John Pryor | January 1, 2007
Dr. Edwards Deming applies his twelfth point to management, to those on salary, as well as to those who are hourly workers—in other words, to everyone!
Remove barriers that rob people of pride of workmanship.
Source: W. Edwards Deming, twelfth principle
It may seem that "workmanship" is in the context of industries—unlike insurance—with a tangible product. And it is. However, the barriers he's talking about are equally applicable to "knowledge workers" found in insurance offices, as characterized by Peter Drucker.
Here is a partial list of such barriers described by Dr. Deming. [The bracketed comments are mine.]
The biggest barrier or obstacle, in the opinion of many, is the annual merit review or performance review.
Appraisals and merit reviews prevent workers from having pride of workmanship. We suppose that the use of the annual merit review gets the best from workers. As Dr. Deming says, "The result is precisely the opposite. You get the worst out of people. You don't get what you pay for."
Appraisals create fear, reduce cooperation between workers (and managers), and focus on visible results only. Frequently managers use appraisals as a salary administration tool. They use them to reward and punish. Appraisals are subjective. They commonly do not reflect the actual performance or potential of the appraised person. Appraisals are a lie.
Source: William J. Latzko and David M. Saunders, Four Days with Dr. Deming, Addison-Wesley Publishing Co., 1995
That's fairly strong language. Yet, books upon books have been written to validate this assertion—and to offer more constructive alternatives. We'll not belabor those efforts here. Suffice it to say that many organizations have abolished their appraisal systems—and other barriers to pride in our work—for highly valid reasons.
Someone in a seminar audience asked Dr. Deming, "If we eliminate performance appraisals, as you suggest, what do we do instead?" Dr. Deming's response was, "Whatever Peter Scholtes says."
Mr. Scholtes has authored many books on leadership. One is The Leader's Handbook—A Guide to Inspiring Your People and Managing the Daily Workflow (McGraw-Hill, 1998). In this book, Chapter 9 is entitled, "Performance without Appraisal." Mr. Scholtes comments, as part of an extensive dissertation on this topic, that the three faults common to all variations of performance appraisal are:
He expands on these and other points and concludes on successful alternatives to performance appraisal. This is highly recommended reading!
Up to this point in this 14-part series, I've been writing about the more formal approach to quality as practiced, and preached, by W. Edwards Deming, PhD. His words are clearly words of wisdom from which each of us can benefit—even in light of today's emphasis on newer variations of the same principles we now call "Six Sigma" (to minimize variation) or "Lean" (to minimize waste).
However, we've been incredibly fortunate to have had in our midst during the past 50 years someone who not only has advocated similar principles, albeit more informally, but someone who put them into practice to the great benefit of all in our industry.
To put it in the words of Carolyn I. Furlong, CPCU, CLU, CEBS, CPIW:
It is the genius of such individuals as Bernard Daenzer (Bernie, to all of us) that has brought about most of the change for good in the insurance industry in my lifetime and yours.
Ms. Furlong made this rather bold statement in the concluding paragraph of the forward to her 2006 book, The Daenzer Story, a biography of Bernard J. Daenzer, JD, CPCU, who has been my insurance industry idol and hero since the late 1950s. That admiration continues to this day.
Here are a few of his accomplishments over the years—many well before Deming, Juran, Crosby and others were leading the quality movement. Again, to mention but a few:
I feel a sense of exhaustion just reading these accomplishments and innovations!
One additional Daenzer innovation was his idea of putting a small limit of life insurance in the MPIRO homeowners form. He said:
The English do this. New York told me the insurance departments had made a decision to keep life insurance out of the property/casualty companies because of the Chicago fire and the California earthquake. I told them Security Insurance Company was one of the five companies who paid all San Francisco earthquake losses in cash instead of script. But New York said they would make no exception. To this day, I think it is a logical extension of mortgage protection to include the mortality of the borrower and should be packaged.
Once an innovator, always an innovator, it seems. That's the genius of Bernard Daenzer, of course.
These efforts to continuously improve processes and systems, with customer focus and positive financial outcomes, within the insurance industry would make Dr. Deming and even (then) ITT Hartford's Phil Crosby smile. Even though their (Deming's and Crosby's) particular practices were not formally followed, the outcomes were essentially the same.
This is but a small component of Bernard Daenzer's life-long accomplishments that have made a permanent and highly positive impact on our industry. I encourage you to purchase Ms. Furlong's book, The Daenzer Story, published in 2006 by Xlibris Corporation (see www.xlibris.com). Royalties are shared by the CPCU-Loman Foundation and the NAIW's Education Foundation.
Innovation is an integral part of Quality. It was clearly a part of Daenzer's strategies and tactics. My concern is: where are the Bernard Daenzers of today to be found? I'm confident they're somewhere in our industry; however, I fear the barriers addressed in Deming's Point #12 may be keeping such major players out of our view. If Deming's more formalized principles are followed, there can be multiple "Daenzers" in our midst.
Innovation marked Daenzer's career, and it marks all of the tools and disciplines of the quality movement. We need to be certain we remove barriers to such innovation.
What a perfect segue to the next segment in this series: Point #13—Encourage education and self-improvement for everyone.
One additional contribution by Bernie Daenzer was his ongoing chart of insurance industry cycles, beginning in the 1950s and running through the 1980s at which time he retired. He referred to it as his "snake chart" because in its earlier years, insurance industry cycles would swing from hard to soft almost with regularity and predictability—and looked like a snake. The decade of the 1980s changed all this of course. According to Daenzer, "Pollution has a lot to do with the extended bad record in the '80s."
Here is Daenzer's "snake chart" as it appeared in its final form, reprinted here with permission from Kaplan Financial.
With apologies to Mr. Daenzer—yet with his written permission to gather data to update his final chart—here is a current version and extension of his snake chart. It is also with thanks to Dr. Edward Tufte, Professor Emeritus at Yale University, who taught me (in a Los Angeles seminar) and inspired me to chart multiple dimensions of a single event or series of data sets. Here's the result.
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