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Posts from the ‘Learning’ Category

I didn’t have time to do this

I don't have time to do this

I didn't have time to do this

“I didn’t have time to do this” is by far the lamest excuse I hear and we hear it all the time. Why is that?

You know the scenario. Someone committed to delivering something to you by a certain date and once the time comes, you ask the individual to honor their commitment only to hear these words – “I didn’t have time…”.

Although I could go into time management, this is not the point I want to make. Let’s call a spade, a spade and stop pretending that work doesn’t get done because people didn’t have time to do it. Think about it, when was the last time you heard someone tell you, “I have too much time”?

Life is as such as we accept more work and activities than we have time for, so claiming we didn’t have time for something seems like an understatement. In reality, what really happens is:

  1. the individual didn’t want to do the work in the first place;
  2. the person is procrastinating;
  3. the person has difficulties in prioritizing their activities and cannot make a decision to determine which piece of work is more critical and should be completed first.

As you can see, none of these options would be a popular answer, so people use the same lame excuse over and over again.

Now that you know there is no such thing as having too much time, you may want to ask the person using the lack-of-time excuse to provide the real reason why the commitment has been broken. That should make for an interesting conversation.

FAQ: Communities in the context of business

Since my first post on this topic, a few people asked me why I thought communities were a new way to organize and what complexity there was in applying communities to a business setting (i.e. for-profit organizations). I have defined what is a community in a business context and some of the rules they follow. Below are some of the recurring questions and their associated answer.

In a business context, what is a community?

In a business context, communities are similar to functional departments with some fundamental distinctions. In traditional setting, members of a functional department or of a project team work together to achieve a goal. With some exceptions, team members share nothing but their common goal and a common boss. By comparison, in addition to sharing a common goal members within a community also share common values and culture and they operate within agreed upon self-defined norms. I provided a few examples here.

Why are communities in the context of business different from other communities?

Communities that come together to carry out a goal are common but communities that aim to generate revenue to autonomously support themselves are no frequent. In traditional for-profit organizations, shareholders through board members select the management team for the organization. The management team (President, CEO, COO, etc.) become accountable to the board for their performance and as such almost always use a top-down (command-and-control) approach.

By contrast, communities rely on a bottom-up approach to decide their goals and those are seldom oriented toward profit.

Aren’t communities completely disorganized and as such, couldn’t work in a business context?

Communities could be disorganized but they wouldn’t be effective. Communities typically set up rules that will allow them to work efficiently. What may seem like disorganized entities within traditional organizations may actually bring better results.

In certain situation, a larger community may ask sub-communities to run within certain guideline and as such, would cut disorganization.

Why use communities as organizational structure?

Because communities are living cells, they are components of a living organism and are able to adapt to their environment.

A community can be born, live and die. A community arises when 2 people come together around a common goal, and decide to form a community.

A community dies when less than 2 people deploy energy to sustain it.

What rules govern a community?

I already provided an answer in this post but typically, communities work by the rules defined by their members. Some rules are implicit while others are explicit and clearly adapted to the needs of the community. The community may decide to create a space for expression and revision of its rules.

In his blog (English translation by google) Tremeur talked about the notion of rules and how they are relevant to the functioning of communities.

How can someone join a community?

Individuals can join a community by expressing their interest in the community, ensuring they are motivated by the goals the community has set, and by adhering to the rules of that community. Further information on this topic can be found in this post.

Can a community expel a member?

According to the rules under which it operates, the community may choose to expel one of its members. It is important to establish that the decision to evacuate a member is serious and can not be done without the approval of the majority (or unanimity) of group members.

An individual is part of a community if he is active in this community. Being active in the community means to actively and positively contribute to achieving the goals set by the community by working with other members of this community. If an individual is not active in a community, it is not part of that community (even if his name appears in the list of members).

How many communities can an individual belong to?

People can belong to as many communities as they wish. Individuals alone are responsible for setting their limit.

What is the largest number of members in a community?

There is no set limit.

If the number of members is jeopardizing the operational effectiveness of the community (9 members in a team would be a reasonable number), then it is likely that the community will divide itself into 2 communities, each pursuing different sub-objectives.

What is the role of leader of the community?

A leader is appointed only if the community decides to appoint one, and its role is defined by the community. Typically,

  • the leader ensures the respect of the common rules that the community has given itself;
  • the leader ensures that the community is visible and transparent;
  • the leader is the one who will link with other communities.

Who chooses the leader of a community?

Unlike traditional businesses where leaders (managers) are selected or appointed by their supervisor, the leader of a community is chosen democratically by the members of the community. Similar to the concept of holacracy, the leader emerges from the group because of its expertise and its commitment to advancing the community towards achieving the goals it has set.

Are all communities are connected?

Maybe, maybe not.

The link between 2 communities may be at least 2 kinds:

  • members belonging to more than 1 community;
  • a need expressed by a community for the services provided by another.

A community that needs support or resources from another community therefore becomes automatically linked to another community.

Can a community exist independently?

If it apart from other communities, the answer is “yes”: For example, communities of practice are primarily in service to their members, and this is enough.

Is that all communities have financial goals?

No. Basically, communities set their own goals.

As a commercial enterprise, some communities have financial goals to make sure growth and sustainability of the organization.

By contrast, other communities will be directly or indirectly serving communities with financial goals but will not themselves financial targets.

Other communities are communities of interest and have no link with strict financial targets.

Have you heard of “The Fun Theory”?

Volkswagen has launched a competition to demonstrate that FUN is the easiest way to change people’s behaviour for the better. The competition ends December 15th and the winner will receive 2500 Euros (US$ 3700).

“Take the stairs instead of the escalator or elevator and feel better” is something we often hear or read in the Sunday papers. Few people actually follow that advice. Can we get more people to take the stairs over the escalator by making it fun to do? See the results here.

To throw rubbish in the bin instead of onto the floor shouldn’t really be so hard. Many people still fail to do so. Can we get more people to throw rubbish into the bin, rather than onto the ground, by making it fun to do? See the results here.

Using a 360-degree feedback form to assess your leadership

Most organizations use a top-down approach to assess their employee’s performance. The assumption is that the individual’s manager is the best person to perform an un-biased, quality performance review. As I already pointed out, only archaic organizations still rely on this type of performance assessment (see #6). Not only are traditional performance review not representative but they focus on the skills and competencies the manager wants his employee to develop.

On the other hand, if you prefer a more comprehensive review, you may be interested in 360-degree feedback. This type of feedback mechanism covers various sources – boss, colleagues, employees, customers, suppliers, etc and as such provides better coverage for the evaluation of an employee’s strengths and weaknesses. In some cases, the employee may even decide which specific skills to assess.

360-degree feedback form

After working on the competencies required by my bosses for most of my career, I have decided to build my own 360-degree feedback form to assess my leadership abilities. You may download and use the Excel version of this form – a pdf version is also available. *

The form presents Weaknesses – skills to improve (in column C) and Strengths – skills to maintain (in column I). The evaluator must rate each statement or competency, using a scale from 0 to -4 (for the weaknesses) and from 0 to 4 (for the strengths). The evaluation scale is presented below.

Although there are 50 competencies, the evaluator is given a maximum of 25 points to allocate forcing them to choose which competencies to recognize as strengths or weaknesses.

Evaluation scale

  • 0: This competency is average.
  • +1: This competency is above the 50th percentile compared to the population.
  • +2: This competency is above the 75th percentile compared to the population.
  • +3: This competency is above the 10th percentile compared to the population.
  • +4: This competency is above the 1st percentile compared to the population.

Creative Commons License

360-degree feedback form by Martin Proulx is licensed under a Creative Commons Attribution 2.5 Canada License.


* Under the Creative Commons Attribution 2.5 Canada License, you are entitled to distribute, remix, tweak, and build upon my work, even commercially, as long as you credit me for the original creation. This is the most accommodating of licenses offered, in terms of what others can do with the works licensed under Attribution.

 

Why didn’t my plant tell me it was drowning?


The problem with slow feedback loop

The problem with slow feedback loop

I recently re-read The Fifth Discipline: The Art & Practice of The Learning Organization. Peter Senge talks about the impact of feedback loops in individuals and organizations’ learning process. Feedback loops (aka retrospection) are also critical in Scrum and the Agile approach.

What does this have to do with my plant you ask? Simple. I was the victim of a slow feedback loop myself and it almost killed my wife’s beautiful Azalea.

A few weeks ago, I bought my wife a beautiful Azalea for our anniversary. It was in full bloom. It was simply beautiful!

In addition to looking very nice, the salesperson at the flower shop told me it was low maintenance. This is a key feature for us since we usually don’t do very well with house plants. I bought the plant and took it home.

Following the instructions, we would add water every few days and made sure the plant didn’t have too much direct sun light. One morning, we noticed some of the beautiful flowers were starting to dry out. Experience tells us that when something is dry, you add water – so we did. We increased the frequency of the watering ritual from once every 4-5 days to once every 2-3 days.

Much to our surprise, the situation didn’t improve. Actually, it was even worst, more flowers were drying out – so we thought, let’s add more water. We moved the plant next to the kitchen sink so we would remember to add water every morning when preparing coffee. A week passed by and the results got worst. In addition to dry flowers, the plant was loosing all its leaves. It started to look pretty bad.

While I was preparing coffee this morning, I went to add water to the plant only to discover that the plant was immersed in water. There was so much water that it covered the earth in the pot! S*%t! We are drowning the plant!!

Then it hit me. Because we weren’t getting any obvious feedback, we assumed what we were doing was good and we continued until it was almost too late. Had we had indications sooner that our actions weren’t the right ones, we could have changed them and possibly address the right issue.

This is exactly what we teach our customers and what Peter Senge was explaining. Without rapid feedback loop, it may take a while for people to realize they have been doing something wrong.

Why is my brain like a 56K modem?

As I was driving to work this morning, my brain was going through a list of outstanding activities I wish to complete over the next weeks: finalize the structure of the strategic committee, contact client X to present our newest offering, work with the team to write their objective in SMART format, recruit a few more consultants, finish reading “Strategy Maps: Converting Intangible Assets into Tangible Outcomes“, finish reading “slide:ology: The Art and Science of Creating Great Presentations“, start reading the draft version of “Leading Lean Software Development“, and re-read ”Phil Gordon’s Little Green Book: Lessons and Teachings in No Limit Texas Hold’em“. I’m even listening to the audio version of Jack Welch’s book “Winning” when I’m in the car…

I love to learn and I like to read but there has to be a faster way to absorb information!

Then the 56K modem analogy popped-up. Sure, there are ways to improve my reading speed and yes, I possibly could try to read while I’m listening to music. It is somewhat frustrating to see that with the multiplication of information channels, we humans have limited abilities to simultaneously absorb more information.

Until someone finds a way to connect our brain to the Internet via fiber optic, I will have to continue prioritizing my activities.

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