Applying leadership along the TQM (total Quality Management) is similar to act as an organizational change. It takes an efficient management and changing leaders must take account of aspects of the current “culture” of the organization. It is apparently not an easy thing to do. Indeed, even though the application of TQM itself has a number of advantages for the organization, we could hope people to be resistant and cynical to change. Make no mistake. Everybody in common has figured out the fads of government go back and forth, and so as the trends of management.
Fortunately, a change of well arranged TQM and organizational management is probably taking the most if not to put everyone on this part over time at their position.
All it takes are principles and they are as follow:

Time
When any change occurs (as well as its calculated benefits), it usually takes longer to achieve, as expected. Normally, two or three years a TQM takes to end up at its summit.

Resistance
Whatever the objective nature of these changes, some of the people remain resisting because it is still uncommon. We must herewith introduce TQM enthusiastically to get it maximal on people with minimal resistance.

Guidance
Success or failure will happen to the changes based on the ability of the leaders to apply the TQM. People would refer to their signals of TQM from their leaders. The TQM program notices that these people are committed to managing staff, as well as the employees. When the program hedges, backs off or even waffles, this will tend to more rhetoric rather than only young workers.

Perseverance
No one tells us that it is a simple process; and it is indeed a hard thing to do. The worst thing a leader could do is to start the process, and if it is difficult, it should stop. This ends up in results of humiliation on both the manager and the process. All managers in action need to commit to long term while the rest of the organizations working at the state of “achieving it”.

Consistency
Consider working with success! Did you learn that a big percentage of contraventions at workplaces are mostly resulted due to an inefficient use of language? Exactly! And the best thing is that we could learn to reshuffle our language and communication in order that whatever we say is perceivable and more cooperative and less confrontational to change.

Incentive
You will see changes to determine people get their own self-interest. Within presentation, or when we are dealing with the change of TQM, it is important for leaders to make and emphasizes the benefits that others in the organization.

Communication
The change is accepted or rejected dependent on the effectiveness of communication in this regard. Communication is often done in a natural two-way process and balanced (both positive and negative) people could do. It is therefore possible to start the process as early as possible.

Conclusively, the main shortcoming of management is inconsistent. It could probably be because that most of the time what the manager has in thought and acts reflecting the principles of TQM. But it is not all the time. The director says his team is not serious. Once a manager believes that a product or service is poor, then the game ends; it is definitely lack of credibility on the spot.