Deadline is coming….

dilbert2Do you ever wonder what gives you energy to work? Last time I thought about different ways of motivating people.

One way is declaring a deadline. Unfortunately, not in my case… I don’t need deadlines to be disciplined. To be disciplined… that’s the goal, isn’t it?

One may say that tight deadline is the most effective. It is a challenge, isn’t it? In my opinion tight deadline may be a challenge when we talking about reducing a working time on specified task permanently. Unfortunately, in most cases tight deadline is set because someone is in a hurry. Then, we sacrifice a quality…. then we have even more problems.

So what motivates me? I like to feel a sense of my work regardless of a deadline. Is it strange? Check this out: How deadlines can murder a motivation?

When I need to motivate myself to do something I don’t enjoy, I use rewards and deadlines – and, no doubt, I’m better off for doing that. But, when I already enjoy doing something (and given that I am a disciplined person), then I just need to let nature take its course.

What motivates you?

Hoshin Kanri. An alternative for MBO?

Previously, I have described Management by Objectives. This article presents Hoshin Kanri as an alternative to Management by Objectives. Hoshin Kanri was introduced by Toyota Motors Company. The detailed description of Hoshin Kanri may be found here.


Hoshin Kanri is a systematic and disciplined process to align, communicate and execute business strategy by focusing on those vital few breakthrough objectives that give you competitive advantage […] Hoshin Kanri can be thought of as the application of Deming’s PDCA cycle to the management process.

It sounds like Management by Objectives, so where is the difference?

  • Objectives are set up by leaders who spent enough time at the specified workplace (gemba). They are aware of the real situation in the company, department and team. The goals couldn’t be imposed by leaders.
  • The process of setting the targets and planning the strategy couldn’t be independent. Leaders have to know how to achieve something before they expect that. Asking “how” is as important as asking “what”.
  • Measuring the progress allows to adapt to the situation.
  • There are no rewards for achievements. Hoshin Kanri is for benchmarking our projects and determining where we are in relation to the company’s vision.

It sounds totally different than Management by Objectives ;)