Mir Moiz’s Weblog
Life is meaningful, only when one wishes to make it. We are creatures of time and we’ll wither away in it. The little moments of joy we find and create are all that will live with us.Archive for Business Process Re-Engineering
Innovators and Manipulators
If we agree to the fact that the present day challenges lay between the two scales of ‘Innovation’ and ‘Manipulation’ then it should be understood, what defines the competition between them and within each itself.
While capitalism is not about this distinction for it simply focuses on the capacity to capitalize on any given market opportunity.
The world that we face today is more so about manipulation than innovation.
The reason is simple, not everyone can innovate!
In the earliest parts of the industrial revolution some 200 years ago. Innovation feed into the engines of capitalism. Ideas where plenty and every conceivable aspect of life from living it to making it better was being innovated.
That trend continued on into the beginning of 1900. From then on the muscle of massive innovation weakened and manipulation started to manifest which twisted a few ideas and technologies to bring out something new and especially, the field of information technology feed this beast very well. It allowed for a lot of things to become convenient far more than it was ever before and so true innovation got replaced by part-innovation. From that time to the point where the IT bubble bursted and markets consolidated to find equilibrium with reality… Very many things gained stagnation and innovation became a prized possession.
This is also the time when the spotlight, on the need to innovate, increased signifying that there was a visible lack of it!
While all this brought the world from A to Z in a jiffy. It also provided, manipulators with the opportunity they were always seeking.
While innovators have always been far and few in the history of the world. There certainly has never been a shortage of manipulators, in every industry and in every field.
We now live in a time where increasingly innovation is being focused upon because, the continuation of innovation and original thinking is beginning to fall in a worrisome state for the next coming 100 years.
More people in the world does not mean more ideas and new developments. It means more of both… Innovators and Manipulators, with less of the first who are the real problem solvers.
What needs to be seen is how far will the world ride off, of this dissipating wave of past innovations, before it faces a stone wall.
After all every writer experiences a writers block.
We can’t expect more people to mean more innovation because innovation requires not cunning, but in-visioning. In many ways, that is not an education – it’s a gift.
© MIR
Organic Growth
The only distinction between people and businesses is that people are directly created by God and businesses are directly created by people.
Beyond the formation of businesses we have little control over the flow of things and outcomes, that we can exercise.
From the point of creation, a business becomes a self-sustained entity.
Most any business takes at least 3 years to reach a point of functional maturation, even in this era of high technology. The reason is that it takes that much time to develop roots to enable sustainability for it.
Letting a business grow organically entails being patient and thinking long-term. It’s the best formula for a stable, strong and sensibly managed enterprise.
© MIR
The trust brand
Seth posted on his blog “The trust brand”. I urge you all to read this brilliant insight…
The Need for Better Processes
Our lives are a complex mix of many things that are often times occurring in parallel. While most of us spend time over the course of each day, yet we seldom evaluate that the time we spent runs in a controlled environment such as an academic institution or a professional setting.
For an average mainstream person more than 60% out of 1,440 minutes over a day are spent in a controlled environment.
Successively over months and years this environment grows upon its occupants and dictates the conduct they have to maintain.
Processes are the only thing that controls these environment. Those that occupy it do not control it. They are in turn controlled by their environment and all this happens at a subconscious level.
This is precisely the reason that we liven up and loose stress when we go on a vacation or experience nature in its variations.
Businesses today are waking up to this fact and realizing that how their people perform is a direct result of a subconscious mechanism that either grooms and improves their workforce or subdues and dumbs down their minds.
Processes are the key that control the delivery of pleasure or pain.
Leaders at all levels need to realize that improving their processes is the central aspect to any kind of success.
The standards we devise and develop for businesses small and big is the vehicle to achieve that end. It is what prudent leaders do to empower the institutions they run.
If you feel like making that choice…
Get it touch with me and my brilliant team.
Consultation is absolutely free.
© MIR
Capacity and Tenacity
What’s more important in your view? Capacity or Tenacity.
Capacity to do something empowers us with the tools that are needed to break through a situation, to enable the necessary change and to shift the canvas on things. Tenacity on the other hand is the strength to keep at it and to not stop till the end is achieved. Like a drill machine, tenacity empowers the will to go on, to be at it and to break through a situation that does not allow for change.
In my view both capacity and tenacity are complimentary components for building change. For one without the other looses it’s meaning and it’s underlying purpose.
So, if you posses natural capacity then focus on building tenacity and if you possess natural tenacity, focus on building capacity.
It’s then that you will build magic.
© MIR
Managers and Subordinates
The need for group oriented work (multiple hands) lead to the conception of hierarchies. As management practices evolved they stipulated a wide array of techniques and best practices some of which survived mainly over the past 200 years of industrialization and were solidified into best practices and recommended techniques. A lot of authors and writers have delved into the merits of people management and notable scholars and academics have highlighted upon mistakes and pitfalls.
The simple fact due to which the subject still eludes perfection and continues to demand dress ups is because since the past 200 years business runners have been trying to fit people into boxes they do not want to fit into.
Its a constant circus like trying to cage a Squirrel that very quickly finds a way out through a crack or an opening acting before one can think properly.
People are thinkers, all of them – educated ones and uneducated ones. Education can uniformly provide them with life’s stimulus that helps them evolve their ways but the ways are already there naturally.
People naturally form communities and find ways to do things and most importantly – build things.
When one human being tries to box in another human being there is natural resistance. The approach in the past more aptly followed in the oriental cultures was to walk with them and reason. That is not what industry followed for the past 200 years. Europeans and Americans mechanized the machines and then they tried to mechanize humans to fit the boxes. This approach is evident in the way of life and its core nuclear family structure. There were a number of short-term gains but then there were major long-term losses too.
Today the world is far more different than ever before. We eat, wear, feel, effect and reflect globally. The interdependencies are multifaceted and multi-tiered borrowing from diverse experiences and the stimulus is growing exponentially.
For this world the old models will not do, we need evolved ways and newer means to handle human creation and development.
© MIR
Core Competency and Specializations
In this growing corporate world of cogs and gears we have an ever increasing desire to make things and people modular. So long as we speak about things – its ok… To add people in to the mix would be a mistake.
People are not designed with a repetitive nature. They appreciate discipline but not repetition. People can think, review and analyze. So long as people can do all that at work they become efficient but when a manager or a lead limits those capacities for short-term tacts and gains for the ease of control or quick deliverables – the approach bears very bitter fruits in time.
To make your people efficient at work – make the things they do modular, but not them. You will win them over.
© MIR
Data Visualization
Progressive sciences have always been focused upon the need to tap new tools and techniques to make evaluations and gauge progress and successes. As humans, over the years, we have been advancing in the creation of newer yardsticks that are most representative of our progressions.
This new data visualization technique is exceptionally powerful. It gives you the capacity to visualize progress and growth on the finite but expansive ‘global’ scale.
This is an example of population figures of the word, visualized for till year 2000.
MIR
Incentives and Operational Success
As we phase into this new era of mechanization and automation. The one thing that is loosing sight with business owners and corporate heads is the ‘Human Element’.
The innate capacity of people to rise up to challenges and/ or demonstrate their natural inclination to forsake others as they have been forsaken.
Incentives have a lot to do with businesses success or failure.
As you do, so you reap.
When the heads of business gradually loose sight of the needs of their workers, in time the workers loose sign of the business’ needs.
Yet most all business barons wonder what went wrong to take away that passion and zeal their workers once had, while they themselves are the ones contributing to that end.
The key is ‘Appreciation‘ and the best way that businesses can appreciate their workers is through meaningful incentive schemes.
Life has the same approach, each phase of our life offers challenges yet when meet their is always a pot of gold or rather a pot of happiness at the end.
Businesses need to see the rationale in this natural approach. Offer incentives to your sales people, incentives to your operational staff. Identify key deliverables that lie at each level of your organization and then create incentives to attract your people to deliver their best.
Be generous in helping them make their lives awesome and in turn they will act their best to make you and your organization win, win and win at every turn.
What goes around, simply comes around.
– MIR
Mir Moiz's Weblog 