The wagon we manage does work because the Square Wheels roll. Just like they always have. Thump Thump…

So, things thump and bump along. As one manager said, “If things did not go Thump Thump, how would we know we are making any progress?” Good question, I guess.

So, here is how things seem to really work in most organizations, based on the agreement of many thousands of people in workshops I have delivered in 48 countries over 30+ years:

Note that we generally allow people the time to process the image and related ideas. We have actually captured over 600 different reactions to this basic metaphor. What people see and how they react is incredibly creative.

So, let me keep things simple and direct. I asked Perplexity.ai “what do we do to better manage square wheels and implement the round wheels?” I think it does a pretty good job of keeping things simple:

To better manage square wheels and implement round wheels in an organization, consider the following strategies:

1. Identify Square Wheels® and the workplace realities:
   Square Wheels represent processes, systems, or practices that don’t work smoothly in an organization. The first step is to acknowledge their existence and encourage open discussions about them. Use the Square Wheels metaphor to help employees visualize and articulate inefficiencies in their work environment. ASK.
2. Engage employees in problem-solving:
   Actively involve employees in identifying SWs and proposing solutions. This approach taps into the knowledge and experience of those closest to the work processes. Schedule time to ask people for their ideas and encourage them to “step back from the wagon and think out of the wagon.”
3. Create a safe environment for sharing ideas:
   Foster a culture where employees feel comfortable sharing their thoughts on improvements without fear of criticism. The Square Wheels metaphor and language around performance can help facilitate these discussions in a non-threatening way.
4. Look for existing round wheels:
   Remember that “The Round Wheels are already in the wagon”. This means that solutions (RWs) often already exist within the organization, but they may not have been identified nor implemented yet. Encourage employees to look for best practices or successful approaches that can be applied more broadly.
5. IMPLEMENT improvement ideas:
   Once round wheels (solutions) are identified, take action to implement them. This shows employees that their input is valued and can lead to real change. Be sure to measure the impact of these improvements to demonstrate their value.

1. Use visual aids and facilitation tools:
   Employ Square Wheels illustrations and other visual tools to represent organizational processes and stimulate creative thinking. These can be particularly effective in team-building exercises and problem-solving sessions.
2. Promote continuous continuous improvement:
   Recognize that “The Round Wheels of today will become the Square Wheels of tomorrow”. Encourage ongoing evaluation and improvement of processes to stay ahead of evolving challenges.
3. Improve cross-departmental collaboration:
   Many improvements require cooperation across different departments. Facilitate better communication and teamwork between various units in the organization.
4. Provide necessary resources and support:
   Ensure that employees have the time, training, and resources needed to implement round wheels effectively, and the key is teamwork and implementation to have any impact.
5. Lead by example:
   Managers and leaders should actively participate in the process of identifying SWs and implementing round ones. “Get off your seat and on your feet” and demonstrate real commitment to improvement and encourages employee engagement.

By following these simple communications and engagement strategies, organizations can create a more efficient and engaging work environment and performance culture, where Square Wheels are continually identified and replaced with smoother, more effective round wheels. This approach fosters innovation, improves productivity, and enhances employee satisfaction and engagement which impacts employee turnover.