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The 5 why's method of problem solving was developed as part of the Six Sigma program. The methodology begins with asking one question, then another, then another, until the root cause of the problem is identified (Mantkelow, 2014). The 5 why's method is useful for a couple of reasons. The first is that it helps to drive to the root cause of the problem -- the assumption being that the problem on the surface is probably just a symptom of a larger, underlying problem. For example, suppose donations to the Boys and Girls Club are down -- that is a symptom. There might be an underlying cause in there, and the problem if it is solved at that level will truly be solved (iSixSigma, 2014). The response then, for the organization is to ask why until the root cause is identified -- maybe fundraising is down because there aren't as many volunteers as their used to be. Maybe there arean't as many volunteers because there was a scandal a few years back (not saying this is the case -- this is only hypothetical). Maybe there was a scandal because of an organizational culture issue, and maybe that has its roots in a certain employee in a position of power. The point is that by looking at multiple layers of causation the organization can more accurately identify and solve root problems.
The pro/cons approach helps to evaluate a decision alternative that has been brainstormed. Usually...
By looking at each alternative and determining its pros and cons, the organization can gain a better perspective on which of the alternatives is the best one, and which one might have unforeseen challenges.
2. It is important to use the right decision-making tools. In most organizations, there is no formal decision making tool used and it might be the case with the Boys and Girls Club as well. Decisions are often made, roughly, using a pro/con analysis but the process lacks formality. Consensus is often important, but there is a degree to which the informal nature of the process hinders its effectiveness. The ad hoc use of decision-making tools is something that most managerial texts would not recommend, but rather that there be a consistent, formal system for making decisions.
3. There are a number of key leadership qualities identified by Roberts in his book Leadership Secrets of Attila the Hun. He note them to be: loyalty, courage, desire, emotional stamina, physical stamina, empathy, decisiveness, anticipation, timing, competitiveness, self-confidence, accountability, responsibility, credibility, tenacity, dependability and stewardship. The leaders in the organization seem to be effective in terms of their stewardship, as the Boys and Girls Club of Mount Vernon has been…
References
iSixSigma. (2014). Determine the root cause: 5 why's. iSixSigma. Retrieved April 27, 2014 from http://www.isixsigma.com/tools-templates/cause-effect/determine-root-cause-5-whys/
Mantkelow, J. (2014). 5 why's. Mindtools.com. Retrieved April 27, 2014 from http://www.mindtools.com/pages/article/newTMC_5W.htm
Schmitz, P. (2013). Richard Murphy: A powerful example of servant leadership. Huffington Post. Retrieved April 27, 2014 from http://www.huffingtonpost.com/paul-schmitz/true-servant-leadership-f_b_3016044.html
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