Archive for the 'Project Management' Category
Sculpted role components for an effective team
Sunday, August 27th, 2006Close your eyes, click your heels, and repeat after me:
There’s no development team like my development team.
If I could put together a dream team of developers who could tackle almost any project, what type of players would you look for? Do you want hotshots, fast learners, or big-picture analysts? Haere are my first-round draft picks:
T - Technology Specialist / Researcher / Training
The Fighter Pilot
This extremely talented prima donna is the person other developers love to hate. He/she is on the cutting edge of technology and picks up new languages or tools quickly. Fighter Pilots think very highly of thier abilities, and they can back them up. . .
responsilbe directly to “E” loyal directly to “A”
Pioneers how cutting edge technologies can be integrated at thier right time into the utilization of Team and it’s processes. Also responsible for taking POA items from “A” and executing them i.e. Search Engine Submissions.
Internal - This role is also responsible for the Training Luncheons for the Team
This role is also the discerner of whether or not a project “M” introduces can be done and presents it to “A” for scheduling while making sure with “E” all points are possible and if both are not sure, this role discovers a way to pull it off and reports back to “M”
E - Engineering Specialist / Programmer
The Bench Player
The whole Team cannot be All-stars You need to have a solid group of junior developers who maintain code. In most cases, Bench Players are not Team Leaders, but they pitch in to help the stars through rough spots. Selectingthe right Bench Players is as just as important as picking the right Fighter Pilot - even hotshots have off-days.
Getting emerging superstars some playing time can help them move into leadership positions
. . .
responsilbe directly to “A” loyal directly to “M” ———–
Primary Leader in back-end programming leader of Techniques introduced by “T” and are implemented by him/her inline with direction by “A”
Internal - This role is also responsible for the Templating and Code Churn of produced Material and needs to make sure “M” is aware of modules, templates, and how to apply and charge for them.
A - Action Item Specialist / Quality Assurance
The Field General
This leader sees the scope of the entire application or system. This person is typically a QA or systems analyst whose guiding philosophy is "the whole is greater than the sum of itsparts" He/she scopes out how the project or application may conflict with existing systems . . .
responsilbe directly to “M” loyal directly to “E”
Manages effective communication between the Client and the Team(s)
if there are more than one Team this role is the foriegn key to the other Teams as well. More Superficial things are done to assist the Team in terms of Development. Items like HTML and Spot interactive Graphics
Tests “A” and gives recommendations to “E” & “M”
Internal - This role is also responsible for the FireFighting of the Group.
M - Marketing & Procurement Specialist
The Fighter Pilot
This extremely talented prima donna is the person other developers love to hate. He/she is on the cutting edge of technology and picks up new languages or tools quickly. Fighter Pilots think very highly of thier abilities, and they can back them up. . .
responsilbe directly to “T” loyal directly to “T”
Active PR individual which is heavily active in Networks like the Business inernational Network, AdClubs, and other comittees as wel as Virtual Forums, establishing density, stickyness and gravity for the team propelling momentum.
She/he discovers new opportunities and technologies and prenents them to “T” to allow clear communication to “A” & “E” for implementation and new project coordination.
even though all is not detailed here, it is a rough sketch fior a tight strategy so far all situations can be processed through this “Machine”
Internal - This role is also responsible for Billing / Collections / Client Follow-Up and Client Education / Handholding through the Process…
post a scenario here and challenge me to figure out how it would be done within the structure of this Team. I welcome situations to run though the process… so far I have 7 years designing this and it is ironclad so far… but seeking to fill holes… Thanks - I look forward to your cineriios.
Harnessing the Strengths of a Team
Sunday, August 27th, 2006
Building Cross-Functional Teams
Because many process simplification efforts involve cross-functional teams, understanding how to work with a diverse group of individuals coming from different perspectives is essential. One of the most important aspects of leading a process simplification team is understanding how to foster open communication within the group.
Open communication is an absolute requirement for successful cross-functional teamwork. The concept of the cross-functional team is that the outcome — the product, the system, the service — will be better because it has been created by the combined expertise of people from a variety of functions. Viewing a problem or an issue from many vantage points is the strength of the cross-functional team. However, the value of divergent views can only be realized when there is a free flow of information.
Some underlying factors that lead to poor communication among cross-functional team members include the following:
- Lack of appreciation of the contributions of other departments, divisions, or units as represented by the team member from that area of the institution.
- Plain old-fashioned turf battles. Some individuals play out their competitive games on the field provided by the cross-functional team. Depending on how they approach a turf battle, some members may work behind the scenes to create a dynamic that suits their own agenda or one that represents the area of the institution which they represent.
- Different jargon or terminology and lack of agreement on common definitions.
- Different work orientations. Depending on where a team member spends most of their professional time and energy, they may come to the cross-functional team with a disposition that has been shaped by their work environment. It’s important to remember that each department or division develops it own work style, which may clash with other styles from other functions within a cross-functional team setting.
- Different degrees of interest in the team’s outcome. Some cross-functional team members are simply more interested in the team’s purpose and may have more to gain from a successful outcome.
- Mistaken goals. Some team members mistakenly see harmony as the goal of cross-functional teamwork. As a result, they are afraid to express a contrary point of view for fear that it will destroy the positive feelings among team members. This can result is a false sense of the need to build unanimous consensus and therefore a less than satisfactory outcome.
While these factors explain some reasons for lack of trust and poor communication on cross-functional teams, they do not excuse it. Members of cross-functional teams are there because they have something to contribute to the greater good of the entire process simplification effort. They must be allowed by the group and the leader of the process simplification effort to share their ideas, information, and opinions without restrictions.
Creating an Effective Team
The process of creating an effective team can be a daunting task for someone not used to dealing with the human dynamics of teamwork. The following tips provide an outline for building teams.
Start with Your Ability to Relate:
One of the most important aspects of leading a team is understanding the importance of relating to each of the member’s as individuals. Recognizing that individual members of a team bring different perspectives, skills, opinions, and ideas is important. Leaders of process simplification work can begin by simply focusing energy on relating to the unique qualifications of each member of the team – and expressing that openly to the group as it forms.
Lead with a Sense of Authenticy:
Effective leaders are those who present themselves as authentic with an openness that is characterized by being genuine. As a leader, you do not need complex interaction formulas to create an effective team. In fact, you do not have to be easy-going, well-educated, hard-nosed, or even especially experienced to build a team. In other words, it’s more important to simply be yourself. You can be effective with people using common sense and a few fundamental principles.
Vision:
Vision means being able to excite the team with large, desired outcomes. As a leader your vision for the outcome of the process simplification work is essential to helping members of your team achieve results.
The first step in creating a sense of vision is to project such a goal and articulate it to the team. This goal must contain challenge, appeal to personal achievement, a sense of contributing to something larger than one’s self, and it must also provide an opportunity to make a difference.
As a process simplification leader it will be essential for you to position the goal by picturing success. Initial questions for members of your team might be:
- What will it look like when we get there?
· What will success be like, feel like?
· How will others know that we have arrived?
Commitment:
Some members of a team may assume, for example, that commitment means long hours of work well beyond what is normally expected of others. To some it may mean increased productivity and a sense or drive for project success. Generally speaking, when expectations are defined, success rates soar. When leaders assume that everyone “should” be committed, as a matter of course, we overlook the difficulties many have with certain commitments.
If people cannot initially commit, it doesn’t mean they don’t care. More often, it means they do care, and they are caught up in a process of doubt. This process precedes every meaningful commitment. Effective leaders catalyze this process, so that team members can pass through this stage efficiently on their way to genuine commitment and innovative strategies.
This pre-commitment process is the same for team leaders and members. When we ponder a new commitment, we climb up to a kind of mental diving board. Commitments contain unknowns, and some warn of possible failure. It is common for people to neither jump nor climb back down the “ladder,” but rather to stay stuck at the end of the board, immobilized in pros, cons, obstacles, and worries. In this state of mind, the obstacles begin to rule, obscuring the vision, and often times blunting motivation and creativity.
When leaders do not understand the commitment process they tend to seek accountability without providing support. Without a means to process doubts and fears, people often feel pressured to commit, but can’t. The solution to this problem is two fold: establish an atmosphere of trust, and within that atmosphere encourage inclusion.
Trust:
Trust is the antidote to the fears and risks that can block meaningful commitment. Trust means confidence in team leadership and vision as well as direction. When trust prevails, team members are more willing to go through a difficult process, supported through ups and downs, as well as the ability to deal effectively with risk and potential loss or failure.
Trust is most efficiently established when leadership commits to a vision first, followed by the fact that everyone knows those commitments are genuine. The process for leaders to commit is the same as for everyone else: assess pre-commitment doubts, questions, unknowns and fears. This involves three simple steps:
- List the unknowns.
- Research the unknowns.
- Assess worst case scenarios and their survivability.
The list of unknowns reveals some answers and further questions for the team. Some of these questions lend themselves to research (others’ experience, a small pilot plan), and some have no apparent answers. Every major commitment contains some risk as well as some lingering unknowns.
Having explored worst case scenarios to the process simplification effort, the team as well as the leader now understands the potential loss and gain involved in the new vision. At this point, leadership can commit itself, and prepare to include other team members. That preparation must include a plan for leadership to share visibly both risk and reward with the other team members who will be coming on board.
With leadership’s commitment to a clear vision, and a genuine plan to share risks and rewards, the atmosphere for trust is in place. From this point forward, you are now ready to include others in the process simplification team effort.
Inclusion:
Inclusion is essential to ensure that the project has all voices represented at the table. This means getting others to commit to the team effort and helping others through their “diving board doubts” to genuine commitment to the task at hand. The best setting to obtain buy-in and build trust is in small groups that facilitate thorough “give and take”. The basic tasks are to communicate the vision, make sure it is understood, communicate leadership’s commitment (including sharing risk and reward, and how), and elicit and address peoples’ doubts. Inclusion means allowing others to voice their concerns as well as a leader’s ability to elicit response or inquiry through non-invasive approach.
Help Exchange:
The final step in creating the team is to establish a corroborative, balanced strategy for reaching the committed vision. This plan will consist of all of the tasks and help exchange necessary to realize the overall vision. If well formed your team is in the best position to supply this information. Since by this time you have laid the groundwork for trust, and established good buy-in, your team is likely to be enthusiastically cooperative.
At this point, the leadership role is to catalyze consensus, not to issue orders. Consensus means that team members agree to a particular approach. Consensus occurs easily when most feel their ideas were heard and considered. Obtaining consensus again requires use of leadership communication skills such as non-assumptive questions, good listening, and directed response.
Effective teams often produce lively discussions of divergent viewpoints before reaching consensus. Diverse views can mean unresolved argument, or they can mean increased team growth and ultimate consensus.
In summary then here are some general guidelines for building an effective team:
Open Communication . . .
- Creates and maintains a climate of trust and open, honest communication.
- Allows team members to talk openly with one another.
- Promotes the exchange of feedback.
- Provide team members to work through misunderstandings and conflicts.
Commitment to a Common Purpose and Performance Goals . . .
- Keeps the purpose in the forefront of decision making and evaluations of team practices.
- Helps one another maintain the focus.
Shared Responsibility . . .
- Allows team members to feel equally responsible for the performance of the team and its outcome.
- Permits individuals to have primary roles for completing team tasks and remain flexible to do what is necessary to accomplish the team’s goals and tasks.
Use of Resources and Talents . . .
- Utilizes the resources and talents of all the group members.
- Makes good use of the team’s creative talent by openly sharing skills and knowledge, and encourages learning from one another.
Capacity for Self-Evaluation . . .
- Allows teams to stop and look at how well they are doing and what, if anything may be hindering their performance and communication.
Participative Leadership…
- Provides opportunities for team members to participate in decision making.
- Allows team members to help set goals and develop strategies for achieving these goals.
- Allows team members to help identify tasks and decide how to approach and evaluate them.
Characteristics of Effective Team Members
Essential to the process of forming and leading a team is the ability to assess how effective the team functions both as a group and as individuals. Effective teams will often display the following when functioning well:
- Team members are supportive to achieve the results.
- Team members avoid “winning” or looking good at the expense of others.
- Team members keep the goal and the mission in mind.
- Team members are open to the ideas of others.
- Team members share information and ideas.
- Team members support the contribution of others.
In addition, teams generally are generally performing at their best when the following can be observed:
Ability to contribute ideas and solutions
- The willingness of all team members to draw on their own expertise and experience to contribute ideas and solutions is what makes an effective team. Team members should feel comfortable enough in the team setting to express themselves and know that their ideas have value. Creative input from a variety of member perspectives is the basis of effective problem solving. Team norms must encourage contributions, not inhibit them.
Recognize and respect differences in others
- Creative, effective teams bring together individuals with widely divergent skills and backgrounds who must work closely together to execute the tasks assigned to them. This can only be accomplished in an atmosphere of mutual respect and willingness to listen. As the leader, you may not always agree with the ideas other team members bring to a discussion, but you should always be willing to listen without prejudice and contribute positively to the problem-solving process.
Value the ideas and contributions of others
- A willingness to respect ideas and opinions that differ from your own is the cornerstone of positive and interactive teamwork. Input from every member of the groups should be carefully weighed and evaluated, never disparaged.
Ability to listen and share information
- Really listening to what other team members have to say is one of the most vital skills you can contribute to a productive team atmosphere. You should always be willing to give an attentive ear to the views of other team members and expect them to do the same for you.
Ask questions and get clarification
- If an idea isn’t clear to you, it is your responsibility to the team to ask questions until the matter is clarified. The field of education often has a language all their own; asking questions to cut through the jargon will benefit all participants.
Participate fully and keep your commitments
- To fully participate, you have to contribute ideas, challenge conventional ways of doing things, ask questions, and complete the tasks assigned to you in a timely and professional manner. These are your responsibilities. Without the enthusiastic participation of all its members, a group is just a collection of individuals. The unique skills and viewpoints you bring to the team are crucial to the successful completion of tasks.
Team Climate Survey
Take the following team climate survey, to see where your process simplification team stands firm as a group.
| Purpose | Do members share a sense of why the team exists and are invested in accomplishing the mission? In a successful team: Members proudly share a sense of why the team exists and are invested in accomplishing its mission and goals. |
| Priorities | Do members know what needs to be done next, by whom, and by when to achieve team goals? In a successful team: Members know what needs to be done next, by whom, and by when to achieve team goals. |
| Roles | Do members know their roles in getting tasks done and when to allow a more skillful member to do a contain task? Members know their roles in getting tasks done and when to allow more skillful members to do a certain task. |
| Decisions | Are authority and decision-making lines clearly understood? In a successful team: Authority and decision-making lines are clearly understood. |
| Conflict | Is conflict dealt with openly and considered important to decision-making and personal growth? In a successful team: Conflict is dealt with openly and is considered important to decision-making and personal growth. |
| Personal Traits | Do members feel their unique personalities are appreciated and well utilized? In a successful team: Members feel their unique personalities are appreciated and well utilized. |
| Norms | Are group norms set for working together and are they seen as standards for everyone in the group? In a successful team: Group norms for working together are set and seen as standards for every one in the groups. |
| Effectiveness | Do members find team meetings efficient and productive and look forward to this time together? In a successful team: Members find team meetings efficient and productive and look forward to this time together. |
| Success | Do members clearly know when the team has met with success and share in this equally and proudly? In a successful team: Members know clearly when the team has met with success and share in this equally and proudly. |
| Training | Are opportunities for feedback and updating skills provided and taken advantage of by team members? In a successful team: Opportunities for feedback and updating skills are provided and taken advantage of by team members. |
Member components of a core Team
Sunday, August 27th, 2006As part of a scrum model, this needs to be taken into consideration:
Several years ago, I was a project manager on a custom software development project at a large company. The project team consisted of one business analyst, one tester, one programmer, and me. Within a week of the appointment, I scheduled a kickoff meeting with the team members to confirm roles and responsibilities, and to discuss the project in detail.
Two days into the project, one of them confided in me that our programmer was unhappy about my inclusion on the project. This was because he was a project lead in the first phase of the product, and hoped to assume full project management responsibility for subsequent releases. He felt it was unnecessary to bring in a project manager to lead the effort.
Weeks later, it became apparent that this was indeed the case. He was not only unfriendly, but he was often unwilling to share important information with me as I tried to gain a better understanding of the first project phase. Each time we had a discussion, I felt he was offering enough to get by, but omitting key details. Based on what I knew about his past involvement in the project, I wasn’t surprised by his behavior. However, I was concerned about the impact it might have on the success of the project and the other team members. I couldn’t understand why an individual would intentionally compromise the success of a project. I was not the employee’s supervisor, so how would I manage the situation effectively?
First, I didn’t want to take any official action against the programmer. I began to research the issue. I spoke with programmers from various companies and levels of experience to gain a better understanding of this kind of political relationship. What might alleviate the rift, I asked them, given that we had just met and neither of us really knew the other? How could I gain this person’s respect? How could I impart the values of teamwork to this person? Although I did not receive any direct feedback regarding what I had or had not done correctly, those I had questioned were happy to share their thoughts on how project managers have gained their respect in the past. Here are some tips they offered:
Take the Time to Clarify the Process to the Programmers
Don’t assume they all know your methodology and/or the associated tools and documentation. Project managers differ on their approaches; some may utilize a structured method, while others may “wing it.” Don’t make them guess what your style, methods, or approaches are.
Be Sure to Ask the Programmers to Clarify their Method for Providing Work Estimates
For example, when they advise you it will take “x” number of days to complete something, be sure you are speaking the same language. This will help you avoid any misunderstanding.
Don’t Pretend to Possess Deep Technical Knowledge
Unless you are a project lead, it isn’t necessary and doesn’t necessarily add to your credibility as a project manager. Remember, your role is to manage the scope, schedule, and resources. While it is essential to have some understanding of the technical details, getting more involved than is necessary may make your technical experts feel that you mistrust their abilities.
Don’t Overstate your Ability to Influence Change
Explain to the programmers what your role is and what limitations exist.
Demonstrate Backbone
If possible, actively prevent scope creep and avoid being railroaded. Your programmers will thank you, and your value will quickly become evident to them.
At some point, every project manager has had to earn the respect of a project team. The structure of an organization can have an impact on the authority a project manager wields. For example, in a functional or weak matrix environment, the project manager holds limited authority, and in some cases, may be referred to not as a project manager, but as a “project coordinator” or “project liaison.” Conversely, in a strong matrix environment, the project manager wields a high level of authority to do what it takes to deliver the project successfully.
Be aware of where you fit on this scale, and communicate it to the team, so they have a clear understanding of your role. If you are in a weak matrix, your team members should know it, so they understand the limits that upper management has placed upon you. If you are in a strong matrix, the team will expect you to advocate for them more effectively, regarding schedule and scope. Be sure you do it!
Since I began adhering to the above principles, I have enjoyed greater success in forming solid partnerships with programmers. It has reinforced the importance of building a team foundation on technology projects. It begins with a kickoff meeting where the above points are covered in detail. Get to know your team and be open about your role. You’ll enjoy better working relationships and greater success.
The concept of the internal customer
Saturday, August 12th, 2006Your definition of service shapes every interaction you have with your customers. If you hold the common idea that service is only giving customers what they want, you may well paint yourself into a corner every time a customer asks for something that is impossible for you to provide. If, on the other hand, you expand your definition of service to include fulfilling the multitude of less obvious customer needs, you will never encounter a time when you can’t provide your customers with some level of service.
By addressing less obvious customer needs such as listening with empathy to customers when they have a problem or providing options and alternatives when you can’t give customers exactly what they want, you widen the gap between you and your competitors.
Six basic needs
Every time customers do business with you, they are, without fully realizing it, scoring you on how well you are doing, not only at giving them what they want, but at fulfilling six basic customer needs. Following is a list of these needs:
- Friendliness: The most basic of all customer needs, friendliness is usually associated with being greeted politely and courteously.
- Understanding and empathy: The most basic of all customer needs, and it’s usually associated with being greeted politely and courteously.
- Fairness: The need to be treated fairly is high up on most customers’ list of needs.
- Control: Control represents the customers’ need to feel as if they have an impact on the way things turn out.
- Options and alternatives: Customers need to feel that other avenues are available to getting what they want accomplished.
- Information: Customers need to be educated and informed about the products, policies, and procedures they encounter when dealing with your company.
Reconsider who your customers are
Who are your customers, really? Too often, the definition of customer is limited to someone who is outside of our company. Look up customer in your dictionary. The first definition of customer is a person who buys. The second definition is a person with whom one has dealings.
In fact, everyone who works in a company has customers regardless of whether they work with external, paying customers or internal co-workers. Customers fall into external and internal categories.
- The external customer: These are the people you deal with, either face-to-face or over the phone, who buy products or services from you. They are customers in the traditional sense of the word. Without them there would be no sales, no business, no paycheck. If your definition of a customer stops here, you are only seeing half the picture.
- The internal customer: The other half of the picture is the people who work inside your company and rely on you for the services, products, and information that they need to get their jobs done. They are not traditional customers, yet they need the same tender, loving care you give to your external customers.
By expanding your definition of a customer to include your co-workers, you are taking a vital step toward excellent service.
The internal customer chain works both ways. Sometimes you are the customer and other times you are the service provider. For example, a co-worker may come to you and ask for a printout of a report. In this case, you are the service provider because you are giving him what he needs. However, ten minutes later, you may turn around and go to that same co-worker and ask for help on a project; now you are the customer.
Protected: Letting Go Gracefully:
Monday, May 15th, 2006Project Management - Accelerators
Saturday, November 26th, 20051. Change is your friend
When I say, “Change is your friend,” I mean not only responding to change, but also proactively creating change, even driving the competition nuts by changing the rules of the game.
Change usually carries a negative connotation on projects. It disrupts things. It’s not something that is typically welcomed and that’s why traditional project management makes a big deal out of “change control.”
Extreme project management requires a different attitude about change. One that says change represents opportunity, and by welcoming change you improve the chances of delivering the desired result (which is likely to be vastly different from the originally planned result).
In practice, “Change is your friend” means a willingness to start over at any time and junk the plan and even the project.
2. People want to make a difference
I don’t think many people get up in the morning, excited about getting back to their projects. The word “project” has a downer kind of energy associated with it. However, people are more likely to rise and shine if the know they are on a mission; that is, if they see their project not so much as a project but as a cause.
When put into practice, the 2nd Project Accelerator means showing people how their job contributes to a the bigger picture by providing a sense of meaning and purpose.
3. People support what they create
I may feel good about being part of an important project, but if it is a risky venture (as are all extreme projects), I will want to have a voice in shaping the project.
In practice, the principle of “People support what they create” means to give people the freedom to determine how to do their job as well as the opportunity to influence how to succeed on the overall project including how performance will be measured.
4. Simplicity Wins
The old KISS principle - Keep It Simple Stupid - is much more than lip service on an extreme project. It’s taken seriously.
Project Management - Success Factors
Saturday, November 26th, 2005The 5 Critical Success Factors which cover the practices, tools and infrastructure ::.
CSF 1: Self-Mastery
CSF 2: Leadership by Commitment
CSF 3: Flexible Project Model
CSF 4: Real-Time Communication
CSF 5: Agile Organization
Project Management - Outlook Statement
Saturday, November 26th, 2005When you first take on a project large or small like a business, lay out an idea of expectation for everyone to be on the same page.
ex.
The Noah Family will develop and deploy a New World Orientation Website for survivors of the flood.
This project mission will be considered compete when the flood survivors have full access to the website.
This project supports Heaven’s objective to cleanse Planet Earth and start over with a whole new team.
Evolution is normal. Things change. Unfortunately, it’s also normal that people don’t take the time to re-synchronize and come to a new common agreement as to what they are “now” doing, for whom and why, and when it will be over.
who cares what people think… I do!
Saturday, June 11th, 2005An inspiring dynamic leader, problem solver, respectful, creative, head-strong, and a good mentor.
I do get aggressive when it comes to expecting the best out of everyone when I make it clear I am giving it my best. I do not consider quitting an option. You see it is because of the scope of my experiences that one way or another, I already know and expect a combination of outcomes. … theres reason as to why I am a techno-savvy and a dreamy visionary as awarded in the Whos who in American Business 2000 Leaders of the next Millennium.
I can honestly always say I make the most out of opportunities. I always make every project as fun as I can. I only try to take on the most challenging endeavors. I give my projects my all, otherwise why pursue a project at all and this is what attracts skillful people to our business.
Glossary of VDP Terms
Monday, December 6th, 2004- Affinity Group Marketing
- Targeting small groups of individuals who have similar characteristics or needs.
- Application
- 1. A specific digital printing job: “This application is a great example of promotional VDP.”
- 2. A general category of printing jobs: “Web fulfillment is a rapidly growing application for VDP.”
- 3. In general, a software program: “Microsoft Excel is a useful application for cleaning up incoming data.”
- Attrition
- Reduction in a company’s customer population that happens as a result of normal turnover or because of some specific event — perhaps a good competitive offer or a failure on the part of the company. (Also known as churn)
- Authoring Tool
- A software package that allows the creation of variable information jobs by defining layouts that include variable and, usually, static elements.
- Banding
- Creating groups of customers or prospects based on selected criteria.
- Bangtail
- A promotional envelope with a second flap, which is perforated and designed for use as an order blank.
- Bounce Back
- An offer enclosed with mailings sent to a customer in fulfillment of an order.
- Business Intelligence Software
- Software that provides different views of company data, through such methods as filtering and recognizing patterns. This allows businesses to make better decisions.
- Campaign Management Software
- A tool that facilitates marketing automation by coordinating the segmentation of the customer database and the development of offers. It links data analysis with program execution.
- Channel Manager
- Software that enables a company to capture relevant information from every point of customer contact, pass it to the central information repository, perform meaningful analysis, and finally send key data back to every point of contact for execution.
- Churn
- see Attrition
- Classing
- Assigning value to groups of customers or prospects based on selected criteria.
- Cleansing
- Removing from a database any data that is incomplete, incorrect or corrupt. (Also known as Scrubbing)
- Coding
- Identifying devices used on reply devices to identify the mailing list or other source from which the address was obtained.
- Collaborative Filtering
- A Web interactive channel through which a company can collect information about its customers by monitoring what pages are visited on its Web site and where the most time is spent.
- Collateral Management
- A system that records details of the various marketing materials (printed and electronic) for use in any campaign. It enables customer contact staff to access the exact materials to which a customer has been, or should be exposed.
- Component
- A part of a page, (e.g. image, graphic or text) which may need to be printed on various pages in a VDP print run. (Also known as Element or Page Element)
- Component Caching
- A method of improving VDP production efficiency by avoiding redundant re-RIPping of reusable elements. Without Component Caching, the element (this “page component”) must be re-RIPped every time it appears. But if a system does offer Component Caching, the component is RIPped only once, and the resulting press-ready bitmap is saved in the system, so it can be imaged anytime during the print run.
- Conditional Processing
- The ability, in a VDP system, to automatically change a page’s layout or content based on specific fields in the incoming data stream, using logic rules. Example: a picture field might be specified as “If Gender=M print redcar.tif, otherwise print whitecar.tif.”
- Contact History
- A record of the interaction a company has had with the customer over time and the outcomes of those interactions.
- Content Management
- Use of managed text, images, and pages to create a unique message for each customer.
- Continuous Relationship Marketing
- See Customer Relationship Management
- Corporate System Application (CSA)
- See Enterprise Resource Planning
- Cost per Piece
- The traditional measure of the cost of a direct mail marketing job: “How much did it cost me for each piece I dropped in the mail for this campaign?” But in comparing two printing methods, cost per piece is only meaningful if all other factors are equal.
- Cost per Response
- The goal of a marketing campaign is to get responses or orders, so the proper parameter for measuring the cost of a direct mail job is cost per response, or cost per dollar of sales, or some other results-oriented measurement. This point is important in the business of VDP, because VDP costs more per piece than conventional offset printing. The VDP page must justify its cost by producing better results.
- Customer Information Repository
- See Data Warehouse
- Customer Acquisition
- the marketing goal of acquiring new customers — selling to people who were not already customers.
- Customer Relationship Management (CRM)
- 1. The overall process of marketing, sales, and service within any organization
- 2. The practice of identifying, acquiring and retaining the best customers to produce profitable growth.
- 3. A dialogue with customers consisting of sequenced messages timed to individual needs and opportunity. (Also known as Continuous Relationship Marketing, Relationship Management or Relationship Marketing)
- Customer Retention
- the marketing goal of keeping your customers from going to the competition. The rule of thumb is that it costs five to ten times less to keep a customer than it does to acquire a new one. This is a major impetus behind the move to Customer Relationship Management.
- Customization
- See Personalization
- Data Driven Graphics
- Graphics, such as charts, which are generated by sending the raw numerical data to the DFE or RIP rather than creating individual charts in advance for each document in a print run. A digital printing system that can produce data driven graphics reduces the workload and bandwidth requirements for the earlier components of the system.
- Data Mart
- A subset of the information contained in a data warehouse.
- Data Mining
- Searching large volumes of data looking for patterns that accurately predict behavior in customers and prospects.
- Data Model
- A structured way of viewing a set of data — the design of the tables and their corresponding relationships in a relational database that are needed to support a vertical industry.
- Data Warehouse
- 1. An information infrastructure that enables businesses to access and analyze detailed data and trends.
- 2. A separate store of transactional data that provides a single integrated view of the customer. (Also known as Customer Information Repository).
- Database Management System (DBMS)
- Software used to create and maintain a database. Provides a layer of transparency between the physical data and application programs.
- Database Marketing
- The use of customer profiles contained in a database to market to customers.
- Database Publishing
- A process for managing, creating and publishing content through extensive use of database systems and content creation tools.
- Decision Support Systems
- Software application that helps to analyze data contained with a customer database. (Also known as Executive Information Systems, EIS)
- De-duplication
- Removing duplicate records from a database, especially when two or more databases have been merged to form a single larger list.
- Digital Asset Manager
- A software package that organizes, tracks and manages digital assets such as graphics, logos, pictures and text.
- Digital Front End (DFE)
- see RIP.
- Digital Printing
- Printing technology (laser printer, inkjet printer, digital press, etc) that can produce printed sheets directly from a computer file, without going through some intermediate medium such as a film negative or an intermediate machine such as a plate-making machine.
- Direct Mail Advertising
- Any promotional effort using the Postal Service for distribution of the advertising message.
- Direct Marketing
- A direct communication to a customer or business that is designed to generate a response in the form of an order, a request for further information, or a visit to a store or other place of business. (Also called Direct Response Advertising)
- Direct Response Advertising
- See Direct Marketing
- Doubling Day
- A point in time established by previous experience when 50% of all returns to a mailing will normally be received.
- Element
- see Component
- Enterprise Resource Planning (ERP)
- Multi-module application software that helps a company manage the important parts of its business such as product planning, parts purchasing, inventory management, supplier interaction, customer service, order tracking, finance and human resources.
- Enterprise Customer Management (ECM)
- The concept of moving ownership of the customer up to the enterprise level, and away from individual departments.
- Events
- Significant happenings in either the life of the customer (e.g. marriage, birth of child) or externally to the relationship with the customer (e.g. competitor activity) that may affect purchasing habits. Event-triggered communications are an important application of promotional VDP.
- Executive Information Systems, EIS
- See Decision Support Systems
- Extract File
- A subset of a large database used for analysis, often formatted as a flat file for downloading to a personal computer or workstation.
- Frequency Marketing
- A marketing program that recognizes and rewards customers based on their purchasing behavior. (Also known as Loyalty Programs)
- Geocoding
- Analysis of geo-demographic data such as ZIP codes, counties, regions, etc.
- Hard Benefit
- A program benefit that the customer would otherwise have to pay for (e.g. free air travel, free hotel lodging, etc.) See also Soft Benefit.
- Householding
- The grouping of individuals by household or relationship patterns.
- Interactive Marketing
- Marketing products or services via the Internet.
- Kill Bad Name (KBN)
- Action taken with undeliverable addresses.
- Lifetime Value (“LTV”) of Customer
- Viewing the value of a customer in terms of how much product or service he will purchase during his lifetime, not just on the current transaction. By focusing on LTV, a marketer gets a much more realistic picture of the value of keeping customers loyal.
- Loyalty Programs
- See Frequency Marketing
- LTV
- see Lifetime Value.
- Marketing Automation
- Automating the business processes involved in marketing: campaign definition, creation, and execution; market segmentation and targeting; collecting and analyzing response, and feeding back the response into the system.
- Marketing Campaign Lifecycle
- The full cycle of events in a marketing campaign including planning, execution and assessment.
- Marketing Velocity
- The speed of cycling through the marketing process — all of the steps in the Marketing Campaign Lifecycle.
- Mass customization
- The ability to cater to a “market of one,” printing tailored to an audience of one specific individual.
- Needs-based Differentiation
- How customers are different, based on what they need from the enterprise. Two customers may buy the same exact product or service for two dramatically different reasons.
- Open Database Connectivity (ODBC)
- an industry standard method of connecting to a database to request and receive data records.
- One-to-One Marketing
- Marketing process through which a business identifies its individual customers, differentiates among those individuals, interacts with customers and records responses, and customizes communications for individual consumers. Popularized by Don Peppers and Martha Rogers, Ph.D., in their series of “One To One” marketing books.
- Online Analytical Processing
- An application that looks for trends and patterns in corporate data in real-time.
- Online Transaction Processing (OLTP)
- An application that assists in the processing of a transaction and provides all the necessary information to complete the transaction. (e.g., the program running in front of the telephone operator when a consumer calls and orders a product from a catalog. The operator needs access to product information (what colors does that come in?), pricing, availability, delivery options, etc.)
- Page Caching
- Processing all the static elements on a VDP job only once and saving the result for reuse on every page in the print job. The variable elements for each sheet are then merged with the cached page to make the final printed piece.
- Page Element
- see Component
- Personalization
- Customizing a document by varying the text, graphics and layout to meet the needs of an individual consumer. (Also known as Customization)
- Portable Document Format (PDF)
- A file format created by Adobe Systems based on its PostScript® page description language. PDF files are platform- and device-independent, and are much easier to “port” from one user’s system to another without errors arising. PDF files are created and supported using Adobe’s “Acrobat” software tools; also, many other vendors have announced development of tools that support and expand the use of PDF in graphic arts production.
- PostScript
- The de facto standard page description language for the graphic arts, created by Adobe Systems. PostScript instructions created by application software and the printer driver are sent to a PostScript output device to describe the page the user wishes to have output.
- Product Holding
- What products a customer has purchased and what products they currently hold.
- Product Usage
- How the customer uses a product.
- Promotion
- Marketing communication activities that further the awareness, acceptance and sale of merchandise or services.
- Propensity Scores
- Scoring, based on past customer history, which portrays the likelihood a customer will perform a certain action.
- Pull Marketing
- Communications with a customer that are originated by the consumer.
- Purge
- The process of eliminating duplicates and/or unwanted names and addresses from one or more lists.
- Push Marketing
- Communications with a customer that are originated by the company.
- Raster Image Processor
- see RIP.
- Recurring Content
- See Reusable Component
- Reflow
- Dynamic hyphenation and justification of a text block caused by insertion of variable content. (Also known as Rejustifying)
- Re-justify
- see Reflow
- Relational Database
- A database built using the relational model, based on tables linked by a common key. Relational databases do not have any predefined access paths, and the order of records within each table is arbitrary.
- Relationship Management or Relationship Marketing
- see Customer Relationship Management
- Response Rate
- in a direct mail campaign, the percentage of recipients who responded. Response rate is a vital measurement of the success of any such campaign. The rule of thumb in the US and Europe is that typical response rate is 2%, but estimates in various industries range from a fraction of a percent to 4-5%. A major goal of promotional VDP is to generate higher response rates.
- Response Tracking
- Recording responses received in answer to a marketing campaign.
- Reusable Component
- Component reused within a personalized print job. (Also known as Recurring Content)
- RFM Market Analysis
- Segmenting customers based on Recency, Frequency, and Monetary value of transactions.
- RIP
- 1. noun: Acronym for Raster Image Processor: Hardware or software that converts a page description from some abstract language into a “raster image” — a pre-computed pattern of individual bits that are ready to be imaged on a digital output device: laser printer, imagesetter, digital press, etc. In the graphic arts industry, “RIP” almost always (but not always) refers to something that reads PostScript.
- 2. verb: To convert a page description file to bits, using a RIP. The RIPping process is also called rasterizing.
- SAS (Statistical Analysis System)
- A comprehensive statistical and graphical package that includes modules for several types of specialized analysis.
- Sales Force Automation
- Automating the business processes involved in sales such as contact management, information delivery, and proposal configuration. Note: in 1998, the industry Sales Force Automation Association renamed itself CRMA: Customer Relationship Management Association. This reflects a trend that’s important to the VDP industry: marketers are increasingly recognizing the importance of managing the entire customer relationship over a lifetime, not just through a single sales process, and CRM requires frequent communication, which often uses VDP.
- Scoring
- A technique that uses a model to predict future behavior. The score assigned to each individual in a database indicates that person’s likelihood of exhibiting a particular behavior.
- Scrubbing
- See cleansing
- Segmentation
- Dividing customers into groups, each with common demographic attributes.
- Soft Benefit
- A program benefit that strengthens the customer’s sense of special status and does not generate significant expense to the sponsor (e.g. discounts, advance notification of sales, special shopping hours, etc.) See also Hard Benefit.
- Suppressions
- Indicators to not communicate with a particular consumer or group of consumers.
- Transactional
- Representing or recording a business action of financial exchange.
- Variable Data Printing (VDP)
- A digital print run where each printed page is somewhat different, with the variations usually determined by relating page content to customer information in a database. (Also known as Variable Information Printing or VIP.)
- Variable Information (VI) or Variable Information Printing(VIP)
- see VDP.
- Versioning
- A form of short-run printing, where different versions of a document may go to different geographical areas or people with different income levels. Versioning can be done on a press that does not have VDP capability, because hundreds or thousands of identical sheets are printed for each “version” of the job.
- Workflow
- The decisions, steps and information paths taken in creating and outputting a digital document. In current graphic arts usage, “workflow” may be used loosely, sometimes including materials, processes and data as well as specific operator procedures.
Project Management - the 10 values
Tuesday, August 26th, 2003THE 10 SHARED VALUES
– Establishing the trust and confidence needed to succeed
This is the value system that fosters a strongly held belief among project stakeholders that by working together they can succeed, even in the face of volatility and adversity. It comes down to what Henry Ford said, “If you think you can, you can. If you think you can’t, you can’t. In either case you are right.”
1. Client Collaboration
In practice, Client Collaboration means on going interaction and feedback with the customer throughout the venture as opposed to handoff the requirements and disengage.
2. People First
In practice, People First means eliminating barriers so that people can do quality work.
3. Clarity of Purpose
In practice, Clarity of Purpose means understanding not only the goals of the project, but the bigger picture: why it’s being undertaken in the first place.
4. Honest Communication
In practice, Honest Communication means acting with integrity and speaking the truth about the good, the bad and the ugly without fear of reprisal.
5. Results Orientation
In practice, Results Orientation means focusing on the completion of deliverables rather than on tracking tasks.
6. Fast Failures
In practice, Fast Failures means finding the quickest path to failure by tackling the most difficult, risky or important work very early on.
7. Early Value
In practice, Early Value means giving customers something they can put to use as soon as possible.
8. Visibility
In practice, Visibility means keeping everything out in the open for all to see: plans, progress, work products, issues, who’s accountable for what.
9. Quality of Life
In practice, Quality of Life means ensuring that the project strikes a satisfying balance of work life and personal life.
10. Courage
In practice, Courage means having the fear and doing it anyway; doing it scared because it’s the right thing to do.
