How can you use your influence to create a culture of continuous improvement?

A mon sens, il faut implémenter le management participatif, qui permettra de mettre l'humain au centre, ceci aura une conséquence aussi positive que possible, si jamais le modèle que vous êtes reflète les objectifs à atteindre

The Vision must resonate with people’s expectations and add to the meaning of why they work. Otherwise it is just another obligation.

One of the first and most critical elements is to support changes that your teams are asking for. Be the advocate for them and their needs by using your empowerment to their benefit. From there, establish a collaborative space where they get to influence your project plans and product designs. Be responsive! Consider their feedback, don't get too attached to your version of how things should be and always include them in the vision. By creating an environment of open communication, safe disagreement and a place where not every idea is going to work, you teach the team to try new things, trust the process and trust you that you can change or adjust when needed for their sake. It will pay off.

In my view leading by example and making people experience what you see and feel about continuous improvement. Inspire them. Show them why you care. Show them how they can find their reason and motivation to care. Make them ask how far they can go with you, instead of why they should change. Show them how this is fun and exciting journey where they might become passionate about it. And by the way, not only professionally but also personally ??

I like to remind my team that they are all "process engineers" and "process owners" in their field of work. This title gives them the ability to take ownership of their own continuous improvement and hence, builds the culture internally

I believe that the first act is to know the public and be known, it's about relationships. It is the foundation for improvement, with this we are influencing the environment where we are and being influenced, an exchange.

In my professional experience, communication challenges persist across management levels—top, middle, and lower tiers. When the lower-level team faces issues with the customer facilitation system, middle management often shifts responsibility to the IT team without adequately communicating the problem's nuances. This breakdown can lead to unaddressed issues and hinder efficient resolution. It underscores the importance of a cohesive, collaborative approach, promoting open communication channels between management levels. Cultivating a culture where issues are communicated and resolved collaboratively, not just delegated, fosters streamlined operations and enhances organizational effectiveness.

At my previous organization, we held learning and development sessions that played a significant role in team growth. Team members would select a work-relevant topic or an ongoing project and conduct a session on it, addressing queries and sharing best practices. These sessions were an opportunity for them to impart skills, introduce innovative ideas, and facilitate peer learning. This platform encouraged everyone to step forward, share their innovations, and present their expertise to the entire team. Such initiatives not only boosted individual confidence and morale but also contributed to the collective learning and development of the team, creating a more knowledgeable and cohesive group.

1?? Define Vision: Align continuous improvement with values. Implement participative management for positive impact. 2?? Model Behaviors: Actively engage and recognize efforts. Create a safe space for experimentation and growth. 3?? Empower the Team: Delegate authority, encourage initiatives, and value feedback. Provide resources for ongoing improvement. 4?? Monitor Progress: Set clear objectives, analyze data, and communicate outcomes. Adjust strategies based on results. 5?? Learn and Innovate: Foster a culture of learning. Seek feedback, update skills, and adapt to evolving expectations. 6?? Inspire Others: Leverage influence to champion continuous improvement. Build positive relationships and showcase its value.

Leaders who can genuinely inspire create a shared vision that resonates with their team's values and aspirations. By articulating a compelling narrative, leaders kindle enthusiasm and commitment, fostering a sense of purpose among team members. Influence, in this context, is not about coercion but about building trust and credibility. Leaders who lead by example, demonstrate empathy, and actively listen inspire a culture of collaboration and innovation. This approach not only motivates individuals but also cultivates a positive work environment where creativity and collective achievement flourish. Ultimately, the ability to inspire and influence becomes a catalyst for cohesive teamwork.

In my experience as a manager, to build a culture of continuous improvement, we should pay attention to these points: ?Foster open communication, encouraging team members to share ideas. ?Set clear goals and expectations, aligning individual efforts with organizational objectives. ?Invest in learning and development opportunities to enhance skills and signal the value of improvement. ?Celebrate progress and improvements. Motivate others to contribute their ideas. ?Support a growth mindset, see challenges as opportunities for learning. ?Arrange meetups where everyone can learn new things as a group. You can promote this culture through sessions, seminars, and workshops.