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Tag: Change management

Opinion

The good manager litmus test: process change

For Kai Weber, a good manager is pivotal in making a job satisfying:

It’s the single most important factor in my satisfaction with a job. Nothing else shapes my memory and my judgment of a past job as much.

What really tests the mettle of a manager is how he or she handles process change. A good manager is absolutely critical when a documentation department switches to new authoring and publishing processes, particularly when moving from a desktop publishing environment to an XML-based one. Without good management, the implementation of new processes will likely fail. (I’ve seen bad management kill an implementation, and it’s ugly.)

So, what does a good manager do to ensure a smooth(er) transition? From my point of view, they will take the following actions (and this list is by no means all encompassing):

  • Demonstrate the value of the change to both upper management and those in the trenches. A manager can often get the approval from upper management on a workflow change by showing cost savings in localization expenses, for example; (less) money talks to those higher up on the corporate chain. But mentions of reduced costs don’t usually warm the hearts of those who are doing the work. A good manager should show team members how the new process eliminates manual drudgery that everyone hates, explain how authors can focus more on writing good content instead of on secondary tasks (such as formatting), and so on. Demonstrating how the team’s work experience improves is more important than showing improvements in the bottom line—even though the cost savings are a result of  those very changes. There is also the angle of professional development for a staff  moving to a new environment; more on that in the next bullet.
  • Ensure those working in the new process understand the new tools and technologies by offering training/knowledge transfer. A good manager knows that changing processes and not including some sort of training as part of the transition is foolish; knowledge transfer should be part of the project cost. Sure, not all companies can afford formal classroom training, but there are less expensive options to consider. Web-based training is very cost effective, particularly when team members are geographically dispersed. Another option is training one or two team members and then having them share their expertise with the rest of the group (“train the trainer”). The benefits of knowledge transfer are two-fold: team members can ramp up on the new processes in less time (thereby more quickly achieving the cost savings that upper management likes so much), and the team members themselves gain new skills in their profession. A good manager recognizes that training benefits both the company as a whole and individual employees (and he or she can help team members recognize how they benefit in the long term professionally from learning new skills).
  • Know the difference between staff members who are bringing up legitimate issues with the new workflow and those who are being recalcitrant just to maintain the status quo. During periods of change, a manager will get pushback from staff. That’s a given. However, that pushback is a very healthy thing because it can point out deficiencies in the new process. A good manager will take feedback, consider it, and modify the process when there are weaknesses. Addressing genuine feedback in such a manner can also help a manager win “converts” to the new process.  However, there may be an employee (or two) who won’t be receptive to change, regardless of how well the manager has explained the change, how much training is offered, and so on. In these cases, the manager may need to consider other assignments for that employee: for example, maintaining legacy documentation in the old system, particularly when that employee’s domain knowledge is too important to lose. There are more unpleasant options (including termination) the manager may need to consider if the recalcitrant team member isn’t providing other value to the organization as a whole. Basically, a good manager won’t let one individual poison the working environment for everyone else.

I will be the first to say that these tasks are not easy, particularly dealing with an employee who is utterly against change. But managers need to address all of the preceding issues to ensure a smooth transition and to keep the work environment positive and productive for the staff as a whole.

I won’t even pretend I have covered all the issues managers need to address when a department changes workflows, and each company will face its own particular challenges because of differences in corporate culture, and so on. If you’ve been through a workflow transition, please share your experiences in the comments: I’d love to hear from both managers and team members on what worked well (and what didn’t) in how management handled the changes.

PS: You can read a more detailed discussion about managing process change in our white paper, Managing implementation of structured authoring (HTML and PDF).

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News

Structured authoring in technical communication

I am pleased to announce the publication of our newest white paper, The State of Structured Authoring in Technical Communication. In early 2009, we conducted a survey on structured authoring; this document presents the results of the survey along with our analysis.

Those who participated in the survey are entitled to a free copy of the report. If you requested a copy via email, you will receive a message within the next 2 business days with download instructions. If you requested a printed copy, those will go in the mail tomorrow.

The report is also available for purchase and immediate download. The cost is $200 for the 38-page report (plus 18 pages that reproduce the survey questions, so the file is 56 pages long).

I’m also delivering a presentation at next week’s STC Summit in Atlanta, which discusses the results of the survey. If you’re attending the conference, I hope you’ll join me on Monday, May 5, from 1:30 to 2:30 p.m. in Regency V for “The State of Structure.”

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Conferences

WritersUA: DITA pilot techniques

Mark Wallis of IBM ISS on how to run a successful DITA pilot. Some great information in this presentation on how to reduce risks.

He recommends selecting your pilot project based on the following items:

  • Right timeframe — don’t choose the project that has an imminent release
  • Choose a manageable documentation set size
  • Reduce risk by avoiding the strongest (or most critical) product
  • Identify a product with a known need to improve the user experience

They had one person out of a group of twelve, a “senior in name only” writer, leave because of this transition.

The ideal team for a pilot will need cross-functional and complementary skills:

  • Project management skills
  • Tools and technology strengths
  • Product knowledge and understanding
  • Architecture and design skills
  • Editor for standards and styles

Some advice on planning your content. (And it’s worth noting here that these apply to good writing and topic-oriented content rather than to DITA tools.)

  • No autopilot writing
  • Don’t just migrate existing content; you’ll get trapped in old paradigms (this assumes that existing content does not fit the DITA topic paradigm)
  • Perform use case analysis and task analysis
  • Determine the critical scenarios to document
  • Focus on tasks; backfill supporting information as needed

Some interesting discussion of “task support clusters,” which include conceptual overviews, related tasks, deep concept, and reference information. (Michael Hughes did a presentation on this earlier today, which I unfortunately was not able to attend.)

They set up a DITA War Room in a small conference room and met at least daily (1.5 to 2 hours per day. Yikes). They set weekly goals and used small tasks to build momentum.

There was also heavy use of an internal wiki to put up initial “straw man” design, then revise, comment, and discuss.

Layering deliverables
Implementation deliverables were split out into smaller tasks, such as:

  • Creating topic files, links, and navigation
  • Testing links from code and navigation
  • Creating task and reference topics
  • Validating help against the user interface
  • Creating concept topics for principles, guidelines, and best practices (“deep concept”)
  • Validating content in the expert community

For the third time, he points out that they are no longer documenting how to use a check box, so I guess I’ll mention it.

Choosing the DITA toolset

Task Modeler (free) for building and managing ditamaps, defining relationships between topics, and creating skeleton topics (stub files).

DITA-compliant editor to edit your topics.

Compiler (part of open source toolkit). Compiler? What are they compiling? HTML Help? Oh. He just referred to Ant as a compiler. Ohhhhhkay.

Proof of concept

They picked a subset of the pilot to do the proof of concept.

The presenter’s boss is quoted as saying, “There’s no such thing as bad weather, only insufficient clothing.” I’m guessing that she’s never been to Minnesota in winter.

The objectives for the proof of concept:

  • Learn and evaluate tools
  • Address technical obstacles
  • Specify end-to-end requirements

They learned that deliverable formats matter because they must deliver several different formats.

Managing costs

Purchase toolsets only for pilot team.

After completing proof of concept (successfully!), invest in tools for the remaining writers.

Wiki

They used their wiki to capture conventions and guidelines.

Improving acceptance

They paid attention to the change management issues. He doesn’t mention it here, but I would assume that the combination of an acquisition by IBM plus the requirement to change the authoring environment could have caused significant angst. Their approach included presentations, wiki content, email discussions, and online training.

At the point of transition, DITA boot camp was offered.

They used collaborative walkthroughs, or reviews, to help standardize their content development. Interesting. This sounds as though it could be a) threatening and b) an unbelievable time sink. But just maybe it might also c) help improve the content.

Other lessons learned

Think more, write less. (Don’t document the obvious, don’t document common user interface convention, write only if you’re really adding value.)

Don’t squander your ignorance. (If something makes you stumble in the interface, that will probably also cause problems for your users, so capture it.)

The more structured your content, the easier the transition to DITA.

Documenting the obvious teaches readers to ignore your text, so don’t document the obvious.

The handouts are available here: http://www.writersua.com/ohc/suppmatl/

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Opinion

The Age of … Expertise?

Over on O’Reilly’s Radar blog, Andy Oram has a fascinating article about the demise (!) of the Information Age and what will be next:

[T]he Information Age was surprisingly short. In an age of Wikipedia, powerful search engines, and forums loaded with insights from volunteers, information is truly becoming free (economically), and thus worth even less than agriculture or manufacturing. So what has replaced information as the source of value?The answer is expertise. Because most activities offering a good return on investment require some rule-breaking–some challenge to assumptions, some paradigm shift–everyone looks for experts who can manipulate current practice nimbly and see beyond current practice. We are all seeking guides and mentors.

What comes after the information age? (be sure to read the comments, too)

It’s an interesting idea, but I don’t think we’re getting away from the Information Age into the Expertise Age. After all, expertise is just a specialized (useful!) form of information.

In the comments, Tim O’Reilly points out that the real change is in how information is gathered and distributed with “the rise of new forms of computer mediated aggregators and new forms of collective curation and communication.”

I believe that we are still firmly in the Information Age because information has not yet become a commodity product. There is, however, clearly a shift happening in how information is created and delivered. I think it’s helpful to look at communication dimensions:

  • Traditional technical writing is one-to-many. One person/team writes, many people consume it.
  • Wikis are many-to-many. Many people write; many people use the information.
  • Mailing lists are many-to-one. Many people respond to one persons’ question.
  • Technical support is one-to-one. One person calls; one person responds.

Technical support is the most expensive option; it’s also often the most relevant. Technical writing is more efficient (because the answer to the question is provided just once), but also less personal and therefore less relevant.

Many technical writers are concerned about losing control over their content. For an example of the alarmist perspective, read Joanne Hackos’s recent article on wikis. Then, be sure to read Anne Gentle’s eponymous rebuttal on The Content Wrangler.

Keep in mind, though, that you can’t stop people from creating wikis, mailing lists, third-party books, forums, or anything else. You cannot control what people say about your products, and it’s possible that the “unauthorized” information will reach a bigger audience than the Official Documentation(tm). You can attempt to channel these energies into productive information, but our new information age is the Age of Uncontrolled Information.

Furthermore, the fact that people are turning to Google to find information says something deeply unflattering about product documentation, online help, and other user assistance. Why is a Google search more compelling than looking in the help?

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