agile journeys

...rants and opinions by Asheesh Mehdiratta

Category: transformation

Watch out for these Top 5 CoP Failure patterns

Sustaining Communities of Practice is an art and probably a science and can best be build using the framework in my earlier post. I also talked about the CoPs Success Patterns but if you watch out for these Top 5 Failure patterns also while building your CoPs, it may lead you to a better place than where you are right now. So let’s jump right in and reveal these patterns –

1. Big boys club

In this pattern, there are only management bigwigs who only do the TALK,  but fail to WALK the Talk. In effect they will be able to make splashy presentations, but will not have real community members or an engaged community audience. Only the marketing would be the highlight but there would be no real sharing of new ideas or experiences.

2. Solopreneurs

In this pattern, there is a SINGLE Volunteer/Lead who hogs the limelight and runs the show. The individual shamelessly blocks the entry for other volunteers or robs the “community” feeling for the CoP. With no recognition for the remaining volunteers or the community members, this is doomed to failure sooner than later.

3.  Passion-less Glow

In this pattern, the community runs as a Mechanical Robotic system, organizing and running events, but more from a top down hierarchical mandate, rather than a network of  passionate individuals coming together for a cause or passion. These CoPs survive but usually die as soon as the mandate drops.

4. Dropped Anchor

Every community needs key individuals who are the anchor for the community. This is typically the CORE group, which is passionate, driven, and is a community builder, who love to share and grow and learn together. If you do not have these Anchors in your group or these Anchors move out, the community can lose the momentum and slowly fade away.  So watch out for the dropped anchor effect.

5. Big Brother Conflict

Sometimes if the community is driven bottoms up, it can suddenly run in rough weather with the senior leadership if there seems to be a direct threat or conflict to the larger ego or interest of a senior manager.  The community initiatives can be killed or simply degraded if the big brother is not on your side and has his own agenda. So watch out for the big brother conflict.

So these are some of my Top 5 Failure patterns to watch out for sustaining your CoPs. Which failure patterns have you seen? 

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Top 5 Success patterns to sustain your CoPs

Sustaining Communities of Practice is an art and probably a science and can best be build using the framework in my earlier post. But, if you follow these Top 5 Success patterns to sustain your CoPs, it may lead you to a better place than where you are right now. So let’s jump right in and reveal these patterns –

1. Band of brothers

Successful CoPs have a small circle of Brothers  (or Sisters), who have a good rapport with each other and are always acting and building upon each other’s  strengths and weaknesses, as they build and grow the community.

2. Diversity Rules

Successful CoPs have a good diversity across the team in terms of young and old blood. They build an ever growing tribe across different functional roles and/or departmental silos, which are typically found in large enterprises. This community diversity keeps the energy flowing.  The diverse mix allows varied opinions to surface and not let the community be constrained by any single dominant group.

3.  Musical chairs helps

Formal CoP structures offer positional authority in enterprises, and can be a key element to drive and link back to the larger organisational goals. But these formal positions whenever kept optional and /or rotational always keep the individual honest.  These help in structuring the community in the right direction, without any hidden agendas. Thus musical chairs for the community positions is a key enabler and an important success pattern.

4. Ride the Fast Lane

CoPs which can piggy back on organisational strategy and business objectives will always succeed! So if your CoP can ride the fast lane and align with the business strategy, then funding and a management support will appear magically. The community will be able to grow faster  organically, but will also get champions with the top down mandate and grow inorganically.

5.  Circle of Life

Communities which can build a positive circle of energy, with frequent learning systems and sharing among the membership,  and will have a chance of sustaining for the longer term.  As new members grow, community engagement goes up and increases the learning’s, thus leading to a completion of the feedback loop with more ideas and more events, and more members joining building on the momentum.

So these are my Top 5 Success patterns to sustain your CoPs. What are your favorite success patterns ? 

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CHANGE ? Are you Missing this jigsaw?

change habitsChange is hard for everyone and though the 70% failure rate is quoted and busted as a myth, but this does not make the problem of change management go away!

 The change management discipline is itself now challenging (source) the traditional change model, towards a more inclusive, invited, and organic model. It is acknowledged that focus on “People” is an integral part of any Change initiative!

So why do most change initiatives fail? what really are you missing in your Change initiative journey?

Try pondering on this quote –

“Change is not always easy when patterns in our lives have existed so long.”

-Lolly Daskal, The Leadership Gap: What Gets Between You and Your Greatness

If you look at your change initiatives, they will typically be aimed at uprooting our patterns, at changing our interactions, changing our containers or simply making those interactions disappear.

Sometimes you may simply need to simply break down the wall, and sometimes you try something different?, but with every change initiative asking us –

Can you Break your Old Habits, and start adopting NEW Habits?

So if you can start to change people’s habits, you would in my view have successfully moved the needle, and possible achieve some success in your change initiatives.

So what is the biggest Habit that you have been able to Change with your teams? Do share how you introduced the New Habit and got rid of the old one?

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Breaking down the Walls, brick by brick !

brick by On your transformation journey, sometimes you meet the bright sparks who simply GET IT, and sometimes you are faced with the hard rock faced bozos, who are simply DEAD! They build a WALL around themselves. They simply have no desire to CHANGE!

What do you feel?

Do you get mixed feelings, mixed emotions ?  Do you ignore this dead stock ? or do you try to turn them around ? 

What if they are a critical piece to the overall transformation? with all the right authority and are riding the right power pedestal? and you simply cannot ignore them.

What is your next step?

For me, sometimes it helps to simply listen to them and give them your ear !

The act of empathizing with the hard rock faces sometimes melts them ~slowly~ one day at a time and then another day and so on.
It helps if you understand what are their Drivers? which may be in conflict with the transformation agenda! Sometimes their ego simply needs a massage.

By listening to them and all the other nay-sayers, you just break down one brick at a time and suddenly one day you find that the wall no longer exists, and they simple GET IT!

Time to move to the next wall to break !

Do you have any stories to share of your hard rock faces, who you were able to turn around? brick by brick ? what was your strategy?

 

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Blockers are sometimes good for your Transformation

Does your transformation suffer from ‘blocker’ souls?

Does your transformation really need those ‘blocker’ souls?

Have you tried to ‘unblock’ those ‘blocker’ souls? and FAILED !

Sometimes it may be better to let the transformation efforts be BLOCKED (for some time at least)

and let the ‘blocker’ souls rejoice ~silently ~

But this can be your ally in most cases, as  the BLOCKED transformation now suddenly gives you the SPACE and Time to re-evaluate your OPTIONS, your EXPERIMENTS.

It gives you the time to think and rethink your change management strategy. 

  • Does your message needs a refresh ?
  • Should your medium be changed ?
  • Are you under estimating your Impact Radius?
  • Is your staff aware of the overall strategy and why this change is coming?

Sometimes the BLOCKERS are useful to take a pause and reset your clock!

So go ahead and let those ‘blocker’ souls not derail you from your journey!

Feel free to share your ‘blocker’ stories in the comment and keep on listening and subscribe to my blog.

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