Uploaded bysandeep sonkusale
Setting Self Priorities with BOSS Matrix
The document discusses a prioritization matrix for a services organization, emphasizing the impact of various initiatives on business effectiveness and personal career development. It outlines key areas such as organizational alignment, team training, and the importance of best practices in achieving goals. Additionally, it highlights the need for continuous improvement and collaboration within teams to effectively prioritize work and address development challenges.
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Setting Self Priorities with BOSS Matrix
- 1. Setting Priorities withBOSS Matrix For services organization Author: Sandeep Sonkusale, PMP®
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- 4. Impact On Business NewOrg Initiatives / Functional Alignment Issues / Development Work Trainings / Team Management New Initiatives / Self Career development P r i o r i t y “Impact On Business Vs Priority” Matrix
- 5. Impact On Business NewOrg Initiatives / Functional Alignment Issues / Development Work Trainings / Team Management New Initiatives / Self Career development P r i o r i t y How the Squares move?
- 6. Impact On Business NewOrg Initiatives / Functional Alignment Development Work/ Self Career development Trainings / Team Management Issues / New Initiatives P r i o r i t y How the Squares move?
- 7. Impact On Business NewOrg Initiatives / Functional Alignment Development Work/ Self Career development Trainings / Team Management Issues / New Initiatives P r i o r i t y How the Squares move?
- 8. Impact On Business NewOrg Initiatives / Functional Alignment Development Work/ Self Career development Trainings / Team Management Issues / New Initiatives P r i o r i t y How the Squares move?
- 9. Impact On Business NewOrg Initiatives / Functional Alignment Development Work/ Self Career development Trainings / Team Management Issues / New Initiatives P r i o r i t y How the Squares move?
- 10. Impact On Business NewOrg Initiatives / Functional Alignment •Alignment with Organization's Vision •Policies and Procedures •Share Best Practices •Center of Excellence •Business Development Work •JOB that you are hired for Issues / Development Work •Business Production Issues •BUG Fixes •Breakdown Maintenance •Breakdown Repair •Business Continuity •Connecting the Broken Dots Trainings / Team Management •Training - Taking or giving •Team Feedback •GOAL Setting •Team Synergy •Certification •Continuous Education • New Initiatives / Self Career development •Conceptualize New Initiatives •Network •Share Ideas Through Forums •Receive Feedback •GROW P r i o r i t y “Impact On Business Vs Priority” Matrix
- 11. Impact On Business NewOrg Initiatives / Functional Alignment •Alignment with Organization's Vision •Policies and Procedures •Share Best Practices •Center of Excellence •Business Development Work •JOB that you are hired for Issues / Development Work •Business Production Issues •BUG Fixes •Breakdown Maintenance •Breakdown Repair •Business Continuity •Connecting the Broken Dots Trainings / Team Management •Training - Taking or giving •Team Feedback •GOAL Setting •Team Synergy •Certification •Continuous Education • New Initiatives / Self Career development •Conceptualize New Initiatives •Network •Share Ideas Through Forums •Receive Feedback •GROW P r i o r i t y Business Perspective
- 12. Impact On Business NewOrg Initiatives / Functional Alignment •Alignment with Organization's Vision •Policies and Procedures •Share Best Practices •Center of Excellence •Business Development Work •JOB that you are hired for Issues / Development Work •Business Production Issues •BUG Fixes •Breakdown Maintenance •Breakdown Repair •Business Continuity •Connecting the Broken Dots Trainings / Team Management •Training - Taking or giving •Team Feedback •GOAL Setting •Team Synergy •Certification •Continuous Education • New Initiatives / Self Career development •Conceptualize New Initiatives •Network •Share Ideas Through Forums •Receive Feedback •GROW P r i o r i t y Employee Perspective
- 13. Impact On Business P r i o r i t y Challenge NewOrg Initiatives / Functional Alignment Development Work/ Self Career development Trainings / Team Management Issues / New Initiatives
- 14. Impact On Business P r i o r i t y Challenge NewOrg Initiatives / Functional Alignment Development Work/ Self Career development Trainings / Team Management Issues / New Initiatives
- 15. Setting Priorities withBOSS Matrix For services organization Author: Sandeep Sonkusale, PMP®
Editor's Notes
- #3 Prioritizing work – SBOS Rule.. Does anybody know what is this rule stands for? S – Self B – BOSS O – Organization S – Social Plotting your duties what it aims and how it will be helpful to which part of the duty is done in the matrix.
- #5 Red Color – Danger. Its high Priority and High impact. Green Color – High priority and Low Impact. Light Green Color –High Impact with low priority. Gray Color – Low Priority and Low Impact. Every color mentioned over here has significance of it own. The choice of putting RED color in the TOP RIGHT corners makes lot of sense where business is cash and curry ( service business ) that has customer as the only way to make revenue. The choice of putting GRAY in the left BOTTOM corner makes lot of sense of services business because Trainings and Team Management make less sense for the business and business would like to make ‘every penny counts’. Typical Functional organizations follow this. There are lot of questions asked about this to the attendees and they agreed to it.
- #6 Operations / BPO thinks that business is boring and always think about sales and revenue. When do we do the self development I like to play with the colors and squares. So are the color. If we move the light green square to the right top corner, it become high priority high impact. But, the positioning does not seems to be correct. No organization would like business to suffer at the cost of sales and revenue. What is the solution to this?
- #7 Can we make the positioning like this ? Here RED color again shows its RED hot, high impact and high priority. Business would like to work this way but look at the department perspective. If there are lot of issues in the organization, very less likely the organization would work on new initiatives. Or to put it in diff perspective, there will be very less time and energy ( intellectuals ) to think in that direction.
- #8 On the contrary, what employee thinks? Most employee in most organization would like to work on new initiatives as well as look at the self career development. Can most employees finds self career development in the work that they do ( On JOB )? They would like to. That will be ideal scenario. Question again rises, how many employees get this chance? Would only On JOB self career development is sufficient to be competitive in the market? How about On JOB trainings or Trainings that are needed to do the JOB and do the JOB effectively. There are various ways a TASK can be / will be completed. But the person, who is doing this TASK is well versed with all the skills required to perform that TASK. And, how productivity details are measured vis-à-vis the skills the person has. Obviously, the person with low skills and with high relevant skills will perform the TASK in a different ways with varying efficiency. Does it have impact on the business? Of course, yes !! Hence, trainings and self career development is very much necessary for employees to work on to perform better and efficiently. Because, these factors are utmost important for Organizations to perform better.
- #9 Lets look at if we keep Trainings / Team Management in the RIGHT TOP corner which is HIGH impact HIGH Priority. Why it should be? Most organization do not care about trainings. Some organizations do not recognize/understand or pretend to understand that trainings are for employees who work for their organization , who built their organization or support in some or the other way to build the organization. If the skills are not managed properly ( mis-management of skills ), it results in to infectivity. That also results into inefficient manner of working. This leads to issues and breakdown ( in terms of application downtime , sales drop, business drop and morale drop ). These all are related. Gone are the days of factory labors ( when they used to put their brains @ home and come work ). In today's world, organization to succeed, it is utmost important to have trainings and adequate team management ( skills management)
- #10 So, when this would happen? What I said in the previously, Training and Skills management are two key management tools that Organizations should embody to ensure that there are no failures and no issues. What happened to the organization initiatives and Functional alignment? The Organization initiatives mostly are borrowed. They are never valid in one situation. They may be valid, tried and tested on one organization. But, it does not guarantee that it will work the same way that it has worked for ‘X’ organization. Question that one should ask, why then the organizations asks their employees to work on the new initiatives if they are not valid, proven. Is the management managing men or man-handling? I heard this joke from Prof. Bhattachargee in one of the recent training. He said “ I asked one of the students(he calls the employee who comes for training “his students”), what are you handling?”. Student stands up and says “sir, I am handling men”. Prof reintegrates” so, are you man handler?” So we are back to square !! Organization is asking us to work on things that are invalid, unverified and unproven. At the same time, there are Organizations who just provide guidelines and you have to abide to the guidelines. Work innovatively, creatively as per your flexibility and produce work class products, services that customers will love you for and pay anything that you ask for. Than you creating services and playing the price war with the competition. The above matrix fits well for the org like google, apple, MS, IBM and the likes of that. Even the smaller organization are doing good in terms of the quality of products that they offer in the market vis-à-vis big organization that have huge manpower and less craetivity. They are manufactures. You don’t want to be one of the them “Manufactures”.
- #11 Finally, coming back to the TOPIC. BOSS Vs SBOS Based on the responses I have received from various groups of people, I categorised what would fit in four squares . Those are mentioend here. Question that remains to un-answered is which one suits whom better? My take: Keeping the LIGHT GREEN square in the TOP Right corner suits the selifsh employee who is introvert. But at the same time, if the so called “selifsh employee” opens up then he/she can do wonders for the organizations. This we have seen above. Keeping RED SQUARE in the TOP Right corner depicts the business orgnizations who is led by a WEAK leader with no clear directions on objective having short term and near short term vision. This also depicts the orgs with less of standardization and do documented processess. Mostly runs on WHIMS and FANCIES of management and leaders of the org. GRAY square in the top right corner depicts orgs which are employeer oriented at the same time they value the org and employee equally. If you can get a buy in from employee in the growth of orgs, you get everything. Employees are the minds that needs cultivation and nurture and this square in TOP right corner makes lot of sense for this kins of oragnization. Likes of google, Oracle, MS, IBM are the few of the MNCs that works towards employees.
- #13 Finally, coming back to the TOPIC. BOSS Vs SBOS Based on the responses I have received from various groups of people, I categorised what would fit in four squares . Those are mentioend here. Question that remains to un-answered is which one suits whom better? My take: Keeping the LIGHT GREEN square in the TOP Right corner suits the selifsh employee who is introvert. But at the same time, if the so called “selifsh employee” opens up then he/she can do wonders for the organizations. This we have seen above. Keeping RED SQUARE in the TOP Right corner depicts the business orgnizations who is led by a WEAK leader with no clear directions on objective having short term and near short term vision. This also depicts the orgs with less of standardization and do documented processess. Mostly runs on WHIMS and FANCIES of management and leaders of the org. GRAY square in the top right corner depicts orgs which are employeer oriented at the same time they value the org and employee equally. If you can get a buy in from employee in the growth of orgs, you get everything. Employees are the minds that needs cultivation and nurture and this square in TOP right corner makes lot of sense for this kins of oragnization. Likes of google, Oracle, MS, IBM are the few of the MNCs that works towards employees.