Showing posts with label processes. Show all posts
Showing posts with label processes. Show all posts

Tuesday, April 18, 2023

a solution that is technically "right"


Just having a solution that is technically "right" does not guarantee that employees will make the necessary changes to their behaviors and work processes. Employee commitment, buy-in, and adoption do not stem from the rightness of the solution, but rather from the employees moving through their own change process. It takes more than the right solution to move employees out of the current state that they know and into the future state they do not know (and sometimes fear).



Jeffrey M. Hiatt & Timothy J. Creasey

Tuesday, April 11, 2023

what is change management?


Change management is the application of processes and tools to manage the people side of change from a current state to a new future state so that the desired results of the change (and expected return on investment) are achieved.



Monday, April 10, 2023

employees doing their jobs differently


The results and outcomes of workplace changes are intrinsically and inextricably tied to individual employees doing their jobs differently. A perfectly designed process that no one follows produces no improvement in performance. A perfectly designed technology that no one uses creates no additional value to the organization. Perfectly defined job roles that are not fulfilled by employees deliver no sustained results. Whether in the workplace, in your community or in government, the bridge between a quality solution and benefit realization is individuals embracing and adopting change.



Thursday, April 6, 2023

change happens


In any business environment, change happens.

Let’s rephrase: In any business environment, change should happen. It shows you're committed to the kind of growth and evolution it takes to stay modern, relevant, and competitive.

Countless factors make change inevitable. Think of technological advancements, globalization, cultural shifts, and shifting economies. And since nobody's corporate goals include falling behind or growing stale, embracing change is a must.

But what kind of change are we talking about here? Change can include things like:

  • Introducing new software or updating marketing practices
  • Updated business processes
  • A full-on restructuring
  • Leadership changes
  • Updated thinking
  • Budget constraints
  • Shifts in strategy

These all fall under the umbrella of organizational change. If you’re already on board with shaking things up, you’re ahead of the game. And you're not alone.

According to Gartner, 99% of all organizations have undergone a major organizational change in the last three years. But big or small, change doesn't happen naturally. Therefore, effective change requires a clear action plan.



Emily Smith

"7 Organizational Change Management Frameworks That Stick," Remesh Blog. October 10, 2021

Tuesday, April 4, 2023

the business includes IT


When you use the word “customer,” do you mean an internal customer — someone who works for the same company that you do and who uses the technology IT provides? That’s a mistake, many experts believe. “The most significant thing CIOs get wrong about business-IT alignment is servicing other departments’ ‘internal customers,’ instead of the true business customer needs,” says Phil Pettinato, CTO of Versapay. “The CIO should push to transform processes so the internal stakeholders can create better customer experiences for the primary customer.”

Because, of course, external customers are your company’s customers, and that makes them your customers, too. Thinking of internal users as customers creates a division between business and IT that can undermine your efforts to create alignment. “I don’t believe there’s IT and the business,” says James Anderson, a vice president and analyst at Gartner. “The business includes IT. And your product is not IT, it’s the services enabled by IT that are used for business outcomes.”



Thursday, March 16, 2023

after reading over 200 self-improvement books


After reading over 200 self-improvement books over the past thirty years I have determined all self-improvement and success come down to five keystone lessons that all other principles rest upon.

  1. Mindset determines your success.
  2. Goals create the map to your success.
  3. Modeling shows what leads to success. 
  4. Systems create the path to your success. 
  5. Perseverance makes you successful.
...To succeed in life, you must develop a positive and growth-oriented mindset that allows you to overcome challenges and learn from your mistakes. You should set realistic and achievable goals that are specific, measurable, achievable, relevant and time-bound. You must create a system of processes, routines, and habits that help you consistently and efficiently move closer to achieving your goals. Finally, you must cultivate the habit of perseverance, which enables you to keep going even when things get tough and never give up on your goals. This is what 200 self-help books will teach you.


Tuesday, March 14, 2023

frightened of change?


Frightened of change? But what can exist without it? What’s closer to nature’s heart? Can you take a hot bath and leave the firewood as it was? Eat food without transforming it? Can any vital process take place without something being changed? 

Can’t you see? It’s just the same with you – and just as vital to nature.



Marcus Aurelius

Thursday, October 13, 2022

taking accountability for culture


I think it's about time that organizations and their senior leadership really start taking accountability for their culture. There has been a war for talent for years now, but it’s only getting worse. It’s easy for the finger to be pointed towards recruiting or human resources, or towards broken processes or compensation and benefits not being correct, but overall, for many organizations the culture of leadership needs to seriously be addressed. Research has shown for years that money is not what motivates most people. It definitely contributes to attraction and retention of course, but one of the biggest drivers of retention is leadership and accountability within a culture. Until leaders start turning inwards and reflecting on their own behaviors, stop leading from a place of their own fears and insecurities, start setting expectations upfront with employees, have open, direct and honest conversations, address issues immediately, focus on removing roadblocks for employees to get their jobs done instead of creating more roadblocks, and ultimately be objective enough to support their development and career progression (including giving the tough feedback with their best interest at heart), then the revolving door of talent will continue to become an even larger problem for organizations.



Kerrie Campbell

Is Quiet Quitting and Quiet Firing really a new phenomenon? LinkedIn Article. September 10, 2022.

Thursday, September 1, 2022

the essence of digital transformation


The essence of digital transformation is to become a data-driven organization, ensuring that key decisions, actions, and processes are strongly influenced by data-driven insights, rather than by human intuition. In other words, you will only transform when you have managed to change how people behave, and how things are done in your organization.


The Essential Components of Digital Transformation by Tomas Chamorro-Premuzic. Harvard Business Review. November 23, 2021


Sunday, April 25, 2021

A.D.K.A.R.

 


Awareness represents a person's understanding of the nature of change, why the change is being made and the risk of not changing. Awareness also includes information about the internal and external drivers that created the need for change, as well as "what's in it for me."

Desire represents the willingness to support and engage in a change. Desire is ultimately about personal choice, influenced by the nature of the change, by an individual's personal situation, as well as intrinsic motivators that are unique to each person.

Knowledge represents the information, training and education necessary to know how to change. Knowledge includes information about behaviors, processes, tools, systems, skills, job roles and techniques that are needed to implement a change. 

Ability represents the realization or execution of the change. Ability is turning knowledge into action. Ability is achieved when a person or group has demonstrated capability to implement the change at the required performance levels.

Reinforcement represents those internal and external factors that sustain a change. External reinforcements could include recognition, rewards and celebrations that are tied to the realization of the change. Internal reinforcements could be a person's internal satisfaction with his or her achievement or other benefits derived from the change on a personal level.


Jeffrey M. Hiatt

ADKAR: A Model for Change in Business, Government and our Community. 2006. Prosci Research. p.2,3

Friday, April 22, 2016

trust employees

In this world of intense scrutiny, where everyone is looking at what you do...one reaction is to create management systems, more process, more controls, and more bureaucracy. Relying on traditional supervision, process and controls would inhibit serving clients responsively, and stifle employees' creative energies. We cannot apply Industrial age management systems to address post Industrial age needs. There is a better alternative, which is to trust employees. Values are the glue, the bond that binds us together in the absence of controls. These must be genuinely shared values; they can't be imposed top-down. Values provide employees a framework to make decisions when management systems and procedures are unclear. It comes down to judgment, based on shared values.


"The Future of Leadership" by Samie Al-Achrafi. The Huffington Post. 10/30/2015

Friday, March 25, 2016

replacing policy with principles

The curious thing about organizations is that having more people somehow doesn't equal more output. “As size and complexity of an organization increases, productivity of individuals working in that organization tends to decrease,” he says. As headcount grows, so too does the policy-and-paperwork stuff that gets in the way of rapid iteration and scale.

Why is this the case? “I think it comes down to human nature and the way we react to problems,” Curtis says. Our natural response to any problem — from a downed server to a social gaffe — is to try to ensure that it doesn’t happen again. In companies, more often that not, those solutions take the form of new policies. “What happens when you create a new policy, of course, is that you have to fit it into all of your existing rules.” And so begins a web of ever-increasing complexity that's all about prevention. Soon, you start to hit safeguards no matter what it is you're trying to do.

To avoid this type of bureaucracy from the very beginning of your company, you should adopt two particular tactics: “First, you have to build teams with good judgment, because you need to be able to put your trust in people,” Curtis says. “Then you shape that good judgment with strong principles.”

Minimizing rules that become roadblocks in your organization will only work if you’ve built a team that will make good decisions in the absence of rigid structure. Your hiring process is where you can take the biggest strides toward preventing bureaucracy.


Interview with Airbnb VP Engineering Mike Curtis
"Bureaucracy Isn’t Inevitable — Here’s How Airbnb Beat It" First Round Review. 5/18/2015

Sunday, March 13, 2016

you already have permission


Act: “You Already Have Permission”: This is a challenging guideline for many managers, because it means switching from direct control to a trust relationship with the members of the team. This allows entire teams to change and transform the product and the internal processes in a flexible way, to adapt to different goals and changing markets, and to be overall more innovative and competitive. Removing the worry of “I need to get authorization” from every aspect of the work can be challenging, but it rewards business and people’s health greatly.

This is embraced at multiple levels inside Automattic as a rule. While there is still a long term vision from the top, each person and team is left to decide what’s best for the work that has to be done. The goals of the organizations are collected and discussed, teams set their own roadmap, goals and milestones and individuals can start initiatives on their own...

What is important is to recognize that people will want to give feedback or add their own shape to the idea.


Saturday, February 20, 2016

availability and openness

Pope Francis is arguably best known for availability and openness to the public. On his first day as Pope, he reversed the tradition of blessing the people by inviting them to bless him instead. He's since decided to ride in a bus with his team rather than in a bulletproof limousine. Pope Francis has also been seen getting around Rome in a Ford Focus and a Fiat during his U.S. visit.

Personal, handwritten thank-you notes and birthday lunch invitations to the homeless of Rome take priority in his schedule and exemplify his leadership vision.

Those who aren't spiritual leaders should also rethink what their most important responsibilities are—people over processes, names over numbers. Accessibility sows trust and loyalty among colleagues and customers, making other transformations possible.


William Vanderbloemen
The 5 Leadership Lessons From Pope Francis. 9/25/2015.

Friday, February 12, 2016

actively noticing new things

Mindfulness is the process of actively noticing new things. When you do that, it puts you in the present. It makes you more sensitive to context and perspective. It’s the essence of engagement. And it’s energy-begetting, not energy-consuming. The mistake most people make is to assume it’s stressful and exhausting—all this thinking. But what’s stressful is all the mindless negative evaluations we make and the worry that we’ll find problems and not be able to solve them.

We all seek stability. We want to hold things still, thinking that if we do, we can control them. But since everything is always changing, that doesn’t work. Actually, it causes you to lose control.

Take work processes. When people say, “This is the way to do it,” that’s not true. There are always many ways, and the way you choose should depend on the current context. You can’t solve today’s problems with yesterday’s solutions. So when someone says, “Learn this so it’s second nature,” let a bell go off in your head, because that means mindlessness. The rules you were given were the rules that worked for the person who created them, and the more different you are from that person, the worse they’re going to work for you. When you’re mindful, rules, routines, and goals guide you; they don’t govern you.


Ellen Langer
"Mindfulness in the Age of Complexity." Harvard Business Review. March 2014.

Tuesday, February 9, 2016

an accessory to fraud

The classic error that outsiders make in Afghanistan is to single out a proxy in whom to repose trust and through whom to interact with most other locals. Over the years of intrusions by outside powers, some Afghans have grown adept at capturing this privileged position and exploiting it to advance and enrich themselves, while dis-empowering (and thus incensing) their neighbors….

In my case I Kandahar, the self-interested intermediary was a balding, dour-faced Karzai retainer named Abdullah, who called himself an engineer, and who President Karzai’s younger half-brother, the late Ahmed Wali, recommended to me in the following terms: “If I put a million dollars in a storeroom and have Abdullah the key, and I came back in ten years, I’d find every penny of that money still locked inside.” I hired the man.

In late 2002 I departed Kandahar for an extended flurry of talks and meetings in the United States. Before leaving Abdullah in charge of the NGO, I walked him through my system for keeping track of petty cash expenditures: marking each outlay on the back of the envelope in which I carried the money, along with the date and the purpose. For an engineer, he seemed to have trouble catching on.

I returned, after several weeks, to find not a single new mark on the back of that now-empty envelope. Not one receipt, not a record of a single purchase, did Abdullah turn over. We were building schoolrooms. He had made deliveries of bricks and sand and gypsum, had paid weekly cash wages, bought the food our cook prepared for our employees…

Swallowing my panic, I demanded receipts. Abdullah went scurrying around to gather some. Sweating, I pieced together forensics that could tell a semi-coherent tale.

Years later another employee recounted Abdullah’s derisive comments about “Western accounting” and “Afghan accounting” – in which I was obviously unversed. I heard painful stories of suppliers who had never been paid. I reconsidered the probable reasons we’d been forced to leave a school building unfinished for lack of funds.

I had, in other words, been an accessory to fraud….

One way Abdullah kept me in thrall was by cultivating fear: by convincing me that Kandaharis were unabashed murderers and thieves. Himself a transplant from near Kabul, he professed a pious horror of the people among whom he was living. They would, he insisted, dismember me in a second were it not for his watchful protection.

A further technique was to keep me from interacting with anyone else face to face, without his presence in the room. Abdullah could get temperamental. Once when I decided to eat lunch with the rest of the staff, instead of separately with him, he threw a violent tantrum, refusing to speak to me for three days. I put it down to jealousy or made excuses for his psychological fragility. How rational would I be after more than two decades of war? Besides, I needed Abdullah. He got things done. What if he were to quit? What would I do?


Tuesday, December 22, 2015

if you’re honest and authentic


According to [Dominic] Barton, the experience of the scandal [two senior McKinsey executives had been arrested for insider trading] taught him some important leadership lessons. One was to be “completely open” in such a situation. “I had [heard] advice that ‘you had better not say very much; wait until you find out more.’ But my view is that I’m just going to say how I feel…. If you’re honest and authentic, people pick it up and know that you’re serious about it.” He said he actually communicated much more about the event than he tried to hide it in situations such as recruiting, for example.

“I had splinters in my back from going over the bar so often … and I finally realized, you know what, I’m going to set my own bar. And I’m going to make it higher than theirs.”

The second lesson, said Barton, was to spend time understanding what really happened. “[McKinsey] has human beings; we have people that do bad things. And we have to help each other try not to do that.” He added that monitoring systems have been put in place: “If someone’s more than two standard deviations off with a peer group, they get audited. It’s automatic.”


Tuesday, November 17, 2015

champions don't do extraordinary things

“Champions don’t do extraordinary things,” [Coach Tony] Dungy would explain. “They do ordinary things, but they do them without thinking, too fast for the other team to react. They follow the habits they’ve learned.” 


Saturday, September 19, 2015

managing vs. leading

Companies manage complexity first by planning and budgeting-setting targets or goals for the future (typically for the next month or year),establishing detailed steps for achieving those targets, and then allocating resources to accomplish those plans. By contrast, leading an organization to constructive change begins by setting a direction - developing a vision ofthe future (often the distant future) along with strategies for producing the changes needed to achieve that vision.

Management develops the capacity to achieve its plan by organizing and staffing-creating an organizational structure and set of jobs for accomplishing plan requirements, staffing the jobs with qualified individuals, communicating the plan to those people, delegating responsibility for carrying out the plan, and devising systems to monitor implementation. The equivalent leadership activity, however, is aligning people. This means communicating the new direction to those who can create coalitions that understand the vision and are committed to its achievement.

Finally, management ensures plan accomplishment by controlling and problem solving – monitoring results versus the plan in some detail, both formally and informally, by means of reports, meetings, and other tools; identifying deviations; and then planning and organizing to solve the problems. But for leadership, achieving a vision requires motivating and inspiring – keeping people moving in the right direction, despite major obstacles to change, by appealing to basic but often untapped human needs, values, and emotions.


John P. Kotter
What Leaders Really Do.” Harvard Business Review. 1990.