Optimizing Milestones
We have first rounds of discussion with CEOs, CFOs, CTOs, COOs and first line managers to understand their challenges, wish list and pain areas, if any. We also involve selected senior developers, testers, designers to get 360 degree understanding of the organization. This activity does take some time but it is important that we do not miss any inputs, factors, assumptions or constraints because we will be able to base our initial analysis only based on these interactions & observations. This is where we collect requirements of the organizations and get buy-in.
Based on our discussions with top management, senior management and senior engineers, we prepare initial report which includes synthesized analysis of challenges, wish list and pain areas. We put them in appropriate buckets and prioritize them in accordance with management team.
We carefully examine each wish list, challenges and map it to different processes, models, standards and frameworks, like, Agile Methodologies, TQM, ISO, Six Sigma, CMMI etc. We suggest the organization which path to take to achieve optimal coordinates. Each framework has its own benefits and we would like to realize benefits of each one of them in most cost effective way.
We also look at that what kind of engagement model is cost effective to transform the organization or its part to the new way of working. We look at engagement models, like, LES, VES, FIS and combination of them to address the improvement areas identified in initial analysis report.
We present our initial analysis report to management team and senior engineers, seek their buy-in and fine tune it to have more optimal outputs. In nutshell, we define the strategy and approach which will create a high performing culture in the organization.
We start looking at each and every improvement as mentioned in the plan and play the role of catalyst and coach to realize the improvement. Catalyst means a substance that initiates or accelerates a chemical reaction without itself being affected. Like a catalyst, we do not change base of the organization but include tiny steps to improve the way of working.
Being coach, we take the team to new journey and assist them in each and every way. We make the learning’s part of team’s culture.
We play the role of coach and change agent to make new learning’s part of the culture. Soon, everyone starts working as per new way of working without even realizing that they were working in different way earlier.
Its time now to demonstrate value as discussed earlier. We measure ourselves on 3 parameters, profit, customer satisfaction and employee satisfaction and measure these at different stages to demonstrate value. We measure ourselves on few other parameters as well, as agreed upon in the improvement plan to reflect the real improvements.
