Why is it so important to encourage a ‘lively suggestion culture’? Two reasons:
1. ‘Last year we received 530 000 ideas from our staff, in average 11 per staff, and 90% are being implemented.’ I picked up this quote made by Mr. Miura in a report published by a German business magazine about Toyota (WiWo 07.04.2005). Can any company really afford to ignore such resources at their disposal?
2. Suggestions being implemented give the staff a sense of empowerment as they have an influence on what is happening in the team. This is highly motivational.
Of course, we want to generate useful suggestions so that most will be approved. Too many rejected suggestions create a negative impact. Therefore, it is important to coach staff on making good suggestions. Here is a good structure:
1. Describe the critical issue. Express observable facts first, followed by assumptions and conclusions.
2. What are possible solutions? Insist on many solutions. Typically, everybody is pressed for time. Therefore, very often, the first solution which ‘sort of fits’ is accepted. The first solution is very often not the best solution. Insist on many solutions, encourage creativity. You will get better results.
3. Chose a solution. Explain the rational behind it. Why should it work?
4. Do a cost vs. benefit calculation if the implementation requires money. Typically, there is not enough money around to pay for everything. Therefore, the economic benefit must be looked at. I would argue that an effort vs. benefit consideration has also its merits.
5. Risk assessment – What risks are involved when implementing this suggestion? Or, are there any risks in NOT implementing the suggestion?
If you are a manager, please never forget to give feedback to a suggestion received. And, you have three options only, which are:
- YES
- PENDING until …. Provide a good reason and don’t forget to review at the given date.
- NO with the appropriate explanation. Do not shy away from the ‘No’. Your staff may not like it, but the alternative ‘not providing any feedback’ has a much worse negative impact.
Some tips for churning out good suggestions:
- Review your goals regularly – Repeated, continuous thinking about the main challenges supports creativity.
- Reserve 15 minutes per day for ‘Thinking Time’. Sounds easy, it isn’t. Try it.
- Write down ideas, even the crazy ones, immediately, as they occur. Don’t over-estimate your memory. Also, if an idea doesn’t sound crazy at the beginning, it is not a good idea anyway. I think this quote is from Albert Einstein.
- Ask ‘everybody’ for advice – Everybody looks at your challenge from a different angle, i.e. they may have different insights which may be useful to you.
- Ask the magic question. What can be replaced / combined / adapted / modified / improved / repaired / put to better use / done away with / reversed?
1. ‘Last year we received 530 000 ideas from our staff, in average 11 per staff, and 90% are being implemented.’ I picked up this quote made by Mr. Miura in a report published by a German business magazine about Toyota (WiWo 07.04.2005). Can any company really afford to ignore such resources at their disposal?
2. Suggestions being implemented give the staff a sense of empowerment as they have an influence on what is happening in the team. This is highly motivational.
Of course, we want to generate useful suggestions so that most will be approved. Too many rejected suggestions create a negative impact. Therefore, it is important to coach staff on making good suggestions. Here is a good structure:
1. Describe the critical issue. Express observable facts first, followed by assumptions and conclusions.
2. What are possible solutions? Insist on many solutions. Typically, everybody is pressed for time. Therefore, very often, the first solution which ‘sort of fits’ is accepted. The first solution is very often not the best solution. Insist on many solutions, encourage creativity. You will get better results.
3. Chose a solution. Explain the rational behind it. Why should it work?
4. Do a cost vs. benefit calculation if the implementation requires money. Typically, there is not enough money around to pay for everything. Therefore, the economic benefit must be looked at. I would argue that an effort vs. benefit consideration has also its merits.
5. Risk assessment – What risks are involved when implementing this suggestion? Or, are there any risks in NOT implementing the suggestion?
If you are a manager, please never forget to give feedback to a suggestion received. And, you have three options only, which are:
- YES
- PENDING until …. Provide a good reason and don’t forget to review at the given date.
- NO with the appropriate explanation. Do not shy away from the ‘No’. Your staff may not like it, but the alternative ‘not providing any feedback’ has a much worse negative impact.
Some tips for churning out good suggestions:
- Review your goals regularly – Repeated, continuous thinking about the main challenges supports creativity.
- Reserve 15 minutes per day for ‘Thinking Time’. Sounds easy, it isn’t. Try it.
- Write down ideas, even the crazy ones, immediately, as they occur. Don’t over-estimate your memory. Also, if an idea doesn’t sound crazy at the beginning, it is not a good idea anyway. I think this quote is from Albert Einstein.
- Ask ‘everybody’ for advice – Everybody looks at your challenge from a different angle, i.e. they may have different insights which may be useful to you.
- Ask the magic question. What can be replaced / combined / adapted / modified / improved / repaired / put to better use / done away with / reversed?
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