One of the challenges with software development is that non-technical people in organizations are the ones who solicit software projects. Business leaders, particularly those in marketing positions, demand software and also demand that the new software is not released until it is "done." However, name one person who actually believes that software reaches a done state where zero updates and upgrades are needed.
Go ahead, I'll wait.
Read MoreWhere does organizational change come from?
Organizations find change in one of two areas: ideas and needs. Ideas grow out of employees who are familiar with business processes usually because they understand how or what the company does on a daily basis. These employees can see how changes can impact the organization and make things better. Needs typically stem from managers who recognize a gap between how the company is operating and where it should be operating.
Read MoreSo you're leading your organization and looking at numbers. Most managers are concerned about profits.Everything either looks great or it doesn't. You're either meeting your goals or you're not. What do you do next? Regardless of the goals you can't just make blanket demands of your organization and hope (i.e. pray) that it grows. Like it or not, if you're a leader you need to roll up your sleeves and do some analysis.
Read MoreI am often asked how much system documentation is necessary for a given system. And what does that documentation look like. The answer to that question is always, "It depends."
Before I give an overview of what I believe documentation should be, here are a few rules I try to live by when creating system documentation for my clients:
This is one of the most viewed TedTalks. Simon Sinek explains how great leaders inspire action, not only in followers, but also in would-be consumers. It's a great presentation with a fantastic message.
Read MoreHere's a great video on becoming a thought leader. It's certainly worth a look and is short (about 2 minutes).
Read MoreThe organization of a company is not just to ensure the hierarchical structure (or any structure for that matter) is setup to allow for effective communication in the leader/follower dyadic relationship.
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