You’ve heard this term “tech debt” being used by your teams, your techs, and you’re wondering what it’s all about.
Well this week I give you my view on what it is, and how this idea of “debt” in development or change doesn’t just apply to technology, but to process or strategy too.
And here’s a link to Martin Fowler’s introductory article on the subject (he’s just great and has many useful tech-ed pieces): https://martinfowler.com/bliki/TechnicalDebt.html
It’s all about the power of three. Three reasons big change initiatives fail, three ways to steps to change thinking three…
Well, to be honest, it’s because threes are easy for me to remember.
So here’s another three!
Three ways to change thinking. This video builds on our three step method from a week or two ago.
You know you want a change, but what strategies have you got to move that mindset, to shift that tricky stakeholder, to enable the revelation?!
So here you go – three ways to change thinking 🙂
It happens to the best of us – those moments where we think… “I really don’t know!” and yet we need *something* to keep the team moving forward.
Well, that’s what this week’s video is all about!
Do you spend a lot of your time trying to build influence with tricky stakeholders so that you can remove roadblocks and successfully transform your business?
Business change and improvement trends have really gotten out of control lately. It’s time to go back to the basics.
To successfully build momentum for change, your business, focus on two things: solve the problems your stakeholders see, and consciously move them towards the problems you see. Do that and you’re good to go.
This week, I share my super-simple, incredibly powerful 3 step framework to know HOW to do that.
Everyone’s talking about better insights into business performance, right?
We all know that an NPS (Net Promoter Score) isn’t a decent enough measure of customer success (it doesn’t tell us WHY).
But what almost no one understands about better insights into business performance is the concept of end-to-end success metrics. It’s not better business-unit metrics that helps you gain new insight in how you perform for your customers, it’s looking end to end to understand performance.
And that can happen even if you are currently treating customers like numbers one giant pool of data, as long as you’re also understanding how an individual customer traverses your organisation to get what they want.
This week I explain how to do it!
Great – so I often talk about feedback loops from customers – “what’s the smallest thing we can do to test that idea, get it in front of customers and watch their reactions?” – I’m sure I bore people to tears asking that question and others (“what data do you have to show your assertion to be true?”).
We know we should be closing the loop with our customers. But I’m wanting to peel back the next layer of the onion and talk about how this applies to technology – in particular, how often our large, legacy systems – which were designed to be the be-all or single-point-of-truth – often send off data or execute a work process without a feedback loop.
So if you’re interested, take a look at this week’s video and I would love you to reach out to explore further!
When we think about a “healthy” workplace, often we think of gym facilities, outdoor soccer fields, or a healthy-options choice at the cafeteria.
But a health-full workplace is so much more than that! Health happens on a physical, mental, emotional and spiritual level – there’s many ways we can be nurturing our teams.
And some of those ways will help us ensure we have all the dynamics of a healthy team – positive conflict, active reflection, the ability to thrive in uncertainty – other times we may be unknowingly eroding trust, sapping strength and draining each other because we lack the active focus on healthy interactions.
And that’s what this week’s video is all about!
This week I got a text from a good friend, the mentor who’s been watching the blog and actually shared this model with me originally – and he said “don’t forget the punchline!”
So here it is…
So here we are with what’s turned out to be a mini-series on trust – cool!
Pillar three: Character.
I hear it so often “Richard doesn’t get it” or “I really don’t like working with her”. It’s not uncommon when working with clients that they present the lack of trust with a tricky stakeholder as coming down to character.
But really? Well sure, we work through those other pillars and often find it might not be character at all. But what if it is? What if after really taking a long hard look at yourself it still comes down to character?
Well that’s what this week’s video is all about – a simple mind-hack to help you unlock a path to progress if you think the lack of trust is a result of poor character…
Last week when we were talking about the four pillars of trust I told a short story about one of those pillars – competency – and how people will judge your competency based on your ability to solve the problems THEY see, not solving a problem that you see.
The post generated some conversation so I decided to turn it into a mini-series on trust and this week we’re talking pillar two: disclosure.
But I’m not going to simply tell you to be honest and forthright…
Instead I’m going to share with you a framework that I’ve used to build trust through disclosure as an organisation. It’s hard-won. There was some serious blood sweat and tears went into my first transformation program and this visual management tool was refined and worked over a 12 month period and honed by a seriously high performance team.
It easily cost us over a million dollars to learn how to do this!
Not only in the consultancy fees but the time and effort that *everyone* put in as we worked with and learned and evolved the tool.
We did everything from daily meetings, to quarterly planning, to board reports – it all came from a visit to a physical wall space and an immersion in the visual management tools we used on a day-to-day basis to run the program. This wall replaced the need for schedules, budget forecasts, risk and issues registers and tracking reports.
And that’s what this week’s video is all about!
Download the slides here (PDF)