Rewards should go to those who are emboldened by problems. They revel in customer, employee and quality improvement problems as opportunities to grow competitive advantage. These effective employees behave like leaders who overturn traditional machismo management behavior, “Everything is okay” bravado amidst the rubble of eroding noncompetitive operations. They find ways to constantly stimulate with new goals, rewards, celebratory events and reconfiguration of teams. They break things to make them more profitable and competitive. They look for ways to be stronger, faster, leaner.
(Please share below)
No item is too small. No silo is protected in generating sustainable momentum.
- They shift managerial philosophies from adversarial to cooperative
- They remove the propensity to protect traditional fiefdoms of hoarding information
- Make work serious play
- They eliminate bureaucracy so people can get their work done.
- They keep teams small but nimble.
- They make quality improvement as an innovation tool that involves suppliers, distributors, and front-line workers.
- Create spaces for brainstorming
- They listen while ignoring the “aristocracy of pull” in leadership and management to prevail upon titles over accomplishments.
- They reward more than berating. They champion ideas no matter how small.