When Urgent isn't Urgent at all

In January I was chatting with someone I know who asked if I knew anyone who could ‘operationalise a project’. What he meant was that his company needs help with business readiness and handover of what has been a very long project. Of course I reminded him who he was talking to and started asking questions about what was needed and the timeframe. Our conversation concluded with a mutual understanding that the need was urgent.

Now urgent to me means that the situation is important enough to require immediate attention; straight-away, no mucking about, decision made, let’s get on with it. Even the online Compact Oxford English Dictionary defines the word as:

urgent    adjective   1) requiring immediate action or attention   2) earnest and insistent

Pretty clear really isn't it? Apparently not...

Mind the Gap – Where emotional intelligence rules

Anyone who’s been on London’s Underground will have heard the world famous warning for passengers. “Mind the Gap” was introduced in 1969 to warn passengers about the space between the train carriage and the platform. Just like passengers in a hurry or who think they know best run the risk of falling between the two, businesses need to maintain conscious awareness of the very real and tangible gap existing between their strategy and desire to achieve effective operational change.

Business Strategies are specific when it comes to the organisation's mission, vision and objectives; Direction is clear, ROI specified, and growth expectations and market share targets listed to support both. Now the challenge starts. This beautifully constructed well thought out strategy must be turned into operational reality and if the strategy is one that sees the business moving through previously uncharted waters, there will be the inevitable changes along the way to operational practises.

What's all this got to do with emotional intelligence?

Close the Gap

Readers Survey - Results

There are very few instances in fact I struggle to think of even one example, where an IT-led project will not impact the organisation through some sort of structure, people or process change. Time and again I see a gap existing between the delivery of a project and the organisational change it inevitably creates. Often companies will engage expensive consultants to help with the organisations cultural and process changes; sometimes they do this at the same time as running an IT project, however even if the two are running in parallel they’re generally tracking along their own path and seldom if ever come together.

Because I specialise in this area I wanted to understand if the critical success factors and challenges this gap presents to a business have changed with the global economic climate. I was also interested in the actions or processes you are taking or putting in place to reduce this gap. Hence the December Survey - Organisational Change and IT-led Project Management Processes.

So what did the survey tell me? Well, some very interesting things actually but you'll have to read on to find out.

The Secret to Igniting Possibility

I’ve spent my career working in and on projects on both sides of the fence with many talented people and some less talented who, with genuine attention and guidance, have been able to develop to their fullest potential. I’ve also seen those who’ve been left un-nurtured become despondent, frustrated, and resistant to everything. Regardless of the project or industry sector people are it, which means that if we as leaders are to achieve tangible leadership success we must shift our behaviours first to then help others ignite the possibility. Having watched listened and learned from various gurus and role models, I’ve picked out what works for me and put aside what doesn’t. Here then are my thoughts on 5 common business behaviours that when consciously observed and altered can and do ignite possibility and create different outcomes: