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Peter Honey

Peter Honey

20 Mar 2009 | 16:47

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Oh dear. I fear that management incompetence at Mid Staffordshire NHS Foundation Trust will have done nothing to enhance the reputation of targets. Apparently, the target that all A&E patients must be treated within four hours led to a number of disastrous unintended consequences. The target was met at the expense of patient care.

Targets often get a bad press– but I love them. The existence of a target or deadline spurs me into action. Without targets I’m sure I’d do a fraction of what I do now. Perhaps I’d even grind to a halt.

Targets and deadlines have so many advantages. For example, how could you ever under-promise and over-deliver unless there was a target or deadline to be under or over? How could you know how well you were doing unless there was a target to use as a yardstick? How could you “aim high to hit high” unless there was a target? The whole concept of “high” is meaningless without targets. How could you impress people unless they knew your target and that you had achieved or exceeded it?

How could you review progress towards a target or deadline if there wasn’t one? You’d have to play the “I’ll know it when I see it” game, which is a pathetic way to dodge the whole business of having to predict a desired outcome. There is no perception (ie, learning) without contrast and there can be no contrast without a target. How could you learn to set relevant, realistic targets if you never had any in the first place? Targets, especially missed ones or ones that spawn unintended consequences, generate masses of learning.

Why am I so keen on targets when most people grumble about them? Well, if you are suffering under the yoke of imposed targets, you’ll have spotted it straight away. It is simply because the targets and deadlines I have been eulogising are mine, not the absurd, often irrelevant, often impossible, things imposed by “them” (you’ll have your own “thems”). Not targets that distort priorities and get people to do daft things.

Agreed targets between consenting adults are the obvious antidote to imposed targets. Everyone has the right to be consulted about the targets and deadlines that affect them. Whenever anyone attempts to impose deadlines on me (clients often try this) I remind myself that I have a choice: if I’m happy it is sensible, I can agree, or, if I think it is unreasonable, I can negotiate. All those people who knowingly do silly things to meet imposed deadlines should exercise this choice.

Comments

1. At 15:09 on 25 Mar 2009, Andy wrote:

Peter;
Whether agreed mutually or imposed, there is a world of difference between deadlines, objectives and targets. Targets are usually arbitrary, are not based on knowledge or evidence, are not related to purpose and they make people game or cheat - the people are not bad, the system that devises the targets is bad. As Deming once said, place good people into a bad system, the system will always win!
There is significant evidence that targets get people to do the wrong thing, and tinkering with the targets is still not doing the right thing. I encourage everyone to read Deming, Kohn and Seddon and one will readily see how pernicious targets are. What gets me truly angry is the fact that the public sector in particular continues to promote them, they cause vast amounts of waste and human misery and the government defends them in the face of all the evidence to the contrary!

Andy Lippok
A Systems Thinker
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2. At 21:34 on 26 Mar 2009, Glyn wrote:

I cannot decide if Peter wrote his blog with his tongue firmly in his cheek or not. For me, the position with regard to targets is very clear.

The overall performance of an organisation comes from the output of the systems that have been put in place – good or bad. Individual effort, focussed by targets, has only a very small part to play in this. Rather there is a complex interaction and interdependence of method, materials, equipment, environment, management style and people taking place. Rarely is this acknowledged.

The key issue is the capability of those systems. If targets are set that are above that capability, there are three choices:
1. Distort the data
2. Distort the system (as at Stafford NHS)
3. Improve the system

I have worked with organisations where it has been possible to demonstrate by the careful gathering and analysis of data that the management target is above the capability of the current systems. Hitherto, employees had lived in fear of the consequences of perceived failure. With this new view, the sense of relief amongst staff was palpable. Having persuaded management to remove the target, it was possible to engage in some serious improvement work. Members of staff were involved, customers consulted and new ways of working were piloted. The result from only the first turn of the improvement cycle was a capability that exceeded the prior management target.

In our current economic straits, it is no longer acceptable to continue to peddle an argument for targets when there are far more sustainable ways of working available.

Glyn Lumley
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