As an advocate of using the Malcolm Baldrige Criteria for Performance Excellence, I'm acutely aware of the importance of effective leadership development and succession planning. The recently retired director of the Baldrige Performance Excellence Program, Harry Hertz, just posted the following blog regarding the Baldrige Fellows Program, which recently visited a recipient of the National Quality Award. It seemed particularly to address your concern; and indeed, a focus on the Criteria can transform an organization:
... share with you a simple, powerful, message Pattie Skriba, Good Samaritan Hospital's VP for Learning and Organizational Effectiveness, shared — their six key steps to organizational transformation (as they refer to it going from good to great):
1. Establish an inspiring vision.
2. Enroll leaders in the vision and create ownership.
3. Create alignment and transparency to support the vision.
4. Deploy evidence-based practices.
5. Establish a systematic leadership process.
6. Build loyal relationships with stakeholders.
I was struck by two things as I looked at the list. First: how logical this list is in concept and yet how hard it is to put into practice. Second: the overlap with Baldrige core values and concepts: visionary leadership, customer-driven excellence, valuing workforce members and partners, focus on the future, management by fact, and systems perspective. While the “Baldrige six” don’t have a one-for-one match with the “Good Sam six,” in aggregate they sure do form a twelve-pack of powerful messages to any senior leadership team looking at organizational transformation.
Here’s my list of six things to do with this blog if you want to get better faster:
1. Share it with your senior leadership team.
2. Challenge them to act on it.
3. Determine how you will measure progress.
4. Deploy, align, and show commitment.
5. Communicate, communicate, communicate.
6. Don’t give up!
Your organization will be better for accepting your suggestion. Thanks and let me know how it goes.