Performance Management Company Blog

Ideas on People and Performance, Team Building, Motivation and Innovation

Category: innovation (Page 2 of 9)

Innovation and Thinking – Continuous Continuous Improvement

Innovation and continuous improvement are increasingly important issues for today’s business, with engagement, motivation and the resulting implementation being among the most critical components of future profitability. But there is also a concept in behavioral psychology called the “post-reinforcement pause” which occurs after a successful event.

In quality improvement, we heard about this expressed as, “Yes, we did our continuous improvement initiative.” meaning that it was accomplished and there was no further need to do anything more, that the box was now checked on the annual performance appraisal process.

NO!!!

Continuous improvement IS continuous. And the improvements made today, that DO need to be celebrated and recognized and which should be supportive of more efforts tomorrow, often get PAUSED. The incentive to do more slows or stops and we rest on our laurels.

NO!!!

Here is my thought, expressed in my illustrated thinking style:

Round Wheels of today become Square Wheels of tomorrow

Continuous Improvement is Continuous.

There are many things we can choose to do that can have widespread impacts on organizations. My thinking is that by changing the language of performance and innovation, we can change the thinking of people about communicating about issues and opportunities. Remember that the Round Wheels are already IN the wagon.

Seriously, For the FUN of It!

Dr. Scott SimmermanDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

See more at https://www.facebook.com/SquareWheelsIllustrations/
Scott’s quips and quotes on Poems on The Workplace is here.

Square Wheels® is a registered trademark of Performance Management Co.
LEGO® is a trademark of The LEGO Group

Innovation and Thinking – Cognitive Dissonance and Creativity

There are plenty of good tools out there for generating new ideas and momentum about innovating in the workplace. And I would like to think that our Square Wheels approach is one of the good ones. We set the situation that the people are pushing the wagon with Square Wheels but the cargo represent better ideas for improving the journey. There are all sorts of linkages and it is really easy to facilitate a discussion of real workplace issues and opportunities.

The main illustration has evolved to look like this:

Square Wheels Facilitationand we are implementing our training program to teach supervisors and managers how to facilitate discussions and to involve and engage people for workplace improvement purposes. That all comes together at The Square Wheels Project, which will also have a social media back-end to allow people to share their experiences as well as coach each other to roll forward #MoreBetterFaster.

My newest thought for how to illustrate the benefits looks like this:

Brains, Square Wheels and Round Wheels, an image by Scott SimmermanMy goal is to get people to step back from their wagons and look for new or different or better ideas to make improvements. Perspective is a key to choosing to do things differently.

Your thoughts on this would be great! You can also check us out at TSWP to see how we are rolling all this forward. It is new and pretty thumpy at the moment but your ideas and feedback will be helpful in smoothing all things out and making this truly effective as a tool for organizational improvement, coaching and simple innovation,

For the FUN of It!

Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

 

Square Wheels® is a registered trademark of Performance Management Company
LEGO® is a trademark of The LEGO Group

 

 

 

 

 

Meetings. Making Creative Sessions more Creatively Discussing

This will be a simple expansion of some ideas for how a supervisor might hold an involving and engaging meeting with their workers, one designed to improve ideas for workplace improvement and one designed to discuss issues and opportunities.

#Morebetterfaster is our general theme for facilitating workplace involvement and engagement

Dan Stones and I are reaching some final stages of our “Square Wheels Stupidly Simple Facilitation Course” for improving the facilitation and engagement skills of supervisors and team leaders. The formal name for this LMS is The Square Wheels Project and we hope to be fully live within a few days. You can see the overview video now at the new website.

As we work to simplify our structural elegance, a whole bunch of questions come up as to what to say and how much detail is enough and how many ideas make for too many ideas. How do we get the main ideas and tips across without “going all expansive” as we sometimes can (and might ought to do)? I sure wish there were a simple answer.

We say things like, “be sure to have enough seats” when we really ought to say to have the participants be able to write on the handouts and to be able to discuss their ideas with 4 to 5 other people, that large groups will not be creative in discussing issues and ideas. Small groups will involve and engage even the introverted people while large groups tend to hear only from the most extroverted (shouldn’t that word really be EXTRA-verted in some cases?) or those with some particular agenda they personally feel is critically important.

To develop a sense of ownership and teamwork, small group discussions are simply so much better than a classroom or auditorium kind of setting.

And the supervisor, having their regular Monday Morning Meeting (geeze, do they still DO that these days with all the pressures of time and costs and all that?) has a different set of frameworks to deal with than the professional facilitator sitting down with a group of 40 people for the first time ever.

The latter might want walk-in music and tabletop schlock (the creative little fuzzballs or pop-toys or tabletop name tents with names on them, etc.) while the former might want to have things appear to be normal (or not). Do the tables have water or is there coffee available? If the supervisor meetings do not normally have coffee, do they bring doughnuts and have a coffee urn running?

In actuality, setting up a room for a powerful facilitation program is probably a whole course in itself, not simply a few paragraphs on a page.

Paul Collins (Jordan-Webb) is an old friend of mine and involved with the Midwest Facilitators Network for dozens of years. I actually sent him a note yesterday and have not talked with him in years. But when I just googled “facilitator room setup ideas” and up popped a pdf file complete with diagrams for various options and ideas and all that which Paul copyrighted in 2004. Small world, for sure, but it simply shows that the information available about these kinds of things is very deep. So, How do Dan and I keep our ideas “elegantly simple?”

Maybe we have to do it with hot links to deeper information, and put those ideas on my blog or deeper into our LMS. I don’t know.

What I DO know is that we want The Square Wheels Project to be an absolutely effective and powerful tool for people to learn how to facilitate workplace engagement and how they can use our simple powerful Square Wheels® approach to better involve people in innovative workplace ideas.

Square Wheels Facilitation workplace engagement innovation

Stay tuned!

For the FUN of It!

Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on themes of People and Performance is here.

Square Wheels® is a registered trademark of Performance Management Company
LEGO® is a trademark of The LEGO Group

 

 

 

Morning and Afternoon – Good Times to Step Back

This is my 505th blog post on the PMC Blog. Whodathunkit?

And, I just started up on Instagram a week ago, still trying to figure out how all that works in connection with everything else. But we are rocking and rolling. I’m in there as DrScottSimmerman and SquareWheelsGuy.

We’ve got a whole bunch of new things happening, like our new course on facilitation almost live at www.TheSquareWheelsProject.com — as of right this minute, there are only the first few videos running. Give us a couple more days!

Because I think the manager is the motivator and the manager needs to involve and engage their people to improve innovation and motivation, I popped up a Morning “poster” earlier today into Instagram and it says I should put up a few a day, so I did one for the Afternoon, too:

Square Wheels Poster on creative thinking in the morning

Thoughts on afternoon square wheels thinking of business process improvement

So, I continue to get and share new ideas in the morning and in the afternoon.

How about YOU?

For the FUN of It!

Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on themes of People and Performance is here.

Square Wheels® is a registered trademark of Performance Management Company
LEGO® is a trademark of The LEGO Group

 

Facilitation, Square Wheels and #MoreBetterFaster

We are just about ready to launch our new LMS, The Square Wheels Project, that will feature our Square Wheels® LEGO images and teach anyone how to facilitate a discussion about improving things in the workplace. The basic approach will be simple and straightforward and the links to themes of engagement, innovation, motivation and teamwork will be really clear.

Dan Stones and I have been working to bring all this together for the past few months and Dan does this seamlessly. For me, it is a much more difficult learning practice, it seems. He quickly gets the technology side of this so I mostly support the effort with my LEGO people and my ideas around turning Square Wheels into Round Ones.

So, as this all comes together, I started cranking up production of my “posters,” a little one page shot of some thought or a poem or similar. So, here are a three of the ones I thought you might find of interest.

Square Wheels stupidly simple reality posterSquare Wheels hands-on senseWorkplace Happiness and Square Wheels

It has been nearly 25 years since I started using Square Wheels as a metaphor for organizational improvement themes and it has been an interesting journey forward. I hope you like the approach we take, and that you will take a look at our actual learning tools,

For the FUN of It!

Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on themes of People and Performance is here.

Square Wheels® is a registered trademark of Performance Management Company
LEGO® is a trademark of The LEGO Group

 

#squarewheels #morebetterfaster #thesquarewheelsproject.com #innovation #engagement #motivation

 

 

Leadership, Teamwork and Making Progress

My approach to motivation and engagement is based on this image of how things really work in most organizations:

sws-one-main-final-tiny-133

Nothing fancy or earth-shattering, just people working to move their wagon forward, with a few possibilities for improvement…

We have:

  • isolated Leadership
  • uninformed or un-aligned workers
  • inefficient processes that do not work smoothly
  • poor or difficult communications, and
  • round wheels that already exist in the wagon that could be implemented to make things work more better faster.

We have been playing with this theme and different illustrations about how things really work as a way of involving and engaging managers and workers in the process of continuous continuous improvement, that the process of stepping back from the wagon serves many purposes. People have ideas and implementing those ideas improves how things work along with engagement. Leadership does get isolated from the hands-on reality and communications is an important factor in every workplace.

My friend in India, Shantanu, emailed me this picture, with no context and no explanation, heck not even a source. And looking at it for a couple of minutes gave me all sorts of ideas and inspirations and questions and comments.

Working Hard from Within the WagonWhat do YOU think is happening here?

This WILL take a minute or two to register and for some different alternatives to come to mind. Who is that guy in the bed of the truck and what is he actually accomplishing? Bunches of possibilities, but my thought is that this kind of thing happens very often in nearly every workplace!

poster-reality-round-already-in

For the FUN of It!

Dr. Scott SimmermanDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s quips and quotes on Poems on The Workplace is here.

Square Wheels® is a registered trademark of Performance Management Co.
LEGO® is a trademark of The LEGO Group

 

 

 

BOSS: Spelled Backwards

Boss. In organizations, a lot of people know precisely who that is. And that can be a positive or a negative, as I will try to explain.

My dad owned a small trucking company in South Jersey for nearly 50 years and he was the boss, for sure. He made all the decisions, ran the office, did the collection, gave his customers bottles of hooch every Christmas and ran the company as a one-man band. He had a half-dozen trucks and he did well enough to buy a summer house that gave our family a place to be at the beach, boats and cars and all that. From that perspective, my dad was a good boss.

On the other hand, there is an aspect of BOSS that is not so good. You would sometimes see it in how he might interact with a driver. Orin was always stopping in on prospects to generate new business and my dad generally never wanted to talk with him, telling me to tell Orin he was not around, for example. Or if there was a problem, the conversation tended to be one-sided. My dad did not generally appreciate the thoughts and ideas of the guys who worked with him.

“I’m the boss, here” generally infers complete control and a bit more yelling and telling than asking and listening. Boss translates to Ruler, the Decider, someone who has all the bucks and they stop right there. I see the word “autocratic” in the management haze, the imperial-ness of the boss as a person.

  • I see The Boss theme happening in an organization where 60% of the employees feels that no one listens to their ideas or respects them for their work or personal accomplishments.
  • I see The Boss theme in organizations where 10% or less of the employees see themselves as actively engaged but the vast majority rating themselves as un-involved or even “Actively Dis-Engaged” and choosing not to be involved and engaged, with the correlated high levels of absenteeism and turnover. And even some sabotage (see this post of mine).
  • And, I see The Boss as someone who simply knows that they have the right ideas and approach and that they could not possibly benefit from any training on listening skills or engagement or innovation facilitation.

In those cases, BOSS spelled backwards probably is a pretty good explanation of their overall attitude and approach to employee involvement and engagement.

John was one such animal. He was The Boss, president of a company that asked me to help improve their customer service. We did some initial work and then had one of their first ever Manager’s Meetings, an all hands deal at a golf resort where we had scheduled some work sessions around some golf. You might have guessed that John was a Big Time Golfer, which is why a golf course was selected for a business meeting, and why meetings were actually scheduled around his tee times.

And, in that meeting, John actually said, while sitting there going through his mail (I was so shocked that I wrote it down!) as we were talking about employee ideas for improving the organization,

“That’s like asking the vegetables
how to design a refrigerator.”

John obviously saw himself as, The Boss.

And my one-liner back is,

Boss spelled backwards is self-explanatory.”

John was not there the following year, since his charter by the board of directors to improve operations and customer retention was not going that well regardless of what we tried to do at the lower levels.

A Customer Service Fundamental:

It’s hard to care for customers
if you don’t feel the boss cares for you.

Perceptions are important, and if workers don’t feel right about the company, it is hard to get them to do those things that exceed customer expectations. It is hard to get them to feel motivated to perform at moderate to high levels. Sure, the top performers perform, but they always do that for intrinsic reasons until they burn out and leave. Note that average employees are often involved in Presenteeism. the situation where they show up and accomplish the minimally accepted level of work and performance competence.

Aldo note that the poor performers are actively un-involved and sometimes intentionally sabotaging the work. Why not choose to do some things differently to get a result that is #morebetterfaster?

So, you might simply reflect on the simple themes in, “Hey Boss!” Asking for and listening to ideas from your people does not involve a lot of training or skills, just the positive intention to treat them effectively.

It can look something like this:

active involvement and engagement with Square Wheels

Any questions? Just ask me, because I am The Boss!

For the FUN of It!

Dr. Scott SimmermanDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s quips and quotes on Poems on The Workplace is here.

Square Wheels® is a registered trademark of Performance Management Co.
LEGO® is a trademark of The LEGO Group

 

Please Wait – a thought on Innovation and Improvement

I was playing in my pool league and there was an old plastic sign that someone had stuck on the wall that I had been seeing for a dozen years but never thought about it. This time, I sent a note to myself and here is how that sign expressed itself in my thinking about how things really work in the process of continuous continuous improvement and organizational improvement.

Continuous continuous improvement of workplace processes

Don’t Just DO Something, Stand There!

is another framework for this process of involvement and engagement. People feel that few managers actually take the time to listen or consider their ideas. And that does not engender involvement or build ownership.

Take the time to ask for ideas and listen for ways to improve,

For the FUN of It!

Dr. Scott SimmermanDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s quips and quotes on Poems on The Workplace is here.

Square Wheels® is a registered trademark of Performance Management Co.
LEGO® is a trademark of The LEGO Group

 

Innovation and Change: BIG Sale on Square Wheels!

A conversation turns into an idea and then an illustration is produced. That seems how creativity and innovation flow around here. A comment about buggy whips and top hats becomes an image about change and survival. Take a look at this simple illustration, but do take a moment to actually consider the realities.

BIG Specials on Square WheelsDO take a moment and consider what is happening…

The two stores on the left are closed because the business simply disappeared. Somewhere, someone is making buggy whips because there are still a few horse and buggy wagons rolling around. Heck, one company makes LED whips for your off-road vehicle so it can be seen in the dark! Another “buggy whip store” sells men’s clothing in Nebraska and they do not even have a website but only a FaceBook page. So it looks like that business buggy whip business has kind of disappeared…

Scan to the right and you will see The Big Sale going on at Harry’s Square Wheels Wagonry Store. Harry has been in business for a long time, has a great inventory of new wheels in a variety of colors. He can probably even order you chrome ones!

But note that his former employee, Susan, has opened up a new store, one selling tires. Susan and her partner Sally have limited inventory and small volume at this point. Susan and Sally got the idea one day when at work, and they decided to act on their idea and make these things more available. (Yeah, Harry has met Sally, finally.)

Square Wheels LEGO Intrinsic sitting stop

It was actually a big moment for the ladies, and they thought that they could capitalize on that idea and make round tires into a business. Personally, I have to wish them a LOT of success, because the idea is great, but having the ability and resources to implement the idea is what is important. Asking questions and generating involvement is a key success strategy for implementation.

We offer The Stupidly Simple Square Wheels Facilitation Toolkit for a meager $25 and we are nearly ready to launch our LMS MOOC to share some ideas and frameworks for how to use these simple illustrations and this direct approach to involve and engage people for workplace improvement.

Click here to read about Presenteeism, the reality that about 50% of most workers in most workplaces are “In, but Out” when it comes to their active involvement or the thinking that their boss listens to their ideas. It has been a workplace statistical constant since I started in the people and performance business in 1978.

The ONLY way to address the issues of un-engagement of the majority of a workforce is to involve and engage the Supervisors in the involvement and engagement process of their people to align to organizational visions and values and to focus them on improving their own workplace. I have never seen even a single workplace where people did not have good ideas for improvement.

It is NOT within an HR capability to fix this, nor one of Training and Development. It cannot be addressed with a survey or a videotape of the CEO talking about these things. LOTS of things can be done, but the rubber meets the road where the supervisor sits with the people.

It is a simple concept of providing them with bombproof tools and asking them to ask for ideas. Why not?

For the FUN of It!

Scott Simmerman 2016Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on themes of People and Performance is here.

Square Wheels® is a registered trademark of Performance Management Company
LEGO® is a trademark of The LEGO Group

 

Facilitating? What are we accomplishing?

I play with LEGO. Yeah, and I do it in my training sessions too, focusing on the theme that things can be improved.

While cruising around, I read a solid post by Pere Juarez Vives called The Art of Facilitation, in which he put a little LEGO scene together. Cute. But it also tends to illustrate one of my issues with what is viewed as facilitation: It is not simply about playing with things but needs to be focused on the engagement aspect of work and on the issues of identifying issues and opportunities and then doing things differently.

Pere Facilition LEGO Scene

What Pere does is focus on the key points of the International Association of Facilitators basic premises, which is fine. It is an excellent organization and I went through their Certified Professional Facilitators (CPF) certification many years ago. You can click on the image to go to his writings.

I liked how he framed his post around the role of the Facilitator and how he aligned the key points to the IAF framework for professional facilitators. But I also have issues with that framework, since so much more facilitation is done by (or should be done by) managers and supervisors of people in the workplaces. Gallup just showed that US Engagement is at a 5-year high but recognize that it was still only at 34%, and that this is a LOT higher than what is seen in most countries. Engagement still represents a critically important issue for workplace motivation and innovation.

While some of these professional, arms-length practices are good, I always clang with them when I do a facilitation with managers, since I WANT them to leave with the same skills and techniques and approach that I did TO them — they get it, now I want them to DO it and those ideas are fundamentally mis-aligned with IAF focuses; they are viewed as un-professional in a way!

Facilitation is all about engagement, and there is simply too little engagement in most workplaces and with most Bosses. Meetings and discussions offer a wonderful opportunity to ask about issues and potential solutions. Thus, when I work with these managers, I want them to learn from me what I did and how I did it so that they can leverage the knowledge with their people.

Primarily, I do this with my Square Wheels® metaphor, which is amazingly fluid and flexible. Here is a little poem I did about teamwork:

Square wheels image in LEGO by Scott Simmerman
A key principle is ownership, which I express as, “Nobody ever washes a rental car.” Participating in a discussion builds ownership involvement. So, getting these managers to lead similarly is my key focus in so many situations.

I also use the Square Wheels metaphor about how things really work, with the idea that the Round Wheels are already in the wagon. These days, I illustrate those things using LEGO.

The reality is that it is NOT about playing with things, but about generating workable ideas and then having the motivation and momentum to actually implement them. So many facilitations simply do NOT accomplish things when people go back to the same work with the same pressures and parameters.

So, I suggest that you step back from your wagon and consider the possibility of doing something differently for a change.

Check out yesterday’s blog on thinking out of the box, for example.

For the FUN of It!

Dr. Scott SimmermanDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s quips and quotes on Poems on The Workplace is here.

Square Wheels® is a registered trademark of Performance Management Co.
LEGO® is a trademark of The LEGO Group

 

Thinking Out of The Box – Seriously

Okay. You read that you have to “Think out of the Box” in order to be creative and innovative in your organization and to get anything new accomplished. I just read this again in an article in Inc. Magazine (Mar, 2016) just like I read about it 30 years ago.

The Box. Some things just never seem to change.

Maybe your box looks like this:

The LEGO Box for you to think out of

But I don’t think so. My guess is that it probably looks and works more like this

Square Wheels One LEGO MAIN ©

…because there are often other people involved in making progress and you have probably been pulling your box around for quite some time, right? It is simply hard to keep perspective.

Well, here is a little learning lesson: While things just might feel like you are simply pulling forward and things are operating on the Square Wheels and thumping and bumping along like always, you have other people involved who are probably fed up with not knowing where they are going and motivated to make improvements.

So, here are a few points of perspective:

  • Don’t expect much change if you continue to do those same things in the same way.
  • You are not in this alone!
  • Don’t Just DO Something, Stand There!
  • Your Round Wheels are already inside the wagon.

Lastly remember this:

The Round Wheels you implement TODAY will be the
Square Wheels you must deal with tomorrow because
we really live in a world of continuous continuous improvement.

If you want to see a silent movie about how all this works, a movie of discovery, click here:

So, go deal with that box. Get some things done and have some fun out there,

For the FUN of It!

Dr. Scott SimmermanDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s quips and quotes on Poems on The Workplace is here.

Square Wheels® is a registered trademark of Performance Management Co.
LEGO® is a trademark of The LEGO Group

Stupidly Simple Square Wheels Video: Facilitating Improvement

LEGO. iPhone. Square Wheels. Engagement. Innovation. Involvement. Ownership.

See what comes to mind when you watch this 45-second video.

And we would love your comments about your thoughts as to what is happening and what happens, or the final outcome of this effort or the next steps the team might take (like looking for another round wheel)?

Chris Fisher, my son-in-law and technical guru, worked this up and gave it to me yesterday. I think it is great, but what you think is probably more important:

 

For the FUN of It!

Dr. Scott SimmermanDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s quips and quotes on Poems on The Workplace is here.

Square Wheels® is a registered trademark of Performance Management Co.
LEGO® is a trademark of The LEGO Group

Mining as much Gold as WE Can!

The theme of my flagship team building game focuses on optimization of results based on collaboration between workgroups and I anchor that to the phrase used throughout the delivery,

The Goal is to Mine as much Gold as WE can!

It is about collaboration and not about competition. It is about sharing ideas and working together on common goals and a shared vision.

But that is NOT how most workplaces seem to operate, and I recently put together an article about leadership of government workers and how poorly they seem to be managed in so many workplaces. I titled it,

Leadership, Engagement, Morale in Government
– Survey Results and Ideas for Improvement —

and I used this image to anchor the basic thrust, one that might show how some of the people who participated in the different surveys might actually feel about their careers in government service:

bummed out guysI am guessing that if you are actually involved and engaged, the picture might be a little different. But the results of the surveys point to a picture more like the above.

In this same vein, maybe the situation is more along these lines:

Where is a wooden Square Wheel when I need one!

After all, the Round Wheels already exist in the wagon! All we need do is ASK…

Square Wheels Involvement tool

So I post up that blog on LinkedIn Pulse with quotes and statistics to try to increase some awareness in the issue about better management of people and performance and the many ways we can improve their involvement and engagement in workplace improvement. If you have not clicked over there yet, do so.

If you are looking for some tools, check out my website,

For the FUN of It!

Dr. Scott SimmermanDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s quips and quotes on Poems on The Workplace is here.

Square Wheels® is a registered trademark of Performance Management Co.
LEGO® is a trademark of The LEGO Group

 

 

Robots and Work – Where will you fit in?

Square Wheels theme of Scott Simmerman

If you have not read the thoughts of Geoff Colvin on the rapid rise of workplace robotics and the impacts on people and jobs, you need to. Fortune magazine had a nicely done adaptation from his book, Humans are Underrated, and the information is really thought-provoking.

And here is another good article about robots and jobs you might find interesting.

Robots are taking over. At a lunch social get-together recently, a woman introduced herself and talked about finishing school and working as a pharmacist at one of the Walmart stores. Good job and apparently reasonably well-paying. But as we discussed what her work actually entailed, she was essentially counting pills and putting them in bottles labeled by the computer. And while she said that her special competencies included being able to talk about the medication and its interactions with other drugs, all I could think of was the way my Medicare Drug Plan fulfillment company did all that with an automated phone call and a computer printout showing the specifics of my simple prescription.

Remember the show Jeopardy and the IBM Watson computer back in 2011? That amazing artificial intelligence is now being packaged and sold to medical organizations because the intelligent system can scan the millions of published articles and databases and do a lot better intuitive investigative work on diagnosis than any team of physicians could possibly do. Computers are now complex thinking machines — even Siri on my iPhone is pretty amazing at intuiting and then learning the kinds of questions I ask and the information I need, getting better and better over time as it learns.

This trend toward “artificial intelligence” is both exponential in nature as well as inexorable. Many of the “sports stories” we read online are done by computers taking information and generating the article — there are no humans involved other than in some of the data collection.

I took two MOOCs, one on designing online learning courses using Moodle and one on blended learning techniques. Basically, I am learning to teach over computer rather than doing it in the classroom, and many of my training materials will be delivered in an interactive, collaborative online way, rather than me standing up in front of a group somewhere. I am actively trying to work myself out of work!

With an upcoming trip to Ecuador, I am working through a free online course (Duolingo) to teach me Spanish. If I move there, I may enroll in a language school taught by an actual person to really get a hang of the nuances and idioms, but the basic stuff is pretty easy to learn online. And there are lot of impacts on people and performance when training can be designed by computer without a lot of input from people and delivered instantaneously over mobile devices on demand.

So, the question becomes what tasks and activities can people continue to do, with the assistance of these computing machines and this newfound intelligence? Where will people continue to be important for production and performance?

The most common job these days is truck driver — there are about 2.9 million people moving trucks from one place to another and getting paid for their efforts. But rapid advancement in “self-driving automobiles” is finding that machines may be better at inputting data and making decisions than people. They respond faster, have better sensory input, process information a lot more effectively and they do not get drunk or distracted by kids in the back seat or pretty girls or handsome guys on the sidewalk. They can share data and make predictions and basically operate a lot more efficiently. And we are just beginning to use this technology; it will get better and better and will be totally different in 10 years than it is right now — and right now, it is pretty good.

When do we let computers do the surgical interventions on people rather than human doctors, who are subject to nervous movement and distractions and who do not – even now – have anything like the control of small movements that can be accomplished with robotics? They can perform with precision and can work 24 hours a day.

Where is human judgement going to be more valuable than that of the computer information processing on the data that is collected?

Colvin focuses on the key issue of empathy.

Maybe our training and organizational development activities need to focus a lot more on that kind of social interaction quality?

Me, I am going to continue to work in the areas of teamwork, collaboration, engagement and innovation using my teambuilding games and my LEGO and line art Square Wheels themes. We will use learning technologies to make the materials more accessible and to deliver some of the training, such as our plans with our basic supervisor facilitation training using the cartoons to generate ideas and involvement. I want to improve the quality of the interactions between people as a way of improving performance and even generating more workplace happiness.

As Colvin says, “Being a great performer is becoming less about what you know and more about what you’re like.”

Interesting stuff,

For the FUN of It!

Dr. Scott SimmermanDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s quips and quotes on Poems on The Workplace is here.

Square Wheels® is a registered trademark of Performance Management Co.
LEGO® is a trademark of The LEGO Group

 

More Better Faster – Thoughts on collecting ideas for improvement with #morebetterfaster

There are a LOT of really good ideas out there focused on personal and organizational performance improvement. Some are thoughts about coaching other people or ideas around the concept of flow. There are many different collections of ideas about what best performers do differently such as these ideas from Dan Rockwell along with many other good thinkers.

There are instructional videos on a wide variety of personal improvement approaches and so many other resources. There are great videos on motivating people and generating teamwork and performance improvement like the TedX ones as well as YouTube.

So, I thought that I would start a hashtag collection using

#morebetterfaster

and twitter to see if we might generate a useful collection of ideas, articles, themes, tools, etc. Want to contribute?

square wheels lego image by scott simmerman

Feel free to pop in some twitter ideas with the hashtag, #morebetterfaster, and let’s see if we can make something useful.

For the FUN of It!

Dr. Scott SimmermanDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s quips and quotes on Poems on The Workplace is here.

Square Wheels® is a registered trademark of Performance Management Co.
LEGO® is a trademark of The LEGO Group

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