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The Debate Over Blending the Roles of the BA and the PM

may15editpic.pngIn the last Business Analyst Times, Bob Wysocki suggested that, in this day and age, the business analyst and the project manager have much in common with major areas of overlap. He pointed out that the skill and competency profiles of the effective BA and the effective PM are virtually identical. He argued that possibly a new role will emerge combining the competency of both. Boy, did that set the fur flying! As a result, we’ve created a dedicated discussion forum for you to participate in. To go there now, click here.

Part two of Bob’s series, Effective Requirements Gathering and Management Need the Skills of Both the BA and the PM, is in this issue and we invite you to read it and react by contributing to what is an ongoing and, at times, heated discussion.

Contributor Richard Lannon brings his experience in facilitating Information Technology Service Management (ITSM) work sessions in the energy sector to helping IT organizations improve processes and services. He stresses the importance of looking at situations from a broad business perspective rather than a narrower IT viewpoint. In his article, ITSM Work Sessions: Lessons Learned, Richard shares the lessons he’s learned over the years and how to put them to work.

Bloggers John Dean and Terry Longo are back. John shares his views on setting up identity systems, while Terry wonders should the BA be part of the IT department or have a broader role within business.

I know you have your own views – I’ve heard some of them on the road. Please share them with other Business Analyst Times readers.

Best Regards,

Adam R. Kahn
Publisher, Business Analyst Times
[email protected]

Back to Basics and a Look to the Future

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9:50 AM
Wednesday, April 16th, 2008

ProjectWorld * BusinessAnalystWorld
Toronto 2008

Thank you for being part of this!

To view a slideshow of photos from the 2008 Toronto event, click here.

It’s been a hectic couple of weeks with ProjectWorld * BusinessAnalystWorld in Toronto in mid-April and Project Summit & BusinessAnalystWorld in Philadelphia this week. But it has been an enjoyable couple of weeks meeting new and old associates, hearing great speakers and being exposed to exciting new ideas.

And we have another exciting Business Analyst Times for you. Glenn Brûlé continues his Back to Basic series with episode two, Second Fundamental: Creating a Common Vocabulary, in which he discusses the old bugbear – communication and the positive or negative impact it can have on the project. Robert Wysocki wonders if it might be worth considering merging the BA and PM functions into one. Always sure to make people sit up, he puts forward his ideas in Is it Time for the BA and the PM to Get Hitched? Sandra Lavoy looks at what it takes to retain good IT people and Natasha Terk revisits the subject of e-mail with Ten Tips for Writing Effective E-mail Messages.

Our bloggers are back in fine form with their distinctive views – and not always agreeing! Check them out and take sides or sit on the fence. Either way, let us know what you think.

Best Regards, 

Adam R. Kahn
Publisher, Business Analyst Times
[email protected]

The Eye of the Storm: The Business Case

You may have noticed that one theme in this blog is change management, which I think must be central to a BA’s approach to managing requirements. Actually, I take that back…. To some degree, it seems that there is an overemphasis on the requirements themselves, at the expense of managing the business case for satisfying those requirements.

I will try to state my concern philosophically first, by asking the question “Where does the BA stand? What ought to be the BA’s primary point of view?” Here are the stands I see taken by BAs, to varying degrees: 

  • The requirements themselves – extremely challenging to set one’s bearings on the requirements themselves, because they will change! 
  • The requirements process – obviously a more stable view, giving one the prism through which to view and manage the constantly changing requirements 
  • The business case itself – this is the most advantageous point of view from which the BA should start his or her day

Saying it another way, if my mission is to manage the requirements, I could lose sight of the business case itself, which will change as requirements and solution elements (scope, schedule, cost) change. But if my mission is to keep the business case alive and fresh, by continually reflecting within the business case, in business case terms (benefits, costs, risks), the changes to requirements and solution elements, I have not only (a) taken a stand that puts me closest to my stakeholders from a business benefit point of view but also (b) made change management my core activity, because the business case cannot be kept fresh without it.

Do you agree? How central is continuous business case management to the way you work? If it is not central, what are the obstacles/challenges you face in making it so?

Congratulations and Condemnation!

Congratulations to John Dean for his analysis of what to do with a nearly infinite list of specific identity transactions (see March 2nd blog for the list, and John’s April blog for his ideas). 

Improve on it if you can, but I like his idea of grouping identity transactions by the “certainty” required, and using known technologies (Human Chip Insertion, Fingerprints, DNA, Retina prints, id cards) to “produce” the needed certainty.  Each “identifier” stakeholder can simply select the level of certainty they require from such a system.  This is a huge simplification, and seems to be a doable analysis.  There is evidence for the accuracy of many tests, AND we will have to consider the usual 4-D time/space complications (DNA is reliable, and is easy to plant at a crime scene).

Condemnation upon John for his focus on the “identifier” stakeholder, instead of “we the identified”, who live on the other side of such transactions (mostly). 

Leaving out the identified in these analyses is (increasingly) the cause of problems like identity theft, loss of privacy, deprivation of due process (sure, you can fix your erroneous credit record – have fun with your new full-time hobby), erosion of civil rights, and much, much more (the teen suicide who was berated on-line by the adult mother of another teen?).

Leaving us out of the requirements gives John access to a seemingly EASY solution – “chip insertion”.  The risk of crooks “stealing” someone else’s chip for illegal purposes can be dealt with by rigging the chips to self-destruct if removed or fiddled with.  I leave the problem of “counterfeit” chips for a later discussion (solution, as usual, is premature,so nyah, nyah, nyah, Mr. Dean).

This kind of solution is especially tempting for management, in spite of being clearly odious to the “workers. 

The day is coming where, if you are a convicted drug user, or a crummy boyfriend, or a whistleblower, or just a cranky person, people will be able to single you out electronically – even treat you the way we treat convicted pedophiles, just by accessing your history based on your chip id. 

Convicted pedophiles and other sexual criminals already know what this is like – no chance to really start over, always labeled.  The process created by the “identifiers” is great for labeling one for life; not so great for allowing for change and forgiveness. 

The current system protects the interests of the “identifier” stakeholders (John, language is important – can we just call them fascists?).  It assumes recidivism, and does not measure rehabilitation.  Remember – Civil Liberties are not just for people that you like.

One can claim that measuring rehabilitation is a different problem from identification.  Unlike John Dean, my perceptive readers immediately realize that if we can’t measure rehabilitation, then crime, or any “unapproved behavior” becomes a life sentence in the system John advocates.  Do you really want the letter L tattooed on your forehead for life, just because you once littered?

We’ll deal with such “identifier” requirements next time.  In the meantime, as a proof of concept for John’s analysis approach, would you agree with the following estimates of how much certainty is currently required for the following identity transactions?.

Amount of certitude required to identify:

  1. A terrorist = 0.1% (if we harass 1,000 people to actually catch one terrorist, we are satisfied – witness Guantanamo).
  2. Oneself for a driver’s license = 10% (or commerce will shut down – i.e., it is easy to fake the id required)
  3. Oneself to buy coffee and donuts = 95.0% (5% of transactions are “fraudulent”?)
  4. A death penalty convict = 70% (30% of death row inmates may not belong there, the states’ “management” are not investigating their own mistakes, of course). 
  5. A safe sex partner (varies by individual from 99.5% for those who want to witness your HIV test in person, no cheating, to 0% for Larry Craig, Senator from Idaho, who would prefer to know nothing about anyone next to him in a bathroom stall).

I finish with an important success point – small teams.  I want to make the point that our two person “team” (John Dean and myself) is (so far) enormously productive.

In perhaps 20 total person hours of actual focused, asynchronous but responsive work, we have enough grip on the scope to already despair of the sheer scope of the problem – this is good progress!

Next month (unless John tees me off again) we will contrast John’s “certainty” requirements with the requirements that “we the identified” might want to add.

Stay tuned – if we get the requirements right, it may only take one generation to finish this, and none to soon!

Staying Power

CIO Survey Reveals Most Effective Retention Methods

In the information technology (IT) industry, money talks, but it’s not the only employee-loyalty tool, a new survey shows. When chief information officers (CIOs) were asked to identify the most effective ways to keep IT staff, compensation (27 per cent) topped the list. Providing flexible schedules was close behind, cited by 21 per cent of respondents; another 17 per cent said opportunities for professional development helped to improve retention rates.

The survey was developed by Robert Half Technology, a leading provider of information technology professionals. It was conducted by an independent research firm and is based on telephone interviews with 270 CIOs across Canada.

CIOs were asked, “Which of the following elements have you found most effective at improving IT staff retention?”

Increased compensation…………………………. 27%
Offering flexible schedules………………………. 21%
Professional development or training……… 17%
Telecommuting………………………………………….. 7%
Extra vacation days or time off……………………. 4%
Granting company stock or options…………… 3%
None………………………………………………………….. 1%
Don’t know/other……………………………………… 20%
TOTAL……………………………………………………. 100%

Attractive compensation is a key component of an effective retention program as it shows employees their contributions are valued. A corporate culture that includes work/life balance and training options is also highly valued by IT professionals and is crucial for retaining top performers in a competitive hiring environment.

Effective Retention Programs would include the following components to improve staff retention rates:

Pay competitively. Periodically benchmark employee compensation against industry-standard ranges to ensure your salaries are keeping pace. Robert Half Technology produces an annual Salary Guide with salary ranges for more than 60 IT positions.

Support work/life balance. To prevent teams from burning out, ensure that workloads are realistic. Encourage employees to ask for help when they need it, and consider bringing in project professionals to help during peak periods.

Offer and promote training. Provide IT staff access to the courses and certification programs they need to grow their careers. Make sure employees are aware of professional development opportunities.


Sandra Lavoy

is a vice-president with Robert Half Technology, a leading provider of IT professionals on a project and full-time basis. Robert Half Technology has more than 100 locations in North America, South America, Europe and the Asia-Pacific region, and offers online job search services at www.rht.com. For more information, please call 1-800-793-5533.