The term leadership has become quite popular among business organizations. Companies are moving from micromanagement culture to leadership culture. Every employee from top to bottom acts as a self-managed leader.
Here are some of the qualities seen in organizations committing to Six Sigma:
- Employees are given lots of trainings.
- They are encouraged to open up their creativity.
- Innovation is encouraged.
- They are given goals with time lines to complete.
- Employees are encouraged to carry out experiments, explore and mistakes.
- Satisfied employees look for new goal within existing organization rather than looking for new jobs.
- Employees are helped to reach out to their full potentials through proper guidance.
Three Components Required To Move To Six Sigma Culture
According to Alan Larson in the book â€œDemystifying Six Sigmaâ€ when some organization is adopting to Six Sigma culture the main three components for required change are:
The leaders and managers transition from existing micromanagement culture to participative leadership. The leaders now learn and apply new skills. At the same time they think of customer satisfaction, continuous improvement. They help fellow employees and subordinates to grow and transition.
Participation of employees is very important part of transition to Six Sigma Culture. Employees are encouraged to participate in the transition process. When the employees are learning new skills and behaviors, they are helped fully by the superiors to help in transition process.
Trainings are must for the employees participating in leadership program for Six Sigma. The are trained on new skills and behaviors. The organization allocate special budgets and times for trainings of employees. This ensures that the employees are adapting to the changes. This also ensures that the employees are gaining and applying new skills in the transition process.
All of the above components help employees to move from unfamiliarity of new skills and behaviors to mastery of knowledge and skills.