As my readers will know, I’m not a fan of the illogical term “Common Sense.” The term is most often used in an insulting statement. Usually delivered by an arrogant person who believes they “Have It” and the targeted insulted party “Doesn’t Have It. There is absolutely NO evidence such a magical sense exists.
What we do know exists and can be cultivated is a “Common Knowledge.” In the world of managing organizations Common Knowledge is essential to our success. Communication of ideas and the development of knowledge and skills is a purposeful act that can be managed and GETS RESULTS.
So how do we actively work on a Common Knowledge? Here are some approaches that work: Get the Best of the Best to Train Others
This is the age old Trade/Craftsman approach. Those who can do, teach others. Anyone who has been involved in this type of training will know just how productive it can be. A word of caution, make sure you pick the right trainer! Trainees can be damaged forever by being taught by the wrong “expert.”
Make it OK to be a Fallible Human
When developing new people to have the knowledge and skills necessary to be GREAT at their jobs the last thing we need is arrogant perfectionists as leaders/trainers. People need time to gain knowledge and develop skills. Impatience from mentors is NOT helpful. It takes time to learn new things. Pick trainers/coaches to help the new people learn and who can remember where and how long it took them to get GOOD at their jobs. They will be the best trainers/coaches/mentors. Select wisely.
So the next time you’re motivated to use the term “Common Sense” PLEASE DON’T…It makes you look uninformed and frankly a bit “arrogantly superior.” Let’s face it, we’re all in this together and being patient and kind with each other will win the day!
There’s NO WAY to improve “Common Sense” (such a silly and uninformed concept) but there are REAL strategies one can implement to improve “Common Knowledge!”
Share a story! Do a hazard assessment with someone. Tell a story about when you’ve failed to see a hazard and you paid the price or ALMOST paid the price. Ask questions of others! “How do you do….(fill in the blanks).”
These things are activities we can all do to increase our common knowledge.
Describing “Good” management and comparing it to “Bad” management using an overwhelming amount of evidence from the masters (Maslow, Skinner, McGregor, Deming, Daniels et al) is pretty straightforward. There is a very good reason the PDCA/PDSA process works… it’s because it’s based on the Scientific Method. It’s based on the classic use of hypothesis, experimentation and evidence which has moved human knowledge forward for Centuries.
This isn’t a movement from one to another…it’s a natural evolution for those who chose to listen to the masters. It’s somewhat apparent by what I’m seeing and the links I’ve read that the author has listened.
Rejecting what one THOUGHT they knew for what becomes evident by output evidence is good management. Those who decide to continue to believe in the Myths of Safety will pay the price of a delayed knowledge. They will continue to argue their points but the reality is if it worked…we would not be discussing this observational concept of Safety(Add a Number of Letter whatever floats your boat). There would be no need to.
I wonder what most CEOs would think of their Safety Pros coming to them with “the secret to safety” and calling it Safety II. Probably a well-received as approaching a management team with “Management Secret II.” My advice is DON’T DO IT if you don’t want to look like a FOOL.