Originally Posted by
Rob Thornton
Constraints could be to the benefit (looking for a specific tolerance) or the detriment of the desired outcome (wrong tolerance and/or out of tolerance relative to the needs). The ability to affect these constraints (policies, biases, etc.) could be within a service's or organization's ability while others (in this case particularly those that are legislated and politically sensitive) may be beyond its ability to affect. They could also be hard to root out, but I think begins with developing an understanding of how the system really operates relative to how we desire it to operate, and what the effects are of our constraints. Then leadership can take better steps in modifying the system - hopefully adding some kind of measure to see if its now producing within the desired tolerances, and if in fact the new tolerance fits the actual requirement.
I'm sure that sounds mechanistic, but it is a "production system", and the bigger the system (be it PME, recruiting and assessment, universities, training programs,etc.), the more the output is going to look like a "product".
Bookmarks