I’m going to use GDPR as an example of how prioritised goals can make a big difference in how an organisation responds to change. I’ve no wish to jump on the consultancy bandwagon that is GDPR; I’m definitely no expert on the subject. However, GDPR will serve as a good example in this content as it’s…
Read more
I’ve got some time in between clients where I’d like to contribute back or pay-it-forward. I’d like to donate my time for free and raise a bit for charity while I’m doing it. What’s the offer? You get a Business Architect for free* *What does free mean? You don’t pay for my time. Instead, you pay…
Read more
I’m convinced that there’s no thought to place of people in the design of most supermarket car parks. Poor Design I’ve just been to a great example of poor design. When driving in, you turn off the main road to a roundabout. At this roundabout, you turn right, away from the store, to the main…
Read more
I remember one of my clients being confused when I mentioned the carrot and stick as we discussed motivation for change. Since then I’ve found it an interesting test to see how people think motivation works in their immediate team. There are two versions of the carrot and stick story. Both versions include a donkey.…
Read more
A few thoughts from me on quick wins and why we go for the wrong type. Hands up if you’ve ever had a project sponsor say they needed quick wins? Usually, it’s about showing that you’re doing something to the company board so your project isn’t cancelled or it’s about showing you can make savings. Both…
Read more
I’ve always liked the concept about innovation being the introduction of something that’s already done in one industry sector into another sector where it’s not (yet) done. Incomplete Definition Unfortunately, it doesn’t stand-up as a complete definition of innovation. For instance, it falls short by not recognising innovation from within. By that, I’m not referring…
Read more
For a long time now, I’ve had the view that we only have so much time to change an organisation before the organisation changes us. I’ve seen it happen with dynamic people that become subdued over time as they encounter obstacle after obstacle, resistance, red-tape and other forms of organisational resistance to change. Maintaining innovation, or rather the…
Read more
To be able to fix the problem, you first need to know what the problem is. More specifically, you need to know which problem to fix first. Your staff may already be telling you what the problem is, you may already know what it is, but what if that’s not the most important problem and…
Read more
Recent Comments