Guiding Principles System
IPSC’s Guiding Principles System is founded in working together as a Team. No one person can monitor and control the complete operation of a plant. As a result, we must share our knowledge, skill and experience in tandem to completely understand and productively respond to the challenges of running our plants.
The Guiding Principles System benefits everyone, from the technician to the plant managers, to stay focused on our business and create an environment where all Team Members are working for a shared goal and optimal results.
The five elements of the Guiding Principles are:
Team Members should be looking for continuous improvement not only in systems and processes at our work locations but also on a personal and professional level. By providing Team Members opportunities for growth and development, we can improve the quality of our Team Members work environment and develop our Team Members to their fullest potential. Team Members with operating, maintenance and administrative skills are empowered to make sharp decisions in a wider variety of tasks. This allows for Team Members to have an expanded number of opportunities to contribute to the plant’s results, IPSC achievements, and Owner’s success. Every one of our Team Members can step up to be a leader at any point in the day.
- Self-motivated, pursuit of independent learning opportunities
- Seek feedback, take on new challenges
- Questioning attitude
- Learn from mistakes and view as opportunities
Bottom line: Strive for continuous professional, personal, and team improvement. Be objective and open minded to grow our Team.
Respect is the Guiding Principle element that acts as a lubricant, keeping the Team engine running smoothly. Respect is one of the foundational pieces that is the bond for the Guiding Principles. If our coworkers do not feel respected, they will give minimal to no extra effort. Without it, it’s hard for Team Members to stay upbeat and engaged. By treating everyone with respect, Team Members feel a natural part of the Team. Team Members want to do their best for people they’re respected by. Without respect Team Members feel disconnected, which creates a toxic environment and quickly erodes morale. Therefore, when working on any project, it’s important not to categorize “good” and “bad” jobs. Every job, whether its housekeeping or complex operations, deserves the same level of respect. “Big” and “small” jobs must be shared by the entire team, and no task is beneath anyone’s position.
- Be fair
- Listen with empathy and be fully present
- Be inclusive in decision making
- Share information
- Assume positive intent
- Give credit to all jobs “big and small”
Bottom line: Treat everyone with dignity and consideration
We operate our plants with reduced staff, tight schedules, and limited budgets. By working together, we will achieve our common objectives. To accomplish this, we must hold ourselves and our Team Members accountable to complete the tasks assigned, to perform the duties required or requested, and to be present for shifts to fulfill or further the common goals of the Team, plant, and company.
- Be reliable and do what you say you will do
- Be on time
- Admit and take ownership of mistakes
- Don’t blame, make excuses or play the victim
- Find solutions and move on
Bottom line: Accept responsibility. Follow through on commitments with a sense of ownership.
Integrity is one of the fundamental values we look for in Team Members. It is the hallmark of a person who demonstrates sound moral and ethical principles at work. Coworkers build relationships based on integrity. A person who has integrity lives their values in relationships with coworkers, customers, and stakeholders. Honesty and trust are central to integrity. Acting with honor and truthfulness are also basic attributes in a person with integrity. Team Members who demonstrate integrity are trustworthy and dependable and do the right thing when no one is watching, which tends to draw others to them.
- Actions are congruent with words
- Honest and trustworthy
- Provide direct and honest feedback
- Judge fairly
- Speak the truth
- Give credit to others when due
Bottom line:Hold the highest standards of business and personal ethics
Rules, procedures, or traditional roles that unnecessarily restrict Team Member’s ability to solve problems are counter to our business interests, and so Management should minimize rules that restrict our Team Member’s problem-solving activities. Flexibility in policies is essential to encourage Team Members autonomy and responsibility. Emphasize the results, not the activity involved. Small process improvements through on-going efforts, over time add up to big improvements. Encourage our Team Members that show interest in non-core areas. We believe that the people who are in the best position to make improvements and solve problems are those doing the jobs daily. These Team Members should be empowered to do so. Team Members may have expertise in a certain area but having a broader view of the entire business allows for greater capabilities to contribute to the plant’s goals, regardless of title or position.
- Adaptability – Agility – Resilience
- Can-do attitude
- Solicit new ideas and share your own, be open for a discussion
- Take calculated risks to facilitate continuous improvement
- Challenge others to take the lead
- Express your own and encourage differing views
- Encourage challenges to “we’ve always done it that way”
- The “boss” is not always correct – be willing to discuss alternate ideas
Bottom line: Empower people to create their own success. Opportunities are endless.