Monday, February 7, 2011

30dA - Your 30 day agenda

Days 1 thru 5

Guiding principle: "Find out why you are there. Not what they told you, but what are the real issues that need to be addressed!"

An “issue” can be defined as a situation, problem, or activity that has happened or is happening which impacts upon the expected outcomes of a process. This can be thought of as a gap between your actions (activities) and stakeholder expectations (expected outcomes). In consecuence, Issue Management is the process used to close that gap thus aligning organizational activities and stakeholder expectations. Chances are, there are plenty of gaps that need to be narrowed.


A simple, and inexpensive, Issue Management Application can be of great help. When there is little time, order and efficiency is essential.

Tuesday, September 16, 2008

Tragedy of the commons

Sounds (looks , feels, seems, etc.) familiar?

The Tragedy of the Commons is the title of an influential article written by Garrett Hardin, first published in the journal Science in 1968. The article describes a dilemma in which multiple individuals acting independently in their own self-interest can ultimately destroy a shared resource even where it is clear that it is not in anyone's long term interest for this to happen.

Modern commons

The commons dilemma stands as a model for a great variety of resource problems in society today such as water, land, fish, CIOs, and non-renewable energy sources like oil and coal. When water is used at a higher rate than the reservoirs are replenished, fish consumption exceeds its reproductive capacity or oil supplies are exhausted then we face a tragedy of the commons.

The Commons Dilemma

The commons dilemma is a specific class of social dilemma in which people's short-term selfish interests are at odds with long-term group interests and the common good. In academia a range of related terminology has also been used as shorthand for the theory or aspects of it, including resource dilemma, take-some dilemma, or alternatively common pool resource (CPR).

Motivational factors

First, the research shows that some people are more motivated than others to manage the common resource responsibly. Using the commons dilemma game, researchers found that people with "prosocial" value orientations harvest less from a resource during a period of scarcity. "Prosocial" individuals are also more inclined to engage in sustainable environmental behaviours such as taking public transport (instead of the car), conserving energy and water, as well as explaining their decisions in terms of environmental impact.

Strategic factors

Strategic factors also matter in commons dilemmas. One often studied strategic factor is the order in which people take harvests from the resource. In simultaneous play, all people harvest at the same time, whereas in sequential play people harvest from the pool according to a predetermined sequence—first, second, third, etc. There is a clear order effect in the latter games: The harvests of those who come first--the leaders--are higher than the harvest of those coming later—the followers. The interpretation of this effect is that the first players feel entitled to take more. Whereas with simultaneous play, people may adopt an equality rule, with sequential play, individuals adopt a first come-first served rule. Another strategic factor is the ability to build up reputations. Research found that people take less from the common pool in public situations than in anonymous private situations. Moreover those who harvest less gain greater prestige and influence within their group.

Structural factors

Much research has focused on when and why people would like to structurally rearrange the commons to prevent a tragedy. Hardin stated in his analysis of the Tragedy of the Commons that “Freedom in a commons brings ruin to all” (p. 1244). One of the proposed solutions is to appoint a leader to regulate access to the commons. Not surprisingly groups are more likely to endorse a leader when a common resource is being depleted and when managing a common resource is perceived as a difficult task. Interestingly, groups prefer leaders who are elected, democratic, and prototypical of the group, and these leader types are more successful in enforcing cooperation. There is a general aversion against autocratic leadership--although it is quite an effective solution--possibly because of the fear of power abuse and corruption.

Sunday, September 14, 2008

Collaborative - Your first 30dA


So you're in! Now What? Seriously, you can't go around the place begging for tiny morsels of time to talk to someone, while others do their work and "pretend" they are bussier than they really are.

You may have full support from the people who hired you, but at this specific point and time, they are minding their own business (literally). After dedicating countless hours, and money, in interviewing people, selecting a short list of candidates, and .... hiring you, what else counld they do. Moreover, what else would you do? Be honest with youself, they can't spend more time on you for the moment. Your on your own!

Oh, one more thing. When all this is happening, other things are brewing in the shadows. Don't be naive in thinking everyone loves you and your here to save life and limb. For many, your a pebble in the boot, and they want you out, sooner than latter. 

So, what can be done?

Well you can start by going public. Many people who are in "difficult situations" go public. Tell everyone what your going to do. Moreover, get everyone involved by telling everyone what everyone is going todo.

To do this, put together your first 30dA (AKA: 30 day Agenda).

Saturday, September 13, 2008

Tip: You need a plan. Where to start?

Know your enemy

"So it is said that if you know your enemies and know yourself, you will fight without danger in battles. If you only know yourself, but not your opponent, you may win or may lose. If you know neither yourself nor your enemy, you will always endanger yourself."
Sun Tzu in "The art of War"

Start by trying to harness third-party, "Let's see what the new guy can do", anxiety and begin by looking for "Stategic alies".

So, put together a preliminary agenda with each and every manager and get down-to-earth answers to the following question:

0. "If you were me, what would you focus attention on?"
1. "What do you want to keep?" 
2. "What do you want to change?" 
3. "What do you want me to do?" 
4. "What are you afraid I'll do?" 
5. "What else do you want to ask me?"