It’s a Process

When I first became a trainer, my kids were little, and I confess that I often used stories about them to illustrate the points I was teaching. Sometimes I even attached my children’s names to cute stories I read. I’m not necessarily proud of that, but those weren’t the worst lies I told in my life. I read this story and used it to start a conversation about the differing measures of customer service at an airline.

So to be clear, I don’t remember who the child in question is but it definitely is NOT any of my children. (Yes, really.) The story was told by a new parent.

“We raised our children to be independent from an early age. ‘Teach them to do things on their own; that’ll make our life easier.’ When our daughter was not yet two, she constantly asked for a glass of water. It was a little annoying, actually. So we said “Honey, you can do that yourself. Come into the bathroom. Pull out the vanity stool, turn on the cold water – that’s this faucet. Take a paper cup from the holder. Pour yourself water and turn off the faucet. Drink the water and throw the cup in the waste basket.

Our daughter is smart as a whip. She got it right away. We kept asking her to get herself a cup of water and she did bringing the cup out. We were so proud.

We had some friends over and we had to show her off. ‘Honey, are you thirsty?’ She immediately ran and got some water. Our friends were quite impressed. We couldn’t leave it alone.

“Honey, I’m a little thirsty too. Would you get me a cup of water?’ We were winking ‘watch this’ and all the adults followed her quietly to the bathroom.

Honey reached up, got a cup, bent over and scooped water out of the toilet to bring to me.”

We were measuring results, but the process was clearly wrong.

I don’t know when I became aware of the difference between task and process focus, but that understanding informed a lot of my career leading change. In the anecdote above, the parent had a task focus, get the water, and measured the result. Results measures can sometimes be enough. If, for example, the water delivered was blue, and the family used Ty-D-Bowl, it might be a signal that something was wrong with the process.

Most of us grow up to be task focused. I don’t know about you but I am definitely addicted to To-Do lists. To-Do lists are the best tool for the task focused. It is all about the check-mark. I love the feeling of the check-mark so much that if I do something that isn’t on my list, I’ve been known to write it on the list just so I can check it off.

Now, some prefer the line through the task, rather than the check-mark, but my handwriting is bad enough that with the cross-out I might not be able to read the list at the end of the day and that is the best secondary rush, where you look back at all that you accomplished. Of course, the downside is if you have a Murphy’s Law Day, where everything that could go wrong did go wrong, then the check-mark system is more discouraging than the cross-out because you can actually read the whole list. However, if you are the kind of person who needs to do ABC priorities on your seven page To-Do list, readability is a boon.

Task focus isn’t bad. It’s just meant for one-off simple tasks, where “get-’er-done” is the measure. It’s better for individual work. If you are depending on someone else, and how the work is done is important, then maybe a process focus is better. In our story the parent “assumed” that Honey was following the process as instructed. That often doesn’t work. New parents and new managers learn not to make such assumptions.

Process focus, on the other hand, works for routine work, and more complex and interconnected work. The why and the how are most important; flow and procedure matter.

A process has inputs, activities, outputs. Inputs can be materials, labor, funding. Activities can be making something, or providing a service. Outputs may be a finished product, a happy customer, payment.

Inputs-Activities-Outputs

Processes are everywhere: make a pizza, check into a hotel, deposit money in a bank. These days, because computers do a lot of the activities in a process, we often miss the process steps. Even some of the scores of tasks on my Saturday morning To-Do list are really processes. How do I know that? Because of the three trips I made to Home Depot to hang a shelf above my workbench. Planning is a process and clearly should have been a part of the process to put up that darned shelf. (Later, I wrote plan and gather materials on the list before my check-mark.)

Whereas people tend to measure tasks by the output measure, completion, there are multiple opportunities to measure a process. To name a few there are:

  • Input measures of quantity, quality, and timeliness
  • Activity cycle time
  • Adherence to procedures
  • Errors, rework, scrap
  • Output measures of quantity, quality, and timeliness

In fact, any place you see an arrow in this diagram is an opportunity for one or more metrics, including how process feedback is incorporated and adapted to.

Basic Process Inputs - activities-outputs connected by arrows  and feedback loops

Businesses think about process when something goes wrong. A new competitor shows up with new technology, and the company creates an environmental scanning process to link with strategic planning.  A near miss incident begets a safety evaluation process before going live.

Process by itself can become a problem. Procedure on top of procedure (bureaucracy) can erode customer focus, slow down cycle time, and raise costs to uneconomic levels. People in bureaucracies often focus on the wrong things, and miss important goals and then say my least favorite excuse, “It’s a process,” which means “I know I said I’d deliver ‘x’ by now and I didn’t even come close, and didn’t tell you, but I am learning a lot.”

Then it becomes necessary to change, and guess what, change is a process, Unfreeze-Change-Freeze as Kurt Lewin said in 1947, or Insight-Action-Results as I started saying in 2003, or

Why-How-What Change Process

But if you treat change as a task, laying off people without removing the work, closing down functions or locations without evaluating what they are doing, changing a product without understanding the customer view, or changing a trading partner payment system without asking, you might find yourself making multiple trips to Home Depot, looking at blue water in a paper cup, or worse.

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A Friday Some Years Ago:

9:00. Phone rings.

“Hello? Oh, Hi Ken…”

12:00 noon. Phone rings.

“Hi Ken, what’s up?”

4:45 p.m. Phone rings.

“Hi Ken… Say Ken, Are you checking on me?”

“Well, actually, yeah. When I work from home I only get about two hours of work done all day. What with the kids and the dog, trying to work from the kitchen counter, and the TV, and computer games. It’s very distracting. We pay you quite a lot and I was just trying to see if you are actually working.”

“OK, Ken, I get it. But I’m in my office on the second floor of my house. It has a desk, phone, files and computer. There’s no TV. I have no games on my computer. My kids are grown and don’t live with me. The dog is old and goes out before work and after. Besides Ken, I only charge you when I’m actually working. We can review the training I wrote today if you’d like.”

“Well, I’m headed home; can you email it?”

“Sure.”

My client was new to the job and he had inherited a consulting team. To him it was easy to see us working when we were on site, but given his personal experience working from home, he couldn’t imagine us working productively on Friday, when we weren’t on site.

In fact, for certain kinds of head-down individual work, I got a great deal more done on Fridays than I did during the week, when I had to attend meetings with clients and build commitment to change. However, I understood that many managers in offices shared Ken’s experience and the concerns that arose from it.

Then Came Covid

Durin the coronavirus pandemic, workers in factories, healthcare, first responders, retail, and food service risked their lives and office workers learned to be productive “working from home.” Office productivity didn’t suffer as expected and office workers liked the flexibility, the lack of wasted commuting time, and not wearing pants on Zoom calls.

I retired in 2018, so this really didn’t affect me directly. I heard about it from my kids. One time consulting colleagues called to ask how I worked as an independent consultant. People asked about my home office and what the IRS required to deduct the set-up of a home office, (dedicated space, documented use, and expense receipts). I started to see jobs advertised as “remote,” or “hybrid.”

Some people figured out they could work from anywhere and you saw magazine articles of people working from the deck of their beach house. I was always jealous of that because I didn’t have a beach house.

Some people complained about the isolation of Covid-time. As the pandemic died down, some people reminisced about standing on balconies of city apartments banging pots in support of first responders and healthcare workers. Covid was something that affected us all, a unifier after a time of division.

Then Covid was (finally) over

Well, not really over. Covid is still around. We’re just done with it, over it; Covid is so four years ago. For the last four years, there has been a discussion building.

“OK everybody, it’s time to return to work.”

That one pissed off all those workers in factories, healthcare, first responders, retail, and food service who risked their lives.

“We never stopped working.”

So R-T-W became R-T-O, “return to office.”

Some were enthusiastic; some were less so. Sure, there would be less isolation, but more colds and flu (and Covid whispered the risk averse). And then there is wasted commute time. And then there is the flexibility of working when I want. And then there is the fact that I don’t have to stay late because Mary bent my ear about her mom, and Ted just had to relive the highlights of the big game, etc.

“OK, well, what about two days per week?”

“Maybe.”

“Three?”

“I don’t know.”

It’s been a long four years.

This conversation has been slowly accelerating. I must admit that, Boomer dinosaur that I am, I wasn’t particularly won over by the Gen X, Y, Z, Alpha whines about commuting costs and cleaning bills for the pants they would now have to wear. I also thought that some workers were being clearly unreasonable in their demands.

My nephew runs a retail food business and told me about job applicants who asked if they could “do the retail floor job remotely.” Some jobs require face time.

Culture is built by being together. Teams function best if they actually know each other. I began to hypothesize that introverts would want to work at home but extraverts would want to return to the office. It turns out there is no evidence of that.

I have had more and more conversations recently with office workers, people I respect for their intelligence and projected competence, who say, “If they insist on 5-days-in-office, I will leave.” Or “OK, I’ll come in for 9:00 and leave at 5:00, but there is no working till 7:00 and no calls on nights and weekends.”

There have been some famous CEOs who have gone public “R-T-O or else!” At a recent cookout, huddling under a canopy during an inconvenient downpour, I was engaged in conversation with the manager of administration for the board of directors at a money center bank.

“My CEO is friends with another CEO who has drawn a very public line in the sand, but my colleagues, my boss and three quarters of my staff will walk if he enforces the RTO mandate. Most of the board are off site and 90% of my work is email and phone. I have to be here for board meetings and two or three days a week is reasonable. Five is a hard “No!”

I began to think that managers, even CEOs, who insisted on a 5-day RTO mandate, might be driven by their own convenience  ̶  “I want to turn around an give someone a job directly. I don’t want to find out they’re ‘shirking from home’ and have to call them.”

Then, in today’s New York Times, I came upon an article by Adam Grant, et al, at the Wharton Business School, that quotes research, that demonstrates that:

“ One: Return-to-office mandates don’t increase profits by weeding out people who lack commitment. They motivate the most talented people to jump ship. Two: As long as people are together for half the week, remote work isn’t isolating. And three: Hybrid work isn’t bad for performance, innovation or connection. “

Grant et al go on to describe how adamant RTO mandates are most often pushed by narcissistic managers that require constant attention, as demonstrated by the size of their pay packages, offices, and their photos in the annual reports.

So where does that leave RTO?

It depends. There are clearly some jobs that require presence, just like first responders, and retail workers, if your job has a face to the public, well, you gotta face the public. If your job has more individual than team work, you might have more of an argument for remote or hybrid work.

If you are a manager, who just can’t get over the fact that, “Hey, I got up every day and went into the office. I sucked up to my manager and now its my turn,” then maybe look in a mirror. Get over yourself, and see how you can lead change three days a week or on Zoom without any pants.

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