Active employee engagement is critical to corrective action program effectiveness. Not only are engaged employees more dedicated to reporting the occurrence of adverse conditions and trends, they are more also more committed to identifying and implementing corrective actions. Subsequently, leaders should proactively involve employees throughout the corrective action process.
https://www.strategydriven.com/wp-content/uploads/Feedback.jpg16001200Nathan Iveshttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngNathan Ives2014-12-30 06:04:502018-12-23 13:05:38Corrective Action Program Best Practice 4 – Initiator Feedback
Effective condition report forms balance the need for data with the ease of problem reporting. Enough data must be collected to enable problem investigation, prioritization, and resolution. Concurrently, the administrative burden of completing a condition report must be minimized to facilitate issue reporting.
How much of what our clients intend us to understand say do we hear accurately? How much of our own bias is involved? What’s the difference between when we hear accurately what our clients mean, and when we make assumptions or bias what we think we heard? As coaching and consulting professionals, we need to […]
https://www.strategydriven.com/wp-content/uploads/SharonDrewMorgen1.jpg300300StrategyDrivenhttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngStrategyDriven2014-12-16 11:00:532018-06-08 21:04:32Are We Hearing What Our Clients Are Saying?
Organizations experience incidents of every sort, some with almost imperceptible impacts and others inflicting catastrophic consequences. While impractical to mitigate all adverse events, it is imperative to prevent recurrence of the most significant incidents, important to limit the frequency and impact of moderate happenings, and necessary to only correct low impact deficiencies. Such a grade approach to corrective action implementation optimally applies the organization’s resources based on the value of event recurrence mitigation.
https://www.strategydriven.com/wp-content/uploads/Analysis.jpg8001200Nathan Iveshttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngNathan Ives2014-12-16 06:47:122018-12-23 12:39:06Corrective Action Program Best Practice 2 – Causal Analyses
We are not always able to accurately hear what others mean to convey. Sometimes we hear only a fraction of what’s been said and our brains misunderstand or bias the rest – and we might not realize it until it’s too late, causing us to believe we’re right and others are wrong, or moving to […]
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Improvement opportunities abound; ranging from everyday failures and performance enhancements to strategic acquisitions and marketplace openings. While these opportunities may represent some value to the organization, each requires different resources in varying quantities and offers a unique and unequal return on investment. Consequently, it is important to evaluate the urgency and need of these items collectively when determining which improvements to pursue. Employing a single repository within which all of the organization’s opportunities are collected facilitates these ongoing evaluations.
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This year is the 50th anniversary of the passage of the Civil Rights Act of 1964. I was on the committee that wrote that legislation. Diversity is most important for business, the economy and quality of life. I have conducted many diversity audits of companies. I have seen corporate America embrace diversity in many practices, […]
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Central to the proper functioning of a corrective action program is the appropriate prioritization of reported issues. Assigned significance levels reveal the impact of the occurrence and drive the urgency of resolution, including the type of causal analysis to be performed. Furthermore, significance levels support problem reporting, performance trending, and common/recurring issue identification.
Reports reveal painful truth despite ‘incontrovertible proof’ that women are key to business, economic & societal growth It’s a painful revelation. “At the current rate of change, it will take until the year 2085 for women to reach parity with men in leadership roles in our country.” This staggering estimate, reported by the Center for […]
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In his famous poem, Robert Frost declared that he preferred to take “the road less travelled by.” I take that idea not only as a useful philosophy for life, but also as an even better guide for business. When I began to buy and sell commercial real estate in 1968 I was told that the […]
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Business Programs
Corrective Action Program Best Practice 4 – Initiator Feedback
/in Corrective Action Program, Premium/by Nathan IvesActive employee engagement is critical to corrective action program effectiveness. Not only are engaged employees more dedicated to reporting the occurrence of adverse conditions and trends, they are more also more committed to identifying and implementing corrective actions. Subsequently, leaders should proactively involve employees throughout the corrective action process.
Corrective Action Program Best Practice 3 – Employ Multiple Condition Report Types
/in Corrective Action Program, Premium/by Nathan IvesEffective condition report forms balance the need for data with the ease of problem reporting. Enough data must be collected to enable problem investigation, prioritization, and resolution. Concurrently, the administrative burden of completing a condition report must be minimized to facilitate issue reporting.
Are We Hearing What Our Clients Are Saying?
/in Announcements, Business Communications, Practices for Professionals/by Sharon Drew MorgenHow much of what our clients intend us to understand say do we hear accurately? How much of our own bias is involved? What’s the difference between when we hear accurately what our clients mean, and when we make assumptions or bias what we think we heard? As coaching and consulting professionals, we need to […]
Corrective Action Program Best Practice 2 – Causal Analyses
/in Corrective Action Program, Premium/by Nathan IvesOrganizations experience incidents of every sort, some with almost imperceptible impacts and others inflicting catastrophic consequences. While impractical to mitigate all adverse events, it is imperative to prevent recurrence of the most significant incidents, important to limit the frequency and impact of moderate happenings, and necessary to only correct low impact deficiencies. Such a grade approach to corrective action implementation optimally applies the organization’s resources based on the value of event recurrence mitigation.
We Don’t Really Hear Each Other
/in Business Communications, Practices for Professionals/by Sharon Drew MorgenWe are not always able to accurately hear what others mean to convey. Sometimes we hear only a fraction of what’s been said and our brains misunderstand or bias the rest – and we might not realize it until it’s too late, causing us to believe we’re right and others are wrong, or moving to […]
Corrective Action Program Best Practice 1 – One Program
/in Corrective Action Program, Premium/by Nathan IvesImprovement opportunities abound; ranging from everyday failures and performance enhancements to strategic acquisitions and marketplace openings. While these opportunities may represent some value to the organization, each requires different resources in varying quantities and offers a unique and unequal return on investment. Consequently, it is important to evaluate the urgency and need of these items collectively when determining which improvements to pursue. Employing a single repository within which all of the organization’s opportunities are collected facilitates these ongoing evaluations.
The Big Picture of Business – Diversity is Important for Business
/in Diversity & Inclusion/by Hank MooreThis year is the 50th anniversary of the passage of the Civil Rights Act of 1964. I was on the committee that wrote that legislation. Diversity is most important for business, the economy and quality of life. I have conducted many diversity audits of companies. I have seen corporate America embrace diversity in many practices, […]
Corrective Action Program – Condition Report Prioritization
/in Corrective Action Program, Premium/by Nathan IvesCentral to the proper functioning of a corrective action program is the appropriate prioritization of reported issues. Assigned significance levels reveal the impact of the occurrence and drive the urgency of resolution, including the type of causal analysis to be performed. Furthermore, significance levels support problem reporting, performance trending, and common/recurring issue identification.
Professional Women Still Marginalized
/in Diversity & Inclusion/by Michelle PattersonReports reveal painful truth despite ‘incontrovertible proof’ that women are key to business, economic & societal growth It’s a painful revelation. “At the current rate of change, it will take until the year 2085 for women to reach parity with men in leadership roles in our country.” This staggering estimate, reported by the Center for […]
Why it Pays to be a Contrarian
/in Management & Leadership, Practices for Professionals/by Alan FoxIn his famous poem, Robert Frost declared that he preferred to take “the road less travelled by.” I take that idea not only as a useful philosophy for life, but also as an even better guide for business. When I began to buy and sell commercial real estate in 1968 I was told that the […]