Deming and Senge Comparison LO9286

Rol Fessenden (76234.3636@CompuServe.COM)
20 Aug 96 22:11:23 EDT

Replying to LO9242 --

Dale says,

My notion of system includes those things that you include in "system", pluse
the things you include in "culture", plus perhaps many other factors, such as
identities, relationships, information, structures, histories, operating
metaphors, processes...

Dale, I agree with you, and at the same time, once I looked up the definition in
the dictionary, I thought that we could include all these things in the 'system'
at one level of abstraction, but at another level, we can separate out and
discuss the culture as a separate entity. Doing so adds insight into our
understanding of what is going on. When we understand more specifically that
the culture allows certain behaviors in response to stimuli in the system, then
we begin to have insight into what it is that we want to change. Where we want
to focus our attention.

You expressed that you are not interested in blaming anything, and I am
completely in agreement with you. No value in blaming the culture, the system,
or any of the participants. I just intended to point out that if it is the
culture that leads to -- or allows -- certain dysfunctional systems behaviors,
then intuitively, I have a notion of how to improve the culture. When we say
the system is not working the way we would like it to, it is still unclear what
we mean by that, and also what we might do about it. by pinpointing the
culture, we begin to see outlines for improvement strategies.

In another post I said, "It really is management and leadership's job to create
and mold the
culture of an organization." To some extent, it is everyone's job in an
organization to participate in changing the culture, and therefore everyone is a
leader. Without allowing anyone else less responsibility, leadership has
resources that are not available to other people, and therefore has extra
leverage to change a culture. Leadership's statements have more influence,
their actions influence others' actions, their decision to recognize certain
behaviors has influence, and their hiring decisions have more influence. It is
also in their job description.

As you point out, though, leadership is everyone's job. I have certainly
learned a great deal by observing others who in principle worked for me.
Everyone has a locus of influence, and within that sphere, they can change
attitudes, and they can impact the culture. You are absolutely right that
leadership and culture-building is everyone's job.

-- 

Rol Fessenden LL Bean, Inc. 76234.3636@compuserve.com

Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>