a reminder

I conduct many training programs  on management systems in a month ,and during the training I give my full life energy to it.
One of the ways is to try to address people with their name .
It is a herculean task but I keep trying .Within 20 minutes(with God's grace) I remember all the names.
Recently I conducted one training of executives , in which I kept requesting one person to give real life examples of the subject matter we were discussing, addressing the person with name and designation.I was also addressing others in the same way, mostly without designation.
Also I encourage discussion in the trainings , but without digression. 
About 20% of the audience was claiming that the management systems implemented were a mere waste.
One set of two people among them, were vehemently saying so .
After two days I got a complaint from that person (whom I referred to ) saying that I had "hurt the person", "addressing in an offensive manner and saying that they have not done anything useful,without going into the facts "
In fact ,I had asked for evidence to the contrary of what their own members were saying, whether the systems are really useful and what they have improved?I gave opportunity to defend against the offensive team
The main point of the complaint was I had said "you have done nothing  ",which I had not said,but their own members said.
I remember very well to have pointed to the list of benefits, listed by me on  the board and asking for evidence, I did not say anything beyond it. 
Since I  was not privy to their internal matters,I could not say anything further.
I immediately apologized unconditionally for having offended the person .
Any way this also was a learning to me.
Too much involvement in the training from my side ,may backfire.
What do you feel?

Importance of MRM (Management Review Meeting)

Follow up is the essence of co-ordination. The Management System Standards like ISO 9001/ISO 14001/ OHSAS 18001 have a requirement of management review, to check effectiveness of the management system. This is a follow up mechanism for checking whether the policy of organization is effectively implemented, and also whether the objectives are met, whether the primary stake holders of the systems are satisfied.

The standards say that this is a review directly carried out by the top management. It covers (among other things)

1.    Results of audits( internal & external)

2.    Customer satisfaction measures, feedback from interested parties.

3.    Objective achievements

4.    Results of corrective & preventive actions

5.    Nonconformities, incidents and accidents.

6.    Follow up action from previous reviews etc.

This is a periodic health check. 

It is done based on data, not on opinion. Decisions are assigned with due dates and responsibilities and the decisions are followed up for effective implementation.

This forms part of the “C” and “A” of the PDCA cycle.

This will definitely result in progress if done sincerely

Many CEOs don’t even participate in the MRM. It appears that they are ignorant of the power of the MRM and how it will help them to meet their own objectives as top management. 

To honour the commitments they have given to the board of directors and their customers.

          I sincerely hope that their eyes opened to the endless possibilities of the MRM as a tool for improvement.

another training instance

One morning , two weeks back , I started a training of officers,  in a process plant requesting that they should be available for the full duration of the training , in body and mind (duration half day ) and if any body wants to go in between , it is better to leave now

I made one exception, if there is an emergency, they can go .(I said this because ,the training was being conducted in the premises of the plant and due to my earlier experiences in such settings)

Immediately one of them said he has to go to the plant as afternoon there was some work he had.

Another said ," we have more than 20 years of experience and  are sufficiently mature to take the decision themselves.We feel the importance of the training  and that is why we have come  .Nobody has to remind us about it and we are not children"

Both of them had a an aggressive body language and wanted  to make their point forcefully  .Unmimdful of the effect they having on the setting/mood of the training at the outset.

Somehow there were other saner persons and together we defused the situation.

Any way it left a bad taste at the beginning itself.

Both the people however sat throughout the training for the half day 

what to make of this?

about forgiving

An acquaintance of mine took a loan from me a year back

.When he wanted money, I could muster only  a portion of what he requested.

.He had promised that by Onam that year, would return it.

He is not beggar by any standard .
He never returned the money

He and his wife together may be earning at least Rs1 lakh per month

Last week he called me over phone and said among other things that he had indeed taken a loan from me but returned it soon after.

Though I knew him since 1997, he behaved this way to me .

For a few days I was feeling very bad and I wanted to get back at him.

As Valluvar says  " you can measure people by their behavior in your tough times"

Then I realized, we cannot change people, but we can only be more careful.

I decided to forgive him and also to keep a deliberate distance after that .

As they say in English, "Cheat me once, shame on you, Cheat me twice, shame on me"

Any way I feel fate would have eased me off the burden of Rs5000/- that day by any other means also if it is in my Kismet .