Intelligence and Governance

Katy Steward of @TheKingsFund asks What Makes a Board Effective? (Feb 2013). She’s looking specifically at the role of the Board in the National Health Service, but there is much that can be generalized to other contexts. She asks some key questions for any given board.

  • Are its members individually effective and do they communicate effectively – for example, do they challenge themselves and others?
  • Do they use energetic presentations and have insightful conversations?
  • Do they support their colleagues and have good decision-making skills?

In this post, I want to develop this line of thinking further by exploring what the concept of organizational intelligence implies for boards.

1. Boards need to know what is going on.

  • Multiple and diverse sources of information – both quantitative and qualitative
  • Understanding how information is filtered, and a willingness to view unfiltered information as necessary. 
  • Ability to identify areas of concern, and initiate detailed investigation 

2. Boards need to make sense of what is going on.

  • Ability to see things from different perspectives – patient quality, professional excellence, financial accountability, social accountability. 
  • Ability to see the detail as well as the big picture. 
  • Courage to investigate and explore any discrepancies, and not to be satisfied with easy denial.

3. Boards need to ensure that all decisions, policies and procedures are guided by both vision and reality. This includes decisions taken by the board itself, as well as decisions taken at all levels of management.

  • Decisions and actions are informed by values and priorities, and reinforce these values. (People both inside and outside the organization will infer your true values not from your words but from your actions.) 
  • Decisions and actions are guided by evidence wherever possible. Ongoing decisions and policies are open to revision according to the outcomes they yield.
  • Decision-making by consent (Robertson)

4. Boards need to encourage learning.

  • Effective feedback loops are established, monitoring outcomes and revising decisions and policies where necessary. 
  • Courage to experiment. Ability to tolerate temporary reduction in productivity during problem-solving and learning curve. Supporting people and teams when they are out of their comfort zone. 
  • Willingness to learn lessons from anywhere, not just a narrow set of approved exemplars.

5. Boards need to encourage knowledge-sharing

  • All kinds of experience and expertise may be relevant 
  • Overcoming the “silos” and cultural differences 
  • The collective memory should be strong and coherent enough to support the organization’s values, but not so strong as to inhibit change.

6. Boards work as a team, and collaborate with other teams

  • Effective communication and collaboration within the board – don’t expect each board member to do everything. 
  • Effective communication and collaboration with other groups and organizations.
  • Circle Organization (Robertson)

Note: The six points I’ve discussed here correspond to the six core capabilities of organizational intelligence, as described in my Organizational Intelligence eBook and my Organizational Intelligence workshop.

See also

Brian Robertson, The Sociocratic Method. A Dutch model of corporate governance harnesses self-organization to provide agility and a voice to all participants (Strategy+Business Aug 2006)

Steve Waddell, Wicked Problems, Governance as Learning Systems (Feb 2013)

Updated 1 March 2013

Intelligence and Governance

Katy Steward of @TheKingsFund asks What Makes a Board Effective? (Feb 2013). She’s looking specifically at the role of the Board in the National Health Service, but there is much that can be generalized to other contexts. She asks some key questions for any given board.

  • Are its members individually effective and do they communicate effectively – for example, do they challenge themselves and others?
  • Do they use energetic presentations and have insightful conversations?
  • Do they support their colleagues and have good decision-making skills?

In this post, I want to develop this line of thinking further by exploring what the concept of organizational intelligence implies for boards.

1. Boards need to know what is going on.

  • Multiple and diverse sources of information – both quantitative and qualitative
  • Understanding how information is filtered, and a willingness to view unfiltered information as necessary. 
  • Ability to identify areas of concern, and initiate detailed investigation 

2. Boards need to make sense of what is going on.

  • Ability to see things from different perspectives – patient quality, professional excellence, financial accountability, social accountability. 
  • Ability to see the detail as well as the big picture. 
  • Courage to investigate and explore any discrepancies, and not to be satisfied with easy denial.

3. Boards need to ensure that all decisions, policies and procedures are guided by both vision and reality. This includes decisions taken by the board itself, as well as decisions taken at all levels of management.

  • Decisions and actions are informed by values and priorities, and reinforce these values. (People both inside and outside the organization will infer your true values not from your words but from your actions.) 
  • Decisions and actions are guided by evidence wherever possible. Ongoing decisions and policies are open to revision according to the outcomes they yield.
  • Decision-making by consent (Robertson)

4. Boards need to encourage learning.

  • Effective feedback loops are established, monitoring outcomes and revising decisions and policies where necessary. 
  • Courage to experiment. Ability to tolerate temporary reduction in productivity during problem-solving and learning curve. Supporting people and teams when they are out of their comfort zone. 
  • Willingness to learn lessons from anywhere, not just a narrow set of approved exemplars.

5. Boards need to encourage knowledge-sharing

  • All kinds of experience and expertise may be relevant 
  • Overcoming the “silos” and cultural differences 
  • The collective memory should be strong and coherent enough to support the organization’s values, but not so strong as to inhibit change.

6. Boards work as a team, and collaborate with other teams

  • Effective communication and collaboration within the board – don’t expect each board member to do everything. 
  • Effective communication and collaboration with other groups and organizations.
  • Circle Organization (Robertson)

Note: The six points I’ve discussed here correspond to the six core capabilities of organizational intelligence, as described in my Organizational Intelligence eBook and my Organizational Intelligence workshop.

See also

Brian Robertson, The Sociocratic Method. A Dutch model of corporate governance harnesses self-organization to provide agility and a voice to all participants (Strategy+Business Aug 2006)

Steve Waddell, Wicked Problems, Governance as Learning Systems (Feb 2013)

Updated 1 March 2013

Turning around the Team

Without doubt the biggest contributing factor to success on projects where I’ve been engaged as an Enterprise Architect is the human dimension. Bringing a method that people can buy into, in a language that they understand and then reinforcing this wit…

Turning around the Team

Without doubt the biggest contributing factor to success on projects where I’ve been engaged as an Enterprise Architect is the human dimension. Bringing a method that people can buy into, in a language that they understand and then reinforcing this wit…

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Enterprise Architecture Roadmap for success: Tooling

<p><span style=”color: #505050; font-size: 11px; line-height: 19px;”>In this eighth posting we will cover the topic of <a title=”BiZZdesign Architect” href=”http://tools/bizzdesign-architect/”>Enterprise Architecture Tooling</a>. First we will explore the question what capabilities effective Enterprise Architecture teams need from tools, and list some characteristics that tools need to have in order to efficiently support Enterprise Architects. In the second portion of this blog we will address best practices that Enterprise Architecture teams can use to fully leverage the power of Enterprise Architecture tools.</span></p><p> </p><div class=”captionImage left” style=”width: 600px;”><div class=”captionImage left” style=”width: 600px;”><img class=”left” src=”http://www.bizzdesign.com/assets/BlogDocuments-2/_resampled/resizedimage600375-Enterprise-Architecture-Tooling.png” alt=”Enterprise Architecture Roadmap for Success Contents” title=”Enterprise Architecture Roadmap for Success:” width=”600″ height=”375″/><p class=”caption”>Enterprise Architecture Roadmap for Success: part eight; Tooling</p></div></div><h2>Many Enterprise Architecture aspects</h2><p>From <a title=”Blogs by Sven van Dijk and Bas van Gils” href=”http://www.bizzdesign.com/blog/posts/bas-van-gils-and-sven-van-dijk”>previous postings</a> in this series it has become clear that Enterprise Architecture has many aspects, and that the specific set of aspects to focus on greatly depends on the approach that an organization takes with respect to Enterprise Architecture. For example more strategic aspects in a top-down approach and more operational aspects in a bottom up approach.</p><p>But in general we could state that Enterprise Architecture is always about knowledge and communication. Enterprise Architecture brings together various perspectives, enabling integrated analysis on the current and future state of the architecture of the enterprise. This results in valuable knowledge that greatly enhances decision making, whether on a strategic or more operational level. This knowledge not only needs to be efficiently managed and maintained, it also needs to be communicated to the right stakeholder at the right time, and even more importantly: in the right format. An essential aspect in Enterprise Architecture is stakeholder communication. Enterprise Architecture has a diverse audience including business and technical backgrounds, and each of the stakeholders needs to be addressed in a language that is clearly understood.</p><p>This gives us directly a number of essential qualifications for Enterprise Architecture tools: rigidity when it comes to the management and maintenance of knowledge, and flexibility when it comes to the analysis (ad-hoc, what-if, etc.), presentation and communication of the knowledge to diverse audiences.</p><p>So what you are looking for is a tool with solid repository capabilities, and flexible modeling and analysis functionality:</p><ul><li>Options to create manageable partitions of Enterprise Architecture knowledge such as models. Definition of these partitions should be flexible and fully customizable, while the tool offers functionality to make sure that integrity of the data over the various partitions is not compromised;</li><li>Management of versions, including life cycle (draft, approved, etc.), but also versions in time (current state, future state, etc.);</li><li>A metamodel that possesses just enough formality to model all aspects of the enterprise  (business, people, processes, technology) in a coherent and meaningful way, but is on the other hand flexible enough to customize and tailor to cover capturing organization specific information;</li><li>Flexible and ad-hoc modeling and analysis functionality is essential to deal with the various questions and concerns that stakeholders have regarding the Enterprise Architecture;</li><li>Reporting and communication features capable of slicing and dicing the knowledge in any way, and little restrictions on the format in which the knowledge can be presented to various audiences;</li></ul><h2>A single Enterprise Architecture tool or a set of tools that supports Enterprise Architecture?</h2><p>In the tooling business there are many vendors, some of them claiming to offer one-stop-shop Enterprise Architecture solutions. Given the diverse functionality that Enterprise Architecture needs, and the myriad of approaches organizations take on Enterprise Architecture based on their priorities, a one-size-fits-all solution does not often seem the best choice.</p><p>Take for example document management capabilities to support Enterprise Architecture governance on the one hand side, and multi-faceted ad-hoc model querying to support complex design decision making on the other hand. When trying to cover both in one tool you don’t usually get the best of the both worlds.</p><p>Often it is better to select a small number of specialized tools that can be aligned so that together they support the full spectrum of capabilities that Enterprise Architecture needs. This can sometimes be found in a “tool suite” from one vendor. But if the organization wants more flexibility to choose the best tool, they usually end up with tools that support open standards so that they can be easily aligned with other components in the organization specific Enterprise Architecture tool set.</p><p> </p><div class=”captionImage left” style=”width: 600px;”><div class=”captionImage left” style=”width: 600px;”><img class=”left” src=”http://www.bizzdesign.com/assets/BlogDocuments-2/_resampled/resizedimage600498-Enterprise-Architecture-Repository.png” alt=”Enterprise Architecture Repository” title=”Enterprise Repository, Architecture Repository” width=”600″ height=”498″/><p class=”caption”>Enterprise Architecture Repository</p></div></div><p><a title=”TOGAF®, The Open Group Architecture Framework, is a proven, comprehensive and generic methodology and framework.” href=”http://consultancy/enterprise-architecture-management/togaf/”>TOGAF’s </a>description and depiction of the architecture repository gives a good overview of what the architecture content is that needs to be created, managed and maintained in an enterprise architecture environment. The architecture landscape often consists of descriptions using models to express the architecture on various levels: strategic, segment, and capability. Other model content includes solution architectures in terms of building blocks, and a library with reference models. The models are based on the organization specific meta model. Other types of data in the architecture repository include architecture requirements, a library of standards, governance data and data describing the architecture capability itself.</p><p>The architecture repository is often a conceptual thing rather than a physical implementation on a single database. Often, a set of tools are in use in an organization to support various processes and management of various types of data. The tools are aligned, e.g. based on the structure suggested by TOGAF, so that together they form a complete solution supporting the Enterprise Architecture capability.</p><h2>A fool with a tool…</h2><p>In this final part of this posting we want to address the actual use of Enterprise Architecture tools. In our practice we sometimes see organizations looking for off-the-shelve solutions that “do” Enterprise Architecture for them. It may sound as an open door, but in our opinion a tool should support enterprise architects so that they don’t have to bother about simple, straightforward, and activities with an administrative character. In that way, they can focus on the real design challenges that the organization faces: the activities with which Enterprise Architecture actually adds value to the organization. Talented and intelligent enterprise architects are those who ask the right questions, and who can reduce complexity with smart models. Tools should make the life of these architects easier by being flexible, supportive, and not imposing all kinds of cumbersome activities for simple tasks. Some Enterprise Architecture tools claim to automate the intelligent design work, and that Enterprise Architecture automatically “happens” once installed on the companies’ servers. In practice this is rarely the case. Effective architecture is all about the right architect using the right tool in the right way, or as we sometimes say: a fool with a tool is a still a fool making faster disaster.</p><p> </p><div class=”captionImage left” style=”width: 301px;”><img class=”left” src=”http://www.bizzdesign.com/assets/BlogDocuments-2/Fool-with-a-Enterprise-Architecture-Tool-.png” alt=”Enterprise Architecture Fool with a Tool” title=”Enterprise Architecture Tooling” width=”301″ height=”222″/><p class=”caption”>Enterprise Architecture Fool with a Tool</p></div><h2>Next posting</h2><p>If you’d like to know more, please contact the authors directly at <a title=”E-mail Bas van Gils” href=”mailto:b.vangils@bizzdesign.com”>b.vangils@bizzdesign.com</a> / <a title=”E-mail Sven van Dijk” href=”mailto:s.vandijk@bizzdesign.com”>s.vandijk@bizzdesign.com</a>, or leave a comment. The next post in this series is about using consultants for building Enterprise Architecture practices. It is scheduled to be posted between 11<sup>th</sup> and 15<sup>th</sup> of March.  </p>

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Why Becoming Social Isn’t Just For Woolly Headed Idealists

In my last article, ‘Love in the Time of Cholera: How to do Business in a Recession‘, I sketched out what being a social business is about and made the claim that making the change to such a model might be a reasonable response to the current state of the world. Social business can sound pretty idealistic and […]

Four principles for a sane society: an addendum

What architectures do we need for a society and economics that’d be viable and sustainable over the longer term? And how do we scale that down to the the everyday work we do at present in enterprise-architectures and the like?

CfP TEAR 2013

TEAR 2013 – 8th Trends in Enterprise Architecture Research Workshop The TEAR workshop is organized in conjunction with the 17th IEEE International EDOC Conference (EDOC 2013) 9-13 September 2013, Vancouver, BC, Canada *** Deadline for submissions: April 15, 2013 *** Motivation The international TEAR workshop series brings together Enterprise Architecture (EA) researchers from different research […]

Deep Thinking on The Architecture of Architecture: Meta-Architecture

As many of you have already have known, Enterprise Architecture and Architecture within the context of sociotechnical organization is going through what I believe a renaissance period.  
The architecture field is moving to more of an in…

Four principles for a sane society: Summary

How do we make sense of the big-picture in enterprise-architecture? The really big-picture? For those who didn’t (or couldn’t!) read the full series, here’s a (shortish) summary of each of those (rather over-long) posts… From the Introduction Part of the work I’ve been

Deep Thinking on The Architecture of Architecture: Meta-Architecture

As many of you have already have known, Enterprise Architecture and Architecture within the context of sociotechnical organization is going through what I believe a renaissance period.   The architecture field is moving to more of an interdisciplinary art and science.    Also many architects, myself included, have been trained on producing goal oriented systems.  This teleological approach based…

Four principles – 4: Adaptability is everything

How do we work with change – and, especially, extreme-change – in an enterprise-architecture? At the really big-picture scale? This is the fifth in a series of posts on principles for a sane society: Four principles for a sane society: Introduction Four principles: #1: