In the recovery period of today’s pandemic, nearly every day (including weekends) features a discussion about where work is getting done.
This is typically framed as a debate about Work FROM Home — regarding how much of a staff can or should work that way, and how much of a given staffer’s workload can or should be done that way.
There is a consensus forming that Work FROM Home (“WFH”) is here to stay in some proportion. But the flip side of the coin is Work TO Where?
On any given day, hundreds of job announcements are posted online, targeting candidates who qualify as managers of change.
As a HR professional, you’ve already worked through the necessary listing of requirements (responsibilities) and experience (skills).
Most likely, your resulting published job description blends items that are considered universally definitive of the role, with items that are locally distinctive about having the role in your organization.
But how has the decision been made to cast a worker in the role?
The goal is going to be to maximize timely effectiveness, and a generally available choice is between a full time…
The Always-On Production of Alignment to Demand
Continual is the term that describes the constant flow of variations in the environment surrounding what we think of as our organizational entity.
Continuous is the term that describes the overall effort we imagine conducting in order to create and sustain our organization’s ability to adapt to continual change.
Adaptation presumes that the entity in question is the same entity in some essential way, before and after the adaptation. …
Looking at the most recent Project Management Institute performance survey results for year 2020, the new results are, again, the old results — only different! (The full Pulse of the Profession Survey® can be viewed at www.pmi.org/Pulse.)
A major observation to make is that respondents to the survey said that of completed projects, 13% were deemed failures, whereas 69% “met goals”. Additionally, for completed projects, over 55% were done using “traditional” methods, but less than 58% of that was done at a higher practice maturity level than “medium”.
The really big number — what percentage of projects were completed —…
After acknowledging unemployment, the most obvious problem created by COVID’s disruption of work-as-usual is the complexity of the sudden disarray in time and location commitments by individual workers.
We are already getting accustomed to managing this problem by attending to three “channels” of availability seen as the source of workers for co-operative functions. These same channels are also expected to have different characteristics as environments for working.
The onsite / hybrid / remote trio of channels presupposes that each has a compelling reason to be selected. …
The role of control is changing in the face of market dynamics, employee cultural diversities, and innovation both expected and unexpected.
In the following, we walk through these related aspects of control:
In the context of organizations, the default circumstance is that included persons see their individual presence as both a cause and an effect of the character of the organization.
From one person to another, the main kind of variation in that lies in how the two influences are felt (perceived), on balance. Some people need the cause/effect balance to be weighed differently than what other people need. (More cause? More effect? Equal?)
Yet in all cases, the individual arrives at their felt position in the following way.
We currently caution against taking a default position that managed change is done with projects.
This caution is important because it is necessary to acquire and exercise management versatility in producing solutions to the problem of change.
Companies must understand the difference between the success factors of a change and the success factors of a project. And they must be able to determine if and why a project would be the best use of time and resources to pursue a needed solution.
In that light, it is also necessary to be able to determine whether a project that has failed…
We normally don’t spend any time debating what is meant by “UN-able” or “DIS-abled”.
Conceptually, our interest is on having the ability to get something done, even without specifying how.
Consequently, our view is sensitive to things that prevent or inhibit required (productive) activity.
Logically, then, “enablement” consists of things that are provided (permission, influence, methods, support) to create and maintain required (productive) activity.
Enablement always presumes the presence of a Producer — a willing, able and ready party that will be the intended “doer”.
Key principles of enablement are that the environment, the willingness, and the ability should each…
Recently I’ve been testing out the idea that the word “change” is becoming ineffective at anything much more than contrasting with
performance” and “operations”.
How does that make sense? After all, the unifying aspect of the three is that they are why management is deemed a “requirement”. And that requirement is based on the presumption that without management, all three things will happen anyway, just not necessarily in a way that we want them to.
Completely ignoring any political correctness, then, the punchline is that we intend to control enough variables so that the likelihood is raised that we will…
Malcolm is a strategist, solution developer and knowledge management professional in both profit and non-profit companies across business, IT and the arts.