Category Archives: Management

#68 Allegiance to “process” versus “customer”

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In this very revealing interview, Steve Jobs: The Lost Interview, Steve Jobs made two points that caught my attention:

  • Process for process sake can be stifling. It can cripple the organization that is seeking to improve customer satisfaction with the promise of business process engineering. It is like killing a patient with medicine that is supposed to cure.
  • Re-usable software objects was a competitive advantage for Apple. You can see it in all their software. By extension, re-usable business capabilities is a mission critical capability for all organizations.

Process engineers, those who swear by Six Sigma techniques, can tend to be rigid and inflexible. I’ve met a few brilliant minds, whose ability to analyze a problem was truly astounding. But I was equally appalled at their complete inability to make anything happen. They would not foster change, not take any interpersonal risks, in short, delight in pointing out problems and then bemoan that no action is being taken. In short, their allegiance is to the technique, not to the business.

The talents of process engineers can be used to build business processes as re-usable building blocks, which are then assembled and re-configured as customer needs evolve. The configuration, assembly, and dis-assembly needs to be done by a person with business acumen. The latter will determine priority, cost benefit, and business value of business process engineering. They are truly business leaders and business architects rolled into one. There are many who do this instinctively and very well. It seems harder to teach this skill, perhaps an explanation why leaders who are business architects are so hard to find.

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#67 Being indispensable

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No one is indispensable. You understand this intellectually. If you are thoughtless and reckless, your behavior does not show you understand this fact. If you are timid and defensive, you have lost a huge opportunity to be the best you can be.

For some, the tug of “comfort” and “predictable” is stronger than the tug of “challenge” and “achievement.” Such people come to work and work hard only when they feel threatened in some way. It could be a reprimand, or the risk of losing their job, or some other “harm.” I even predict there is an attitude of entitlement lurking somewhere in their subconsciousness.

Organizations trying to stay nimble and agile look for ways to inject urgency and keep their employees off guard. This may be necessary as a management tactic from time to time. If not managed well, this could lead to stress and fatigue.

The real problem is that people evolve and change. Their needs change over their career life cycle. Thus the answer may be in “customized motivation.” In the perfect workplace, each employee gets a message that resonates with them at a visceral level. This is not easy to do, but the mere attempt will get positive benefits.

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