Worker’s Empowerment

Empowerment is a foundational element of a quality culture, where workers are entrusted with the authority to make decisions, initiate actions, and take responsibility for the outcomes of their work. This approach not only enhances job satisfaction and productivity but also fosters a culture of autonomy and participation, which is essential for achieving high organizational performance. However, the concept of empowerment has sometimes been misinterpreted within quality management frameworks such as Total Quality Management (TQM), Lean, and Six Sigma. In these contexts, empowerment rhetoric is occasionally used to justify increased work demands and managerial oversight, rather than genuinely empowering workers to contribute to quality improvements. A true quality culture, therefore, requires a genuine commitment to empowering workers, ensuring that they have the autonomy to drive continuous improvement and innovation.

History of Worker Empowerment

The concept of empowerment has its roots in social movements, including the civil rights and women’s rights movements, where it was used to describe the process of gaining autonomy and self-determination for marginalized groups. In the context of management, empowerment gained prominence in the 1980s and 1990s as a way to improve organizational performance by engaging workers more effectively.

Several management thinkers have discussed and advocated for worker empowerment, contributing significantly to the development of this concept. Here are some key figures and their contributions:

Mary Parker Follett

Autonomy and Collective Power: Follett emphasized the importance of giving workers autonomy to complete their jobs effectively. She believed that when workers have the freedom to work independently, they become happier, more productive, and more engaged. Follett’s “power with” principle suggests that power should be shared among many, rather than concentrated in a few hands, fostering a collaborative environment.
Collaboration and Flexibility: Follett advocated for establishing personal ownership of company goals while allowing flexibility in achieving them. This approach encourages agile problem-solving and creative solutions that benefit the business.

Tom Peters

Self-Managing Teams: Peters has been a strong advocate for creating self-managing teams where leadership roles rotate among members. He emphasizes the importance of listening to workers and believing in their unlimited potential. Peters’ philosophy includes empowering front-line staff to act as business teams, which can significantly enhance organizational performance.
Empowerment through Leadership: Peters suggests that managers should be retrained to become listeners rather than talkers, fostering an environment where every worker feels valued and empowered to contribute.

W. Edwards Deming

Involvement and Autonomy: Deming’s 14 Points for Management include principles that support worker empowerment, such as removing barriers to pride of workmanship and encouraging collaboration across departments. These principles aim to create an environment where workers feel valued and empowered to improve processes.
Continuous Improvement: Deming’s emphasis on continuous improvement processes, like kaizen, involves worker participation, which can be seen as a form of empowerment. However, it is crucial to ensure that such participation is genuine and not merely rhetorical.

Rosabeth Moss Kanter

Change Management: Kanter’s change management theory emphasizes creating a collaborative and transparent work environment. Her approach involves empowering worker by encouraging them to speak up, team up, and continuously work towards positive change within the organization.
Empowerment through Participation: Kanter’s principles promote worker engagement and loyalty by involving them in organizational changes and decision-making processes.

Elton Mayo

Human Relations Theory: Mayo’s work highlights the importance of social and relational factors in motivating workers. While not directly focused on empowerment, his theory suggests that workers are more motivated by attention and camaraderie than by monetary rewards alone. This perspective supports the idea that empowering workers involves recognizing their social needs and fostering a supportive work environment.

These thinkers have contributed to the understanding and implementation of worker empowerment by emphasizing autonomy, collaboration, and the importance of recognizing employee contributions. Their ideas continue to influence management practices today.

Dimensions of Empowerment

Empowerment can be understood through several key dimensions:

Meaning: This refers to the sense of purpose and significance that employees derive from their work. When employees feel that their work is meaningful, they are more likely to be motivated and engaged.
Competence: This dimension involves the skills and abilities that employees need to perform their jobs effectively. Empowerment requires that employees have the necessary competencies to make decisions and take actions.
Self-Determination: This is the ability of employees to make choices and decisions about their work. Self-determination is crucial for empowerment, as it allows employees to feel in control of their tasks and outcomes.
Impact: This dimension refers to the influence that employees have on organizational outcomes. When employees feel that their actions can make a difference, they are more likely to be empowered and motivated.

Implementation Practices

Implementing empowerment effectively requires several key practices:

Clear Communication: Employees need clear expectations and goals to understand how their work contributes to the organization’s objectives.
Training and Development: Providing employees with the necessary skills and knowledge to make informed decisions is essential for empowerment.
Autonomy and Decision-Making Authority: Employees should have the freedom to make decisions within their scope of work.
Feedback and Recognition: Regular feedback and recognition of employee contributions help reinforce empowerment by acknowledging their impact.

Deming’s Involvement in Worker Empowerment

W. Edwards Deming, a pioneer in quality management, emphasized the importance of employee involvement and empowerment through his 14 Points for Management. Specifically:

Point 3: Cease dependence on inspection to achieve quality. Eliminate the need for inspection on a mass basis by building quality into the product in the first place. This point encourages organizations to empower workers by giving them the tools and training needed to ensure quality during production.
Point 9: Break down barriers between departments. People in research, design, sales, and production must work as a team to foresee problems of production and in use that may be encountered with the product or service. This emphasizes collaboration and cross-functional teamwork, which is a form of empowerment.
Point 12: Remove barriers that rob the hourly worker of his right to pride of workmanship. The responsibility of supervisors must be changed from sheer numbers to quality. This point directly addresses the need to empower workers by removing obstacles that prevent them from taking pride in their work.

Deming’s philosophy aligns with genuine empowerment by focusing on building quality into processes, fostering teamwork, and recognizing the value of worker pride and autonomy.

Denison and Organizational Culture

Daniel Denison’s work on organizational culture, particularly through the Denison Model, assesses culture across four critical traits: Mission, Involvement, Adaptability, and Consistency. Each of these traits is further divided into three indexes, providing a comprehensive framework for understanding and improving organizational culture.

Involvement and Empowerment

Denison’s model emphasizes the importance of Involvement, which is the degree to which individuals at all levels are engaged and feel a sense of ownership in the organization. This trait is crucial for empowerment, as it involves aligning employees with the business direction and positioning them to contribute to its success. The indexes under Involvement include aspects such as empowerment, team orientation, and capability development, all of which are essential for creating a culture where employees feel valued and empowered.

Empowerment through Cultural Alignment

Denison suggests that empowerment is not just about giving employees authority but also about ensuring they are aligned with and committed to the organization’s mission. By fostering a culture where workers are engaged and capable, organizations can enhance their performance metrics such as innovation, customer satisfaction, and worker satisfaction. Denison’s approach emphasizes the need for leaders to manage culture effectively, recognizing that culture can either support or hinder organizational goals.

Leadership and Empowerment

Denison’s model implies that leaders should focus on creating an environment where workers feel empowered to contribute. This involves not only setting a clear mission but also ensuring that systems and processes support worker involvement and adaptability. By doing so, leaders can foster a culture where workers are motivated to drive organizational success. Denison’s philosophy underscores the importance of balancing internal consistency with external adaptability, ensuring that organizations remain responsive to market changes while maintaining internal cohesion.

Denison’s work provides a structured framework for understanding how empowerment fits into a broader organizational culture. By emphasizing involvement and alignment, organizations can create an environment where workers feel empowered to contribute to success.

Misuse of Empowerment Rhetoric in Quality Methodologies

Total Quality Management (TQM)

TQM emphasizes worker involvement and empowerment as part of its comprehensive approach to quality improvement. However, the emphasis on continuous improvement and customer satisfaction can sometimes lead to increased workloads and stress for workers, undermining genuine empowerment.

Lean Manufacturing

Lean manufacturing focuses on eliminating waste and maximizing efficiency, often using empowerment rhetoric to encourage workers to participate in continuous improvement processes like kaizen. However, this can result in workers being manipulated into accepting intensified workloads without real control over their conditions.

Six Sigma

Six Sigma uses a structured approach to quality improvement, relying on trained professionals like Green and Black Belts. While it involves worker participation, the focus on defect reduction and process optimization can lead to a narrow definition of empowerment that serves managerial goals rather than worker autonomy.

Avoiding the Misuse of Empowerment Rhetoric

To avoid misusing empowerment rhetoric, organizations should focus on creating a genuine culture of empowerment by:

Ensuring Autonomy

Ensuring autonomy in the workplace is crucial for empowering workers. This involves providing them with real decision-making authority and the freedom to act within their roles. When workers have autonomy, they are more likely to feel a sense of ownership over their work, which can lead to increased motivation and productivity. Autonomy allows workers to make decisions that align with their expertise and judgment, reducing the need for constant managerial oversight. This not only speeds up decision-making processes but also fosters a culture of trust and responsibility. To implement autonomy effectively, organizations should clearly define the scope of decision-making authority for each role, ensure that workers understand their responsibilities, and provide the necessary resources and support to facilitate independent action. By doing so, organizations can create an environment where workers feel valued and empowered to contribute to organizational success.

Fostering Meaningful Work

Fostering meaningful work is essential for creating a sense of purpose and engagement among workers. This involves aligning worker tasks with organizational goals and ensuring that work contributes to a broader sense of purpose. When workers understand how their tasks fit into the larger picture, they are more likely to be motivated and committed to their work. Meaningful work encourages workers to see beyond their immediate tasks and understand the impact of their contributions on the organization and its stakeholders. To foster meaningful work, organizations should communicate clearly about organizational objectives and how individual roles contribute to these goals. Additionally, providing opportunities for workers to participate in goal-setting and strategic planning can enhance their sense of purpose and connection to the organization’s mission. By making work meaningful, organizations can create a workforce that is not only productive but also passionate about achieving shared objectives.

Developing Competence

Developing competence is a critical aspect of empowering workers . This involves investing in training and development to enhance their skills and abilities. When workers feel competent in their roles, they are more confident and capable of making decisions and taking initiatives. Competence development should be tailored to the needs of both the organization and the individual worker, ensuring that training programs are relevant and effective. Organizations should also provide ongoing opportunities for learning and growth, recognizing that competence is not static but rather something that evolves over time. By investing in worker development, organizations can create a skilled and adaptable workforce that is better equipped to handle challenges and drive innovation. Moreover, when workers see that their employer is committed to their growth, they are more likely to feel valued and committed to the organization.

Recognizing Impact

Recognizing the impact of workers contributions is vital for reinforcing their sense of empowerment. Regularly acknowledging and rewarding worker achievements helps to demonstrate that their work is valued and appreciated. This can be done through various means, such as public recognition, bonuses, or promotions. However, recognition should be genuine and specific, highlighting the specific contributions and outcomes that workers have achieved. Generic or superficial recognition can undermine its effectiveness and lead to skepticism among workers. To make recognition meaningful, organizations should establish clear criteria for what constitutes impactful work and ensure that recognition is timely and consistent. By acknowledging workers contributions, organizations can foster a culture of appreciation and motivation, encouraging workers to continue striving for excellence and making significant contributions to organizational success.

Encouraging Self-Determination

Encouraging self-determination is essential for empowering workers to take ownership of their work processes and outcomes. This involves supporting workers in making choices about how they complete their tasks and achieve their objectives. Self-determination allows workers to work in ways that best suit their skills and work styles, leading to increased job satisfaction and productivity. To encourage self-determination, organizations should provide workers with the flexibility to design their work processes and set their own goals, as long as these align with organizational objectives. Additionally, organizations should foster an environment where workers feel comfortable suggesting improvements and innovations, without fear of criticism or reprisal. By giving workers the autonomy to make decisions about their work, organizations can tap into their creativity and initiative, leading to more effective and efficient work processes. This approach not only empowers workers but also contributes to a more agile and responsive organization.

By focusing on these aspects, organizations can move beyond rhetorical empowerment and create a truly empowered workforce.

Conclusion

Worker empowerment is a powerful concept that, when implemented genuinely, can lead to significant improvements in organizational performance and worker satisfaction. However, its misuse in quality methodologies like TQM, Lean, and Six Sigma can undermine its potential benefits. By understanding the dimensions of empowerment and aligning practices with Deming’s principles, organizations can foster a culture of true empowerment that benefits both workers and the organization as a whole.

Building a Safe Space for Reflection: Leveraging Psychological Safety Towards a Quality Culture

Creating a safe space for reflection is crucial for fostering innovation, problem-solving, and continuous improvement. This environment is deeply rooted in psychological safety and a quality culture, where employees feel empowered to express themselves freely, share ideas, and challenge existing norms without fear of judgment or reprisal.

Understanding Psychological Safety

Psychological safety refers to a shared belief among team members that they are safe to take risks, share their thoughts, and learn from their mistakes without fear of negative consequences. This concept is foundational to building a culture where individuals feel valued, included, and motivated to contribute their unique perspectives. It is the bedrock upon which effective collaboration, creativity, and problem-solving are built. In environments where psychological safety is prioritized, employees are more likely to engage in open dialogue, admit mistakes, and explore new ideas, leading to enhanced innovation and productivity.

The Role of Leadership in Fostering Psychological Safety

Effective leadership plays a pivotal role in establishing and maintaining a culture of psychological safety. Leaders must set the tone by modeling vulnerability, encouraging open communication, and demonstrating empathy towards their team members. They should establish clear expectations of respect and inclusivity, ensuring that diverse perspectives are welcomed and valued. By doing so, leaders create an environment where employees feel comfortable sharing their thoughts and ideas, which is essential for driving innovation and solving complex problems.

In the past post on Psychological Safety, Reflexivity, and Problem Solving, I explored how psychological safety enables individuals to behave authentically and express themselves candidly, which is crucial for effective problem-solving and reflexivity in organizations. This authenticity allows teams to tackle challenges more effectively by leveraging diverse viewpoints and experiences.

Building a Quality Culture

A quality culture is deeply intertwined with psychological safety. It emphasizes continuous improvement, learning from mistakes, and a commitment to excellence. In such a culture, employees are encouraged to reflect on their processes, identify areas for improvement, and implement changes that enhance overall performance. This reflective practice is facilitated by psychological safety, as it allows individuals to share insights and ideas without fear of criticism, thereby fostering a collaborative and adaptive environment.

Strategies for Creating a Safe Space for Reflection

Creating a safe space for reflection involves several strategic steps:

Establishing Open Communication Channels

Organizations should implement transparent and constructive communication channels that allow employees to express their thoughts, concerns, and ideas without fear of negative consequences. This can be achieved through regular team meetings, anonymous feedback systems, or open forums where employees feel comfortable sharing their perspectives. Active listening and empathy are crucial in these interactions, as they reinforce the sense of safety and encourage further participation.

Implementing Psychological Safety Training

Providing comprehensive training on psychological safety is essential for building awareness and equipping employees with the skills needed to navigate complex interactions and support their colleagues. These programs should emphasize the importance of trust, vulnerability, and inclusivity, and offer practical strategies for fostering a psychologically safe environment. By educating employees on these principles, organizations can ensure that psychological safety becomes an integral part of their culture.

Encouraging Active Participation and Feedback

Encouraging active participation involves creating opportunities for employees to engage in collaborative discussions and provide feedback. This can be facilitated through workshops, brainstorming sessions, or project meetings where diverse perspectives are sought and valued. Feedback loops should be open and constructive, allowing employees to learn from their experiences and grow professionally.

Measuring Psychological Safety

Measuring psychological safety is critical for understanding its impact on organizational culture and identifying areas for improvement. This can be achieved through surveys, behavioral indicators, and engagement scores. Surveys should include questions that assess employees’ perceptions of safety, trust, and openness within their teams. Behavioral indicators, such as the frequency of idea sharing and openness in feedback loops, can also provide valuable insights into the level of psychological safety within an organization.

In our previous discussions on on this blog, I have emphasized the importance of a culture that supports open dialogue and continuous improvement. A few examples include:

“Communication Loops and Silos: A Barrier to Effective Decision Making in Complex Industries“: This post highlights the challenges of communication loops and silos in industries like aviation and biotechnology. It emphasizes the need for open dialogue to bridge these gaps and improve decision-making processes.
“Change Strategies for Accelerating Change“: This post discusses strategies such as promoting cross-functional training, fostering informal interactions, and implementing feedback loops. These strategies are crucial for creating a culture that supports open dialogue and continuous improvement.
“Reducing Subjectivity in Quality Risk Management: Aligning with ICH Q9(R1)“: This post focuses on reducing subjectivity through structured approaches and data-driven decision-making. It underscores the importance of a culture that encourages open communication to ensure that decisions are based on comprehensive data rather than personal biases.

These examples illustrate the importance of fostering a culture that supports open dialogue and continuous improvement in complex industries.

Overcoming Challenges

Despite the benefits of psychological safety, several challenges may arise when attempting to implement it within an organization. Fear and resistance to change are common obstacles, particularly in hierarchical structures where speaking up can be perceived as risky. To overcome these challenges, organizations should identify influential champions who can model psychological safety behaviors and inspire others to do the same. Regular assessments and feedback sessions can also help identify areas where psychological safety is lacking, allowing for targeted interventions.

Sustaining Psychological Safety

Sustaining a culture of psychological safety requires ongoing effort and commitment. Organizations must regularly assess the effectiveness of their psychological safety initiatives and refine their strategies based on feedback and performance data. This involves ensuring that leadership behaviors consistently reinforce psychological safety principles and that training programs are scaled to reach all levels of the organization.

Conclusion

Building a safe space for reflection within an organization is a multifaceted process that relies heavily on psychological safety and a quality culture. By fostering an environment where employees feel valued, included, and empowered to share their ideas, organizations can unlock their full potential and drive innovation. Psychological safety is not a static state but a continuous journey that requires leadership commitment, effective communication, and ongoing evaluation. As we continue to navigate the complexities of modern organizational challenges, prioritizing psychological safety will remain essential for creating a workplace where employees thrive and contribute meaningfully.

By embracing psychological safety and fostering a quality culture, organizations can create a safe space for reflection that drives innovation, enhances collaboration, and promotes continuous improvement. This approach not only benefits the organization but also contributes to the well-being and growth of its employees, ultimately leading to a more resilient and adaptive workforce.

Reducing Subjectivity in Quality Risk Management: Aligning with ICH Q9(R1)

In a previous post, I discussed how overcoming subjectivity in risk management and decision-making requires fostering a culture of quality and excellence. This is an issue that it is important to continue to evaluate and push for additional improvement.

Overcoming Subjectivity in Risk Management and Decision Making Requires a Culture of Quality and Excellence

The revised ICH Q9(R1) guideline, finalized in January 2023, introduces critical updates to Quality Risk Management (QRM) practices, emphasizing the need to address subjectivity, enhance formality, improve risk-based decision-making, and manage product availability risks. These revisions aim to ensure that QRM processes are more science-driven, knowledge-based, and effective in safeguarding product quality and patient safety. Two years later it is important to continue to build on key strategies for reducing subjectivity in QRM and aligning with the updated requirements.

Understanding Subjectivity in QRM

Subjectivity in QRM arises from personal opinions, biases, heuristics, or inconsistent interpretations of risks by stakeholders. This can impact every stage of the QRM process—from hazard identification to risk evaluation and mitigation. The revised ICH Q9(R1) explicitly addresses this issue by introducing a new subsection, “Managing and Minimizing Subjectivity,” which emphasizes that while subjectivity cannot be entirely eliminated, it can be controlled through structured approaches.

The guideline highlights that subjectivity often stems from poorly designed scoring systems, differing perceptions of hazards and risks among stakeholders, and cognitive biases. To mitigate these challenges, organizations must adopt robust strategies that prioritize scientific knowledge and data-driven decision-making.

Strategies to Reduce Subjectivity

Leveraging Knowledge Management

ICH Q9(R1) underscores the importance of knowledge management as a tool to reduce uncertainty and subjectivity in risk assessments. Effective knowledge management involves systematically capturing, organizing, and applying internal and external knowledge to inform QRM activities. This includes maintaining centralized repositories for technical data, fostering real-time information sharing across teams, and learning from past experiences through structured lessons-learned processes.

By integrating knowledge management into QRM, organizations can ensure that decisions are based on comprehensive data rather than subjective estimations. For example, using historical data on process performance or supplier reliability can provide objective insights into potential risks.

To integrate knowledge management (KM) more effectively into quality risk management (QRM), organizations can implement several strategies to ensure decisions are based on comprehensive data rather than subjective estimations:

Establish Robust Knowledge Repositories

Create centralized, easily accessible repositories for storing and organizing historical data, lessons learned, and best practices. These repositories should include:

Process performance data
Supplier reliability metrics
Deviation and CAPA records
Audit findings and inspection observations
Technology transfer documentation

By maintaining these repositories, organizations can quickly access relevant historical information when conducting risk assessments.

Implement Knowledge Mapping

Conduct knowledge mapping exercises to identify key sources of knowledge within the organization. This process helps to:

Locate subject matter experts
Identify critical knowledge assets
Uncover knowledge gaps that may impact risk assessments

Use the resulting knowledge maps to guide risk assessment teams to relevant information and expertise.

Develop Data Analytics Capabilities

Invest in data analytics tools and capabilities to extract meaningful insights from historical data. For example:

Use statistical process control to identify trends in manufacturing performance
Apply machine learning algorithms to predict potential quality issues based on historical patterns
Utilize data visualization tools to present complex risk data in an easily understandable format

These analytics can provide objective, data-driven insights into potential risks and their likelihood of occurrence.

Integrate KM into QRM Processes

Embed KM activities directly into QRM processes to ensure consistent use of available knowledge:

Include a knowledge gathering step at the beginning of risk assessments
Require risk assessment teams to document the sources of knowledge used in their analysis
Implement a formal process for capturing new knowledge generated during risk assessments

This integration helps ensure that all relevant knowledge is considered and that new insights are captured for future use.

Foster a Knowledge-Sharing Culture

Encourage a culture of knowledge sharing and collaboration within the organization:

Implement mentoring programs to facilitate the transfer of tacit knowledge
Establish communities of practice around key risk areas
Recognize and reward employees who contribute valuable knowledge to risk management efforts

By promoting knowledge sharing, organizations can tap into the collective expertise of their workforce to improve risk assessments.

Implementing Structured Risk-Based Decision-Making

The revised guideline introduces a dedicated section on risk-based decision-making, emphasizing the need for structured approaches that consider the complexity, uncertainty, and importance of decisions. Organizations should establish clear criteria for decision-making processes, define acceptable risk tolerance levels, and use evidence-based methods to evaluate options.

Structured decision-making tools can help standardize how risks are assessed and prioritized. Additionally, calibrating expert opinions through formal elicitation techniques can further reduce variability in judgments.

Addressing Cognitive Biases

Cognitive biases—such as overconfidence or anchoring—can distort risk assessments and lead to inconsistent outcomes. To address this, organizations should provide training on recognizing common biases and their impact on decision-making. Encouraging diverse perspectives within risk assessment teams can also help counteract individual biases.

For example, using cross-functional teams ensures that different viewpoints are considered when evaluating risks, leading to more balanced assessments. Regularly reviewing risk assessment outputs for signs of bias or inconsistencies can further enhance objectivity.

Enhancing Formality in QRM

ICH Q9(R1) introduces the concept of a “formality continuum,” which aligns the level of effort and documentation with the complexity and significance of the risk being managed. This approach allows organizations to allocate resources effectively by applying less formal methods to lower-risk issues while reserving rigorous processes for high-risk scenarios.

For instance, routine quality checks may require minimal documentation compared to a comprehensive risk assessment for introducing new manufacturing technologies. By tailoring formality levels appropriately, organizations can ensure consistency while avoiding unnecessary complexity.

Calibrating Expert Opinions

We need to recognize the importance of expert knowledge in QRM activities, but also acknowledges the potential for subjectivity and bias in expert judgments. We need to ensure we:

Implement formal processes for expert opinion elicitation
Use techniques to calibrate expert judgments, especially when estimating probabilities
Provide training on common cognitive biases and their impact on risk assessment
Employ diverse teams to counteract individual biases
Regularly review risk assessment outputs for signs of bias or inconsistencies

Calibration techniques may include:

Structured elicitation protocols that break down complex judgments into more manageable components
Feedback and training to help experts align their subjective probability estimates with actual frequencies of events
Using multiple experts and aggregating their judgments through methods like Cooke’s classical model
Employing facilitation techniques to mitigate groupthink and encourage independent thinking

By calibrating expert opinions, organizations can leverage valuable expertise while minimizing subjectivity in risk assessments.

Utilizing Cooke’s Classical Model

Cooke’s Classical Model is a rigorous method for evaluating and combining expert judgments to quantify uncertainty. Here are the key steps for using the Classical Model to evaluate expert judgment:

Select and calibrate experts:

Choose 5-10 experts in the relevant field
Have experts assess uncertain quantities (“calibration questions”) for which true values are known or will be known soon
These calibration questions should be from the experts’ domain of expertise

Elicit expert assessments:

Have experts provide probabilistic assessments (usually 5%, 50%, and 95% quantiles) for both calibration questions and questions of interest
Document experts’ reasoning and rationales

Score expert performance:

Evaluate experts on two measures:
a) Statistical accuracy: How well their probabilistic assessments match the true values of calibration questions
b) Informativeness: How precise and focused their uncertainty ranges are

Calculate performance-based weights:

Derive weights for each expert based on their statistical accuracy and informativeness scores
Experts performing poorly on calibration questions receive little or no weight

Combine expert assessments:

Use the performance-based weights to aggregate experts’ judgments on the questions of interest
This creates a “Decision Maker” combining the experts’ assessments

Validate the combined assessment:

Evaluate the performance of the weighted combination (“Decision Maker”) using the same scoring as for individual experts
Compare to equal-weight combination and best-performing individual experts

Conduct robustness checks:

Perform cross-validation by using subsets of calibration questions to form weights
Assess how well performance on calibration questions predicts performance on questions of interest

The Classical Model aims to create an optimal aggregate assessment that outperforms both equal-weight combinations and individual experts. By using objective performance measures from calibration questions, it provides a scientifically defensible method for evaluating and synthesizing expert judgment under uncertainty.

Using Data to Support Decisions

ICH Q9(R1) emphasizes the importance of basing risk management decisions on scientific knowledge and data. The guideline encourages organizations to:

Develop robust knowledge management systems to capture and maintain product and process knowledge
Create standardized repositories for technical data and information
Implement systems to collect and convert data into usable knowledge
Gather and analyze relevant data to support risk-based decisions
Use quantitative methods where feasible, such as statistical models or predictive analytics

Specific approaches for using data in QRM may include:

Analyzing historical data on process performance, deviations, and quality issues to inform risk assessments
Employing statistical process control and process capability analysis to evaluate and monitor risks
Utilizing data mining and machine learning techniques to identify patterns and potential risks in large datasets
Implementing real-time data monitoring systems to enable proactive risk management
Conducting formal data quality assessments to ensure decisions are based on reliable information

Digitalization and emerging technologies can support data-driven decision making, but remember that validation requirements for these technologies should not be overlooked.

Improving Risk Assessment Tools

The design of risk assessment tools plays a critical role in minimizing subjectivity. Tools with well-defined scoring criteria and clear guidance on interpreting results can reduce variability in how risks are evaluated. For example, using quantitative methods where feasible—such as statistical models or predictive analytics—can provide more objective insights compared to qualitative scoring systems.

Organizations should also validate their tools periodically to ensure they remain fit-for-purpose and aligned with current regulatory expectations.

Leverage Good Risk Questions

A well-formulated risk question can significantly help reduce subjectivity in quality risk management (QRM) activities. Here’s how a good risk question contributes to reducing subjectivity:

Clarity and Focus

A good risk question provides clarity and focus for the risk assessment process. By clearly defining the scope and context of the risk being evaluated, it helps align all participants on what specifically needs to be assessed. This alignment reduces the potential for individual interpretations and subjective assumptions about the risk scenario.

Specific and Measurable Terms

Effective risk questions use specific and measurable terms rather than vague or ambiguous language. For example, instead of asking “What are the risks to product quality?”, a better question might be “What are the potential causes of out-of-specification dissolution results for Product X in the next 6 months?”. The specificity in the latter question helps anchor the assessment in objective, measurable criteria.

Factual Basis

A well-crafted risk question encourages the use of factual information and data rather than opinions or guesses. It should prompt the risk assessment team to seek out relevant data, historical information, and scientific knowledge to inform their evaluation. This focus on facts and evidence helps minimize the influence of personal biases and subjective judgments.

Standardized Approach

Using a consistent format for risk questions across different assessments promotes a standardized approach to risk identification and analysis. This consistency reduces variability in how risks are framed and evaluated, thereby decreasing the potential for subjective interpretations.

Objective Criteria

Good risk questions often incorporate or imply objective criteria for risk evaluation. For instance, a question like “What factors could lead to a deviation from the acceptable range of 5-10% for impurity Y?” sets clear, objective parameters for the assessment, reducing the room for subjective interpretation of what constitutes a significant risk.

Promotes Structured Thinking

Well-formulated risk questions encourage structured thinking about potential hazards, their causes, and consequences. This structured approach helps assessors focus on objective factors and causal relationships rather than relying on gut feelings or personal opinions.

Facilitates Knowledge Utilization

A good risk question should prompt the assessment team to utilize available knowledge effectively. It encourages the team to draw upon relevant data, past experiences, and scientific understanding, thereby grounding the assessment in objective information rather than subjective impressions.

By crafting risk questions that embody these characteristics, QRM practitioners can significantly reduce the subjectivity in risk assessments, leading to more reliable, consistent, and scientifically sound risk management decisions.

Fostering a Culture of Continuous Improvement

Reducing subjectivity in QRM is an ongoing process that requires a commitment to continuous improvement. Organizations should regularly review their QRM practices to identify areas for enhancement and incorporate feedback from stakeholders. Investing in training programs that build competencies in risk assessment methodologies and decision-making frameworks is essential for sustaining progress.

Moreover, fostering a culture that values transparency, collaboration, and accountability can empower teams to address subjectivity proactively. Encouraging open discussions about uncertainties or disagreements during risk assessments can lead to more robust outcomes.

Conclusion

The revisions introduced in ICH Q9(R1) represent a significant step forward in addressing long-standing challenges associated with subjectivity in QRM. By leveraging knowledge management, implementing structured decision-making processes, addressing cognitive biases, enhancing formality levels appropriately, and improving risk assessment tools, organizations can align their practices with the updated guidelines while ensuring more reliable and science-based outcomes.

It has been two years, it is long past time be be addressing these in your risk management process and quality system.

Ultimately, reducing subjectivity not only strengthens compliance with regulatory expectations but also enhances the quality of pharmaceutical products and safeguards patient safety—a goal that lies at the heart of effective Quality Risk Management.

PQS Efficiency – Is Efficiency Good?

I do love a house metaphor or visualization, almost as I like a good tree, and this visualization of the house of quality is one I often return to. I want to turn to the question of efficiency, as it is often one I hear stressed by many leaders, and frankly I think the use can get a little off-kilter.

We can define efficiency as the “productivity of a process and the utilization of resources.” The St Gallen reports commissioned by the FDA as part of the quality metrics initiative finds that efficiency and effectiveness in pharmaceutical quality systems are positively correlated, though the relationship is not as strong as some may expect.

The study analyzed data from over 60 pharmaceutical manufacturing plants found a slight positive correlation between measures of quality system effectiveness and efficiency. This indicates that plants with more effective quality systems also tend to be more efficient in their operations. However, effectiveness only explained about 4% of the variation in efficiency scores, suggesting other factors play a major role as well.

To dig deeper, the researchers separated plants into four groups based on their levels of quality effectiveness and efficiency. The top performing group excelled in both areas, while the lowest group struggled with both. Interestingly, there were also groups that performed well in one area but not the other. This reveals that effectiveness and efficiency, while related, are distinct capabilities that must be built separately.

What really set apart the top performers was their higher implementation of operational excellence practices across areas like total productive maintenance, quality management, and just-in-time production. They also tended to have more empowered employees and a stronger culture of continuous improvement. This suggests that building these foundational capabilities is key to achieving both quality and efficiency.

The research provides evidence that quality and efficiency can be mutually reinforcing when the right systems and culture are in place. However, it also shows this is not automatic – companies must be intentional about developing both in tandem. Those that focus solely on efficiency without building quality maturity may struggle to sustain performance in the long run. The most successful manufacturers find ways to make quality a driver of operational excellence, not a constraint on it.

Dangers of an Excessive Focus on Efficiency

An excessive focus on efficiency in organizations can further lead to several unintended negative consequences:

Reduced Resilience and Flexibility

Prioritizing efficiency often involves streamlining processes, reducing redundancies, and optimizing resource allocation. While this can boost short-term productivity, it can also make organizations less resilient to unexpected disruptions.

Stifled Innovation and Creativity

Efficiency-driven environments tend to emphasize standardization and predictability, which can hinder innovation. When resources are tightly controlled and risk-aversion is high, there’s little room for experimentation and creative problem-solving. This can leave companies vulnerable to being outpaced by more innovative competitors.

Employee Burnout and Disengagement

Pushing for ever-increasing efficiency can lead to work environments where employees are constantly pressured to do more with less. This approach can increase stress levels, leading to burnout, reduced morale, and ultimately, lower overall productivity. Overworked employees may struggle with work-life balance and experience health issues, potentially resulting in higher turnover rates.

Compromised Quality

There’s often a delicate balance between efficiency and quality. In the pursuit of faster and cheaper ways of doing things, organizations may inadvertently compromise on product or service quality. Over time, this can erode brand reputation and customer loyalty.

Short-term Focus at the Expense of Long-term Success

An overemphasis on efficiency can lead to a myopic focus on short-term gains while neglecting long-term strategic objectives. This can result in missed opportunities for sustainable growth and innovation.

Resource Dilution and Competing Priorities

When organizations try to be efficient across too many initiatives simultaneously, it can lead to resource dilution. This often results in many projects being worked on, but few being completed effectively or on time. Competing priorities can also lead to different departments working at cross-purposes, potentially canceling out each other’s efforts.

Loss of Human Connection and Engagement

Prioritizing task efficiency over human connection can have significant negative impacts on workplace culture and employee engagement. A lack of connection in the workplace can chip away at healthy mindsets and organizational culture.

Reduced Adaptability to Change

Highly efficient systems are often optimized for specific conditions. When those conditions change, such systems may struggle to adapt. This can leave organizations vulnerable in rapidly changing business environments.

To mitigate these risks, organizations should strive for a balance between efficiency and other important factors such as resilience, innovation, and employee well-being. This may involve maintaining some redundancies, allowing for periods of “productive inefficiency,” and fostering a culture that values both productivity and human factors.

Quality and Efficiency

Building efficiency from quality, often referred to as “Good Quality – Good Business”, is best tackled by:

Reduced waste and rework: By focusing on quality, companies can reduce defects, errors, and the need for rework. This directly improves efficiency by reducing wasted time, materials, and labor.
Improved processes: Quality initiatives often involve analyzing and optimizing processes. These improvements can lead to more streamlined operations and better resource utilization.
Enhanced reliability: High-quality products and processes tend to be more reliable. This reliability can reduce downtime, maintenance costs, and other inefficiencies.
Cultural excellence: Organizations with a higher levels of cultural excellence, including employee engagement and continuous improvement mindsets supports both quality and efficiency improvements.

The important thing to remember is efficiency that does not help the worker, that does not build resilience, is not efficiency at all.

Data and a Good Data Culture

I often joke that as a biotech company employee I am primarily responsible for the manufacture of data (and water) first and foremost, and as a result we get a byproduct of a pharmaceutical drugs.

Many of us face challenges within organizations when it comes to effectively managing data. There tends to be a prevailing mindset that views data handling as a distinct activity, often relegated to the responsibility of someone else, rather than recognizing it as an integral part of everyone’s role. This separation can lead to misunderstandings and missed opportunities for utilizing data to its fullest potential.

Many organizations suffer some multifaceted challenges around data management:

Lack of ownership: When data is seen as “someone else’s job,” it often falls through the cracks.
Inconsistent quality: Without a unified approach, data quality can vary widely across departments.
Missed insights: Siloed data management can result in missed opportunities for valuable insights.
Inefficient processes: Disconnected data handling often leads to duplicated efforts and wasted resources.

Integrate Data into Daily Work

Make data part of job descriptions: Clearly define data-related responsibilities for each role, emphasizing how data contributes to overall job performance.
Provide context: Help employees understand how their data-related tasks directly impact business outcomes and decision-making processes.
Encourage data-driven decision making: Train employees to use data in their daily work, from small decisions to larger strategic choices.

We want to strive to ask four questions.

Understanding: Do people understand that they are data creators and how the data they create fits into the bigger picture?
Empowerment: Are there mechanisms for people to voice concerns, suggest potential improvements, and make changes? Do you provide psychological safety so they do so without fear?
Accountability: Do people feel pride of ownership and take on responsibly to create, obtain, and put to work data that supports the organization’s mission?
Collaboration: Do people see themselves as customers of data others create, with the right and responsibility to explain what they need and help creators craft solutions for the good of all involved?

Foster a Data-Driven Culture

Fostering a data-driven culture is essential for organizations seeking to leverage the full potential of their data assets. This cultural shift requires a multi-faceted approach that starts at the top and permeates throughout the entire organization.

Leadership by example is crucial in establishing a data-driven culture. Managers and executives must actively incorporate data into their decision-making processes and discussions. By consistently referencing data in meetings, presentations, and communications, leaders demonstrate the value they place on data-driven insights. This behavior sets the tone for the entire organization, encouraging employees at all levels to adopt a similar approach. When leaders ask data-informed questions and base their decisions on factual evidence, it reinforces the importance of data literacy and analytical thinking across the company.

Continuous learning is another vital component of a data-driven culture. Organizations should invest in regular training sessions that enhance data literacy and proficiency with relevant analysis tools. These educational programs should be tailored to each role within the company, ensuring that employees can apply data skills directly to their specific responsibilities. By providing ongoing learning opportunities, companies empower their workforce to make informed decisions and contribute meaningfully to data-driven initiatives. This investment in employee development not only improves individual performance but also strengthens the organization’s overall analytical capabilities.

Creating effective feedback loops is essential for refining and improving data processes over time. Organizations should establish systems that allow employees to provide input on data-related practices and suggest enhancements. This two-way communication fosters a sense of ownership and engagement among staff, encouraging them to actively participate in the data-driven culture. By valuing employee feedback, companies can identify bottlenecks, streamline processes, and uncover innovative ways to utilize data more effectively. These feedback mechanisms also help in closing the loop between data insights and actionable outcomes, ensuring that the organization continually evolves its data practices to meet changing needs and challenges.

Build Data as a Core Principle

Focus on quality: Emphasize the importance of data quality to the mission of the organization
Continuous improvement: Encourage ongoing refinement of data processes,.
Pride in workmanship: Foster a sense of ownership and pride in data-related tasks, .
Break down barriers: Promote cross-departmental collaboration on data initiatives and eliminate silos.
Drive out fear: Create a safe environment for employees to report data issues or inconsistencies without fear of reprisal.

By implementing these strategies, organizations can effectively tie data to employees’ daily work and create a robust data culture that enhances overall performance and decision-making capabilities.