Link to Part 1

Bringing Process to People - What does that mean?

There's a spectrum of answers to that question. The spectrum ranges from Delegation to dumping. Since dumping just creates a pile of garbage we will focus on delegation. Delegation is about assigning and transferring authority from one person to another. So, delegation is the decision-making engine of business.

Delegation is a business Process performed by People. To be more specific, delegation is the Process of assigning and transferring decision-making Processes to People. People can do this Process directly [face-to-face] or indirectly [using tools ranging from memos to phones to email, etc.].

While that's a laborious description...based on how poorly many business people handle delegation it is of value to try new tactics to cause them to give the process of delegation more thought.

There's more to Bringing Process to People.

In summary, there are 2 ways business Processes meet business People:

1. Delegation - introduced above
2. Tools - created by people to assist work performance and to assist delegation

Process - What does that mean?

Processes are sequences of tasks, performed by People or machines.

The sequences of tasks can be simple. For example, a Process might have 4 task-steps which are performed in series...in a defined chronological order...the next task starts after the current task is completed. Think of making cookies from a box of pre-mixed ingredients: that's a simple Process.

The sequences of tasks can also be complicated or complex. For example, sending a man to the moon and back involves numerous task-steps sometimes happening in simple sequences, sometimes happening simultaneously [co-existing], and sometimes causing real-time adjustments to other tasks [interactive co-existence].

Processes can be easy or most-challenging.

Processes happen in either planned or unplanned ways.

And, Business Contains Only 3 Things: People, Process, & Situations.

People - What do they mean?

Now, isn't that a loaded question?

Yes...intentionally.

On the one hand, People are easy to define: they are folks just like you and me. 

On the other hand, each of us is unique.

While certain Processes are easy to define using words like simple, complicated, and complex, it is dangerous to assume such descriptions or definitions can be used with reliability when the topic is People. The word 'assume' was underlined to highlight the difference between assume and conclude.

With that done...

While certain Processes are easy to define using words like simple, complicated, and complex, it can be very helpful to conclude such descriptions or definitions can be used with reliability when the topic is People.

However, before concluding things about other People it is essential to know:

1. WHY it is wrong to assume but often helpful to conclude,
2. WHY you must conclude if you are to be successful at influencing people, &
3. HOW to go about assessing whether or not concluding fits the specific person and situation.

Thought Tweet #909 An interview or performance review question: How do you go about expanding your ability to influence people?

The Thinking Behind The Tweet

The Gallup folks have defined 4 Talent Domains for leadership: Executing, Influencing, Relationship Building, & Strategic Thinking.

When we look at local leaders' Talent Themes we notice a lack of Influencing Talent Themes. A lack of Influencing talent & strength is widespread throughout businesses in our geography.

Understanding that, we need to help leaders improve their ability to Influence others.

A good starting point is understanding whether or not they understand the importance of Influence...and are taking steps to improve in the area of Influencing.

A good next step is providing Influencing-help in the form of specialized knowledge, situations/opportunities, and time to practice skills.