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A Quote for the day from Peter Drucker – on Management by Objectives

First Friday Book Synopsis

Management by objectives works if you know the objectives. There are some thoughts that simply need no elaboration. No long blog post needed… So, read this from Peter Drucker, and ask yourself the obvious question about your business. Ninety percent of the time you don’t.” Peter Drucker Filed under: Randy''s blog entries. Randy''s blog entries

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Joe’s Journal: On the Right Kind of Control

First Friday Book Synopsis

Here is the latest post by Joseph A. Maciariello featured in the Joe’s Journal series at the Drucker Exchange (Dx) sponsored by the Drucker Institute. The Dx is a platform for bettering society through effective management and responsible leadership. It is produced by the Drucker Institute, a think tank and action tank based at Claremont [.]. Bob's blog entries Claremont Graduate University that was established to Peter F.

Books 80
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Joe’s Journal: Freedom is Not Fun

First Friday Book Synopsis

Here is the latest post by Joseph A. Maciariello featured in the Joe’s Journal series at the Drucker Exchange (DX) sponsored by the Drucker Institute. The Drucker Exchange (the DX) is a platform for bettering society through effective management and responsible leadership. It is produced by the Drucker Institute, a think tank and action tank [.]. Maciariello Management by Objectives Peter F.

Books 80
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Employee Engagement by Exhortation

Lead Change Blog

Posted in Change Management Leadership Development [link] The underlying belief of exhortation is that people simply are not giving it their all, and so management’s job is to entice and encourage people to do a better job than they previously have. Management by objectives. Change Management Leadership Development Change employee engagement Leadership motivation

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Deming's Fourteen Points of Quality Management

Six Disciplines

Edwards Deming was a supreme practitioner of quality management. He summarized his ideas in these Fourteen Points of Quality Management : Create constancy of purpose towards improvement. Makes for bad work - and bad management. Non-meaningful slogans are counter-productive substitute for real management. Eliminate management by objectives.

Deming 103
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Write SMART objectives & Goals

Rapid BI

How to write SMART Objectives and SMARTER objectives for business and personal development. SMARTER objectives form part of the MBO, Managing by objectives approach made popular by Drucker. SMARTER formatted objectives are of value in Performance Management as well as project management. The post Write SMART objectives & Goals appeared first on RapidBi.

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Great Quote: On System of Management by Deming

QAspire

Our prevailing system of management has destroyed our people. Management by Objectives, quotas, incentive pay, business plans, put together separately, division by division, cause further loss, unknown and unknowable. Organization starts being driven by numbers alone and the human aspects of work (respect for people, intrinsic motivation, creativity, innovation etc.)

Deming 152
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Results vs. Process. Achieving Goals While Improving the Work

Mike Cardus

Originally came across this video here ‘ What Management by Objectives Does Wrong & Hoshin Kanri Does Right ’. Its applicability to management and teams is powerful. In both the Exponent Leadership Development and Project Management Processes the focus is on developing a series of repeatable processes and steps that can be tested; evaluated; changed; re-worked; and celebrated.

Process 150
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Deming's Fourteen Points of Quality Management

Six Disciplines

Edwards Deming was a supreme practitioner of quality management. He summarized his ideas in these Fourteen Points of Quality Management : Create constancy of purpose towards improvement. Makes for bad work - and bad management. Non-meaningful slogans are counter-productive substitute for real management. Eliminate management by objectives.

Deming 108
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Balanced Scorecard - The Next Big Thing?

Six Disciplines

Many corporate managers have been introduced to a corporate management system called the Balanced Scorecard. Developed at the Harvard Business School by David Norton and Robert Kaplan in the early 1990s, the Balanced Scorecard (BSC) represents the newest and most prolific performance measurement system since Total Quality Management (TQM) and Management by Objectives (MBO).

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3 Valuable Insights Leaders Can Learn From Neuroscience

Tanveer Naseer

The following is a guest piece by Jesse Newton and Josh Davis. These are, of course, widely appreciated management methods for raising performance. Perhaps it’s because they feel counter-intuitive to many managers. Because micromanagement, the opposite of autonomy and the default behavior for many managers, puts people in a threatened state. Specifically, a reduction in autonomy is experienced by the brain in much the same way as a physical attack.

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Managing Remote Employees: Lessons Ancient Rome and Today

Great Leadership By Dan

Social Media Manager. Telework Manager or Coordinator. Online Advertising Manager. Answer: They are staffed by employees that can do their work while their managers are in a different location. And if you’re a manager or aspiring manager, chances are at least one of them is going to work for you. They’ve all been around since the Roman Empire was managing 25% of the world’s population spread out over 6,500,000 square kilometers.

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EBM: Deming & Quality

LDRLB

In 1982, Edwards Deming published “ Out of the Crisis ” identifying 14 points for management which if applied would enable Japanese manufacturing efficiencies to be realized. Adopt this new philosophy by management and workers alike. Train on the job (both workers and management) in order to reduce variation in how job is done. Break down internal barriers by departments to view each other as “internal customers.”. Leadership deming evidence-based management

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Management Styles

Strategy Driven

Organizations should coordinate management skills into its overall corporate strategy, in order to satisfy customer needs profitably, draw together the components for practical strategies and implement strategic requirements to impact the business. This is my review of how management styles have evolved. In the period that predated scientific management, the Captain of Industry style prevailed. The Human Relations style of management flourished from 1940-1964.

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Peter Senge on the Creation of a Post-Industrial Theory and Practice of Education

Deming Institute

Post by Bill Bellows, Deputy Director, The Deming Institute. In this 80-minute lecture, which has recently been posted on YouTube, with Peter’s approval, by the Academy for Systems Change , he shared his reflections on ongoing efforts to transform education systems across the United States, offering an extensive series of parallels with his wide-ranging personal experiences with the visible and invisible obstacles facing business transformations.

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“Sometimes I feel Like Team Building is Sweet Frosting on a Shit Cake”

Mike Cardus

Bromides of – team excellence, Good-to-Great, Management By Objectives, etc… That we have all heard and wondered, what the fuck does that mean? Changes in the Goals:Roles:Procedures and management system will improve the teams productivity and individual effectiveness. Creating a kick ass organization, like baking a great cake cannot be done by ‘winging it’ you have to a process and you MUST adhere to it. image by by melloveschallah.

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Guest Blogger George L. Morrisey: Are You Ready for Strategic Planning?

leaderCommunicator

The following questions, addressed by plan­ning team members, both individually and as a group, may help determine the degree of readiness: Why do we want to undertake a strategic plan at this time? Like other management processes, strat­egic planning must be organized, communicated, and implemented systemati­cally. Key strategic areas, critical issues, long-term objectives, major actions, financial projections, pages 5-10. This is not a facetious question.

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Using Deming’s Ideas Today to Promote Trust and Meaningful Work

Deming Institute

Joshua Macht wrote an article for the Harvard Business Review (published in June) : The Management Thinker We Should Never Have Forgotten. Edwards Deming sent Peter Senge on his book, and which Senge included in his introduction to the Fifth Discipline : Our prevailing system of management has destroyed our people. Management by objectives, quotas, incentive pay, business plans, put together separately, division by division, cause further loss, unknown and unknowable.

Senge 28
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The Big Picture of Business – Corporate Cultures Reflect Business Progress and Growth.

Strategy Driven

Organizations should coordinate management skills into its overall corporate strategy, in order to satisfy customer needs profitably, draw together the components for practical strategies and implement strategic requirements to impact the business. This is my review of how management styles have evolved. In the period that predated scientific management, the Captain of Industry style prevailed. The Human Relations style of management flourished from 1940-1964.

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Favorites of 2011: Team Building, Leadership & Innovation Blog Articles

Mike Cardus

When you are presented with a claim, piece of evidence, a process, organizational system really anything that YOU as a manager and a person who makes decisions at work has to explore + think about and decide. 9 Indicators That a Manager is NOT Able to Handle the Complexity of the Work. When faced with challenges that the manager cannot handle, they NEVER miraculously figure it out, they ALWAYS default back to their highest level of competence.

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Culture Eats Strategy for Lunch & Dinner!

Great Leadership By Dan

But we were passionate about our topic and we believed we had a great story to tell, a story that was grounded in academic research, a story that was lived by thousands of people over a ten year period and not formulated in an office at a university. Igor Ansoff is known as the father of strategic management. Peter Drucker invented the concept known as management by objectives and self-control.

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Where are you on the management scale of newbie to expert hacker?

Ask Atma

Three Levels of Management. As a starting place we can look at three general levels or grades of management. Beginner’s Management [Newbie or Management 1.0]. Fundamentals of managing an organization : (Forecast & Plan) – Examining the future and drawing up a plan of action. Fundamentals of being a manager : They ask “what needs to be done?”. Specific objectives for each member, Participative decision making, Explicit time period, and.

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Planning Doesn’t Have to Be the Enemy of Agile

Harvard Business Review

Planning has long been one of the cornerstones of management. Early in the twentieth century Henri Fayol identified the job of managers as to plan, organize, command, coordinate, and control. The capacity and willingness of managers to plan developed throughout the century. Management by Objectives (MBO) became the height of corporate fashion in the late 1950s. It seemed sensible, therefore, for executives to identify their objectives.

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Lead With Your Heart, Not Just Your Head

Harvard Business Review

As a manager, you may not be working on a fishing boat or in armed combat. Or have you been taught to manage by objectives and metrics to monitor performance, and that bonding with your team members will be seen as a distraction at best or weakness at worst? The productive manager in a complex, global workplace should be less like a football coach with a whistle around his neck and more like a belayer helping climbers reach the next goal.

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Hospitals Can’t Improve Without Better Management Systems

Harvard Business Review

In all of the loud and necessary debates over how to reform health care in the United States before it bankrupts the country, there is one element that has been continually overlooked: the management systems employed by hospitals. And yet, many of those ardent reformers are furiously running in place because they do not have the management system to support their goals. This 20 th century system essentially has leadership establishing objectives for managers to achieve.

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Explain Your New Strategy By Emphasizing What It Isn’t

Harvard Business Review

Yet, according to Donald Sull’s research in the March issue of HBR, almost half of top executives cannot connect the dots between their company’s strategic priorities; and two out of three middle managers say they simply do not understand their strategic direction. As bleak as that sounds, leaders can avoid the problem by borrowing a technique from teachers: “compare and contrast.”

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The Folly of Stretch Goals

Harvard Business Review

Deming insisted that companies, "Eliminate management by objective." A stretch goal is most often an outcome metric, and is influenced by so many variables that systematic, scientific improvement isn't possible. A "target condition," by contrast, describes how we want a process to function — and that description requires that you understand the current condition deeply enough to know where to begin your improvement efforts.

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What Peter Drucker Knew About 2020

Harvard Business Review

For Drucker, the newest new world was marked, above all, by one dominant factor: “the shift to a knowledge society.”. And shortly thereafter (and not long before he died in 2005), Drucker declared that increasing the productivity of knowledge workers was “the most important contribution management needs to make in the 21st century.”. How should managers alter their approaches to fit the times? Knowledge workers have to manage themselves,” Drucker advised.

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There’s No One System for Paying Your Global Sales Force

Harvard Business Review

It provides control over sales incentive spending around the world, and it simplifies plan management and administration.” Channel structure: A company might reach some markets with face-to-face selling supplemented by inside sales, and in other regions they sell primarily through distributors. Performance Metrics: Pay on revenues (timing determined locally) for individual (not team) performance; pay incentives rarely for management by objective (MBO) achievement (e.g.

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How Overfocusing on Goals Can Hold Us Back

Harvard Business Review

Imagine you want to design a robot that can get through a maze by itself. First, you would probably define the robot’s objective: Find the exit of the maze. It’s geographically as close as possible to its objective but it can’t get there. Testing objective-less challenges in many other AI contexts, Stanley got similar results. ” Most modern managers take this as a given.

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How VC John Doerr Sets (and Achieves) Goals

Harvard Business Review

Many of them utilize a goal-setting system Doerr calls “OKR,” for “objectives” and “key results.” ” His new book, Measure What Matters , contains his explanation for how and why the system works, as well as case studies by leaders who’ve adopted it — including Bill Gates, Larry Page, and Bono. Doerr stopped by HBR to talk about his passion for setting and reaching goals. The objective is what I want to have accomplished.

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What to Measure If You’re Mission Driven

Harvard Business Review

My favorite Peter Drucker misquotation is, “If you can’t measure it, you can’t manage it.” ” Drucker wrote a great deal about how managers should measure performance, but this particular phrase didn’t come from his pen. Instead, his measurement advice was linked to his belief in “managing by objectives,” and above all urged managers to “focus on results.”

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Management’s Three Eras: A Brief History

Harvard Business Review

Organization as machine – this imagery from our industrial past continues to cast a long shadow over the way we think about management today. Managers still assume that stability is the normal state of affairs and change is the unusual state (a point I particularly challenge in The End of Competitive Advantage ). But even as these old ideas remain in use (and indeed, are still taught), management as it is practiced by the most thoughtful executives evolves.

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The Management Thinker We Should Never Have Forgotten

Harvard Business Review

Gothenberg, Sweden, is a long way to travel from Boston for a breakthrough idea in management — especially one that is more than 40 years old. Berwick’s talk began by deftly comparing Frederick Winslow Taylor and W. Edwards Deming : the former an industrialist who equated machines and human beings (both to be managed for maximum output), the latter a humanist who saw the individual as internally motivated to do good, meaningful work. Laura Schneider for HBR.

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