HPO: Turning FIA into a Higher Performance Organization

1
HPO Turning FIA into a High(er) Performance
Organization
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HPO Discussion

• A bit about HPO
• What should we do with it?

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What is HPO?

• An organizational model
• A philosophy
• An organizational development seminar put on by
  John Pickering.

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HPO in a Nutshell

• Kinds of Work
• Technical
• Management
• Leadership

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HPO in a Nutshell

• The Nature of Work
• Farmer/crafts (subsistence)

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The Evolution of THE NATURE OF WORK
before 1800
M
L

• Subsistence Farming CRAFTS PHASE

T
Work is Holistic
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HPO in a Nutshell

• The Nature of Work
• Farmer/crafts (subsistence)
• Industrial (reductionist)

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The Evolution of THE NATURE OF WORK
INDUSTRIAL ENGINEERS
SCIENTIFIC MANAGERS
1900
L
OWNERS EXECUTIVES
Upper Class
INDUSTRIAL PHASE
M
M
M
MANAGERS
FOREMEN
T
T
T
T
T

• Division of Labor
• Vertical
• Horizontal

LABOR
Working Class
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HPO in a Nutshell

• The Nature of Work
• Farmer/crafts (subsistence)
• Industrial (reductionist)
• Networked Talent Model

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The Evolution of THE NATURE OF WORK
Leadership Team
2000
NETWORKED TALENTMODEL
M
L
TS
T
M
L
M
L
TS
TS
T
T
M
L
M
L
TS
TS
T
T
Management Team
Task Team
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HPO in a Nutshell

• Leadership styles
• S1 (Exploitative/autocratic)
• S2 (Benevolent autocratic)
• S3 (Consultative)
• S4 (Participative)
• S0 (Laissez faire)

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LIKERTS ORGANIZATIONAL SYSTEMS
SYSTEM ZERO(Laissez Faire) Higher
Level(comes from outside org.) Mixed (but
mostly within tech. areas) Mixed(but mostly
on technical issues) Mixed(often avoided)
Mixed(sometimes not set at
all) Mixed (positive toward job but not
org.)Mixed(poor to good)
SYSTEM 1(ExploitativeAutocratic) SecurityMoney
None DownOnly Boss Alone Top
Down Hostile Mediocre
SYSTEM 2(BenevolentAutocratic) Status
Little MostlyDown Bos
s Mostly, Some Technical at 1st Level Top
Down Mixed(toward negative) Fair
to Good
SYSTEM 3(Consultative) GrowthRecognitio
n Some UpandDown Boss
Focused Asks, Decides, Explains At Top,
withConsultation Mixed(towardpositive)
Good to Excellent
SYSTEM 4(Participative) IdentityAchieve
mentInfluence Much Up, Down,
and Sideways Team Based Group
Participation Favorable Excel
lent
EMPLOYEEMOTIVATION TEAMWORK C
OMMUNI-CATION DECISION MAKING GOALS
SET EMPLOYEE ATTITUDES OUTPUT
Adapted from Rensis Likert, The Human
Organization, (New York McGraw-Hill, 1967)
Adapted from Marvin Weisbord, Why Organizational
Development Hasnt Worked (So Far) in Medical
Centers Health Care Management Review (Spring,
1976).
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Diagnostic Questions

• What is HP for us?

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HPO in a Nutshell

• Generic Definition of High Performance
• Quality products/services
• Outstanding customer value
• Sound financial performance

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HPO in a Nutshell

• Generic Definition of High Performance
• Good,
• Fast, AND
• Cheap
• (pick three)

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Diagnostic Questions

• What is HP for us?
• How do we know if we are HP?
• According to whom are we HP?
• Why should we be HP?
• Are we doing the right what?
• How good are we at it?
• How do we treat each other and out customers?

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The Work of Leadership

• Customer analysis
• Vision/Values gt Strategy/Structure/Systems
• Organizational Stewardship
• Learning/Thinking/Changing/Renewing
• Enabling/Empowering/Energizing

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Who is responsible for doing the work of
leadership?
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The Evolution of THE NATURE OF WORK
Leadership Team
2000
NETWORKED TALENTMODEL
M
L
TS
T
M
L
M
L
TS
TS
T
T
M
L
M
L
TS
TS
T
T
Management Team
Task Team
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HPO in FIA

• FIA is a huge, complex program.
• Investing in organizational development has
  correspondingly huge potential payoffs.

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Return on Investment

• Cost of HPO training
• 14,000 for consultant.
• Time, travel for participants.
• Benefits of HPO training
• More efficient, effective organization?

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Discussion

• Other views on the training experience?
• Agreement that FIA should do make continued
  investments in OD?
• Should it be HPO, or something else?
• How to proceed?