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SFIA has been successfully used in many organisations worldwide and, as such, the benefits of using SFIA are now well established. However; achieving these benefits is not always straightforward. Potential problems arise both before and after the initial implementation. Pre-implementation there will be issues such as how to introduce SFIA, stakeholder engagement, allaying concerns, defining scope, prioritisation and gaining momentum. Post-implementation – there is a significant risk of the intended benefits decaying if the initial implementation activity does not translate into embedded processes and new behaviours. The session will identify key issues faced by organisations implementing SFIA and, with the benefit of lessons learned from other organisations, will help you avoid these pitfalls . It will cover • Good practice in the use of SFIA; encompassing key SFIA related processes such as assessing competence, building L&D and career development programmes. • managing organisational change and supporting individuals through significant changes in people management processes
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1 Using SFIA in Education and Workplace Learning Conference, 13th June 2012
Learning & Development Specialist Group
Overcoming pitfalls when implementing SFIA in L&D Peter Leather MBA (Open), BSc., MBCS
2 Using SFIA in Education and Workplace Learning Conference, 13th June 2012
A bit about me
*Grundy
q A well established, independent consultant specialising in developing the capability of IT organisations.
q MBA qualified with over 25 years’ experience in a range of roles working with major IT, financial services and professional services organisations.
q I have been using SFIA since 2003 – both operationally within a large IT organisation and as an accredited SFIA Consultant.
q A member of the SFIA Council (the SFIA steering group) and leader of the on-line global SFIA User Forum.
Recent assignments have included:
Ø A global FMCG organisation; providing expert advice and implementation support in the use of SFIA in support of a Global IT organisation with several worldwide operating hubs (c1,500 IT Staff).
Ø A large provider of out-sourced IT services based in India; providing expert advice and mentoring in using SFIA to strengthen resource management and to assess the skills of their staff (8,000 IT staff).
Ø A leading professional sports organisation in the UK; working with the IT Leadership team to use SFIA to develop role profiles and improve objective setting, performance appraisals and professional development.
Ø A global software provider based in Germany; developing options and implementation strategies for a skills & competency framework.
3 Using SFIA in Education and Workplace Learning Conference, 13th June 2012
Execution is the Graveyard of Strategy*
R.I.P. Career Paths
L&D Strategy
SFIA
*Grundy
4 Using SFIA in Education and Workplace Learning Conference, 13th June 2012
The real finish line*
*The Six Disciplines of Breakthrough Learning
BUSINESS NEED
CONCEPTS & DESIGN
IMPLEMENTATION
EMBEDDED BUSINESS OUTCOMES
5 Using SFIA in Education and Workplace Learning Conference, 13th June 2012
Eating the elephant
Perfect is the enemy of good q Adopt continuous improvement and 80/20 approach
q Divide large projects into rapid cycle sub-projects or pilots
q Prioritisation - where is the pain?
Design a realistic route map Go with the flow q Plan an integrated approach / fit with other IT / HR initiatives
Balance attractiveness & implementation difficulty Make the most of external expertise
http://www.isodxprez.com/isodx_prez/2012/04/eating-the-elephant-one-bite-at-a-time.html
6 Using SFIA in Education and Workplace Learning Conference, 13th June 2012
AID Analysis – develop a realistic implementation plan
Easy
High
Medium
Low
Very Difficult
Difficult
Implementation Difficulty
Attractiveness
Attractiveness / Implementation Difficulty*
*Grundy
q Change deployment processes to maximise on the job learning
q Implement IT professions &
communities of practice
q Map SFIA Skills to roles
q Moderated org- wide SFIA
assessment
q Strategic work force planning
q Operational (1 year) work force planning
q SFIA self assessment
Develop a range of options and identify
a realistic implementation plan
Illustrative options only
7 Using SFIA in Education and Workplace Learning Conference, 13th June 2012
Have a route map for your use of SFIA in L&D
Why are we doing it? q What’s the business purpose?
What will it be used for? q What people management processes
will you create or improve?
q How will it be positioned
What’s in scope? q What outcomes and enablers will we develop & implement?
q What benefits will we achieve?
How will we develop, implement and embed the changes? q What is the process, who will be involved, how will we resource this?
8 Using SFIA in Education and Workplace Learning Conference, 13th June 2012
Go large on change management – its worth it!
With excellent change management you are:
q 6 x more likely to meet project objectives
q 4.5 x more likely to meet project schedule
q 1.5 x more likely to meet project budget*
*Hiatt
Projects utilising SFIA which affect peoples’ skills and behaviours require particular change management attention.
9 Using SFIA in Education and Workplace Learning Conference, 13th June 2012
Consider all parts of ADKAR*
Phases of a Change for Employees
Business Need
Concept & Design
Implementation
Post Implementation
Awareness Desire Knowledge Ability Reinforcement
Successful Change
Phases of a
Change Project
*Hiatt
10 Using SFIA in Education and Workplace Learning Conference, 13th June 2012
SFIA Skills assessments
Start with the end in mind q What quality of assessment do you need?
q What do you consider fit for purpose?
q Will you need to calibrate and / or moderate the assessments?
Are you assessing fit for role, fit for future or current stock of skills q Is SFIA all you want to assess?
q Incremental assessments
q Combine rigorous assessments with a free format approach
Be led by requirements and process not by the tools and databases q Be wary of silver bullets
q Assessment is a conversation not a score
11 Using SFIA in Education and Workplace Learning Conference, 13th June 2012
Your line managers are key …
However… q IT line managers are typically selected for their technical
competency, not for their people skills
q IT line managers do not feel prepared for their management duties
And then … q Introducing SFIA and upgrading your workplace L&D
brings increased expectations on managers
So … provide the time, space and tools to develop your line managers’ skills
12 Using SFIA in Education and Workplace Learning Conference, 13th June 2012
Role profiles – getting through the Groan Zone*
q Avoid analysis paralysis
q One size does not fit all
q Cherish your differences - be wary of off the shelf models
q Engage managers and subject matter expert
*Kaner
q Use common language – not just for SFIA
q Build with the end in mind
q Edit, re-use, build consistency into the production process
13 Using SFIA in Education and Workplace Learning Conference, 13th June 2012
Focus on organisational priorities and measurable results
Measurable results Priorities
E.g. q re-organisations & transformations, q improved performance / productivity q new operating models q cost reductions q customers / markets q new technologies & architectures q recruitment q mergers, acquisitions and shared services q demonstrate competence in tendering activity
E.g. q % of training spent on critical business skills q % of employees with target skills & knowledge q % regrettable turnover q % employees with development plans q % planned development accomplished q permanent : contractor ratio q time to full competence for new hires q ratio of interviews to job offers q cost of re-work
14 Using SFIA in Education and Workplace Learning Conference, 13th June 2012
Peter Leather E-mail: [email protected] Website: www.ex-p.co.uk/sfia LinkedIn: http://uk.linkedin.com/in/peterleather SFIA User Forum: http://sfiauser.ning.com/ LinkedIn SFIA Users: www.tinyurl.com/sfiausers-linkedin
Contact Details
15 Using SFIA in Education and Workplace Learning Conference, 13th June 2012
Grundy, T., 1998. Strategy implementation and project management. International Journal of Project Management 16 (1), 43–50 Wick, C. et al, 2010/ The Siz Disciplines of Breakthrough Learning, 2nd Edition Hiatt, J.M., 2006. ADKAR: A model for change in Business, Government and our Community Kaner, S., 1996. Facilitator’s Guide to Participatory Decision-Making, http://www.isodxprez.com/isodx_prez/2012/04/eating-the-elephant-one-bite-at-a-time.html
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