Few weeks ago, I had a Chinese New Year gathering session with some old colleagues and friends, and we were talking about the GOOD OLD TIME... of Motorola.
There were many programs and cultures that were great, and I particularly like the Individual Dignity Entitlement (IDE) Program.
The frist time I saw the six questions (as shown in the following picture) on a notice board while I was a young engineer travelled to Boynton Beach Factory in Florida about 20 years ago. I got a strange feeling after reading through these questione carefully. I didn't know if the feeling was FEAR or EXCITEMENT for the heart beat raised while thinking about the answers!
For the fear part, I thought: What if I were to answer "NO" to some of these questions, then why AM I here with the company? Would I get fire for that? And, If I were to answer "Yes" to all the questions, I must be fooling myself or not thinking hard enough.
For the excitement part, I felt that there must be something I can learn and benefit from it as these questions ask something that I'd never seriously thought about.
Yes! Under the Ex-CEO, Chris Galvin, the IDE program was launched world-wide, including new factories in China down to the operator level.
Of course, this program did not exist in the company for long time already, but the profound impact to many individual still exsit.
Be still, and think.
Why would we need to have an immediate boss to has a dialogue with us every three months in order to discover our very own problems and opportunities for improvement?
Why Not change only a few word*, as shown in the below diagram, and make it a very personal IDE (Individual Destiny Enrichment) Program and do personal review?
The good culture should continue to stay with the individual regardless the company continue to exist or not.
By the way...
I read about some articles long time ago, mainly from WSJ, commented Chris Galvin was not living in a realistic world and took this program as an example.
And, I don't think so. It must had taken extremely great courage for him to launch and roll out this program world-wide. For many companies which only main goal is profits, the management would be ashamed to read through the original questions.
And, only until the people are tired of all those scandals, from big financial scandals to the milk powder scandals, and recent horse meat scandals...world-wide, people will eventually realize the vision of such profound program.
----------------------------------------- Added on 28 Feb 2013 --------------------------------------------
[From the Harvard's Famous Success Principle]
The difference between the success and failure of a person is based on how he uses his after working hours. And his destiny is decided by how he use the time between 8.00pm to 10.00pm.
Every night, take 2 hours to read, study, think or involve in meaningful discussion or debate. You will discover that your life starting to change. Continue to persist this for years..... And Success will wave it's hand to you.
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There were many programs and cultures that were great, and I particularly like the Individual Dignity Entitlement (IDE) Program.
The frist time I saw the six questions (as shown in the following picture) on a notice board while I was a young engineer travelled to Boynton Beach Factory in Florida about 20 years ago. I got a strange feeling after reading through these questione carefully. I didn't know if the feeling was FEAR or EXCITEMENT for the heart beat raised while thinking about the answers!
For the fear part, I thought: What if I were to answer "NO" to some of these questions, then why AM I here with the company? Would I get fire for that? And, If I were to answer "Yes" to all the questions, I must be fooling myself or not thinking hard enough.
For the excitement part, I felt that there must be something I can learn and benefit from it as these questions ask something that I'd never seriously thought about.
Yes! Under the Ex-CEO, Chris Galvin, the IDE program was launched world-wide, including new factories in China down to the operator level.
Of course, this program did not exist in the company for long time already, but the profound impact to many individual still exsit.
Be still, and think.
Why would we need to have an immediate boss to has a dialogue with us every three months in order to discover our very own problems and opportunities for improvement?
Why Not change only a few word*, as shown in the below diagram, and make it a very personal IDE (Individual Destiny Enrichment) Program and do personal review?
The good culture should continue to stay with the individual regardless the company continue to exist or not.
"If you don't put in effort to control your own destiny,
someone else will most willingly do it for you."
- unknown
By the way...
I read about some articles long time ago, mainly from WSJ, commented Chris Galvin was not living in a realistic world and took this program as an example.
And, I don't think so. It must had taken extremely great courage for him to launch and roll out this program world-wide. For many companies which only main goal is profits, the management would be ashamed to read through the original questions.
And, only until the people are tired of all those scandals, from big financial scandals to the milk powder scandals, and recent horse meat scandals...world-wide, people will eventually realize the vision of such profound program.
----------------------------------------- Added on 28 Feb 2013 --------------------------------------------
[From the Harvard's Famous Success Principle]
The difference between the success and failure of a person is based on how he uses his after working hours. And his destiny is decided by how he use the time between 8.00pm to 10.00pm.
Every night, take 2 hours to read, study, think or involve in meaningful discussion or debate. You will discover that your life starting to change. Continue to persist this for years..... And Success will wave it's hand to you.
<Home>
<Self Development>
<Comment>
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9 Comments->:
Love your blog and added it to my bookmarks! Can’t wait to see what you post next SELF DEVELOPMENT!
Thanks for taking the time to discuss this, I feel strongly about it and love learning more on this topic. If possible, as you gain expertise, would you mind updating your blog with more information? It is extremely helpful and beneficial to your readers.
John Di Lemme
Good day, John
This blog is basically my personal journal on my research on the stock market strategies and study of self-development stuffs.
Just like Isaac Newton's analogy in standing on other giants' shoulders, I basically put others ideas together. Thanks for your encouragement.:-)
Bless You
KH Tang
Hi, You explained the topic very well. The contents has provided meaningful information thanks for sharing info.MEDITATION
Its such as you learn my thoughts! You seem to grasp so much approximately this, such as you wrote the ebook in it or something. I think that you simply can do with some% to force the massage house a bit, however other than that this is magnificent blog. An excellent read. I will certainly be back.
self help
Dear KH,
My search for Motorola IDE Questions brought me to your blog. I was part of Motorola University in India between 1996-99. Very memorable period. I think we were ahead of time. In last one year I find many companies moving away from rating based assessments and bell curves and adopting frequent touch points and alignment conversations. Regards brijkc@rubiconls.com India.
Thank you for posting. I led IDE in the mobile sector in Europe and for Global Distribution between 96-99. It was the first large scale dialogue program to be introduced by MIT and Bill Issacs at the time and I believe it was still ahead of its time. I too think Chris Galvin was very courageous in a company mainly of engineers to launch. I know the difference it made in the parts of the business I operated in. If the senior team supported it and led the way it was successful. I also embarked on a life time of dialogue practice that has involved working with many large companies who whilst never picking up the IDE questions, engaged with dialogue to bring about culture change successfully. I really appreciate you blog and the comments of Brij. I know many of my colleagues from Motorola days would echo my views expressed. I know because we have often spoken about it. Motorola was a great company to work with until I left in 2001 and MU until 1999 was a great learning part of the company. marie@insightexpedition.com
brijkc & marie,
Thanks for sharing your viewpoint!
Bless You
KH Tang
Grreat read thankyou
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