Category Archives: Change Management

Next Level Information Management: Moving from IT Services to Business Challengers

ERP systems are in the dead end

A couple of years ago, when we helped a client in the Middle East to select the appropriate ERP and EMR system, we evaluated the big players such as Oracle, SAP and some niche players like Infor. Already by that time, the systems were big, monolithic and inflexible.

And it was not too long ago when we proudly moved the ERP system to a global single instance and some clients outsourced it to a managed cloud. It was a lot about standardization and cost savings, and today it is still about standardization and cost savings, however, these monolithic system nowadays cannot adapt to the real process and system requirements from the business. In addition, the complexity and data volume increases exponentially.

So on one hand the IT standardization seemed to be the right direction and the process adaption was underestimated. Spending more budget to standardize IT systems and migrate ERP systems to newer releases does not necessarily mean that the processes were improved because they did not reflect the changes through digitalization enough.

On the other hand, to replace an ERP system which has been implemented in the nineties with standardized processes is politically and technically difficult, especially when the company is using centralized and standardized systems and now needs to respond to a more agile and fast changing world out there.

CIO’s are now challenged with monolithic ERP systems: where can we add value and remain economically?

How do we transform our ERP landscape to enable an intelligent enterprise?

Let’s assume you define and develop ERP roadmaps in order to simplify, standardize and automate business processes and systems by leveraging industry and best practices. You do not replace and redo but you start about rethinking and redesigning your backbone of your company.

Where to start?

The first three questions you need to think about, despite any budget restrictions, is commerciality, role of your IT team and results.

  1. Where does our IT add value?
  2. How can we work as one team instead of a bunch of individuals?
  3. Results: do we deliver a profit at the bottom line? Where and how can we make our contribution?

In order to achieve this, you need to provide the quality of being trusted and believed in. It is all about credibility by making the right decisions on skills and capabilities of your teams.

The bridge to get there is to start with the data. What are we doing with the data? You need to lead by example, inspire your people that they could become better than they ever thought.

So you start from a new mind setting to go from a classic IT Service to a challenger role. If you compare to the past initiatives, which were often those mega programs which did not bring the expected results, you change the approach into smaller initiatives – becoming more agile, flexible and keep learning. Move skills fast and stay customer focused by setting a product to a service.

Fail fast and learn fast.

You must lead by example, otherwise you team will not follow you. Communicate the framework, ensure you invest in the right skills and trust your team and let them do.

However, breaking large IT initiatives into smaller pieces contains risks of giving up more control and needs a change in the mind shifts in order to respond faster to the outside changes. For example, if you consider the 3rd question about profit, you will face difficulties if you did not communicate the “why”. Leading by example means you need to provide purpose and gain the trust of your people you are working with.

Changing the perspective

To change the perspective, you need to understand where you are today and where you want to go. How are companies changing the way they work when the world has changed as we never seen it before and the way to implement the strategy as well?

How can companies applying the industry shift?

If we look at the challenges companies are facing today, a large number of them are in part due to the board and management not recognizing how an Industry is changing and what it will mean for their future.

Looking at the future, the approach taking place due to technology between industries mean that traditional ways of looking at competition and substitutes are not enough.

A starting point could be to look at different dimensions where you are today and where you need to transform towards developing new capabilities. This will help companies to make decisions moving in the right direction.

Dimension Today’s analysis methods Industry shift to innovation
Mindset Analytical, logical and linear Creative and disruptive
Ambitions Logical Offensive
Future considerations Stable, expected to be like in the present Unstable, expected to be different
People perspective Rational Purpose and Passion
Business models Preserve and fine tuning existing business models Develop and test pilot projects of new business models
Example of tools SWOT

PESTEL

Value chain

Porter’s Five Forces framework

 Disruptive Innovation

Business Model Canvas

Strategy Innovation Canvas

Innovation Pyramid
Level of change required Difficult, expect resistance Love to create it, make change happen
Sources of Experts supporting this approach Michael Porter

Harvard Business School

 Gary Hamel

Rita Mc Grath

London Business School

 

This framework does not mean companies have to abolish every approach they follow today, it should help to highlight where to break the old thinking paradigms and provide a starting point for the transition towards creativity and innovation which are critical for responding to the new challenges.

Communicating the framework

Before communicating the framework, companies need to map their purpose, ownership, resource allocation, competencies, strategic and cultural fit, deal flow and assessment to the capabilities required to implement the change. This is lot about what companies expect, what they need and how they plan to go about getting it.

So what is this about the mindset shifts in an agile, flexible and learning environment?

Communicating the framework, you need to consider the following:

  1. How do we move from pure profit thinking to purpose?

If the purpose is clearly communicated, the profit will be more likely achieved because they know where to focus on.

  1. How to we move from strict and inflexible hierarchies to networks of collaboration?

This goes back to giving up full control, trust your people and let them do. It is actually giving more power to your departments, countries and affiliates instead of communicating orders from the head office. As a CIO you act more as a coach who enables people to become more stable in a challenger role instead of only being regarded as IT Service or other supporting functions.

  1. How do we move from a strict controlling to an empowering environment?

This is about overcoming the conflict between the powerful controllers and finance people, who lead by Excel, however it turns out to be counterproductive if people are not empowered to act agile, flexible and more independent. As a CIO, if you do not trust your people, you will not be able to empower them.

  1. How do we move from planning to experimentation?

In the times we live today, long term plans became obsolete and short term plans are difficult to predict. Believing in your people means to give them freedom to experiment, taking into consideration that they may fail. Just remember the rule: you can fail, but fail fast and learn fast. This is a part of the framework – we do allow to experiment but we watch carefully to interfere when it is time to stop, learn from the mistakes and move forward.

  1. How do we move from privacy to transparency?

I have often seen how head office people were hiding full information to their subsidiaries in order to protect their power. This behavior is contradictory in times where you will only succeed in empowering your subordinates in order to remain successful in uncertain and fast changing times. Transparency works on both sides. Your subordinates become also transparent, hence there is enough information to step in when a correction is required.

Why change management should start with the individuals

In my previous post I elaborated on how to recognize and say goodbye to the collective madness. We’ll take it from there.

From nonsense to sense

Delusion is necessary in order to no longer trust the stereotypes from the collective madness. We have to act beyond the senses because we are presented with new irrational explanations, which are totally absurd.

How is it possible to go through a change management program in a company when people are appropriately conditioned, programmed and brainwashed?

Does the elite really want their people to wake up which eventually will lead to the collapse of the system?

Waking up starts with a strange feeling – something is wrong here. There is our possibility to recognize our own power and the power to get out of the structures. Leaving the hypnosis to seek something deeper, which is more connected to ourselves and not serving the interest of other people.

How can something new emerge? No one owns the absolute truth. However, those who claim we should talk and encourage a dialog try to influence the other to change their mind to believe in their opinion. We should remember that an opinion has no value unless we give a meaning to it.

If we try to recognize the substance like a sparkle of truth in the other opinion, it is a challenge. We start questioning our own position and our own opinion. Try to observe if the other opinion is causing any feelings or doubts about your opinion. Remember that no person or statement can cause an emotional reaction without you giving them permission to do so. We are responsible for our feelings and emotions – no one else. That is the key to inner and outer abundance. To recognize your shadow parts in yourself does not mean you need to denounce the other person who has the opposite opinion.

However, that is exactly what the majority does. Talk the other down to elevate yourself.  Instead of exchanging ideas, you are excluded if you don’t follow the majority. That is currently best visible in politics and mainstream. The different opinions presented are part of the comedy being played. What is more interesting is to see the purpose behind. Moreover, the mechanism is more hidden in corporations, because it is more pending on the common values a company lives. Instead of a comedy, it is more a like a constraint.

Why we should pay more attention to the outsiders

Why should we pay more attention to the outsiders? Those people disturb, however, they often say the truth. Remember the court jester in the old days? Today, when the children in school are not adapted, they are made well-behaved with medication.

In fact, the detractor points out the pain, the things which are going wrong and are defamed by the majority. These people make us the topics aware, which are causing the pain. The majority opinion does not want that we recognize our real deep pain and begin with cleaning up ourselves. Because it is about changing the current structures towards self-determination and that is a threat to the ones who are in power.

Introspection

Whether you are a leader, manager or employee – ask yourself: Can you maintain your opinion? Can you speak for yourself? Can you remain authentic? What is your truth without defaming the other person who has an opposite opinion? Try to analyze your behavior and try to understand how you are viewed by your team. From this self-assessment, look at what you do well and where you can improve.

Look at the change and transformation programs in corporations: decisions about the future should consider what it means for the person who is impacted. The incapability of compassion, intuition, empathy, seeking balance, understanding the consequences of cause and effect show pretty good why things are going in the wrong direction.

Looking at the other people impacted is only one perspective. What about yourself? When we see a person in crisis or suffering, most of us are somewhat good at extending our compassion. However, when we are hurt, we mostly omit to give the same kindness to ourselves.

If you want to get out of the gap, don’t wait until it is too late. Most people know that they are not living the life they want and still continue until they get a burnout or become sick. Then, when it is almost too late, they start to think about what they did wrong. The question is: why are so many highly compassioned people reluctant to turn their kindness inwards?

By entering new awareness levels, you need to clean up the rooms on your new inner floor reached. Where are your dark parts which are mirrored to you from your “enemies”? What kind of life do I follow which burdens my future? Do I know the power of bad habits and how can I change them?

The suppressed anger and traumas carrying with us are now emerged, visible and recognized. This is a good sign because we can start with the cleanup. The crisis is required to start questioning your own contribution to this crisis. This is not about accusation or to condemn yourself, it is about a total commitment to introspection.

You will realize the difference between solving your own problems instead of receiving a salvation from the outside. One recognition is when you stop blaming others or the collective madness. Another recognition is when you become a listener and the non-language of awareness reaches your soul and strikes a responsive chord. It really has to go into your DNA. You have to feel it.

You become much more relaxed and you welcome more moments of silence. Reflection and self-examination will help to become clearer. You will see through the fog and clouds and you can carry your old beliefs and conditions to the grave of illusions. Your actions will change. You will reach a new level and your responsibilities and complexity rises. You need to think beyond your skills, it is about your integrity and being authentic. Be aware of relationships, power and influence because we tend to respond to others in the same way we are treated.

Finding the reset button

The truth is always uncomfortable when the illusion collapses. The truth is simple. Why is simplicity so complex? Isn’t that a paradox? As long as we recognize that we are deceived in the measure about our self-worth, it is not complex. The lies are sold with liberation. Eventually, the individual and the society are the two poles. The art of dealing with enriched relations begins with the confession and the search of one’s own weaknesses, mistakes, disabilities and limitations. The big question that challenges us all our lives is, “Who am I really?” and not, as we are suggested, “How shall I be?”
Once you recognize this, it is the real life. When your inner experience is in accordance of what you can do and what you are doing – you are at peace with the world and yourself. Do not follow anyone, live yourself! If you are in peace with yourself and what is around you, you can easily cope with others.

Deciding freely requires not only clarity what I really want, but the experience of the feeling, as if the achievement had already been there. So when I decide for a task that gives me pleasure, it is not just about choosing out of my heart but above all, by feeling and experiencing this joy at the present moment.

If you become the observer of the theater and the game, you stand above the pendulum of the comedies and dramas. You will not let yourself be dragged into the game.

Do not take the old rules of the game for granted. Systems raise and eventually fall apart.

Not so frequently asked questions

Consider the rules of attraction. In their books “New Beginnings” Esther and Jerry Hicks asked some good questions which come to the point.

  • How many people who are part of your life have you attracted? Answer: All.
  • How much of your life do you control? Answer 100%
  • How many other people create something in your reality? Answer: No one.
  • How many other people bear responsibility for what you experience? Answer: No one.
  • What role does happiness or coincidence play in your life? Answer: None at all.
  • Who is the sole and sole creator of your reality? Answer: You.

Choose life!

How to recognize and say goodbye to the collective madness

What would you do when you suddenly wake up and realize your whole career, in fact, your whole life until now was just a dream? Is this a relief or a new nightmare? “None are more hopelessly enslaved than those who falsely believe they are free” was already quoted by Goethe more than 200 years ago. Are you confused and overwhelmed with your job and what is presented from the media because you realized that something goes in a total wrong direction?

We live in a time of radical changes. Radical in this context means that the regime and systems we perceive as some kind of steady, whether we like it or not, are falling apart or changing faster than we can mentally cope with.

Dramatic development

The dramatic development takes place at two levels: at the collective, such as state, society and corporate level on one hand and at the individual level on the other hand.

Both levels are changing dramatically and currently, in terms of awareness and perception, going in opposite directions. However, they are moving eventually in the same direction of truthfulness.

Why is that so?

If you look at history and the evolution of human beings, this is not new. Perhaps what is new, is the increased pace of the change in these days. This can cause panic on both levels.

Collective madness

It may sound paradox but let’s begin with the more easy level – the collective systems. The more challenging level is the individual level, which we address later.

Everything has a beginning and an end. Like the rise and fall of empires, nations, systems and corporations. The current systems are in an end phase and the new “thing” is in its throes. The old systems are shaken with overlapping and deep changes, trying to survive by retaining their power while in the meantime putting more pressure on the individuals.

In order to survive, one form of the resistance is to deny the need of change by a compulsive adaptation. This consequently causes more resistance by the individuals. In some cases, this is intended to provide after the collapse a newly constructed order or solution.

We can see how societies, also reflected in the changes of corporate behaviors and cultures, are drifting apart. A higher number of employees see less and less a sense in in their jobs. People are overwhelmed in their daily fights for survival and are increasingly micro managed at work. Most people simply ignore it. They do not want to get into it. They do not think about this during the day and after work, they compensate with sports or their hobbies which is fair enough. We cultivate our mindfulness and still, there is this feeling of anxiety or inadequacy when we are looking at the big picture.

“There is no doubt that the elites have recognized that something is going wrong here. However, the answer is likewise simple and terrifying.”

The obsessive urge to adaptation makes it obvious to declare an aberration not as a failure but as a normal state. Just make the majority think a dysfunctional system is a normal state and you can continue the old way or preparing a new construction after the system collapsed.

What is happening right now is more a cultural and personal alienation, but the key message here is: we don’t realize it because the majority behaves like that.

We, as individuals, do not develop ourselves as we really are – with our capabilities, personal developments and also our limitations. At the corporate level, we should contribute to the “change” and “efficiency” programs, we should be hardworking and disciplined to become successful, regardless if it is sensible or not. As long as we are adapted, everything is great.

Who am I?

Because it is obviously not like that, we are in a permanent conflict: the individual, who I am and who I want to be compared to the one I have to be in order to get the blessings from my boss or my colleagues. Some corporate creepers do this on purpose to get up the career ladder. The question is, do you feel good by giving up your individual freedom? Are you still genuine with all your characteristics, including your fears, inhibitions and insecurities? By being a perfectionist, you limit your individual freedom. How about giving up the full control and having more trust in the flow of life?

It is a paradox, because today we have so many opportunities and information easy available. However, we are prevented because we are pushed into a certain direction. This starts with the belief systems of our parents, the dogmas during school and the unspoken rules when we are at work. Hence, most individuals ask themselves: how do I need to be in order to be accepted and becoming successful?

It is important that we understand the purpose behind. School systems are not really interested in education and personal growth. The purpose behind is bringing up citizens who are adapted to the authorities. I am not blaming the teachers, most of them are good. I had great teachers.  However, they are often trapped in the curricula which does not support the benefit and development of their pupils. The same patterns are found in the health systems, in some corporations and others.

Self-alienation

The consequences are fatal. The conditions lead to adaption at on one hand and on the other hand, we expect recognition, appreciation and love. The adaption is anchored in our brains, we have lost our self- and external relatedness which leads to identification with the aggressor without noticing it. Do what others tell you to do. Rings a bell? The domination is perceived as absolutely normal. It is more convenient if you don’t have to think for yourself. However, once the segregation of ourselves starts to hurt because we become aware of it, the system knows how to keep us unconsciousness by causing confusion, entertainment and stultification.

There are more and more emotional dependencies through intellectual dependencies. Moreover, there are new regulations and limitations of expressing different opinions. The purpose behind this is to prevent the raising self-awareness and dissolution of the self-worth. It is an abuse.

Levelling down

Before society and corporate life drifted apart, there was a time where differences were deliberately recognized and discussed. Today, levelling down is the new dogma. Adapt to the collective – don’t become an individual. The individuals must remain subordinates because the (old) leaders are getting afraid of the increased awareness of these individuals. And yes, a lot of individuals think they are free and can make free decisions. However, we have been trapped long ago and kept in the illusion, fed with nonsense from the mainstream. The way how media is bringing constantly updates without providing real background news is a complete time waster. That is one way to keep the individuals under control – the spoiled collective is put into the center of attention. And the one who differs too much from this collective will be disqualified. You lost your job because you became uncomfortable to the old system or you woke up and left voluntary to join a company which does not participate in the collective madness.

Of course the game is subject to the market laws. It is also related to proper handling of interpersonal dealings to avoid chaos. Most people don’t question it, they just struggle to survive or don’t care as long as they remain happy in their illusion.

To survive the competition, let’s present yourself! Express yourself! Unfortunately what you see most during your corporate life is more illusion than reality. I have experienced this when working on projects in Germany and particularly in the US. The people over there were world champions in the discipline of self-presentation. You have to be strong in order to survive the competition. Teamwork? Maybe on a PowerPoint slide during kick off but not really during the project.

The competition takes place elsewhere

Slowly, we are realizing that the competition takes place elsewhere: within ourselves. Am I truthful and follow my Higher Self or do I prefer to be a convenient slave?

The social influences such as political, economic, ideological and corporate cultures determine not only which values are correct or wrong but also the alienation of the individual. How should we be then? Only because the majority claims what is correct or wrong, it does not mean that it is correct or wrong.

Perhaps the split in society is on purpose. Divide and rule is an old formula, which still works. And it is also important to understand that no part is right. Instead of recognizing the gap, we remain in the old resistance mechanism. We are the good guys – the “others” are the bad ones.

We are experiencing a split, which is a collective defense because we do not want to understand each other. We need to understand that we are living in an illusion or at least accepting that something is going in the wrong direction. To consider this in a larger context: you are the one who supports the wrong system. And in a larger context, the system is a pure construction and a fiction. Like in the science fiction movie “Matrix” almost 20 years ago.

What you can see every day are the statements which do not come from the people’s own perception but from the perversity of a stereotype, often through lobbying or propaganda, which we should have faith in and we should act accordingly what is presented. These stereotypes are based on a joke but often not recognized as such.

In the next blog I will talk about how you can leverage yourself from nonsense to sense, why we should pay more attention to the outsiders and why introspection is key to find the reset button.

How to Engage People in Your Transformation Journey

In my previous post I elaborated on the woodpecker’s connection to Excel. We’ll take it from there.

You cannot push others to follow your example. You must pull them along with you. When you show by your every word and deed that you are a person of character, one who works for the greater good of the entire organization, your people will follow.

If we can make them aware that a couple of years from now, they will be more disappointed by the things they didn’t do than by the things they did do – regardless of if they leave or if they participate in the change. Raising awareness is the key point here. Enable them to rise above. If this happens, they will forget, that they complained in the beginning. We need to observe and learn first before we can grow. With dramatic changes, we are forced to let go what we have planned. This hurts until we accept the life that is waiting for us. There is something beautiful when the world falls apart and we reached the bottom of our deepest pain: humility raises and opens our doors to a higher intelligence. By change, I mean changing our perception. The moment, we change our perception – it is the moment we are “rewriting our code”. It is like applying a patch in a software program to get rid of the defect code. It is like rewriting the chemistry of our body and mind.

The Change from Believing to Knowing

When people slowly start to move from the „believing“ to the „knowing“ mode, it will be more and more difficult to keep people believing in the great illusion. I admire people, who can change their minds when presented with information that contradicts their beliefs. I have not seen many who can do that. If the change comes from the outside, they will perceive the expectations from others as the bars they used for their own cage. They are not blaming others since this is a lower awareness level. No, it is a higher awareness of clarity and truthfulness. The mind, which was closed by beliefs now opens towards wonder.

The result of a change does not really depend on the impact but more on what the people feel towards the result. People can be happy with a little change and miserable with a big change.
Like it is said in the African proverb “if you think you are too small to make a difference, you haven’t spent the night with a mosquito”. The conditions and limits exist only in our mind.

Sustain the Change; Beat the Headache

It is vital to sustain the change. There will be always people who cannot comprehend the overall picture. To make a big impact, you need to be willing to be mocked, hated, misunderstood and hear defaming about the change program. Just stay strong. You will see the result. People are not the same, they once were. Do not expect out of them what they embodied in the past. For that “old” part of them, it no longer exists. And this is the “visible” result. You will also see the change in behavior. These people are grown up and do not judge or condemn things. Now, things either matter to them or they don’t. So it is a kind of a contradiction to have them supporting in sustaining the change implemented unless it matters to them. The crucial thing is the critical mass of the group changed. It is exciting when you change and you find parts of yourself in someone else. No matter where you go or where you are, you will add value to the work, spaces and lives of those around you.

Bottom Line

In a transferred sense, before the change, we got headaches from banging the change. Now, taking the woodpecker from the beginning, he adapted perfectly. He does not get a headache from banging on trees. He has thickened his skulls and has developed powerful neck muscles that enables him to deliver sharp blows without damaging his organs.

The change continues.

It’s not only that everything is connected, everything is also in motion. Who you were, who you are and who you will be are tree different people.
At the end of the day, take one minute, walk outside and stand there in silence. Look up at the sky and realize how amazing life is.