Yesterday someone said to me that a crisis is a terrible thing to waste, that theres always a silver lining. If managed properly a crisis can be therapeutic and even productive. After saying good bye to the last optimist on the continent, I started thinking about the implications of good crisis management (as Murphy whispered in my ear: an optimist is someone who doesnt fully understand the situation).
Context defines options. When things are good, the if-it-aint-broke-dont-fix-it crowd rules. Management is thankfully paralyzed when everyones making money. Why start arguments that are unpleasant when you can play golf?
Crises, on the other hand, force everyone to re-think almost everything, depending on the severity of the crisis. Today we have a major league crisis. Technology spending will fall dramatically in 2009 and 2010, and some CIOs I speak with tell me that 20% - 30% cuts are on the table. Thirty percent cuts are unrealistic without severely reducing services. (One CIO I know recently asked everyone to turn in their Blackberrys because the budget could no longer support Crackberry addicts, knowing full well that the resulting outcry would require management to find money to keep the addiction going.)
But as unrealistic as the budget cuts might be and as clever as some of us can be in the art of budget manipulation there will be major cuts in people, hardware, software, and especially services. The crisis is bigger than any I have seen in decades much worse than the dot.com crash of 2000.
So wheres the good news?
Lets try to see the crisis through an opportunity lens. What can we get done today that we could never hope to get done when things were good? How should we use the air cover of the current crisis to make the decisions that would have no chance of being made if things were OK?
Think carefully about this because hopefully the crisis will pass. Theres a window of opportunity that will hopefully close after a suitable period of pain has passed.
First, look at the people. Do you have enough? Do you have too many? Do they have the right skills? And be brutally honest, because you only get to do this now: when things improve, the appetite for chewing up people will completely disappear.
Do the high potentials still have potential or are they just high? Reorganization is the natural extension of people assessments (or is it the other way around?). Regardless of which comes first, crises provide opportunities to finally kill the ineffective PMO, promote the smart architects (and fire the dumb ones) and revamp the business relationship management office among other organizational things youve been waiting to do.
Second, look at your processes. Now might be the time to re-define and re-assert governance especially in the technology intake area. Chances are good that you dont need any more projects, so shut down the demand for technology projects by defining acceptance criteria tightly. The governance around the procurement of hardware, software and services should also be tightened.
Take a look at business processes. Your business partners would kill for efficiencies that save money. Application development if youre still doing it can be re-defined around agile and related methodologies. Think about mashups as a way to extend the functionality of your humongous enterprise applications.