Category: Process Improvement

Elements of Continuous Improvement

Elements of continuous improvement are based on analysis of 10 popular continuous improvement methodologies. We identified 28 common elements and grouped them into three lifecycle meta categories of Direction, Analysis and Execution. Based on our work to embed continuous improvement within a client, we share some of our approach thinking.

Safe Execution: Business-IT risk discussion

Getting away from C-I-NO! Discuss Business-IT risk more rationally by considering the 4A’s of Availability (of business processes), Access (by the right people), Accuracy (of the information) and Agility (of change). But the most critical element is start the dialogue with IT.

The Calculus of Capabilities- An integrated maturity model

We present two foundational, integrated maturity frameworks as a follow-up to our previous post “The Calculus of Capabilities“, where we explored various capability maturity models (CMMs) by reverse engineering nearly 20 common CMMs.

The Calculus of Capabilities

In The Calculus of Capabilities we explore the breadth of approximately 20 common capability maturity models (CMMs), and we observed from our reverse engineering the linkage between maturity-level and scope-of-involvement. We propose a 5-level progression as a CMM base framework.

Great Teams Require Great Communication

Great teams require great communication, as communications is highly correlated with team success. We developed an analytic frame to consider the number of contributors versus the number of readers. We then mapped current enterprise uses and common tools to illustrate “neighborhoods” of communication.

2012 Year-end Favorites- An Overview

One of our mostly-annual series of what we found as our favorites for the year. This year’s year-end favorite categories include Business + Economics, Management, Change Leadership, Book, Engagement, and Your Favorite Post (most visited)

What to do with the strategy-pak: A starter list

“Like most tools, our strategy-pak(sm) framework has little value unless you put it to use.” We present a starter list of potential uses (WHY) for our Strategy Pak(sm), including best practice checklist, common language, cascading linkages, and planning framework (strategy, strategic planning, analysis and vetting).

Change Leadership II- Understanding Kotter

We explore Kotter’s body of work, as well as a simple change management framework “The Change Formula” (Need for Change X Vision of Future X Steps > Natural Resistance to Change). We overview Kotter’s framework of 8 accelerators, and the necessity of the dual management operating system

Unpacking Strategy

This is 1st of a 3 article Strategy-Pak(sm) series. Based on our work to align a rapidly growing consultancy of experienced consultants for consistency, and applied clean-sheet to a pre-acquisition, publicly traded company. This article focuses on the overall architecture including a definition of strategy and its component parts

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Think of a Meeting as a Process

For years, we heard from our clients about their love-hate relationship with meetings. Meetings are critical not only to our work with others, but they a core to just about every organization’s success. In our research, we found hundreds of very tactical recommendations; but we did not find any overall, structured approach to meetings. This article recommends Thinking of a Meeting as a Process.

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How To Adopt Agile Business Practices: A SAFe 5.0 Flyby

Determining how to adopt agile business practices is best aided by a comprehensive framework. In SAFe 5.0 Flyby (Part 2) we build on a conceptual foundation of Lean-Agile utilizing 7 group areas to structure and understand more than 100 elements of the scalable, comprehensive SAFe approach. Part 2 of a 2 part series.

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How To Adopt Agile Business Practices: Basic Concepts

Determining how to adopt agile business practices is best aided by a comprehensive framework. We like the scaled agile framework (SAFe) starting with an Lean-Agile mindset (Basic Concepts). Part 1 builds a conceptual foundation for a scalable approach is characterized and supported by more than 100 elements (SAFe 5.0 Flyby). Part 1 of a 2 part series.

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Getting to Your Next-Normal

Getting to the next-normal requires 3 key, but common, building blocks: a stress-tested strategy, a vision and an adaptive roadmap. And, requires three dynamic capabilities: Agile leadership for organizational adaptability, Scenarios to bound uncertainty, and Supply Chain for operational resilience

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Supply Chain for Operational Resilience, At-A-Glance

Supply Chain, along with Agile Leadership and Scenarios, is 1 of 3 COVID/crisis-era capabilities supporting the path “Getting to your next-normal.” This at-a-glance article quickly outlines key elements to consider for supply chain, with focus on building resilience through assessment and general operations

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Agile Leadership for Organizational Adaptability, At-A-Glance

Agile Leadership, along with Scenarios and Supply Chain, is 1 of 3 COVID/crisis-era capabilities supporting the path “Getting to your next-normal.” This at-a-glance article quickly outlines key elements to consider for Agile Leadership, with focus on direction and business agile as an organizing concept

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RSS Review Tom Reeder’s Pinboard Posts
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    Likable people ... > Are Present- focused on the conversation and currious abount thier coversation partner > Give and Share Credit > Are Authetic- genuine and transparent > Are Caring and Empathetic > Are Good and Active Listeners > Are Good Communicators- straight shooters, even with difficult news
  • When You Have to Make a Strategic Decision Without Much Data
    One big challenge that leaders have when figuring out how or where their companies can grow is that a dearth of data about future problems and opportunities. In these situations, there are three techniques that leaders can employ to develop insights: look at customers and startups for signs of change, experience new technologies rather than […]
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  • The culture compass: Using early insights to guide integration planning | McKinsey
    "Specifically, we recommend focusing on five cultural attributes of organizations that our Organizational Health Index research has found to correlate with positive TSR and to minimize friction when managed effectively 1> Talent. Identify, attract, develop, and retain mission-critical talent—high performers who are producing value and can ensure top-quality integration planning and leadership of the future […]
  • How to Actually Execute Change at a Company
    > Ace the memo (Actionable, Credible, Emotional) > Master the means > Amplify with mechanisms > Measure to account
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    Decide what will be prioritized and how much the team can commit to take on. > Even after carefully selecting and prioritizing projects, a company may have more initiatives than it can reasonably support. Decide who needs to be at the table. > portfolio teams included C-level executives for their decision-making power, strategy department leaders […]
  • Why you need to re-recruit your middle managers  - SmartBrief
    1. Activate clarity and alignment 2. Create a culture of belonging 3. Embrace scenario-based learning 4. Nail the whys 5. Celebrate high-performing managers [success] 6. Leading by collaboration
  • How to Actually Execute Change at a Company
    The author analyzed project teams across 257 firms to identify why only 60% of planned value is typically realized in change initiatives, focusing on four key factors: effective initial communication (“ACE the Memo”), ensuring resource accessibility and autonomy (“Master the Means”), employing mechanisms to align actions with goals (“Amplify with Mechanisms”), and strategic measurement to […]
  • Scared of AI? Here’s an optimistic take.
    guess how many of the 270 jobs listed in the 1950 census have since been eliminated by automation “Just one,” says Kellogg’s Hatim Rahman, an assistant professor of management and organizations. “And in case you are wondering, that job was an elevator operator.”
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    1. Why are we gathering? 2. Who needs to be here? 3. What conversation needs to happen? 4. How might we create the conditions for that conversation?