SharePoint 2010, 3 challenges, organization, adoption, Toby Elwin, blog

3 challenges to SharePoint organization adoption

SharePoint provides organizations and all who work within them to take knowledge from someone’s hard drive and to a shared forum that fosters collaborative solutions. SharePoint meets two distinct organization objectives: Publish — Save to a SharePoint site in place of your hard drive you Collaborate  — comment, edit, alert, discuss, track, and manage To foment that value, as the Microsoft SharePoint Overview shows, SharePoint helps build: Sites, Composites, Insights, Communities, Content, and Search Great concepts and look at all the options available. However, I have found three challenges to SharePoint organization adoption. Heading into to their territory, or down the rabbit hole, as the case may reveal, we have three challenges: Application Portal Interface The challenges limit end-user adoption and the way people view a SharePoint alternative to current tools or workflows to accomplish or frustrate their work. The SharePoint:  Sharing is Caring Whether improved or …

sharepoint, community persona, intranet, design, Toby Elwin, blog

Community persona for SharePoint intranet design

SharePoint intranet site design that leaves out understanding user need offers little more than propaganda for what you hope sells.

Hope for a community to buy-in is not much of a strategy.

Conversely, community commitment happens when people return to seek value, exchange value, and contribute value with, and for, each other.

Can you build that? Yes, particularly when you start with a community persona strategy to identify end-user motivations and the transparency to contribute to their need.

Commissioner Gordon, Batman, Robin, change management, Toby Elwin, blog

Change management is dead — the rumor

OK, Information Technology, you win.  You can have it.  You’ve ruined it beyond recognition anyway.  Only left me a shell of a concept that, at one point, had so much to offer an organization.  The ‘it’ I longingly refer to:  change management and today change management is dead because the I and the T of information technology has killed it. The change management that Information Technology (IT) advances is a limp version of the high school, sports, star Organization Development (OD) was and on a playing field where once we excelled.  Change management was OD’s domain of excellence. The concept, simple:  how to intentionally manage change to meet objectives.  That was our business value. That was OD’s time to shine. Now? Now change management is a footnote, an add-on, a Frankenstein stitch to a hardware, software, and IT service roll outs. Worse, led by …

change management, pain, Toby Elwin, blog

Buyer persona for organization strategy and development

The technical skills, frameworks, and tools that HR and organization development rely on to understand, communicate, and motivate interventions for people and organizations needs a reboot. A relaunch. A restart. This starts with a peek outside their profession: enter marketing, with a social media twist.

The persona effort, based on the usability and goal-oriented design, is a superior framework to plan, launch, guide, monitor, and manage organization interventions and change management initiatives than many organization development frameworks.

Social Media: Fight Flight or Friend, Shifting Role of Social Media in Business, toby elwin, st louis, organization development, Shifting Role, organization development, Business, adobe

Social Media: Fight, Flight, or Friend — organization development presentation

Below, my slides from today’s Shifting Role of Organization Development in Business Conference in St. Louis. To view presentation within this site, scroll below the 2 slides.  You can download Adobe Acrobat or PowerPoint version just below. Many thanks, once again, for the St. Louis Organization Development Network invitation and their efforts bringing the community together. Download my PowerPoint version to review my page notes for more detailed notes and sources. View on SlideShare and more to come from day’s fantastic conversations.

change agent, bullseye, Toby Elwin, blog

Change agents are your organization’s real leaders

Market change, economy change, technology change, workforce change, communication change, today change riddles stress cracks in organization foundations. Whether 80-year-old companies, Fortune 500 stalwarts, or new-technology dynamos, change is as much an on-going assault on organizations as rust is an ongoing assault on metal. Change agents are your organization’s saviors. Tomorrow’s relevance is seen through your change agent’s lead. What is your organization’s relationship with change agents? How you and your organization treat change agents reveals as much about a dedication to relevance as it does about your organization’s relationship to market reality. Change agents seed organization with the thought-leadership and options for tomorrow’s relevance.  At even greater impact change agents tend, weed, fertilize, and till the soil that produces market fruits. Change agents, unfortunately, are also the ones with the figurative bulls-eye on their back. It’s not the strongest species that …

New cliches for organization development, Toby Elwin, blog

New clichés for organization development

Companies develop their own language or accepted terms.  Professions develop their own lingo. Organization development clichés are just as tired as all other jargon. People use stock phrases or go-to frameworks. Clichés are an attempt to communicate, to create a common understanding, to fit in, to prove what you know, and to make sense of the situation. Jargon, clichés, rhetoric  – talking while saying nothing. The problem arises when clichés obscure meaning and just fill dead space.  This leaves people frustrated by lack of progress, lack of clarity, and a host of assumptions, never resolved. Business jargon has led some to play a game known as bullshit bingo: Before a meeting or seminar write out top clichés within your company, team, or profession, as people speak, check off each phrase from your list; keep yourself amused; Add to the fun:  before a meeting …

Top 10, blog, posts, 2011, Toby Elwin, ABBA, fad

Top 10 blog posts for 2011, 5 to 1

Top blog posts from 2011, from number 5 to number 1, a follow-up from Top 10 blog posts for 2011, 10 to 6 5.  The cost of culture, a 50% turnover of the Fortune 500 — This blog came about to reiterate that change is constant and the things that may have gotten a company to the Fortune 500 are not what guarantees a company can stay in the Fortune 500.  This blog reviews that in a 10-year period 50% of the Fortune 500 companies no longer remain and that perhaps this turnover is the failure of company culture to adapt. 4.  Scope or: how to manage projects for organization success; impact analysis template — This 1 of a 4-part series on project scope and the impact scope has on project failure.  This blog includes an impact analysis template to identify …

Toby Elwin, 2011, top blog, competing values

Top 10 blog posts for 2011, 10 to 6

Closing out 2011, I look back at the year’s most viewed posts as a chance to reflect on topics I blog about people view most. Why were some viewed over others:  topic, time-of-year, day-of-week? In descending order: 10. Competing values drives your organization out of business — A 2009 blog about organization culture’s impact on change and what happens when organizations who can not identify or manage culture get stuck, become irrelevant, and vanish.  This blog talks about a culture identification tool called the Competing Values Framework and has a follow-up blog The cost of culture, a 50% turnover of the Fortune 500 that appears in 2011’s top 5. 9.  4 Tips to use Twitter for project management — Written in January, 2010 this blog seems to have hit a note.  This was 1 of 2 blogs eventually highlighted on …

project management, process, promise, Toby Elwin, blog

Project management is not a process, but a promise

A project introduces something new.  New requires change from what was to a promise of what will. The project deliverable, or promise, undertaken without a process is a leap in the dark. No sane person will take a leap in the dark without some promise or rational premise of: What will be, What it will cost to get there, and How long it might take to get Process reduces risk. Project management process reduces project risk and reduced risk increases a project’s success rate.  The project goal enables the firm goal and the project promise enables organization promise. A project launched to a promise to deliver on time, on budget, and within scope relies on a team of people to manage project process, but does not hold project process above the promise. Process as hope Project management is a reliable, repeatable process to …

carbon cycle, systems theory, root cause, organization development, Toby Elwin, blog

Root cause and critical path, that’s organization development

What is organization development? Yes organization development: Training and Leadership development and Coaching and Performance management and Change management and Communications and Organization design and Competency models and Strategic planning and really so much more It is almost more confusing than helpful to really say what organization development is. This challenge spills over when I am to bring organization development with me to look at a performance management plan, but told not to touch incentives, coaching, or talent development. Or asked to provide change management, but not allowed to meet with the top of the house to identify communication points or told not to touch skills-gap analysis, training, or performance management. When I look at an organization, a department, a team, or an individual, I see each in a frame of the system they work within.  The general characteristics of a …

Fistful of beans 05/11/2011

4 of things I’ve seen, read, or thought might seed results: 1. Think About Diversity of Thought — Diversity Executive Magazine Organizations have cultural norms that employees are expected to work within.  Ideas presented by employees need become judged on value, not judged on the different perspectives they represent.  Thought diversity introduces not only different viewpoints, but also differences in approach and how individuals look at the world through that lens of experience. This diversity of thought then becomes both commercially valuable and helpful to the overall organization’s culture. In 2009 I had some thoughts around qualitative diversity and cognitive diversity when I wrote Diversity facade and Diversity facade, diversity hijacked.  Both originally inspired by a white paper I authored while at Deloitte Consulting. 2. New Efficiencies in Health Care? Not Likely — Wall Street Journal In this author’s experience of the British health care system …

Communication, change, and your mission — if you choose to accept it

Change is fun for some:  the energy of the unknown, the passion instilled in people looking forward to a new adventure.  Some embrace the unknown as an opportunity to both learn, grow, and stretch their current perspectives. Change is pain for some:  the feigned excitement for heading into unknown, the new roles and responsibilities to learn.  And having lived through so many failures that all began with the same patterned enthusiasm many can’t be bothered and opt-out. Which side of the fence are you on?  Which side of the fence is your team on?  Which side of the fence is your organization on? The Communication Mission Regardless of the fun for some, there is a distinctly important group of people who need a bit more assurance that this time things are different, that this time you and your executives are …