Modern Management Consulting

 Theory of Innovative Development PROCESS (IDP) contributes, in a major part, to the thinking behind Cross-Training (IDP) is a profound combination of synergy consisting of productivity, reliability, objectivity, creativity, efficacy, satisfaction and stimulus which takes its form as a result of the leadership principles outlined in Perpetual Motivation Positioning (PMP). The seven derivatives are:  

Productivity increases with improved competency levels and improved understanding of the production/service processes, per unit of input versus output, are understood more comprehensively. Naturally, the more one understands the processes the easier it is to improve processes and to find solutions to possible problems. Productivity is typically measured as a ratio of input per labor-hour divided by output (Jorgenson & Griliches, 1967).

 Reliability or taking responsibility is enhanced through competency development. As one’s ability and understanding of tasks improves, so does consistency which leads to enhanced self-confidence in relation to the task at hand. This increase in self-confidence and consistency creates a willingness to accept greater responsibility for a specific task or a series of learned tasks. As these competencies increase so does the reliability of the individual.

 Objectivity or goal recognition enhances through greater understanding. As the individual competency level improves so does the ability to be self-reliant. Self-reliance or self-expectancy is a key to goal generation and individual drive. As knowledge increases so does the ability to set and achieve goals. This increased capability gives the individual a chance to see “outside of the box” or  the bigger picture thereby raising the bar standards in relation to established goals.

 Creativity is achieved as a result of improved control of one’s environment. By being able to meet expectations, and the demands of the established tasks, consistently with confidence a natural development of creativity emerges. This becomes a self-generating process which naturally has to be supported and encourages by management and proper leadership. Unfortunately, if management policy does not support, creativity the process will end here and motivation will be lost.  Entertaining creativity should therefore be a priority for management policy and as a leadership tool.

 Efficacy rides on the back of creativity, and is also generated by achievement of self-reliance and achieving established and individually developed goals. However, here the individual questions and seeks answers to improve processes both within the immediate workflow environment and adjacent areas too. Obviously, this leads to even greater understanding and can produce some revolutionary changes improving productivity, efficiency and even the landscape. Leaders should promote and encourage suggestions of this type.

 Satisfaction or self-actualization naturally follows as the individual has more control over his/her environment, can meet the demands of the position and achieve the the established goals. Satisfaction creates an openness which in turn produces a climate where criticism is seen as proactive and not negative. The willingness to accept change, teamwork, and to share is also prevalent. Satisfaction enhances the feeling of togetherness and success for a job well done.