result of eliminating 3D: Dirty-Danger-Difficult activities. In fact it improves performance also. India ranked 142 among 189 economies by the World Bank in 2015 is expected to improve its position to 50th in two years if such 'Ease of Doing Business' continues.

So let's be innovative to find more and more One-Is-Better! opportunities to improve whatever, whenever and wherever we can.

Footnotes:
1: Examples from the book "Visual Management through Five-S A Japanese Tool Of Kaizen" Author: Shyam Talawadekar

Also read a few relevant blog-posts hereunder: Please do consider sharing this post or sharing your initiatives on above lines in comment box.

Make It Simpler, Rest Will Follow 
How To Make A Difference 
Big-Be Or Bug-Be ! 
Treat Root-causes, Not Symptoms ! 
Nauseous Communication Gaps 
Do You Cleanup-After-Crisis 
Raam or Krishna-Shyam: Tell me Hey Raam! 
Will It Work Here?  
Some Moron ! Some Great !!! 
That's How Morons Work 
You seem Reasonable if you appear Un-reasonable 
Smart-Moron Who Breaks Your Glass  
WOW Work-Culture: By Telling or Selling 
Suggestions On-Sale, None-To-Buy 
Can-changing-thoughts-change-a-nation
Ridiculous Poison-culture versus Maverick Kaizen-culture 
Tolerate Once, Twice, Thrice? 
That's how some business partnerships work 
Taken-For-Granted ? You Deserve It !! 
Technology in-place, security dis-placed
IQ-EQ-or-SQ: What-is-more-important?
Do you know a Best-Career-Plan 
Customer or Custo-Mer?  
Experienced A Delightful Payment ! 
An Experience of Heart-and-Soul 
Less With More And More Gets Sore 
Should one care for value?  
ABCD of India Shining
Beware Of Political-Presentations 
Do You Cleanup-After-Crisis 
Hoarders Of Filthy Hoardings

Monday, 13 May 2013

ABCD of India Shining

In India it takes ABCD to gather a crowd!
May be E, F, and ...., Z can be added to it!!

A, for an Accident or Crisis.
B, for Bollywood (counter part of Hollywood).
C, for Cricket.
D, for Divine Discourses.
E, for Emotions. India runs on Emotions or rather ruins on Emotionalism.
F, for Fraudulent Politics that juices the country.

While I take these contexts one-by-one in separate blogposts, the context of this post is the misuse of accidents or crises to derive political mileage.

Whenever there is an accident or a crisis like say fire, suddenly you will see crowd appearing from nowhere. Even police can't control them.

If the crisis has political implications, then in addition to the public, suddenly you will find political (mega-mini) leaders of all (mega-mini) parties appearing from thin air! Along with their bhaldaar and chopdaars, they crowd the site surrounding the diseased or aggrieved fighting for survival, making job of rescue and medical teams more than difficult.

Be it a Terror-attack, a major 'Drought', a 'December-2012' kind rape-case or a '4-year old Seoni rape-victim dying in Nagpur', sometimes you will find well-protected mega-mini political-leaders ('mega' surrounded by commandos, 'mini' by police) crowding newspapers with pictures or news of being 'in-touch' with the sites on phone or remotely (from a helicopter).

Crisis or otherwise, being 'in-touch' from 'ivory towers'; through self-portraits in advertisements at the cost of Govt or Semi-Govt arms or through sponsored birthday hoardings, is what most smart Indian political leaders rarely ignore doing.

Other day a cartoon aptly conveyed how a politician certified that Mumbai roads were free-of-potholes. "Citizens seem to take authorities for a ride by unwanted hue-n-cry. I have myself assessed roads from a helicopter-ride across the city", he assured.

What is the objective of being 'in-touch'?

Commonsensically it is to exhibit sympathy to the aggreived! 

But actually it's the vested interests of being 'seen-shining' as its side-benefits (rather main-benefits)! The objective is to 'shine' in front of the vote bank and create opportunities to juice the country in future!!

History shows that rarely the political 'shining' has helped the aggreived in past.

What is desired?

Time and again it is proved that a crisis is a result of a small abnormality ignored as being trivial one. A big fire begins at a small ignored spark. 'Kargil' happened because of ignorance of many such so-called 'small' intrusions as 'signals' over the years!

In other words or in language of 'Safety-Maintenance-Pyramid' of Kaizen (the Japanese improvement) philosophy, every big fire (or a crisis before it's arrival) gives out over-300 number off small-signals in various forms or shapes over a period of time. The signals could be in terms of abnormal practices such as say an ignored spark-prone loose electrical connection, a smoke from a littered cigarette-butt or from a hot-iron left 'ON' inadvertently while pressing clothes, etc.

The small signals in rape-cases such as Mumbai-rape or Delhi-rape actually existed there in the form of complaints about abnormal behaviors or non-cognizable-offence/s (N/C/Os) involving some of the accused. The signals were also there in the form of ill-reputation concerning the involved place such as Shakti-mills-compound in case of Mumbai-rape. Most such signals might have gone unregistered or got ignored by corresponding agencies (be it Govt or Non-government).

My point in question is, isn't there a-way-or-will, political or otherwise, that can be re-directed to speedily remove bottlenecks that hinder fast-track action on seed-stage-signals to crimes rather more forcefully than fast-track postmortems of crimes themselves?

The objective being to consistently coordinate and follow-up with them and enable them for appropriate and speedy actions so that such so-called 'small' offences are prevented from recurring or rather from occurring. Thereby up-rooting a probable-potential crisis at seed-stage itself is actually a sign of being proactive.

I know it is as difficult as convincing one's spouse to take that extra care at so-called 'trivial-spark' stage itself. Very few in millions do believe in importance of being proactive or preventive. May be it's beyond the capacity & capability of some to visualize a 'probable-fire' until it's actually seen with their own eyes.

Conventionally evidence is necessary as the basis of conviction. Rightly so. Crime like a rape however is evident and hence is easier to prove than an intention to do so or than a typical harassment that over a period of time might grow into a rape.

Here comes the role of leaders to 'foresee' what others can't even 'see'. Not only they should enable law-enforcers to push corresponding powerful laws &/or regulations but also enable speeding up tough actions on offences at their so-called 'small' (the spark) stage itself.

Unfortunately, political leaders seem to do exactly the reverse. They 'shine' on wrong count exhibiting 'sense-of-urgency' to save their own skin and that of their criminal political-kith-n-kins at times even by passing ordinances in parliament as done in past to neutralize even supreme court judgements.

It's time now for good people-in-power in particular to 'shine-brighter-n-faster'. They need to enable each other in their network in right direction that of preventing such 'sparks' from flaring into 'crime-fires' or full grown crimes.

Leaving no stones un-turned to appreciate its percentage-elimination at root-cause level rather than appreciating in terms of reduction of the base i.e. the booked N/C/Os itself or in terms of 'conviction rates', etc. as metrics of performance will actually promote attitude of and actions towards prevention of crimes. Thereby the fire-fighting and hence routine workload will reduce as also the cry for extra manpower and other resources for the same.

Smaller countries like Japan, Singapore, Israel and even some Gulf countries have administered such proactivity successfully. We can do it too if selfish motives at individual level to begin with are out of the way.

Skin-saving metrics such as 'base-reduction' otherwise do discourage booking of an offence itself, be it cognizable or N/C/O. Such under-counting is analogous to 'pushing problems under the carpet'. Not to forget, problems do have a nasty habit of surfacing exactly at wrong time making their administration very stressful and strained.

So being politician-like 'in-touch' after-the-crisis also is surely a welcome step but only after performing more important and apparently non-urgent act that of being seriously 'in-touch' to enable elimination of 'sparks' of 'potential crises'.

Earlier and faster such 'prevention-better-than-cure' wisdom dawns, faster will the nation be saved of potential costs/losses (in terms of 'Kargils in-the-making' such as 'Ladakh', 'Arunachal', etc.) on-the-border and (law-and-order issues such as rape, illegal and unauthorized activities growing beyond control) inside-the-border.

With such an approach, not only will it reduce reactive workload on all concerned but also help leaders in earning goodwill of citizens in the long-run. We all know that it's very difficult to forget good leaders as also it's almost impossible to forget bad leaders.

If it's so simple and obvious then why doesn't it happen the desired-way?

Because, either it is not as easy to practice as simplistic it sounds or I am too poor to understand level of the complexity the politicians have taken political economics to.

Recently I came across a couple of cartoons in DNA. One (Courtesy Urban Dictionary) showed our politicians acting as childish and stubborn; rejecting commonsense in favor of self-interest regardless of consequences.

The other showing a senior politician advising his colleagues (over a court's verdict on a scam): "Make stories, concoct confusion, create doubts... Haven't you seen the court has given benefit of doubt to Sajjan Kumar?"

In corporate life I came across four kinds of workplaces.

1/ One, where some people 'create' crises and some others try to fight them out.
2/ Two, places where everybody fights crises with some wondering about it's source.
3/ In the third kind, both roles are played by same people.
4/ Fourth-one is very rare Proactive-one, where everybody is in a sense-of-urgency to fight crises although hardly any may exist.

Characteristics of fourth kind of workplace are scattered around in this post itself. A smart reader may find them easily.

In first two kinds of workplaces, the sources of crises can get controlled sometime or the other. Third type is most dangerous because detection itself is a big challenge.

In the first three types there is a drought of leadership, will-power and sense-of-urgency to be 'in-touch' with the reality until it bites the concerned themselves.

Before it eventually does, I hope all including (myself and) people-in-power in particular aim their acts at being the fourth-one for My-India to be really shining and shining faster!


Also read a few relevant blogposts hereunder: Please do consider leaving a comment or sharing this post via social media.

That's How Morons Work 
Functional-Aesthetics 
WOW Work-Culture: By Telling or Selling 
Take Habits For A Ride 
Make It Simpler, Rest Will Follow 
How To Make A Difference 
A Ride To Hell 
Make checklists your friends  
Drove To Hell ... Almost ! 
Treat Root-causes, Not Symptoms ! 
Nauseous Communication Gaps 
Do You Cleanup-After-Crisis 
Raam or Krishna-Shyam: Tell me Hey Raam! 
Will It Work Here?  
Some Moron ! Some Great !!! 
That's How Morons Work 
Suggestions On-Sale, None-To-Buy 
Technology in-place, security dis-placed 
Succession-Plans In Fast Lane!  
Prevention: The Best Cure! ... Is it really so? 
How Many Times Do You Wash Hands 
What You See Isn't What's Made 
Am I 'Short-sighted' or 'Long-sighted'?  
Beware Of Political-Presentations 
Do You Cleanup-After-Crisis 
Hoarders Of Filthy Hoardings 
Are You Good If Others Are Bad?