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Casual Articles - TQM Implementation Project Part 6a - The Improve Phase, How To Do It
Regarding your Service Encounters of the Third Kind, how do I apply that in my medical practice? The first and second kind are no problem. But how can I use the third kind in medicine? How do I ask, ‘What do you want to become?’ to my patients?Thank you for that great question!Service Encounters of the Third Kind in medicine moves the doctor/patient relationship beyond ‘What’s wrong or what needs fixing?’ (an encounter of the first kind), beyond ‘Which therapy or style of treatment do you want?’ (an enc
How to use Prevention Planner
This is a planning tool. It has to be developed to address those Restraining Forces identified in the Force-Field Analysis. A template is provided to guide team members to use it systematically. Firstly, the Restraining Force is listed in the first column. Then ask team member what will be the trigger point of signal that team member would know the Restraining Force is taken place. Example; Designing Ads? Remember the Reader
When you are creating advertising design for the newspaper, magazine or direct mail, what do you think might be one of the most important considerations?If you answered readability, congratulate yourself! Fancy graphics may get the ad noticed, but readers must be able physically to read the words. This elementary concept sounds simple enough, yet is often ignored. If they can't read it, they can't understand enough about your offer to respond.With today's sophisticated and virtually unlimited graphic
Just to recap, tools used in the IMPROVE Phase are listed below. I will deal with tools that are in bold:
Brainstorming of action / solution | Selection Grid | Benchmarking | Cost-Benefit Analysis | Control lot and testing | Pilot the action / solution | Force-Field Analysis | Prevention Planner
How to use Force-Field Analysis
It is over idealistic that whenever teams try to implement solutions, it is done smoothly without any hurdle. You may argue that why would anyone objective or unsupportive of our solution after it is for the good of everybody.
This tool is particularly useful to foresee any objections or even obstacles when implementing the solutions. This tool is guided by a template which if done correctly should identify potential problem.
There are 4 areas of focus in the template, namely; Current State; Desired State; Restraining Force and Driving Force. Let me illustrate the five focuses as below:-
1) Current State refers to the situation you are in i.e. the problem. Example, Work Instruction is not enforced.
2) Desired State refers to the situation you like to be in i.e. the objective of the solution. Example: Work Instruction is adhered to.
3) Restraining Force refers to the objections or disagreement that people affected by the solution would raise. Example; People do not want to cooperate.
4) Driving Force refers to positive behavior or benefits of the solution. Example; Direction given by management to improve the situation.
How to use Prevention Planner
This is a planning tool. It has to be developed to address those Restraining Forces identified in the Force-Field Analysis. A template is provided to guide team members to use it systematically. Firstly, the Restraining Force is listed in the first column. Then ask team member what will be the trigger point of signal that team member would know the Restraining Force is taken place. Example;
He was concerned with the direction a decision was leaning, Jon said on his voice mail. Could I meet him for lunch in the cafeteria before Friday's meeting to talk it through?As peer managers involved in policy implementation, our departments would be impacted by any direction taken. Friday's meeting was with the decision makers; a discussion of pluses, minuses, timetables and resources needed for three options under consideration.Over lunch, we discovered our alignment. Option one required mandatory ov
How to use Force-Field Analysis
It is over idealistic that whenever teams try to implement solutions, it is done smoothly without any hurdle. You may argue that why would anyone objective or unsupportive of our solution after it is for the good of everybody.
This tool is particularly useful to foresee any objections or even obstacles when implementing the solutions. This tool is guided by a template which if done correctly should identify potential problem.
There are 4 areas of focus in the template, namely; Current State; Desired State; Restraining Force and Driving Force. Let me illustrate the five focuses as below:-
1) Current State refers to the situation you are in i.e. the problem. Example, Work Instruction is not enforced.
2) Desired State refers to the situation you like to be in i.e. the objective of the solution. Example: Work Instruction is adhered to.
3) Restraining Force refers to the objections or disagreement that people affected by the solution would raise. Example; People do not want to cooperate.
4) Driving Force refers to positive behavior or benefits of the solution. Example; Direction given by management to improve the situation.
How to use Prevention Planner
This is a planning tool. It has to be developed to address those Restraining Forces identified in the Force-Field Analysis. A template is provided to guide team members to use it systematically. Firstly, the Restraining Force is listed in the first column. Then ask team member what will be the trigger point of signal that team member would know the Restraining Force is taken place. Example; Applying for a Job in China
Working in ChinaWorking in China is very common now. Either you are sent to China by your company or you apply for a job to be stationed in China. Applying for a job in China is very common today as China gradually becomes a economic powerhouse. In fact, many Hong Kongers and Taiwanese feel that it is important to have good job experience in China.It is also very common to be posted for short working trips to China as a technical expert or co-ordinator as China is a big consumer of modern technol>This tool is particularly useful to foresee any objections or even obstacles when implementing the solutions. This tool is guided by a template which if done correctly should identify potential problem.
There are 4 areas of focus in the template, namely; Current State; Desired State; Restraining Force and Driving Force. Let me illustrate the five focuses as below:-
1) Current State refers to the situation you are in i.e. the problem. Example, Work Instruction is not enforced.
2) Desired State refers to the situation you like to be in i.e. the objective of the solution. Example: Work Instruction is adhered to.
3) Restraining Force refers to the objections or disagreement that people affected by the solution would raise. Example; People do not want to cooperate.
4) Driving Force refers to positive behavior or benefits of the solution. Example; Direction given by management to improve the situation.
How to use Prevention Planner
This is a planning tool. It has to be developed to address those Restraining Forces identified in the Force-Field Analysis. A template is provided to guide team members to use it systematically. Firstly, the Restraining Force is listed in the first column. Then ask team member what will be the trigger point of signal that team member would know the Restraining Force is taken place. Example; Weeding Out The Old, Making Way For The New
The annual panic about what to buy for Aunt Sarah is over for another year. Now you have to face a new problem! Not only do you have to find space to put the holiday decorations away, but also room for the new computer and exercise equipment.This is a great time of year to take a look at all the possessions you are accumulating, and find an alternative to stuffed closets and overflowing drawers.One of the basic principles of organization I call “Hemphill’s Principle:” "If you don't know you have it orInstruction is not enforced.
2) Desired State refers to the situation you like to be in i.e. the objective of the solution. Example: Work Instruction is adhered to.
3) Restraining Force refers to the objections or disagreement that people affected by the solution would raise. Example; People do not want to cooperate.
4) Driving Force refers to positive behavior or benefits of the solution. Example; Direction given by management to improve the situation.
How to use Prevention Planner
This is a planning tool. It has to be developed to address those Restraining Forces identified in the Force-Field Analysis. A template is provided to guide team members to use it systematically. Firstly, the Restraining Force is listed in the first column. Then ask team member what will be the trigger point of signal that team member would know the Restraining Force is taken place. Example; 10 Top Traits Hiring Managers Drool Over!
Want to rise far above the other 99 candidates interviewing for that dream job? When you focus on developing the traits listed below, you’ll be able to land a top notch career in just about any field.Here are 10 top traits guaranteed to win over almost any hiring Manager and put you on the top of his or her hiring wish list.1. Ambition. Employers are looking for someone who can hit the ground running, unless of course you’re applying for an entry level position. They look for an individual with the po to improve the situation.
How to use Prevention Planner
This is a planning tool. It has to be developed to address those Restraining Forces identified in the Force-Field Analysis. A template is provided to guide team members to use it systematically. Firstly, the Restraining Force is listed in the first column. Then ask team member what will be the trigger point of signal that team member would know the Restraining Force is taken place. Example;
What is the trigger point that “People do not want to cooperate”. Perhaps, people do not turn up to attend new work Instruction Briefing.
Once, the trigger point is established, then the team need to provide a corrective action if this is really happened. One of the corrective action could be telephone to remind.
Obviously, we do not want to take action if things turn out perfectly expected. If this is desired, then a “Preventive Action”: need to be well thought of. How do team leader preventive people do not cooperate? Perhaps, some of the preventive action would be involved them in brainstorming for solution to the project.
In summary, this IMPROVE PHASE is critical for team members to ensure implementation of solution can be carried out smoothly. With proper analysis and planning, many expected would be surfaced. The next phase of the D.I.A.C. Improvement Methodology is the CONTROL PHASE.
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