Of course, if management doesn’t take lower hierarchical level ideas into account, or if the “bottom-up” part is not done at all, can it turns back into classical “command and control” way of managing an organization. But this is not Lean Hoshin Kanri anymore, in the same way that Lean can be Mean, but then it’s not Lean anymore either.
Now, I would like to focus a bit more on how Hoshin Kanri can be done with a Strength-based touch in order to reinforce that “respect for people” part of it.
First of all, I think Hoshin is already somewhat strength-based (again, when done “properly”) in that it asks people about their advice on what ought to be done to improve the organization. People are more likely to give a direction that suits them (conforms to their strengths) than any other one.
But then, it seems to me the focus on strengths could be reinforced explicitly. Here’s how:
- First, in the initial vision building, the strength part need to be made explicit by not referring to what’s broken inside the company, but rather to what makes the company successful. Some kind of values that are already shared by employees of the companies, or some values that are already acknowledged by the market (and known to the employees). If that is not the case, then I think it’s worth investing some time upfront into developing such a positive (hence powerful) vision, with approaches like Appreciative Inquiry which inquire into what’s been working best for people and what they value as individual and as a social group.
- Second, building on this initial shared positive vision, each descending step of the hoshin kanri should work with whatever excellence is recognized at each level and try to maximize it (first by appreciating it, then by amplifying it). When that recognition comes from management and is the basis for further reflection down the hierarchy, it will be a huge motivation booster for people to contribute!
- Then, each and every collaborator, under guidance from their direct manager, need to be coached into reflecting on their own strengths and how they see these fitting with the values of the department in which they’re in. The question being asked here not being “does they fit?” (closed question – bad), but “how could they fit better?” (opened question – good)
After the initial descending part of hoshin kanri, the bottom-up part should re-assemble a whole lot more positive energy and ideas for amplifying and refracting inner strengths than has never been possible under other approaches.
Peter Drucker, famous Leadership guru, taught us that “the role of leadership is to align strengths so as to make weaknesses irrelevant“. I’m confident this might be a way to make it work.
The way I propose to conduct the hoshin kanri above is somewhat similar to what could be done with Appreciative Inquiry. Yet, it may be more structured and thus resemble more what traditional policy deployment looks like. As a consequence, it may be more acceptable for a top manager to try this rather than a whole-system change a la AI.
What do you think of it?