The comeback! It’s been many years since I’ve blogged, I’m pretty much excited. I must admit that when our charming marketing team put forth the idea to me to take part in the bK blog I couldn’t help conceal a faint smile. My thoughts wandered back to the first column of my emakina blog. It was 2004 and I was unveiling the blog from groupeReflect which has evolved as Emakina.fr. For the record, this blog led us, Carlos, Manuel, Alexis and me, one year later to create blueKiwi software… goes to show that the blog leads to many things! Anyways, getting back to the topic and especially the OADD. OADD? What’s it? The Organizational Attention Deficit Disorder is an ailment common in many companies and especially it’s a disease that takes its toll on the employees.
Uncovered yesterday on slideshare via linkedin, this presentation, illustrates what exactly it is.
Simply speaking, the OADD is the result of uncertainties related to the guiding vision, out of sync departmental initiatives and ceaseless changes in objectives etc. All of us have lived it one day. For the employee, this is reflected through uncoordinated and multiple demands, lots of confusion, and especially an unmanageable situation: everything becoming a priority.
Getting out of such a situation is never easy. Ideally, one should begin by redefining the vision, specify the role played by each one of the departments and then the teams in the execution thereof, and finally, assess the progress. The Hoshin method is ideally suited for this.
To be very pragmatic, often there are simple fixes that can be considered and implemented at the team level:
– clear objectives, easily attainable, with priorities in line with the company objectives
– more communication concerning progress
– more rigor in the execution
– rapid iterations.
A collaborative social network can be your partner in such an approach:
1. By unifying communication
2. Structuring the network around teams, projects or department spaces, in such a way so as to organize their activity with clearly defined objectives.
3. By accompanying leaders at each level so as to maintain a good level of communication and best practices for collaborations
4. Defining points of contact between spaces in order to manage dependencies and coordinate activities.
5. By regularly sharing individual progress so as to rebuild confidence and general motivation.
Finally, one last indispensable point, it is also necessary to spare some time to meet and exchange views concerning what’s right and what’s not… especially outside the professional social network.