Soft Skills

The language of systems is no different; No, it is not C++, Java, COBOL, etc., but rather simple English (or whatever your native language happens to be). In the past I have gone into length about the differences between Systems and Software, the two are simply not synonymous. Whereas systems include business processes implemented by human beings, computers and other office equipment, software is simply instructions for the computer to follow. Systems are for people who must also take an active role in its execution. In fact, systems will fail more for the lack of people procedures than they will for well-written computer software.

As trusted advisors, business analysts must never forget the value of collaborating with stakeholders at all levels of an organization. The world of Agile has demonstrated this very point and is doing so with great positive impact and effect on the bottom line of many projects. When initiatives and projects are not collaborative, there is always a failing point within the stakeholder community.

Quite simply, root cause analysis is a technique designed to unearth the real, often unknown reason why a business problem is happening, and then to propose a viable solution to fix it. BABOK explains that root cause analysis “can help identify the underlying cause of failures or difficulties in accomplishing business analysis work”[1] [emphasis added] and further clarifies that it is “used to ensure that the underlying reason for a defect is identified, rather than simply correcting the output (which may be a symptom of a deeper underlying problem).”

One of the soft skills that BABOK [1] specifies is communication, and for good reason—understanding and being properly understood is key to any profession, but especially business analysis, where details are king and unearthing them is meticulous work. And an analyst has multiple avenues of communication that affect her work.

Of the four articles in the series, this particular article is the most sensitive. If not practiced with caution, trying to influence someone or a situation could have a devastating impact. Therefore, this article comes with a disclaimer: “Stupid is as stupid does.”
 

Teams that are geographically distributed and primarily work virtually face many challenges. One of them is sharing knowledge. I am part of an organization which has a team in Denmark responsible for development of the platform we support, while a team in India is responsible for the maintenance.

Now that you’re prepared to work with executives, I’m sorry to inform you that the tough stuff is about to begin. While preparation and understanding are crucial elements, and speaking executive language further deepens our conversations, the real meat on the dog bone is taking the next step and beginning to develop your relationship and establishing yourself as a trusted advisor.
 

In this four part series, I will give you the confidence and motivation you need to make a difference; a difference that will allow you to “Bark with the Big Dogs.” What I’m about to share is tried, tested and true. There are no gimmicks. Before you read on, ask yourself this: “Am I willing to try something different?”

I learned this in a virtual meeting where about 10 stakeholders were invited to give input to a mock-up created by our project. They were all subject matter experts within the area, and had earlier provided some input on an individual basis. I walked through the whole thing, and what happened? There were no comments or suggestions. I couldn't believe it. I know that subject matter experts always have an opinion.

There are three basic checkpoints the business analyst can facilitate to help ensure that he or she is on the right track. Two are informal, merely a get-together with other parties to review the situation and not fraught with the imprimatur of approval. The other is a more formal presentation. I’ll address each of the three checkpoints in this series.

December ought to be a month of celebrations, but for managers it often isn’t. In many companies this is the time for the yearly performance appraisals. When top management is not trusting employees, and employees are not trusting top management, the middle manager is usually caught between a rock and a hard place. But they don’t have to be.

Leadership is like genius, it is one of those concepts that is recognizable when you observe it in action, but is otherwise somewhat difficult to define. And creative leadership is even harder to define because we haven’t been focusing on it in the context of business, unless we are talking about new product development. But creativity and innovation in the business world is not just about product innovation. 

As I've had the honor and privilege of mentoring and coaching business analysts (BA’s) one of the areas that has been a challenge to some is moving from facilitating and eliciting face to face meetings to facilitating and eliciting virtual meetings. More and more BA’s are working remotely, work for companies who have global businesses as well as companies looking at very creative ways to cut cost which may result in having business analysts work from home.

Employers are looking for critical thinking and an ability to adapt, invent, and reinvent; collaborate, create, and innovate; and an ability to leverage complexity to compete. Standout companies are using projects as the hotbed of creativity – so that means BAs and PMs have to step up their game. According to the 2011 CHAOS Report from The Standish Group, only 37% of projects delivered on time, on budget, with required features and functions.

So many IT projects ultimately end in failure and are simply written off. Same old story, time and time again. Why is it so hard? Why can’t we figure out beforehand whether some solution will actually work once we roll it out? Most project management approaches and many IT methodologies include steps for building business cases and provide guidelines for project planning and estimating. What’s missing?