The “Quincy” Effect…why organizations fail to achieve their full potential

By: Joseph C. CampbellNovember 2010

Background…

From October 3rd 1976 to September 5th1983, Dr. Quincy (a crime fightingcoroner) played by actor Jack Klugmanwould share his deductions about thatweeks crime at the start of each showwith his boss Dr. Robert Asten howeverthis discussion would always end inconflict with Quincy having to re-provehimself week after week.

Does this sound familiar?

Concept…

After the 6th episode I quit watching asthe plot became clear, Dr. Quincy wouldtell his boss the answer (based upon hisexperience and knowledge). The Bosswould dismiss Quincy out of hand and inthe end Quincy was proven right.

Why was Quincy dismissed repeatedly by his management when he had a track record of success?

The Impact…

Fast forward more then 30 years and themajority of corporations still fail to value theinstitutional knowledge and abilities of theiremployees.

Management spends more time second guessing their staff rather then supporting and empowering them.

Opportunities are lost, employee satisfaction diminished, and the overall effectiveness of the firm is reduced because of this.

The “Quincy” Factor…

If the “Quincy Effect” caused viewers to tuneout, just think of what this is doing to youremployees?

Seth Goden in his work “Linchpin” points out we have become a culture of “attendance”, you show up and you are paid for simply showing up, not the value you’ve provided.

In the show, Quincy was paid to “show up”, and discouraged from innovation by managements negative application of the “Quincy Factor”.

What's your “Quincy” Factor?

Success is driven by innovation, innovation is driven by empowerment, empowerment is driven by knowledge, knowledge is possessed by people.

When people are empowered, innovation is the natural result.

However when institutional knowledge is ignored, a culture of “attendance without brilliance” is created.

Success is therefore driven by actively knowing and managing your “Quincy Factor”.