In-Reply-To: <970827.102147@smtp.MARKEM.com>
Barry,
A very stimulating message. I would like to ask a question and add
something to the thread.
THe question. As a relative novice in the specifics of TQ I would be
grateful for a list of some of the tools that you have used. (I am close
to s person well schooled in Deming ideas so with the names can follow up
for more information. I thoroughly agree with the notion that you have to
focus on process (between people where my experience and expertise lies
and how the group is working)
To move this thread forwards.
I believe that the idea of working with and sharing with other people from
other organisations is also critical. I happens rarely in my experience
(although I sense that it is increasing) and is almost always regarded as
successful.
I am running some 'Action Learning sets' (organised with HP and including
people from a variety of other organisations) where individuals learn from
and with each other.[my role is facilitate and guide.] THe groups meet
once a month for six sessions. Each person has a sixth [6 people in the
group] of the day where they outline their issues, etc and the others
help/coach/suggest. People learn new approaches, how to help others, see
how other organisations would approach things.
This sharing is a vital way for people and organisations to learn. Action
Learning sets are more individually based than those outlined in Barry's
post and have may positive similarities.
I would be interested to hear of others experiences of sharing with other
organisations
THanks
Ian Saunders
Transition Partnerships - Harnessing change for business advantage
tpians@cix.compulink.co.uk
--tpians@cix.compulink.co.uk (Ian Saunders)
Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>