Author name: S Anand

Change management

Change management can be analytic, as opposed to touchy-feely.

Our client’s operating margin was falling. The bosses wanted to offshore their back office. Others weren’t convinced. To manage this change, we needed three questions answered:

  • Who’s not convinced?
  • Why aren’t they convinced?
  • What’ll convince them?

Who’s not convinced?

We plotted the level of support and importance of key people on the stakeholder support matrix. This split people into 4 groups (below). Then we showed it around to people and had them move people around on the matrix.

Stakeholder Matrix

  • Minor sceptics. We largely ignored them
  • Change facilitators. We tasked them with roles in the project
  • Change agents. We made them influence the others
  • People to convince. The ones we needed to focus on

This is a simple concept, actually. The insight is, putting names on such a matrix, and getting people to move them around, is a robust way to get everyone on the board and at the right spot.

Why aren’t they convinced?

We sent everyone a list of benefits and issues in outsourcing. They rated them. We grouped the results and plotted them. Here’s the result for Uli.

Change readiness profile for Uli

Uli saw more issues than benefits. Quality and possible better service were benefits. But he was afraid the company wasn’t ready, and vendors wouldn’t understand their operations.

The advantage of these charts is that you can put them side by side, and compare where different people stand. It gives you a great view of why they’re objecting, and whom you can use to counter that.

Change readiness profile for UliChange readiness profile for DaveChange readiness profile for Group

What’ll convince them?

Once we knew why people objected, it was easy to manage.

For example, to counter Uli’s fear of organisational readiness, we got people who felt this was not an issue to put forward their counterpoints.

To counter fears of vendor ability, we got a bunch of them to visit BPOs in India, and spread their confidence to others.

We arranged workshops, making sure that each group had people to convince and change agents.

This did require a lot of soft skills. But the success was largely because of the structured ground-work. Change management can be quite analytic.

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Paul Graham on What Drives Bloggers

What Drives Bloggers?

I think what most bloggers are doing is thinking out loud.

It’s a little misleading to talk of “putting things into words,” because that implies the ideas come first. In fact, expressing thoughts creates them. And especially expressing thoughts to other people, even people you don’t know. So I think the reason many people like blogging is that they like the thinking it causes.

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Why are you afraid of process

Why are you afraid of process?

… we bristle when we’re asked for our weekly goals sheets, or when the boss wants us to use a database or when the insurance company requires docs to follow data-driven guidelines. We pass up the tenth novel by a successful author… because the process has become too transparent.

And yet, in many cases, process is underrated.

Process is your ace in the hole when your intuition stops working.

Process is the system that doubles a plant’s efficiency when you’ve done everything you can think of.

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