How to Promote Changes

Samma Karuna – Version 3.5, April 2018

Audience: General public

“It better to live and work harmonically than efficiently”

 Ishi

Abstract:

This document describes the business model of Samma Karuna as an organization and the bases provided by the school to promote changes and grow.

Introduction

Samma Karuna is an organization that is open to growth, and learns from its students, volunteers, teachers, staff and general public. For this reason we follow a model of growth called “Continual Improvement Process”.

The core principle of CIP is the (self) reflection of processes. (Feedback)

The purpose of CIP is the identification, reduction, and elimination of suboptimal processes. (Efficiency)

The emphasis of CIP is on incremental, continual steps rather than giant leaps. (Evolution)

Description

The development of this model leads to the following principles:

• Keep it simple. KIS
• Incorrect input will lead to incorrect output. (Garbage in garbage out. GIGO)
• Trust, but verify.
• If you can’t measure it, you can’t manage it
• Always promote a mentality of improvement.
• Understand that improvement has no-limits.
• Work as a team.

This methodology must always be aligned with our decision making model based on corporate social responsibility.

When to Promote Changes

Raising ideas for improvement at the correct time is a key factor of the success and harmony within our organization.

Ideas leading to change are encouraged during times when facing a definition of objectives, definition of requirement, designs and modelling.

Raising ideas at an appropriate time is necessary to not compromise the efficiency of a project. Introducing ideas at the wrong time could influence negatively or even impact the existing project.

In these cases you might keep suggesting change, but waiting until a later, more suitable date to provide your feedback.

Decision Making Process

As the school grows the depth, quality and quantity of processes increases.

In order to be able to effectively adapt to this growth, it is important to delegate the responsibility of the different areas to the correct people, and trust them to make the best decision. This will promote as well a harmonious environment where every member feels respected and appreciated for his contribution to the organization.

We aim for a perfect balance from our leaders, including being open to consider new ideas and improvements, having trust in the personal qualities of every member of the organization, and maintaining the work that has already been done on the process as result of our CIP model.