Deming would view the corporation as an interconnected system rather than isolated departments. He did not seem to have high respect for how most organizations are organized but offered hope. He’d implement:

• Cross-functional teams everywhere to break down silos and foster engagement and collaboration
• Regular system-wide assessments to identify bottlenecks and improvement opportunities
• A holistic performance measurement system that considers the entire value chain, not just a department.

Alignment toward shared goals and visions

2. Cultivate a Culture of Continuous Learning

True to his philosophy, Deming would prioritize general ongoing education and skill development where skills are needed to impact performance. 

• Establish a corporate university focusing on statistical process control, quality management, and systems thinking
• Encourage employees to pursue higher education and professional certifications
• Implement a robust knowledge sharing platform to facilitate peer-to-peer, collaborative learning

3. Drive Out Fear and Foster Innovation

Deming believed that fear stifles creativity and improvement, and very much a “Fear is the mindkiller” kind of mentality (Dune). He would:

• Create psychological safety by encouraging open communication and mistake tolerance
• Implement an idea management system to capture and evaluate employee suggestions
• Reward innovative thinking and calculated risk-taking

Consider this image. What is happening here? From many of my workshop sessions, the typical manager response is to focus on all the things wrong. Note that there are a LOT of positives also, but the negative focus is what drives most corporate cultures. This negative thinking needs to change! How might this situation represent the positives in innovation? 

4. Focus on Long-Term Thinking

Resisting the pressures of short-term gains, since they are only short-term and look to those offering continuous continuous improvement, Deming would emphasize sustainable growth:

• Develop a 10-year strategic plan with clear, measurable objectives
• Invest heavily in research and development for future innovations
• Build strong, long-term relationships with suppliers and customers

5. Implement Statistical Process Control

Deming’s statistical background would play a crucial role and he would probably be a Big Believer in AI being able to sort out a lot of organizational issues. I think he would find these approaches to be exciting

• Deploy advanced analytics and AI for process optimization
• Use statistical methods to identify and reduce variability in all business processes
• Train all employees in basic statistical concepts and data interpretation

6. Prioritize Customer Satisfaction

Ah, The customer! Understanding the customer would be at the core of Deming’s performance optimization strategy:

• Establish a robust voice of the customer program using modern survey and feedback and design thinking tools. He would be a believer in the Design Thinking approach to product development.
• Involve customers in product development and improvement processes
• Measure and improve the entire customer journey, not just individual touchpoints

7. Rethink Performance Evaluation

Deming was constantly critical of traditional performance reviews based on evaluations and annual performance feedback. He would:

• Replace annual performance reviews with ongoing feedback and coaching, with it being AI-enabled and supportive of high performance
• Eliminate individual bonuses and similar extrinsic rewards in favor of team-based and company-wide profit sharing, focused on overall performance.
• Focus on continuous process improvement rather than blaming individuals for systemic issues

8. Dis-Un-Empower Employees at All Levels

Deming believed in the potential of every worker and would constantly focus on removing roadblocks to performance. He’d likely:

• Implement a flat organizational structure with minimal management layers
• Provide employees with a positive operational environment and the authority to make decisions and improve their work processes
• Create opportunities for frontline hands-on workers to contribute to strategic planning. They know the Square Wheels that prevent high performance.

9. Emphasize Quality Over Quantity

True to his roots and experiences transforming Japanese industry, Deming would make quality the cornerstone of his organization:

• Implement a comprehensive quality management system across all functions and focus on collaborative problem-solving
• Invest in ongoing, preventive measures rather than relying on inspections
• Celebrate quality achievements and share success stories across the organization

10. Leverage Technology Wisely and Effectively

While not a focus in Deming’s time, he’d likely fully embrace AI technology in all aspects of the company and among his people to enhance results:

• Continually monitor real-time data analytics for process monitoring and improvement so that the data would enable rapid reactions for preventing problems.
• Implement AI-driven predictive maintenance to reduce downtime and improve quality

In today’s fast-paced, technology-driven business environment, Deming’s approach would stand out for its focus on long-term thinking, systemic improvement, and human potential. His philosophy on people and performance was deeply rooted in systems thinking, continuous improvement, and intrinsic motivation. Here are some of his best quotes on these topics, along with brief explanations of their significance:

1. “A bad system will beat a good person every time.”
   This quote emphasizes the importance of creating effective systems and processes rather than relying solely on individual effort.
2. “The greatest waste in America is failure to use the abilities of people.”
   Deming believed in tapping into the full potential of employees, everywhere and highlighting the importance of empowerment and engagement.
3. “It is not enough to do your best; you must know what to do, and then do your best.”
   This underscores the importance of knowledge and proper training in achieving high performance.
4. “Best efforts will not substitute for knowledge.”
   Similar to the above quote, this reinforces the critical role of education and understanding in driving performance.
5. “If you do not know how to ask the right question, you discover nothing.”
   Deming emphasized the importance of critical thinking and inquiry in problem-solving and improvement.
6. “Innovation comes from people who take joy in their work.”
   This quote highlights the connection between intrinsic motivation and creativity in the workplace.
7. “Judging people does not help them.”
   Deming was deeply critical of traditional performance evaluations, believing they often do more harm than good.
8. “Fear invites wrong figures. Bearers of bad news fare badly. To keep his job, anyone may present to his boss only good news.”
   This quote emphasizes the importance of creating a culture of psychological safety where honest feedback is encouraged.
9. “A leader is a coach, not a judge.”
   Deming advocated for a supportive, mentoring style of leadership rather than a punitive approach.
10. “All anyone asks for is a chance to work with pride.”
    This quote underscores the importance of dignity and purpose in work, suggesting that intrinsic motivation is a powerful driver of performance.

These quotes reflect Deming’s holistic approach to management and performance. He emphasized creating systems that allow people to do their best work, fostering a culture of continuous learning and improvement, and recognizing the importance of intrinsic motivation. By focusing on these principles, organizations can create environments where people can thrive and perform at their highest levels.

By blending his principles with modern tools and technologies, Deming would create a resilient, innovative, and quality-focused data-run organization.

Remember, as Deming himself said pragmatically, “It is not necessary to change. Survival is not mandatory.”

In today’s competitive landscape, organizations that embrace Deming’s philosophy of continuous improvement and respect for people might just find themselves not only surviving but thriving. We KNOW what to do and his philosophy was quite effective in changing the world of quality.