Process Creation Is A Big Project

We all have had the feeling, as leaders, that something just wasn't quite right in our departments. Whether work flow isn't flowing as it usually does, or people in the department aren't in sync with each other, or the day and all its participants are tripping over one another. The leader knows that new processes are necessary to regain that departmental edge. If done properly these new procedures may even increase employee morale. Process creation is a necessary part of doing business but it goes much deeper than sitting down with Visio and creating a process flowchart and then communicating it to our teams. Lets take a look.

Process Chart Needed
It is true that we need to put our initial ideas on paper. We as leaders need to create a process flowchart that illustrates each step in our process. We need to make sure all variation that can create process chaos is accounted for. This is a time consuming exercise that can be rewarding and inclusive if due diligence is spent on its creation. There is nothing like creating a process, receiving group participation from a department, and then getting buy in and approval by the executives in an organization. A sense of accomplishment is felt once a date to start the process is agreed upon. Finished! Let the work flow properly and the department function like a well oiled machine, right? Not quite.

Changes Made
Its uncanny a new process is created and during this transformation outside departments communicate that no changes are expected. Except when a change of some sort arises. Equipment breaks down, attrition to a key player occurs, or a new vision comes down from the CEO which can alter any plan. This is where process creation can become time consuming. I can't tell you the amount of times I've heard a leader mention that they love a new process but that it may change because of organizational alterations. Leaders should be conservative in putting new processes into play. Research needs to be completed, meetings need to take place with any employee capable of derailing the best plans, and contingency processes needs to be developed to adjust to unexpected variation. Taking this precaution can add to a leaders credibility.

Conflict Arises
Creating processes can cause conflict at times. We need to face the reality that creating new processes may cause conflict over the resources needed. It may cause competition. A really good process may get noticed and that leader to receive recognition or a promotion. This is great news except for the leaders competing for praise and increased responsibilities. Many times leaders put a process in place, it works until conflict is born, and it is ignored. The conflict needs to be addressed so the process can flourish. Having the attitude that everything will work itself out is counterproductive.

Thoughts about Processes
Once a process is created try some of these things to keep them relevant

•  Get participation from outside departments that will be affected by the new process. This will help avoid conflict and make others feel like they own the process rather than having it force fed to them.
• Have a process contingency plan. Flexible processes have a longer life span than some rigid processes. Being open minded to unexpected change will make the process stronger and creative.
• Put an expiration date on the process. Like dairy products processes have an expected life span. Define that date. Set up meetings to review departmental processes to see if they are relevant or if new ones need to be created.

Creating processes can be a creative, energetic time that gives multiple people a chance to be noticed. Leaders should spend the necessary time on this project to avoid unexpected pitfalls which can sour the whole experience.

  

Good Leaders Need Good Followers

I had the wonderful experience of teaching a Customer Service class, to students trying to learn phlebotomy, and the topic of leaders and followers came up. I had explained to the class that to be able to be a good, credible leader they need good followers to carry out their vision. One student objected saying that she thought the word follower was derogatory to people by considering them less than leaders. So here’s what I explained;

·         Leaders can hold any position in an organization-A leader is someone that expresses a vision so that it can be completed and made a reality. Leaders do not have to be people in management. They can hold any position in a company. These are people with ideas, mantras, or expectations and act on these.

·         Good followers are necessary-As leaders create an idea, create a mantra, or communicate expectations it has to be done with charisma, a firm voice or plan, backing by management, and good followers to complete their vision. All a good follower means is there need to be people willing to listen to leaders and willingly execute the task, mission, and expectation at hand.

·         People willing to follow-The reason the term follower is not derogatory is because there are those working in organizations willing to be a good follower. Professionals are more than willing to arrive to work daily and complete any task given to them, follow processes, or fulfill expectations at a very high quality. These people have no interest in being a leader because they like completing tasks for the betterment of the department, branch, or organization.

·         Followers can become leaders-Anyone interested in leading can do so. Please realize that if this path is chosen you have to be comfortable that it will be expected consistently. This is where committing to leadership roles needs to occur. The organization isn’t wrong for expecting workers to lead consistently if done once. As long as the person is comfortable with these expectations than they should be the best leader possible.

Review top notch companies and you’ll find leaders existing in many parts of the organization holding a variety of positions. This helps the organization become stable, extends its life expectancy, and helps it grow and evolve, and become a good community partner.