четверг, 14 мая 2020 г.

Alternatives to SWOT Analysis


by Nicky LaMarco; Reviewed by Michelle Seidel, B.Sc., LL.B., MBA


When it comes to planning, SWOT is a very common planning process. It is an acronym that stands for Strengths, Weaknesses, Opportunities, and Threats. To conduct a SWOT analysis and other types of analysis, list each of the categories of things for the new business idea, or project that you are about to carry out. That way you get to see everything that you need in order to meet your objectives.

SWOT goes further than just the surface listing of these categories. For each of the lists you create, you can further divide them into external and internal aspects. There are external and internal strengths, external and internal weaknesses, and so on. You can also match the subcategories for more analysis and to see if you can convert a weakness to a strength. Matching is the process of linking a strength with a specific goal that you are trying to achieve while a conversion is when you take something that you had categorized as a weakness or threat and strategically redefine it as a strength or an opportunity.
SWOT is a straightforward process where you get an easy way to visualize the various elements of whatever it is you’re trying to do.

The Origin of SWOT Analysis

SWOT analysis is a very popular analysis method that has been around for quite some time. It is not an infallible analysis method, and there have been various criticisms of this particular form of analysis.
For starters, the naming has been called into question. Names like weaknesses and threats have been criticized as implying inherent inadequacy, as well as excessive danger, respectively. Experts have suggested that it would be a good idea to reword the phrase so that more-effective terms are used for the issues described. For example, rather than call them ‘threats,’ we can call them ‘obstacles.’ This makes it easier to get past because this category is then are viewed as nothing more than a problem to be solved in the pursuit of our business goals.

Limited in Scope

The internal and external subcategorization of each of these categories has also come under intense criticism, because many experts feel it is limited in scope. The general feeling is that SWOT feels like an analysis you perform once at the onset of a project and it doesn’t encourage a deeper analysis. At the beginning of a project, a simple SWOT analysis is used, and then the analysis is discarded as the project launches and is probably never revisited.
Because of these perceived limitations of SWOT analysis, many alternative analyses have been suggested over the years, each with its own unique premises and structure.

Emergence of the SCORE Analysis

The acronym SCORE stands for Strengths, Challenges, Options, Responses, and Effectiveness.
It is immediately obvious with this SWOT analysis alternative that the language is different from the kind of language used in SWOT analysis. The negativity you would find in SWOT analysis has been reduced significantly; the only section that seems to suggest any issues is ‘challenges.’ In fact, one of the main criticisms of this method is that it seems to sound rather idealistic. However, a deeper look will show you that it still manages to go over all the issues that SWOT analysis covers.
SWOT Challenges
The term "Challenges" is a little vague because it is an umbrella term for all the different tasks you are going to encounter as you carry out your project. However, it has been phrased in such a way that it does not sound defeatist. With SCORE analysis, you still know that there are going to be problems with your project. However, the concentration isn’t on the problems but on how that can be solved, which is a more positive approach to the issue.
Take, for example, the challenge of competition. The competition might be much wealthier than you and faster in their market moves – even though their product is of the same quality as yours – or perhaps even inferior. If you were to use SWOT analysis in this situation, you would give reasons why you are weaker than that competitor and the various threats that they pose to the success of your company.
In terms of positivity, that doesn’t help very much, and the negative half of the SWOT analysis grid has weak links to the positive half that deals with strengths and opportunities; the transition isn’t smooth.
SCORE Analysis
On the other hand, if you were to use SCORE analysis, you would list your challenges as far as the other company is concerned and then immediately you look at what options you have and the kind of responses you could take in relation to those options. Finally, you check how effective each of your responses was. As you can see, SCORE is a lot more proactive than SWOT and gets you to start your planning immediately for your future obstacles, rather than leaving them looking like the intimidating menace that they are in SWOT analysis.

The More Positive SOAR Analysis

The SOAR acronym is a fairly modern approach and is even more positive than SCORE. SOAR stands for Strengths, Opportunities, Aspirations, and Results.
It is again immediately obvious that SOAR seeks to be as positive as it can. In fact, it removes all kinds of negative wording from the acronym completely. One of the criticisms of SOAR analysis is that, at the very best, it is unwise. It seems rather difficult to plan for problems that are likely to pop up in the future if they are not included in the planning phase.
You could try to fit them in the opportunities section, but that would feel a little forced and confused. SOAR analysis is ultimately a very idealistic form of analysis. However, it has its advantages.
SOAR Pros and Cons
The main premise behind SOAR analysis is to encourage collaboration more than anything else. It tries to encourage collaboration through the six Is, which are to Initiate, Inquire, Imagine, Innovate, Inspire, and Implement.
The problem is that these sound like nothing more than buzzwords, and they have no real sense of direction to them. ‘Imagine,’ for example, is a strange word because you don’t need to be told to do it. The real point of its use in the analysis, however, is to help you make sense of what you have already imagined.
The main advantage of SOAR analysis is that the wording is positive enough for those with the right mindset and gives them just the right energy and motivation to help with their planning.

The NOISE Analysis

NOISE stands for Needs, Opportunities, Improvements, Strengths, and Exceptions.
This method of analysis is just as straightforward as SWOT analysis and it bears some resemblance to SCORE analysis in the sense that it makes an effort to get rid of the excess negativity. Any problems you have while carrying out your project can be put under the term "Needs." This isn’t very tidy, however, and, if you think deeply about it, the term "Needs" can be more depressing in the long run than it might seem at first. The same goes for the overall acronym "NOISE."
NOISE Pros and Cons
The main premise behind NOISE analysis is that you frame issues in terms of what you don’t have rather than what you need to do. You could think about finding new clients as a future problem. In NOISE analysis, we say you will ‘need new clients.’ It’s not a very big change, but it seems to feel more positive because, needs to be met seems easier than challenges to be overcome.
The most interesting part of NOISE analysis is the part labeled ‘Exception.’ Basically, this part is meant to encourage collaboration between the members of the team. It looks at what is already happening among the other elements of the analysis, even if only by a bitWhat has already worked and how can we move on from there? The point of the Exceptions’ part is to show that the team has already worked well together in the past and can – therefore – make progress going forward.

References (4)

Intrinsic and extrinsic motivation and goals

Motivation can be split into intrinsic (passion or self expression) and extrinsic (money or social status). Extrinsic motivation has proven to better foster creativity. The cause is still often debated but one correlating factor is possibly distraction.


The terms intrinsic and extrinsic motivation are frequently used and are sometimes a source of confusion. Below, I try to share my understanding of these term as they are used in self-determination theory (SDT). First, I'll explain what the difference between intrinsic and extrinsic motivation is and  then what the terms intrinsic and extrinsic goals mean.


Intrinsic and extrinsic motivation



Let's start with the question what motivation is. Motivation is energy for action. Motivation is our reason for engaging in activities. These reasons can be either intrinsic or extrinsic. Intrinsic motivation refers to activities we do because of the inherent satisfaction they give us while doing them (Ryan & Deci, 2017). Typical examples of intrinsically motivated behavior are playing, exploring, improvising, making music, and exercising a hobby. Although intrinsically motivated behavior actually can, and usually does, lead to something useful - we generally learn from it - this is not the reason for doing it. The reason is the pleasant experience we have while doing it, not that it also tends to be useful. Intrinsically motivated behavior is active, spontaneous, and interested.

Intrinsic motivation, according to SDT, is a natural source of energy which is present in any human being (and in many other animals) throughout the life span and which leads to pleasure and growth. Yet it can be undermined to a certain extent. The degree to which intrinsic motivation manifests itself is firstly dependent on the degree to which the needs for autonomy and competence of the individual are satisfied and secondly on the degree to which the individual's need for relatedness is satisfied  (Ryan & Deci, 2017). Several types of events, such as the presence of rewards can, under certain circumstances, diminish intrinsic motivation. This happens when people start to feel that they not doing the activity because they enjoy it but in order to get those rewards.

Extrinsic motivation refers to activities we engage in because of their instrumental value. In other words, we do them because they lead to some desired outcome. Sometimes people think that, by definition, extrinsic motivation is less positive or powerful than intrinsic motivation but this is not the case. SDT posits that any individual has the natural propensity to internalize extrinsic motivations which are valued and endorsed by significant others.

In other words, in our development we have an ongoing focus on trying to understand what important people in our environment value and on internalizing these values.When we will have fully internalized these values they will have become our own to such an extend that we will be fully motivated to behave in ways which are in accordance with them.



When this is the case, the quality of our motivation is high. It usually leads to good work and we get
energy from working at what we find important. When we are doing things which are in line with our deeply held (internalized) values we act with integrity.

Together, intrinsic motivation and internalized motivation are called autonomous motivation. The picture to the right illustrates this. Being autonomously motivated for the activity you are doing means that you fully endorse the doing of the activity because you find it inherently satisfying or because you deeply value what you hope to accomplish by it.

Intrinsic and extrinsic goals



One part of SDT, the Goal Contents Theory, focuses on types of goals people set and the aspirations they have in their lives. The theory distinguishes between intrinsic and extrinsic goals (Kasser & Ryan, 19931996). Examples of intrinsic goals are: good and intimate relations with people, useful contributions to one's community, and personal growth. Examples of extrinsic goals are: wealth, fame, admiration, and power.

The core of the distinction between intrinsic and extrinsic goals is the following. Intrinsic goals are focused on outcomes which we inherently value; extrinsic goals are focused on instrumental outcomes. Achieving intrinsic goals leads directly to the fulfillment of our basic needs for autonomy, competence, and relatedness. Achieving extrinsic goals does not. This is probably the main reason why achieving intrinsic goals generally is associated with more well-being than achieving extrinsic goals is (see for example Sheldon & Krieger, 2014).

We generally feel good when we achieve personal growth and close relationships. In contrast, when we achieve things like wealth and fame, we generally do not feel too well (read more here and here). However, there is an exception to this last remark. Achieving extrinsic goals can lead to well-being and flourishing when, in turn, these outcomes (such as fame and wealth) are used to achieve other intrinsic goals (Landry et al., 2016). An example of this may be the way Bill Gates now uses his fortune to help fight diseases. The table below summarizes the above.



Deliberate practice and intrinsic motivation

If we strictly use this terminology we could say that learning is a side effect of intrinsically motivated activity but not that we are intrinsically motivated to achieve specific learning outcomes. When we deliberately engage in a learning activity, for example through deliberate practice, our activity is instrumental. The reason for saying this is that the activity has the purpose of achieving a specific learning outcome. Strictly spoken, we are thus extrinsically motivated. But this does not mean we can't derive fulfillment or pleasure from the activity. We certainly can if we deeply value the skill we want to get better at.

As we are engaging in deliberate practice we are extrinsically motivated (because the activity is instrumental). But as we notice that we are making progress we are achieving an intrinsic goal (providing we value the skill we are learning). This realization leads to the fulfillment and well-being that is associated with achieving intrinsic goals.

That intrinsic motivation and deliberate practice are not the same thing does not meant that they aren't interrelated, though. They are. Research by Vink et al. (2014) has shown that intrinsic motivation and deliberate practice can promote each other. The more you are intrinsically motivated for and activity, the more you tend to be motivated to engage in deliberate practice in order to get better at it. The reverse is also true. Engaging in deliberate practice appears to strengthen intrinsic motivation. This may have to do with a process which Silvia (2008) describes and which I call interest renewal (read more here).

Finally, what started as extrinsically motivated behavior may transform into intrinsically motivated behavior. If we start out studying in order to learn for our exams the primary reason for doing the activity is extrinsic (because it is instrumental). But, if, when we are reading, we totally lose sight of our goal and are fully absorbed by the content we may continue to read without any sense of purpose and we may be fully continuing because of the interest and enjoyment we experience. If this is so, I think it is fair to say that our motivation has become intrinsic.

Conclusion

Intrinsic motivation and internalized motivation are conceptually strictly distinguished from each other. But in practice they can be interwoven, can merge into each other and can strengthen each other.



понедельник, 11 мая 2020 г.

Опциональность бизнеса в эпоху COVID-19: введение для руководителей, привыкших к успеху


High Performance Management, Strategy and Leadership Development


Ваша компания до COVID-19 была успешна? Уверенно и прибыльно росла? Но тот единственный сценарий, который был взят за основу и позволял вам расти, кризис превратил в шутку? Тогда этот текст для вас.
Неприятно, но происшедшее - не более, чем подтверждение старого и многократно проверенного закона: высокие доходы = высокий риск. Если отбросить самый драматичный сценарий, при котором ваш рост в основном финансировался в кредит, вашей компании придётся выбирать одну из трёх моделей поведения.
Первая - надеяться на то, что шторм уйдет так же быстро, как и пришёл. Вторая - идти ва-банк, вдохновляя себя припевами хитов прошлого века типа "The Winner Takes It All" или "Simply The Best". Третья - выстраивать опциональность, соединяя гибкость и сфокусированность.
Обязательно ли проиграют все те, кто выберут первые два варианта? Нет, конечно. Кто-то выиграет. Это вопрос удачи. Но мортальность, поверьте, будет слишком высокая. Вам она может точно не понадобиться.
Хотим не полагаться исключительно на удачу, но попробовать сыграть в опциональность и расти уже на основе нее? Что же, тогда есть важное условие. Надо забыть как страшный сон два способа управления ростом, которые были взяты на вооружение до COVID-19 абсолютным большинством наших компаний.
Это рост на основе "хотелок" собственников, многие годы позиционировавшийся на наших респектабельных бизнес-форумах как управление через Большие Амбициозные Цели (БАЦ). А также рост на основе достигнутого, предполагающий, что завтрашний день будет простым продолжением сегодняшнего и вчерашнего.
Что же вместо этого? Вместо этого - Opportunity-based Growth Management, или OGM. Управление ростом на основе возможностей. Методика, которую мы вместе с профессором Haskayne School of Business Алексеем Осиевским успели презентовать в США. До всего этого, как говорит наш друг - замечательный владелец "Биосферы" Андрей Здесенко, "чёрного не лебедя, но автобуса".
В первой декаде мая на Telegram-канале "Белошапка о менеджменте и...не только" снова открою доступ к своей статье из "Strategy & Leadership", описывающей эту методику. Предварительно хочу подготовить некоторые пояснения, которые помогут воспринять главные идеи с учётом текущих реалий.
Пока же несколько рекомендаций для тех, кто хочет начать учиться OGM и наращивать стратегическую опциональность.
Первое. OGM точно не работает при ручном управлении. Ручное управление - для первых двух из трех моделей поведения, описанных выше. Коль вы продолжаете это читать, формируйте стратегическую Команду. Но вовлекаете в нее людей, умеющих не только "брать под козырек". Ваш шанс - коллеги, имеющие или хотя бы способные развить внешний фокус управленческого внимания. Вовлекайте в стратегическую команду тех кто умеет подмечать неожиданное, предлагать альтернативы. Пусть ситуации, когда принимаются только решения, с которыми сразу согласны все, а среди генерирующих решения напрочь отсутствуют командные игроки-новаторы (помните тест Белбина?), останутся практикой ваших конкурентов.
Второе. Внутри своей стратегической команды хотя бы раз в две недели задавайте вопросы "Что мы еще не знаем о наших клиентах?" и "Что наши клиенты еще не знают о нас?". Отвечайте на эти вопросы и действуйте в соответствии с ответами.
Третье. Искомая опциональность обеспечивается не только через диверсификацию ценностного предложения (value proposition). Вы можете и обязаны искать её в трех остальных плоскостях управления ценностью - таргетировании (value targeting), монетизации (value appropriation) и исполнении (value delivery).
Четвёртое. 21 век - это век пересмотра отношений со стейкхолдерами. Возможности и угрозы приходят не только от стейкхолдеров, имеющих большую власть над вашей компанией и/или большой интерес к ней. Там не так много опциональности. Отслеживайте проблемы даже самых, на первый взгляд, незначительных стейкхолдеров. Их легитимные и даже нелегитимные претензии или запросы могут не только создать вам дополнительную головную боль. Они могут открыть возможности, о которых вы даже не подозревали.
Пятое. Одним из главных проявлений опциональности является возможность лавирования. Есть такой термин у стартаперов - pivot или вираж. Какую бы долгую историю не имела ваша компания, вы обязаны учиться основам выживания и успеха у стартапов. Эта основа - сотворчество с клиентами. Сотворчество, которое даёт шанс клиенту получить нужную ценность гораздо быстрее. Но в обмен на готовность принять некоторые ваши риски. Люди в вашей компании, способные дирижировать этим сотворчеством - один из самых главных активов опциональности вашей компании. Её выживания. И последующего роста в эпоху коронавируса.
И последнее. Все эти пять рекомендаций требуют лидерских компетенций. Разных. Но их будет объединять две главные вещи. Первая - внешний фокус внимания. И вторая - внутренний фокус ответственности.
Внимание на других. Ответственность на себя. Это именно то, что подразумевает КРМ, или культура результативного менеджмента.