For those of you who are not familiar with PDCA (plan-do-check-act, aka the Deming cycle, the Shewhart cycle, and/or plan-do-study-act), it is a Quality and Continuous Improvement process. Plan for changes to bring about an improvement; Do changes on a small scale; CHECK to see if the changes are working; and ACT to get the greatest benefit from these changes on a large scale. Stated simply, PDCA is about making controlled changes with the goal of getting better results. It's good science.
My friend wasn't the first person to make a link between Plan-Do-Learn and PDCA, and I'm certain that he won't be the last. While I can appreciate why he (and others) might think that there is a link, this post is an attempt to explain why Plan-Do-Learn is NOT the same as the PDCA cycle.
So what and who cares? Well, if you know something about PDCA and make the rapid assumption that "this is the same as that", your mind closes and you stop learning. I'm certainly OK with examining the two things side-by-side; look for relationships, test the hypothesis that they are the same. Again, that's the purpose of this post.
So let's start with PDCA -- it helps you make deliberate changes to a process that is not producing the results you desire. It's about applying scientific method rather than using the "Easter-egg hunt" approach (hey, there might be an egg over here... Nope. Over there? Nope. How about over here? Nope...). Those of you who know something about Troubleshooting will understand.
In contrast, Plan-Do-Learn describes a Discipline. It's not just for changes, it's something that you always do. It's not about scientific method, it's about Being Effective.
OK, those of you who know something about PDCA are probably exclaiming (some of you loudly) that PDCA is an ongoing process (as in continuous improvement). But before you jump on me with your hob-nail boots, let me suggest that the focus of PDCA is on problems, and the goal of PDCA is to make controlled changes (improvements) first in one thing, and then another, and then another until your process is producing the results that you desire. In other words, there is a specific beginning (your process isn't producing what you want) and a specific end (your process is producing what you want) where you switch from PDCA to process monitoring (typically using statistical process control).
It is not my intent to say that PDCA is a bad thing. It's a GREAT thing. But it's not the SAME thing as Plan-Do-Learn. Apply PDCA where it makes sense (such as knowing what your sales process is).
Plan-Do-Learn was inspired by my observation that the BEST salespeople consistently engage in some form of SIMPLE pre-call planning (and other forms of preparation, such as practice and rehearsal) before the sales visit, they are willing to do what makes sense during the sales visit (including asking "stupid" questions or throwing out their plan if the situation has changed), and they consistently invest time to learn from their experiences (and to prepare for the future) after the visit.
Note the emphasis on Practical Action before, during, and after.
If you're learning about Plan-Do-Learn for the first time, it's entirely accurate to embrace it from the PDCA perspective, because you're making a change. But in my opinion, that's where the comparison must end.
Here are four ways of looking at the differences between PDCA and Plan-Do-Learn:
1) PDCA is about using the scientific method when treating a Diseased Process. Diagnose before you prescribe (prevent malpractice), and then follow through so that you're sure the prescription is giving the desired results!
In contrast, Plan-Do-Learn comes from the study of Healthy Salespeople - people who are consistently producing results in good times AND bad. These people practice A Way Of Being that produces the results that they want Over The Long Run. In this way, Plan-Do-Learn has roots in Neuro-Linguistic-Programming (NLP) in that effective communicators practice the discipline of K-F-C: Know what you want; Find out if you're getting it; If you're not getting what you want, Change what you're doing until you get what you want.
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2) PDCA is about Treatment. Plan-Do-Learn is about Prevention.
As an example, lets look at the parallel to Time Management. You may be familiar with Covey's 4 Quadrants (urgent vs. important). Q1 is about crisis management (everything is Urgent and Important). Q2 is the sweet spot - prevention (Focusing on important things on a consistent basis, avoiding crises through prior planning). Q3 and Q4 are right out - clearly you're in trouble if you're spending time on the unimportant things.
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3) Plan-Do-Learn has deep roots in the works of Stephen R. Covey. Those of you who have read and practice "The 7 Habits of Highly Effective People" may have a better understanding of this. Habits 1-3 are about personal effectiveness: begin with the end in mind; be proactive; put first things first. Plan-Do-Learn is the Discipline that allows us to put these Habits into Practice.
Discipline. Habit. Practice. Powerful words chosen with clear, deliberate intent. Words worth reflecting on.
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4) PDCA is about mowing the lawn. Plan-Do-Learn is about keeping the lawn healthy and green (which sometimes requires mowing).
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The amateur fisherman will catch a fish every now and then, but he doesn't really understand why what he is doing works some of the time but not all of the time. He isn't choosing a response based on deep knowledge, he's getting lucky. When he catches a fish, he gets excited. When he doesn't, he gets depressed. He has no real idea of what results he's getting on average so he doesn't know how to tell the difference between good and bad days.
In contrast, the professional has a purpose in mind. He knows what he's doing and why. Because he's not perfect and because things change over time, he still makes mistakes (no one, and I mean NO ONE, bats a thousand). The professional consciously learns from every situation, and he adds that learning to his Personal Encyclopedia which continues to grow over time.
The intent of Plan-Do-Learn is to create an island of constancy in a sea of change. Every situation is different. Situations can also change, sometimes scary-quick. Strategies lose their effectiveness; what worked yesterday may not work tomorrow or today. Plan-Do-Learn is a philosophy, a way of being, a discipline of applying 3 Situational Practices before, during, and after interactions with human beings. Most human interactions I've experienced aren't clean or scientific. They're gritty, messy, and intensly personal. It takes Presence to navigate this sea with Purpose.
Those who choose Deliberate Practice have learned how to stay in the Learning Zone. They consciously choose to prevent the automatic pilot from turning on. They work hard at it, because it's not easy to turn off the automatic pilot, or to prevent it from turning on all by itself. Plan-Do-Learn isn't easy. But it is worth doing. The good news is that the first 100 times are the hardest. A coach can help. Got one? Get one. Period.
I like the notion of using the comparisons and contrasts between diseased and healthy, treatment and prevention. And yes, going through a process like this the first 100 times does tend to make it easier, but no less necessary. Like. Period.
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