How to use SMART goals, analytics and real time reporting to self-set goals and self-motivate your process participants?
I’m guessing most of you know SMART goals and how they are set. For those of you who don’t, here’s a short intro: SMART is an acronym for SPECIFIC, MEASURABLE, ATTAINABLE, RELEVANT AND TIME-BASED.
Using SMART goals is a clever way to set yourself up for success in everyday tasks and quite a good marker of quality in longterm projects. But setting them and especially measuring your progress usually takes time and persistence that can be hard to maintain.
It’s even harder, when goals, that you need to reach are set for periods of one day of few days and progress needs to come be measured on hourly basis. This could be the case in services (logistics, maintenance, public services) and manufacturing (most of it). Tasks are short or can be divided into short ones, downtime is preferably low and results can impact changes right away.
In this case setting up a measuring system that is as automated as it can be would be helpful.
BI tools (PowerBI, Qlik Sense, Tableu, etc.) today are easy to use even for a moderately skilled IT user and can be set up from almost any data base. If your process progress steps can be logged in a database, they most certainly can be put into a data model, merging them with other data sources and visualised as simple tracking dashboards. Nothing new here.
What was new for me and what made the real difference (on one of my projects - 25-30% increase in efficiency) was the real time self-service presentation of process participats’ data of efficiency on an hourly basis. The uplift in productivity is not an exact science and there are multiple variables, but my sense is that it has something to do with computer games and the logic of “beating your record score” for some of them. Knowing your pace at all times allows you to adjust and track your improvement.
So, in conclusion: having a measurement system, that provides you with KPI data each morning is good, but having an online tracking system changes not only your reaction time, but the mentality with which you address your SMART goal through gamifying the experience for all involved.
What do you guys and gals think of this kind of approach? Have you tried it with your service or manufacturing process and if so - what were the results?
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If you want to revive, renew and reinvent your activity wouldn’t it be handy to have an INNOVATION MANAGER?
Just as even the most expert surgeon can’t operate on himself, you need someone with an outside perspective.
A fresh pair of eyes and new brain can work wonders. By giving the doctor your trust and complete information, you’re on the way to being cured.
Every case is different, and you need not only deep experience of different kinds of innovation techniques, but also be able to gauge how it will impact your specific organization.
What kind of person becomes an INNOVATION MANAGER?
Usually they are generalists rather than specialists. These people can fit for so many different positions because they bring a wide-angle lens to a problem that a normal employee would just bring a close up view for. The best example is the main character from a TV series “Pretender”, Jarod who can quickly master complex skill sets to successfully impersonate any profession. It sounds unbelievable but these kinds of people really exist and can create huge benefits for those who are looking for effective innovations.
How does an INNOVATION MANAGER Operate?
Studies indicate that our ability to think creatively comes one-third from genetics; but two-thirds of the innovation skill set comes through LEARNING and UNDERSTANDING different skills then PRACTICING, EXPERIMENTING
and at the end ASSOCIATING them.
So, an INNOVATION MANAGER will come to your “home” – company, he is going to
to observe everything like an anthropologist or social scientist.
He carefully looks for small behavioral details—in the activities of customers, suppliers, and even cleaning ladies of your office—in order to gain insights about new ways of doing things.
Then he is going to talk to as many team members as possible, including an engineer, a stay-at-home dad, and a designer to identify what kind of innovation could benefit your business or organization.
The most important role of INNOVATION MANAGER is to find THE RIGHT QUESTIONS.
Is it a new team?
Is it a management technique?
Is it a product?
Is it service offer?
Is it a marketing campaign?
Is it a communication campaign?
Is it long-term vision?
Is it turnover?
Is it a leadership skill?
Is it the atmosphere?
Is it meaning of work?
Is it the engineers?
Is it the front-line workers?
Is it the office?
Is it the motivation?
Is it the general mood?
Is it clients service?
Is it proceeding?
Is it logistics?
What is it?
‘If we did this, what would happen?’”
Bringing all the team together, mixing them with new professionals from outside, asking to imagine a completely different alternative can lead to truly original insights.
In these ways INNOVATION MANAGER will find the ANSWERS together with the team and will develop the creative spark in everyone.
The best historical example is the “Medici effect,” referring to the creative explosion in Florence when the Medici family as “INNOVATION MANAGER” of that time brought together people from a wide range of disciplines—sculptors, scientists, poets, philosophers, painters, and architects. As these individuals connected, new ideas blossomed at the intersections of their respective fields, thereby spawning the Renaissance, one of the most inventive eras in history.
If you want a Renaissance in your business – just reserve a call :)
What to do to do nothing?
In today’s hyper effective office workplaces you are tempted to think that doing nothing is some sort of a sin. Having nothing to do is a waste of your time and consequently - of someone else’s money (usually your bosses).
Manufacturers used to call it (and some still do) a downtime and a downtime usually means inefficiency a.k.a. - a loss.
But in the same way that the workplaces in offices have become hyper effective, the workplace of a service provider, blue collar worker has become more unpredictable: orders are erratic, plans usually are more of a fairy tail than a thing to follow and uncertainty is the most certain thing. Loosing time as a service provider is quit often a normal thing - some orders get canceled, plans are not fulfilled and forecast are a myth.
On these often occasions one is tempted to find something to do. If one is not a freelancer and has a boss, the boss usually encourages that seeking of “self worth”.
So, how can doing nothing in this case be good? You want to be useful, your boss wants you to be useful. Who is wrong here?
Doing nothing usually will not bring you more income on its own, but it can be a useful measurement tool of your success. Figures vary from industry to industry, but if you, as a service provider, can reach a “free” or “lost” time portion of 20%, you are on a right track (german industry standard).
In this case, doing nothing (but you need to be sure, that there is nothing planned to do) and measuring that free time will let you know how much free time in your process you have. Never mind, that that time can’t be immediately used - it is the measurement of the whole process, not that particular task.
I would like to link some references for these insights, but it’s just my experience and the way I was lucky to use it.
Using that free time and reaching a goal of 20% as a service provider could be another topic for the future.
If I had to give parents one piece of advice, it would definitely be:
🌺Encourage your children to volunteer🌺
Why? Because almost every soft skill that I have today was in some shape of form created or grown by my different volunteer work experiece.
1. I learned to be communicative.
2. Networking and public speaking became less & less stressful and more & more enjoyable.
3. Gained so much knowledge about art, film, theatre an other industries.
All in all, I believe that volunteering is one of the best ways to grow as a human being and learn about others.