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Continuous Improvement

Continuous Improvement / Success Formula / Change Management

Continuous Improvement Cycle Questions

Question:
By what means can you condition the minds of every member of the team to act in harmony with the requirements of the success formula / continuous improvement cycle?

Answer:
Every day ask the members of your team the following Success Formula Questions and expect them to give you plausible answers.

What are the Change Management / Continuous-Improvement / Success Formula Questions?

Continuous Improvement Cycle Questions

Continuous Improvement

1. What is your major goal for this coming week (month, year...)?

2. What is your “detailed, written plans of action” that describe how you intend to achieve your goal?

3. In relation to achieving your goal and working on your plan, what are your top priority actions? Which is the very first action to take?

4. By what means are you gathering and verifying the feedback results?

5. What has been going well for you, lately?

6. What has not been going so well for you, lately?

7. In respect of what has not been going so well: what do you think we need to alter, adapt or change, in order to improve things and make the future better?

8. Going back to what is currently going well, what do you think we could do to make things even better than they are now?

Finished?

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Change Management / Continuous-Improvement / Success Formula Questions

Please memorise and then use these questions.
Condition the minds of every member of the team, to act in harmony with the success formula.

Your aim is to trigger success formula thoughts, feelings and actions. Then, successful results will inevitably follow.

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Continuous Improvement and Change Management Articles From Our Blog

  • Change Management Models Thumbnail

    Change Management Models

    20 November 2018
    Change affects every organisation at some stage and it needs to be handled skilfully in order for it to be successful. We take a look at the four change management models that can be used for effective change in business.
    Change Management Models There are five change management models that you need to know. The Locus of Control. Four factors that cause change. The five-part change management formula. General Adaptation System (GAS) Difference between evolutionary change and revolutionary change. 1. The Locus of Control...
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  • Managing Negative Attitudes To Change Thumbnail

    Managing Negative Attitudes to Change

    24 July 2018
    Companies need to evolve, which involves change. Often, employees will complain about change and want things to remain as they are. As a manager you must be able to read the mood of your staff and manage their emotions and attitudes towards change.
    Managing Negative Attitudes To Change The continuous improvement cycle consists of five major concepts, this includes the concept of change, ie Purpose (goal), plan, action, feedback, CHANGE. In order for things to improve, you need to make changes. BUT many people hate change, because it forces them to change their existing habit patterns...
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  • Why do people resist change? Thumbnail

    Why Do People Resist Change?

    9 April 2018
    People are creatures of habit and resist change because it is too difficult, or unproven to be better than what they are currently doing. Better the devil you know, is a well-used phrase when it comes to change, but should you accept it?
    Why do people resist change? There are two main reasons why people resist change. 1. Change requires a change of habits. 2. Change introduces uncertainty. 1. Change requires a change of habits. Many people resist change because, fundamentally, we are all creatures of habit. We operate according to habit-patterns which we repeat every day. We have speech habit...
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Customer Reviews

Here are a selection of reviews for our training courses.

  • I have really enjoyed this course and been inspired to improve my thought process in my daily work routine. There were several key points which will help me in the future. The trainer was very clear and well spoken, easy to listen to and made the course and task interesting.

  • There was a lot of content with a lot to review and make habitual. Everything within the course was useful and applicable to work and personal life. Trainer’s presentation was excellent. I like the mind-mapping and how the presentation unfolded. The written material was thorough and will be a good tool to review.

  • I found this conflict course really useful, particularly highlighting the importance of using objective language when in conflict situations and the model 'six steps' for managing complaints as this is something that presents as a manager. I also found the 'wrong box, right box' method useful, removing the emotion. The presentation was really well prepared, the manual is particularly useful as I can use this to refer back too.