Thinking during commute the other day (should I have to live nearer my work, I’d be much more dumb!) I pondered how a better strength-based Plan Do Check Act loop could look like.
I find the current version of PDCA to be a bit too deficit-based and tainted of Command & Control. All too often we see managers or project managers deciding on a plan in their offices and rolling it over employees, without much consideration about what would work for them (they’re the ones with their two feet in the daily work, so they should know best). Sure, if you’re doing nemawashi, this doesn’t concern you. But not everybody does it, yet.
So, since we’re speaking more and more about complexity (hmmm, Google Trends on complexity is making me a liar it seems – a construction of mine?)… anyway, I came up with the following new version:
- Connect ideas of different people: who are they? what are their strengths? What ideas do they have? Aspirations? Opportunities they see? Results they expect?
- Select ideas that you (collectively) would think are the more interesting to try?
- Effect these ideas: go to the gemba and put them to the test of work. Measure heavily what happens of course (People side: does it enhance the work experience? Quality? Delays? Costs?)
- Reflect on what happened: what did you learn? What new opportunities do you now see? What hopes does this give you? What else?