RE: No Subject

[Miller Charles L SSSD <MillerCL@SUPSHIP.NAVY.MIL>]

  If your or my emotional dynamics and intellectual dynamics are not
supportative of accepting input, no amount of messages will help you
understand.  Me letting go of my way of thinking to walk a mile using and
feeling the ways of others is impossible unless I am committed to the
venture.  
  Continuous vs discontinuous:
  -Which transformation are you talking about?
  -Then what are the critical issues, factors and/or elements of that
transformation?
  -What is you theory for your transformation?
  -What operational definitions are you using?
  
  1) We are all in a state of transformation and it is continuous when
viewed at some level, mostly your personal level and with you and your
specific life.
  2) When dealing with a group of people working together things get
discontinuous because people pull in and out of the equation.  Unknowns
happen.  
  3) Following input to through-put to output in a company may be
discontinuous and may be continuous.  The more that people are allowed pride
of work and focus on quality, the more disruption is encountered at first
application (variation).  The more education and training, the more focus on
improving the system, using profound knowledge through the plan, do, study,
act cycle, variation is decreased.  People understand where they fit in and
learn to count on that.  Trust is build when joy and pride of work is
nurtured.  Management's approach to managing is drastically changed in most
cased.  It all starts with education and ends with education.
  
  When dialoging about a group of people bringing about the transformation
of a company.  It becomes discontinuous for those involved due to the
dynamics of 1),2) and 3).

  Respectfully,
  Charlie
  millercl@suphip.navy.mil
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