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Category Archives: Psychology
Continuous, Constructive Feedback
Employee performance: Continuous, constructive feedback yields results [the broken link was removed]: Be specific. If you simply say “Good job, Frank,” Frank won’t know exactly what he did to get that atta boy. Therefore, he can’t consciously work to repeat … Continue reading
Posted in Management, Performance Appraisal, Psychology, Respect
Tagged managing people, Performance Appraisal, Psychology
4 Comments
Predicting Improves Learning
The Power of Prediction by Jared Spool: By asking these questions up front, we give the team members something to focus on. When a participant gets stuck somewhere they predicted, it stands out. They can take pleasure in knowing they … Continue reading
Posted in Deming, Management, Psychology, Software Development
Tagged learning, Psychology
Comments Off on Predicting Improves Learning
Be Careful What You Measure
Be Careful What You Measure by Mike Wroblewski: Although this recalculation of productivity had a positive affect, it is not what I would consider a triumph. Ongoing efforts are still required to truly increase productivity, so it’s back to gemba. … Continue reading
Posted in Data, Deming, Management, Process improvement, Psychology
Tagged Data, organization as a system, Psychology
6 Comments
Motivating Employees
No Matter How Badly You Want It: “When it seems easy, it’s like they already wanted to do it in the first place.” Martin paused. “It seems impossible when they didn’t ever want to do it. So, it doesn’t seem … Continue reading
Posted in Deming, Management, Psychology, Respect
Tagged Deming, managing people, motivation
1 Comment
Performance Appraisals Performance
Appraising the Performance Of Performance Appraisals [the link that IEEE broke was removed] by Harry Goldstein: The traditional annual review covers a lot of ground: coaching and guidance for the employee, feedback and communication, compensation, staffing decisions and professional development, … Continue reading
Posted in Deming, Performance Appraisal, Psychology, Respect
Tagged Deming, Performance Appraisal, Psychology
Comments Off on Performance Appraisals Performance
Don’t ask employees to be passionate about the company!
Don’t ask employees to be passionate about the company! People ask me, “How can I get our employees to be passionate about the company?” Wrong question. Passion for our employer, manager, current job? Irrelevant. Passion for our profession and the … Continue reading
Posted in Creativity, Management, Psychology, Respect, Software Development
Comments Off on Don’t ask employees to be passionate about the company!
Compensation at Whole Foods
Compensation at Whole Foods Market [the link that Whole Foods broke was removed] Most large companies also pay their executives large amounts of stock options in addition to large salaries and cash bonuses. However, this is not the case at … Continue reading
Posted in Management, Psychology, Respect, Systems thinking
Tagged deadly diseases, executive pay, leadership, overpaid executives
1 Comment
Motivating People to Change
Don’t miss a nice series of posts by Jon Miller: How to Motivate People to Change – part 1, part 2, part 3. [links broken, so removed 🙁 ] Success may come in the short term when motivation is through … Continue reading
Posted in Deming, Lean thinking, Management, Psychology, Respect, Toyota Production System (TPS)
Tagged change, managing people, motivation, Psychology
Comments Off on Motivating People to Change
Making Better Decisions
Comment on: When Times Are Tough, Do You Make Better Decisions? [the broken link was removed] When times are tough you are more likely to do something – take some action, make some decision. When times are good, many are … Continue reading
Posted in Management, Process improvement, Psychology
Tagged critical thinking, Process improvement
1 Comment
The Psychology of Too Much Choice
An understanding of psychology is one of the four components of Dr. Deming’s management system. This understanding lies behind practices such as: driving out fear, respect for people and eliminating slogans. In an organization all the components (practices, processes, investments, … Continue reading
