Could You Use A Bill Deming Today?

If Bill Deming’s principles still resonate in business corridors, it’s because they address something timeless: the heart of organisational culture. This post unpacks the synergy between Deming’s teachings and organisational psychotherapy, both of which take aim at the bedrock of any company—the shared assumptions and beliefs that drive behaviour and decision-making.

What Connects Deming’s Wisdom With Organisational Psychotherapy?

The linchpin connecting Bill Deming’s philosophy and organisational psychotherapy lies in the emphasis on shared assumptions and beliefs. Deming believed that culture isn’t just a tagline, an ethos, or even a set of corporate values displayed in an office. It’s the bedrock that influences how employees behave, make decisions, and interact with each other and with customers. It shapes the organisation’s approach to problem-solving, innovation, and its overall performance.

Similarly, organisational psychotherapy doesn’t just scratch the surface by focusing on overt behaviours or explicit rules. It digs deeper into the collective unconscious of an organisation to surface the shared assumptions and beliefs that are often invisible yet powerful drivers of actions and decisions.

Is Culture More Than Just a Buzzword?

When Deming or an organisational psychotherapist talk about culture, they’re referring to the unspoken rules and shared understandings that guide behaviour within an organisation. Think of culture as a complex algorithm that’s constantly being written and rewritten by every member of your organisation based on their beliefs and assumptions.

What Are The Nuts and Bolts of Shared Assumptions and Beliefs?

What do we mean by “shared assumptions and beliefs”? These are the fundamental convictions that all members of the organisation hold in common about how the world works, how they should interact with it, and how they expect others to behave. These convictions are often so deeply embedded that they’re taken for granted and operate below the level of conscious awareness. Yet, they’re the gears that turn the wheels of everyday operations.

Why Does This Matter?

Understanding and addressing the shared assumptions and beliefs within an organisation can break the cycle of counterproductive behaviours and practices. These underpin everything from employee engagement and team collaboration to quality control and customer satisfaction. And so, of course, to revenue growth, market share and profit margins.

How Does This Translate to Action?

When your organisation aligns its strategies and processes with its actual culture—that is, its shared assumptions and beliefs—you have a much better shot at achieving your goals. The reverse is also true: if there’s a disconnect between these foundational elements and your operational activities, you’re likely setting yourself up for challenges, inefficiencies, or outright failures.

How Does Organisational Psychotherapy Address This?

An organisational psychotherapist invites you to surface and reflect on these shared assumptions, making them explicit and examining their impact on organisational behaviour. The aim is to have the organisation align its beliefs with its goals and strategies, just as Deming sought to do.

Once shared assumptions and beliefs are surfaced and available for reflection, the organisation can tailor action plans to align these core components with its goals. Whether you’re making slight adjustments or looking for a major overhaul, an organisational psychotherapist facilitates the process.

The Next Step: An Explicit Invitation

Now that you understand the pivotal role of shared assumptions and beliefs in organisational success, the actionable next step is to consult an organisational psychotherapist. Take this as your explicit invitation to dive deep into the heart of your organisation’s culture and continue Deming’s legacy.

Are Results Guaranteed?

While there’s always a level of risk when pursuing organisational change, focusing on shared assumptions and beliefs minimises this risk by targeting the root cause of your issues. Deming’s philosophy and organisational psychotherapy together provide a framework for mitigating risk by addressing the underlying cultural factors.

It’s Up To You

The methods and philosophies of Bill Deming remain a valuable resource for any organisation looking to effect meaningful, lasting change. If this aligns with your aspirations, the logical next step is to consult an organisational psychotherapist. It’s up to you what you decide to do, but consider this an invitation to explore how organisational psychotherapy can continue Deming’s wisdom in your organisation.

Summary

Though Bill Deming is no longer with us, his principles remain highly relevant, and they find a natural ally in organisational psychotherapy. By focusing on shared assumptions and beliefs, you can tackle the systemic issues that hamper productivity and efficiency.