Deprecated: Assigning the return value of new by reference is deprecated in /homepages/40/d130640441/htdocs/Blog/wp-settings.php on line 512

Deprecated: Assigning the return value of new by reference is deprecated in /homepages/40/d130640441/htdocs/Blog/wp-settings.php on line 527

Deprecated: Assigning the return value of new by reference is deprecated in /homepages/40/d130640441/htdocs/Blog/wp-settings.php on line 534

Deprecated: Assigning the return value of new by reference is deprecated in /homepages/40/d130640441/htdocs/Blog/wp-settings.php on line 570

Strict Standards: Declaration of Walker_Page::start_lvl() should be compatible with Walker::start_lvl(&$output) in /homepages/40/d130640441/htdocs/Blog/wp-includes/classes.php on line 1199

Strict Standards: Declaration of Walker_Page::end_lvl() should be compatible with Walker::end_lvl(&$output) in /homepages/40/d130640441/htdocs/Blog/wp-includes/classes.php on line 1199

Strict Standards: Declaration of Walker_Page::start_el() should be compatible with Walker::start_el(&$output) in /homepages/40/d130640441/htdocs/Blog/wp-includes/classes.php on line 1199

Strict Standards: Declaration of Walker_Page::end_el() should be compatible with Walker::end_el(&$output) in /homepages/40/d130640441/htdocs/Blog/wp-includes/classes.php on line 1199

Strict Standards: Declaration of Walker_PageDropdown::start_el() should be compatible with Walker::start_el(&$output) in /homepages/40/d130640441/htdocs/Blog/wp-includes/classes.php on line 1244

Strict Standards: Declaration of Walker_Category::start_lvl() should be compatible with Walker::start_lvl(&$output) in /homepages/40/d130640441/htdocs/Blog/wp-includes/classes.php on line 1391

Strict Standards: Declaration of Walker_Category::end_lvl() should be compatible with Walker::end_lvl(&$output) in /homepages/40/d130640441/htdocs/Blog/wp-includes/classes.php on line 1391

Strict Standards: Declaration of Walker_Category::start_el() should be compatible with Walker::start_el(&$output) in /homepages/40/d130640441/htdocs/Blog/wp-includes/classes.php on line 1391

Strict Standards: Declaration of Walker_Category::end_el() should be compatible with Walker::end_el(&$output) in /homepages/40/d130640441/htdocs/Blog/wp-includes/classes.php on line 1391

Strict Standards: Declaration of Walker_CategoryDropdown::start_el() should be compatible with Walker::start_el(&$output) in /homepages/40/d130640441/htdocs/Blog/wp-includes/classes.php on line 1442

Strict Standards: Redefining already defined constructor for class wpdb in /homepages/40/d130640441/htdocs/Blog/wp-includes/wp-db.php on line 306

Deprecated: Assigning the return value of new by reference is deprecated in /homepages/40/d130640441/htdocs/Blog/wp-includes/cache.php on line 103

Strict Standards: Redefining already defined constructor for class WP_Object_Cache in /homepages/40/d130640441/htdocs/Blog/wp-includes/cache.php on line 431

Deprecated: Assigning the return value of new by reference is deprecated in /homepages/40/d130640441/htdocs/Blog/wp-includes/query.php on line 61

Deprecated: Assigning the return value of new by reference is deprecated in /homepages/40/d130640441/htdocs/Blog/wp-includes/theme.php on line 1109

Strict Standards: Declaration of Walker_Comment::start_lvl() should be compatible with Walker::start_lvl(&$output) in /homepages/40/d130640441/htdocs/Blog/wp-includes/comment-template.php on line 1266

Strict Standards: Declaration of Walker_Comment::end_lvl() should be compatible with Walker::end_lvl(&$output) in /homepages/40/d130640441/htdocs/Blog/wp-includes/comment-template.php on line 1266

Strict Standards: Declaration of Walker_Comment::start_el() should be compatible with Walker::start_el(&$output) in /homepages/40/d130640441/htdocs/Blog/wp-includes/comment-template.php on line 1266

Strict Standards: Declaration of Walker_Comment::end_el() should be compatible with Walker::end_el(&$output) in /homepages/40/d130640441/htdocs/Blog/wp-includes/comment-template.php on line 1266

Strict Standards: Redefining already defined constructor for class WP_Dependencies in /homepages/40/d130640441/htdocs/Blog/wp-includes/class.wp-dependencies.php on line 31

Strict Standards: Redefining already defined constructor for class WP_Http in /homepages/40/d130640441/htdocs/Blog/wp-includes/http.php on line 61

Deprecated: Non-static method WP_Http_ExtHTTP::test() should not be called statically, assuming $this from incompatible context in /homepages/40/d130640441/htdocs/Blog/wp-includes/http.php on line 94

Deprecated: Non-static method WP_Http_Curl::test() should not be called statically, assuming $this from incompatible context in /homepages/40/d130640441/htdocs/Blog/wp-includes/http.php on line 97

Deprecated: Non-static method WP_Http_ExtHTTP::test() should not be called statically, assuming $this from incompatible context in /homepages/40/d130640441/htdocs/Blog/wp-includes/http.php on line 142

Deprecated: Non-static method WP_Http_Streams::test() should not be called statically, assuming $this from incompatible context in /homepages/40/d130640441/htdocs/Blog/wp-includes/http.php on line 145
Insight Edge
Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1002

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1003

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1002

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1003

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1002

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1003

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1002

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1003

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1002

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1003

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1002

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1003

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1002

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1003

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1002

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1003

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1002

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1003

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1002

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1003

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1002

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1003

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1002

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1003

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1002

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1003

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1002

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1003

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1002

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1003

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1002

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1003

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1002

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1003

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1002

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1003

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1002

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1003

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1002

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1003

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1002

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1003

Welcome to Insight Edge

Posted by admin on April 3, 2008 under Uncategorized | Be the First to Comment

Welcome to the Insight Edge blog, sponsored by Insightful Solutions, Inc. - dedicated to organizations which are passionate about success. This is the place to engage in lively discussion to spark creativity and best practices within your organization. Jump in and share your thoughts and comments about how to realize:

  • Unparalleled Operational Effectiveness
  • Unprecedented Service Levels
  • Maximized Profits

 

 

You Want to do What? Change Doesn’t Have to be Hard…

Posted by admin on January 11, 2013 under Change Management, Leadership, Operational Performance | Be the First to Comment

There is a lot of literature on the topic of change, and managing change, which implies change is “hard” or even “bad”. Think about it though - change in and of itself is not good or bad. In fact, change is necessary to our very existence – from the air we breathe, to the change and renewal of the cells in our bodies. Without change, we would stagnate – not a pretty sight!

What makes change difficult is resistance. Whether it’s personal change needed based on feedback from others (think of feedback from your doctor about potential health risks and the behavior modifications required to minimize or eliminate the risk), or organizational change (based on market conditions, competitor moves or financial challenges). As the Borgs, from the Star Trek series, say “Resistance is futile” – and probably damaging, too.

So, how can we better facilitate change? In organizations, leadership plays a key role in the ease of change. Bear in mind, though, leadership doesn’t necessarily refer only to formal “leaders” (management), but to informal leaders as well – those who have influence over or are respected by others. That means anyone can be a leader of change in their own spheres of influence.

There are several key concepts and strategies for successfully facilitating change – whether for ourselves, or in our work environments:

Recognize change is necessary
At a minimum, acknowledging the fact that change is necessary is crucial, but change (and the effort it will entail) will be even more palatable if we recognize that it can actually be beneficial. Change is the expression of our creativity and innovation, and the realization of growth and improvement in problem solving, developing new products or services, or envisioning a different future for ourselves. If we can’t even acknowledge that things should be different, we’re destined for more of the same at best, or more likely worsening conditions and the changing world leaves us behind. Without recognizing the necessity of change, nothing else matters.

Communicate broadly and clearly
Once a change in direction has been determined, it is critical to communicate the decision clearly and broadly to an organization. Just raising the topic of change triggers all kinds of emotions in employees – “Will I lose my job?” “How will it impact me?” “I won’t have the skills needed for this.” Forthrightness is needed in addressing these often unspoken questions, and the greater the quantity questions which are addressed, the less threatening the change will be. The important messages to convey are the reason for the change, and how it will impact employees and other stakeholders. Focus on how things will be better once the change process is completed. Even if there is bad news to convey, communicating openly and with honesty will go a long way toward alleviating fear.

Additionally, regular communication throughout the change process will contribute to allaying any continued fears of employees. Fears and questions are not an issue only at the outset of a change initiative – they crop up regularly through the entire process. This is true particularly if there are changes in staffing levels. Don’t forget those employees retained in an organization staffing reduction will have fears of their own – they will fear the increased workload, if nothing else, when there are fewer resources planned. We all know the amount of work to be done will never be reduced in proportion to reduced resource levels!

Use champions
In every organization, there are people who can influence others. Seek out those people who embrace the changes being made, and encourage them to “champion the cause”. They can informally respond to questions or concerns, point out the positive results which can occur, and even show individuals where opportunities may lie. Choose enthusiastic, energetic evangelists and feed them often with news and information.

Include all stakeholders
Remember, it might not just be organizational personnel who are impacted by the change. Consider the impacts to your vendors, suppliers, customers, investors, and any others who might be impacted or interested in what is happening. Often, these other constituents have ideas or resources which will be useful to the change process itself. Yu owe it to them and your relationship to include these parties in the dialogue.

Request feedback
Throughout any change process, feedback should be solicited from all stakeholders, and addressed. People need to know not only that they are being heard, but they are also being listened to – there is a difference! Hearing and responding to feedback communicates the message that all ideas, input and concerns are valid and/or potentially viable. In addition to generating “buy-in” from employees and others, ideas and suggestions from those outside the immediate change management team may offer sound ideas leading to greater innovation or increased capabilities.

Pay attention to the naysayers
In every change effort, there will be those who are skeptical of the initiative, or downright oppose it. A savvy leader, however, listens to the critics for elements of truth. The negative feedback you receive should be evaluated for concerns which might not have been addressed or considered. Further, it’s likely that if one brave soul voices negative feelings, others are certainly feeling them, too, so these thoughts are worthy of consideration and resolution. In fact, think about it as your own informal risk identification alert system! If the concerns are credible at all, there are obviously some risks which have not been sufficiently addressed. These should be considered and mitigated as appropriate.

As you think about the coming year, changes are inevitable. The question is – how will you respond to them? Are you embracing the possibilities? Or resisting?

Don’t Make the Same Mistake as Your Peers! Minimizing Software Purchase Risk

Posted by admin on December 11, 2012 under Enterprise Architecture, Operational Performance, Process Improvement, Technology | Be the First to Comment

If you are like many of your colleagues, you are looking for ways to increase the cost effectiveness and efficiency of your organization, and one of the ways companies do that is through automation of business processes – particularly those which are paper-intensive or manually executed. However, did you know many organizations are literally throwing away tens of thousands of dollars or more on software which never gets implemented?

Here are a few real stories:

- A government health agency spent $100K on records management software. When the vendor arrived to implement, they couldn’t do it. The agency had to start over, and none of the work was reusable.

- A healthcare management company spent tens of thousands of dollars on data management software and services, but the vendor couldn’t implement the software. The company tried again, and almost failed a second time. Even now, after $1M+ spent on software and services and 18 months of staff time invested, they still do not have a system in production.

- A life sciences firm spent $500K and three years trying to implement information management software. They even went through a system upgrade during the development, and still did not implement. They are now starting over.

If you have new business software in your budget for next year, please stop and consider these suggestions about how to minimize software purchasing risk.

Who Are You Again?

Posted by admin on October 22, 2012 under Customer Focus | Read the First Comment

A few days ago, I received a call from a market research firm interested in my opinion on a recent shopping experience. In the typical style of a researcher (or telemarketer, for that matter), the caller immediately launched into some boilerplate spiel about the survey and how important my opinions are to the policies of the company.

Well, while the caller was busy trying to assure me of my importance, I was wracking my brain to figure what the survey could be all about. After all, I’m not much of a shopper. Could this be a grocery store calling? Probably not – I typically shop at a neighborhood market, and can’t imagine them contracting a market research survey. A gas station? Hmmm. Probably not.

Always sensitive to the potential of invalidating the results of any survey (something I learned the hard way in school, after having my surveys invalidated), I interrupted the caller to clarify the purpose of the survey. As it turned out, the survey was about shopping experiences in a very specific store – one for which I haven’t crossed the threshold for several years!

After politely indicating to the caller that I couldn’t comment on my experiences, I started reflecting on this call. Think about it – I haven’t set foot in the place in a long time, yet they wanted to know about my experiences. The first thought that came to mind was: What database are they using that’s so old?

Then it occurred to me that they really didn’t want to talk to me, but to a member of my family. That was odd, too, because the person who could actually have answered the questions, hasn’t lived in my home for almost as long. The marketing firm must have been using an old data source.

Now, I’m not disparaging the store from conducting market research; rather, I applaud them for the effort (not many in their industry do similar studies). However, the lesson in this story is that we need to understand who we are talking to when requesting feedback. Are we speaking with people who can really comment on our performance – particularly on recent performance? Or are we using old data to identify respondents, and assuming they can still provide valid feedback?

If we truly want valuable feedback, it is critical to keep customer information current so we know who we’re really listening to, and can glean relevant and recent feedback. Oh – did I mention we need to listen to the feedback, too?

The Right Operating Model Supports Intelligent Growth

Posted by admin on December 14, 2010 under Enterprise Architecture, Operational Performance | Be the First to Comment

Understanding the operating model in place in your organization is an important component of determining and executing your overall business strategy. After all, if you don’t understand your model, how can you possibly understand how to grow the business?

The level of business process integration and standardization in your organization significantly impacts the growth strategies applicable to your organization. For example, if you have high level of process standardization (processes defined and executed the same way across the entire organization) and high levels of process integration (linking of shared information throughout the organization), you are an example of a Unification operating model.

The growth strategies you choose for your business must take into account the level of standardization and integration, as well as the impact of growth on these processes and business systems. Without considering these factors, you could be in for some significant challenges in executing your strategy.

For further information, see my article “Strategic Growth Through the Right Operating Model


Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1002

Deprecated: preg_replace(): The /e modifier is deprecated, use preg_replace_callback instead in /homepages/40/d130640441/htdocs/Blog/wp-includes/kses.php on line 1003
« previous home top