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Tag: Planning

Do You Consider “Opportunity Cost” In Your Analysis?

I’m a fan of live music, and I particularly enjoy music festivals. If you’ve never been to a music festival, you’re missing out. They usually involve multiple days of listening to music, dancing and having fun. There’s often multiple stages so one challenge is deciding which bands to listen to.

I was reminded of this fact last summer when I bumped into a friend of mine (who is also a BA) at a music festival. It turned out that we’d both created (and printed) spreadsheets showing who was playing when at what time. My spreadsheet even used color coding with green being bands we planned to see, and yellow being ‘backups’ (in case the first choice was too full, or there was some other reason we couldn’t get there).  Well, everyone loves a spreadsheet, don’t they?

 

Comparison and Opportunity Cost

Spreadsheets aside, this illustrates a point that is important in projects and product development initiatives too. Typically every action or decision has an opportunity cost associated with it. Taking one course of action means that it isn’t possible to pursue others (as time and budget is focused on the course of action that’s been chosen).

At a music festival, the opportunity cost is fairly easy to calculate. If I see Band A on the main stage at 8pm, I can’t see Band B on another stage at the same time.  I also can’t go to the bar (probably for the best), nor can I grab an overpriced hotdog. The act of deciding on an action means that other options are no longer open to me.

 

The same is true when it comes to deciding which projects to progress, which features to focus on, or which requirements to prioritize.  When writing an options paper, it’s usual to consider the impact of ‘doing nothing’, but in some cases it may be worth extending the thinking even further and considering what else could be done with the time and money.

When prioritizing requirements, there are always trade-offs. It’s desirable to deliver the features first that will enable the most benefit to be realized. This is certainly true, and this is something that I’m sure we all aspire to… but in reality aren’t things often a bit more complicated than that? There’s often resource contention (multiple development and testing teams, often with limited resources), organizational level challenges (code freezes, budget changes) and a whole load of other opportunities and threats outside of the immediate orbit of the project.

 

Sometimes It Makes Sense To Do The Second Best Thing

There might be cases when it actually makes sense to do the second most beneficial thing. Imagine there’s a high priority set of requirements. Everyone agrees those will yield the most benefit. However, the technical experts that need to work on them are also needed to work on some essential maintenance. Although systems maintenance and the art of ‘keeping the lights on’ is never as glamorous as delivering new features, it’s still super important.

Within the project, the logical decision is to go for the highest priority requirements. But, there’s an opportunity cost for the organization. If that action is taken, the maintenance is delayed. That might be a very bad idea, depending on the nature of the maintenance.

The key point here is that progressing the second best thing for the project might actually be the best thing for the organization overall.

 

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Know Which Decision Options Are “Perishable”

Some options available to us “perish” if they aren’t taken. If you’re at an airport and delay deciding whether to get on the plane for too long, your option to board that plane will eventually disappear (as it’ll have taken off without you). The same is true at a music festival, if Band A clashes with Band B, then you have a straight choice to make. Choosing Band A means you don’t see Band B at that festival.

These are different from prioritization decisions where you can do both things sequentially. Delaying requirement A so the team can do some urgent maintenance probably doesn’t mean that requirement A will never be delivered… it’ll just be delayed. There will be an impact on the timing of benefits realization, but it’s not a binary “yes or no” decision. It’s important these types of prioritization decisions are separated from those where there really is one chance, and one chance only.

 

BAs as Facilitators of Decision Making

All of this leads to an interesting conclusion: An important and often overlooked element of the BA role is to facilitate decision making.  Whether that’s over prioritization of projects, feature requests, requirements or something else, we are on hand to analyze the different perspectives and ensure an informed decision is made.

Ensuring that we do this consciously, taking into account multiple factors (while keeping ‘opportunity cost’ in mind) is crucial. It’s one of the many areas where BAs add value!

Your Next Process Model’s Degree of Abstraction

Any process model is so much more than a flowchart. It is an abstraction of current or future real-world operations.

Process modeling is one of the core competencies of any capable business analyst. Both the International Institute of Business Analysis (IIBA) Business Analysis Standard[1], and the Project Management Institute (PMI) Guide to Business Analysis[2] call for certified business analysts to be capable of preparing and using process models.

Business analysts and process improvement analysts may prepare process models at key points of business process management, information technology, and regulatory compliance project methodologies. They may specify current or future functional, organizational, and information systems architectures, functional requirements, workflow designs, and even automated operations. What any process model needs to communicate will vary from one project to the next.  The highest quality process model examples provide clear, accurate process information of direct interest to their readers.

Informed business analysts know that one of the secrets to producing a high-quality process model is to establish a clear mission for each model. To be successful, you should mindfully establish the mission of your next process model within the business process management, information technology, or regulatory compliance project that the model will serve.  You will then tailor your elicitations of the model’s content and configuration to meet project needs. Part of your process model mission-setting elicitation agenda will include asking and answering this important question:

What is this model’s required degree of abstraction?[3]

There are three generally accepted degrees of abstraction to consider: conceptual, logical, and configuration.

 

A Conceptual Process Model  

A conceptual process model graphically presents the defining structure of what a process is.

Business analysts, project sponsors, project managers, domain subject matter experts, regulators, and other process stakeholders use conceptual process models, for the following purposes:

  • To make process governance and scoping decisions;
  • To gain agreement about and communicate the process’s defined scope and structure, unequivocally distinguishing that process from all others in their business;
  • To design enterprise architecture, to define technology solution architectures,
  • To be the sound foundation on which forthcoming detailed problem analysis or detailed process definition is scoped out or planned;
  • To support project management decisions (e.g. budgeting, scoping).
  • To further elicit and fit logical process details upon its sound contextual and structural foundation.

 

Some business analysts and systems analysts might interpret the term conceptual to mean “high level”. That would be an oversimplification and a mistake. To serve its purpose, a conceptual process model should unequivocally define the sound, stable structure of the process. Despite being the highest degree of abstraction, a high-quality conceptual process model is still precise.  It can clearly and graphically communicate all of these process-defining information:

  • The process’s name.
  • The process’s initiating event(s) that causes the process to be performed.
  • The process’s activities and their expected sequence of execution.
  • The process’s expected outcome(s).
  • The process’s customer(s).

 

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A Logical Process Model

A logical process model elaborates contextually relevant details about how a process is required to operate, is designed to operate, or currently operates.

A high-quality logical process model could graphically, answer any of these types of how-elaborating questions:

  • The decomposition or summary of some of the process’s activities.
  • The rule-driven or decision-driven conditional work that may be performed.
  • The assigned responsibilities for performing the process’s activities.
  • The data or information required to be used and/or produced.
  • The causes of the process to be delayed or interrupted.
  • The processing errors that may occur while the process is executing, and how they will be resolved.
  • The process’s related performance or measurement data, and text-based operating procedures, documents, or other specifications.

There is a spectrum of uses for logical process models. Process owners and analysts use logical process models to determine what and where to measure an existing process’s performance or to design and communicate proposed process improvements. They also define requirements for, or the design of manual or automated procedures, or describe the design of workflows.

Competent business analysts and process analysts can anticipate, elicit and document a range of logical refinement types, using clear agendas and reusable modeling patterns[4]. They also know that no two logical process models need to communicate all of the same types of logical refinements. So they will consider the model’s mission within each project and tailor their modeling efforts to focus on eliciting and documenting the types of logical refinements that suit each model’s intended use within its project’s methodology.

 

A Process Configuration Model

A process configuration model communicates concrete implementation mechanisms such as software operations and user procedures or workflows.

A process configuration model is the lowest degree of abstraction. Business analysts and systems analysts typically prepare process configuration models in low-code and no-code software platforms. The platform consumes the process configuration model along with detailed process-related roles, security, forms, system interface, and data specifications to generate operating software, on top of an already well-rounded software product architecture. There is otherwise no or very little programmer intervention in translating the model into working software. When updates to requirements or defects emerge, the analyst revises the configuration model, and the platform regenerates and redeploys the software.

You must adopt and adhere exactly to a chosen low-code or no-code platform’s process modeling syntax. You can learn that by taking the training offered by the low-code or no-code platform’s vendor. Along with a process configuration model, you would specify, in detail:

  • System users, their assigned roles, and their responsibilities to perform the configured process flow.
  • The sequence of execution of configurable functional components, of an automated end-to-end workflow.
  • The configurable functional components involved in the process flow configuration. These are typically the user interfaces (e.g. forms, reports) system integrations (e.g. APIs), and the data attributes used in an automated process workflow.

Since process configuration models are precisely translated into operating software and business operations, any errors or omissions in the modeling become errors or omissions in the generated software and business operations.  It stands to reason that to be a successful business analyst or systems analyst in a low-code or no-code environment, you must design process configuration models based on sufficiently detailed logical requirements, that you have elicited and understood.

 

How to Choose Your Next Process Model’s Degree of Abstraction

Follow these guidelines to choose what the required degree of abstraction of your next process model will be:

Use conceptual process models to get agreement about and communicate what the process is. What is the scope? What causes it to be performed? What are the activities and their expected sequence? What is or are the expected outcome(s)? Use conceptual process models for planning, scoping, and architecture definition.

Use logical process models to get agreement and communicate how a process works or is required to work. Be prepared to elicit and document the answers to logical details such as: What are the detailed or summary activities? Who is responsible for what? What happens if? What happens when? What decisions will be made? What information is produced or used? Remember to elicit and include the details that are relevant to your model’s intended audience: those who participate in the lifecycle of your business process management or information technology project. Keep your model’s intended audience in mind when eliciting and documenting details. Use appropriately detailed logical process models for detailed functional requirements or design.

Use process configuration models to specify the configuration of concrete software modules, physical devices, and/or manual operating procedures that implement a process.

You typically use process configuration models in no-code or low-code software generation. To gain the benefits, you must specify very precise and accurate process implementation details, and exactly follow the process configuration modeling syntax.

 

Conclusion

A process model is not just a flowchart. It communicates what are, or will be, real-world operations. It may play a crucial role in the success or failure of your next business process management, information technology, or regulatory compliance project.

The most competent business analysts and process analysts clarify what their model’s required degree of abstraction will be, at the start of their analysis. They then focus their own and their project stakeholders’ efforts and time on the types of model content and format that will best suit each project’s unique needs.

You are welcome to learn more or share your comments and experiences about Your Next Process Model’s Degree of Abstraction via the Contact Us page at www.ProcessModelingAdvisor.com.

Copyright 2023, Edmund Metera
[1] The Business Analysis Standard (IIBA, November, 2022)
[2] PMI Guide to Business Analysis (PMI Inc, 2017)
[3] The Universal Process Modeling Procedure: The Practical Guide to High-Quality Business Process Models (Metera, 2018, 2022)
[4] The Universal Process Modeling Procedure: The Practical Guide To High-Quality Business Process Models Using BPMN (Metera, 2022)

Business Analysis Amalgamation with Product Management

In today’s fast-paced business environment, organizations constantly seek ways to improve their processes, products, and services. Business Analysis and Product Management are two key areas essential to achieving these goals. Traditionally, these functions have been viewed as separate disciplines, with Business Analysts focusing on identifying and analyzing business requirements, while Product Managers focus on the development and management of products and services.

However, there has been a growing trend towards amalgamating these two functions to create a more integrated approach in recent years. By combining Business Analysis with Product Management, companies can benefit from a more holistic understanding of customer needs, more effective use of data, and improved collaboration and communication between teams.

An Overview of Business Analysis and Product Management:

Business Analysis is the process of identifying, analyzing, and documenting business requirements, processes, and workflows. The role of a Business Analyst is to help organizations improve their processes and systems by identifying areas of improvement, gathering and analyzing data, and making recommendations for change. Business Analysts often work closely with stakeholders and other teams within an organization, including IT and project management.

Product Management, on the other hand, is focused on developing and managing products or services. The role of a Product Manager is to identify market opportunities, define product requirements, and work with cross-functional teams to bring products to market. Product Managers must have a deep understanding of customer needs and market trends and/ or the ability to manage budgets, timelines, and resources.

 Benefits of Amalgamating Business Analysis and Product Management:

While Business Analysis and Product Management are distinct roles, there are many benefits to amalgamating the two functions. Here are a few of the key advantages.

  • Better understanding of customer needs:

One of the key benefits of amalgamating Business Analysis and Product Management is the ability to better understand customer needs. By working together, these two functions can create a more complete picture of customer requirements, preferences, and pain points. This can lead to better product design, more effective marketing, and higher customer satisfaction.

  • Alignment towards Business Goals:

Amalgamating Business Analysis and Product Management also improve team collaboration and communication. These two functions can ensure that everyone is aligned on business goals, product requirements, and timelines. This can lead to better project outcomes and faster time to market.

 

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  • More practical use of data:

Another benefit of combining Business Analysis and Product Management is effectively using data. Business Analysts are skilled at collecting, analyzing, and interpreting data, while Product Managers deeply understand market trends and customer needs. These two functions can leverage data to improve product design, pricing, and marketing decisions by working together.

  • Faster problem-solving:

Amalgamating Business Analysis and Product Management also lead to faster problem-solving. By having a team of experts who can analyze data, identify issues, and recommend solutions, organizations can respond more quickly to changing market conditions or customer needs. This can help companies stay ahead of the competition and achieve their business objectives more effectively.

  • Better outcomes over outputs:

Finally, combining Business Analysis and Product Management can improve project outcomes. By working together, these two functions can ensure that products are designed to meet customer needs and that projects are delivered on time and within budget. This can lead to improved customer satisfaction, increased revenue, and a stronger competitive position in the market.

The amalgamation of Business Analysis and Product Management can benefit organizations looking to stay ahead in today’s competitive business landscape. By combining these two functions, companies can improve collaboration and communication, better understand customer needs, use data more effectively, and achieve better project outcomes. Whether a small start-up or a large enterprise, an integrated approach to Business Analysis and Product Management can help you achieve your business objectives more effectively.

Avoid Illusory Constraints And Incentives

If you were learning to drive in the UK, chances are you’d get in touch with a driving instructor. Over here, many of the driving schools they work for have company names starting with the number 1 (often ‘1st CompanyName Driving School’).  I suppose if I were a driving instructor my default company name would be “1st Reed” or something similar.

It might seem curious as to why there are so many driving schools with “1st” in their company names. We might assume it’s a signal that people who learn with them pass their driving test first time… but I suspect there’s another legacy reason, which goes back twenty years or more.  You see, when I learned to drive, you didn’t Google a driving instructor, you used the Yellow Pages.

 

For anyone unfamiliar with the Yellow Pages, it used to be a thick local telephone directory of different companies. It probably still exists, but twenty years ago it was an essential reference for every household and could usually be found close to the (corded) landline telephone.  It was printed on thin yellow paper, and had thousands and thousands of companies listed.

You’d search for a category (‘driving instructor’) and then (with the exception of paid ads) the companies were generally listed in alphabetical order.  And company names starting with numbers were given preference, so a company named “1st Aardvark Driving School” would be listed above “Aardvark Driving School”… hence the incentive to start a company name with the phrase “1st…”.

 

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The Constraints and Incentives Of Yesterday Might Be Irrelevant Today

Today, I would guess that very few people search for a driving school using a paper telephone directory, so this necessity to preface a company name with ‘1st’ is no longer valid.  Not only this, it could actually hinder findability…. Imagine if you heard somebody say their company name was “First Reed”.  Would the URL be 1stReed.com, FirstReed.com, First-Reed.com, or something else?  What keyword would you type into Google to search for them?

I wonder if issues of ‘digital findability’ might also start to affect musicians. With more and more people using voice-activated assistants, bands might get more airplay if they have a band name and a song name that is “voice assistant friendly”.  Don’t believe me? Try to get an AI assistant to find music by 90s band Campag Velocet and you’ll likely see the problem.

The point here is that constraints and incentives of yesterday (“We must start our company name with ‘1st’” or “Unusual band names sell records!”) might actually be disadvantages today.  The incentives and constraints have changed, and those that recognize that can use it to their advantage.

 

What This Means For BAs: The Importance of Healthy Challenge

This is where good business analysis helps.  It often feels that there is a human tendency to revert-to-norm and to “do what we’ve always done”.  In our world as BAs, this might relate to the way work is undertaken, the way a process works, or the way that technology is used.

In these situations there is a huge opportunity to tactfully challenge: to ask does it still need to be that way? And also ask what are the implications if it is implemented that way? Are we ‘baking in’ a constraint that is no longer relevant?

This starts by identifying those tacit assumptions and constraints and seeing whether they are really still valid. Techniques such as ‘five whys’, the brown cow model, or just informally asking questions with curiosity and listening deeply to the response can help a great deal.

Whichever techniques we use, having the confidence to build rapport and tactfully challenge accepted practices is key. Sometimes there might be a valid reason for the status quo… but if there isn’t, we might be able to help co-create a better way with our stakeholders. And if we can create something better, cheaper, slicker, better… that has to be a good thing!

Recruitment Metrics for BA Teams

Being involved in BA recruitment is a big responsibility. It’s hard to recruit right now, and it’s easy to blame the competitive market and skills shortage. It’s tempting to leave measurement and metrics to HR teams, but there are a number of key concepts all those involved in BA recruitment need to understand.

 

Time To Fill

From the point we become aware that a new or replacement BA role is needed, a clock starts ticking. Whether someone has handed in their notice, or a new project has emerged, we now have a gap that needs to be filled. It is so important to understand our average time to fill (TTF) for each role on the BA career path, as this aids decision making, including the use of short term resources such as consultants, contractors and secondments.

Typically more senior roles take longer to fill, because the talent pool is smaller and the demand greater. Having internal talent pipelines reduces the TTF and creates internal progression routes and clear BA career pathways. Ensuring these are in place improves knowledge retention, employee loyalty and morale and serves as an attraction factor for BAs outside the organization.

TTF includes internal processes of gaining agreement and approvals, getting a role posted and engaging with recruiters. This is often a hidden time over-head, and usually an area where organizations can speed up their recruitment.

 

Time To Hire

This marks the time between making a role available for applications and having someone in post. It includes the interview process and the notice period of the candidate.

Recruiting managers often put pressure on candidates to try to reduce their notice period. This is unfair, when it is the only period of time in the whole process which is outside of the recruiting organizations’ control. If we want people in faster, we should look to improve our own processes! Sometimes organizations exclude notice periods from their time to hire metric, to stay focused on the elements within their control.

Knowing the average time to hire helps us keep stakeholders informed, and contributes to better planning and onboarding.

 

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Conversion

At each stage of our recruitment process people drop out or are ruled out. This can be visualized as a recruitment funnel. Understanding the conversion rates between different steps in the process allow us to answer question such as:

  • How many applications do we typically need to find one appointable BA? [conversion rate from application to accepted offer].
  • How many candidates accept our offer? [conversion rate from interview to accepted offer].
  • What can we do to improve our conversion rates? (Faster processes? Better marketing of roles? Better communication with applicants?…)

 

If we understand where in the process we are losing people, and really consider the candidate experience, we increase the chances of a successful recruitment outcome, and save both time and money. Different organizations have different levels of formality, and may include more or less interview rounds and steps in the process. However formal or informal, it is valuable to understand the key conversion rates.

 

Attrition/Turnover

This is the rate which we lose BAs from the team over a given period. Not all attrition is bad, we need to support people to move to new and appropriate roles, and we need to allow BAs with new ideas and different experiences to join the team. Generally an attrition rate of less than 10% is considered healthy for team stability and business continuity.

Retention is the opposite measurement to attrition. This is the percentage of the team that stay during a given period. Focusing on ‘increasing retention’ is a more positive framing of the issues than ‘reducing attrition’. Recruitment is expensive, the cost of replacing BAs is far more than the cost of investing in appropriate initiatives which retain talented BAs in the organization. By asking and listening to what individual team members want from their role and employer we can increase retention rates (money will be a key factor, but not the only one!).

 

Tenure

This means understanding how long people stay with us and can be considered  at different levels:

  • Average length of time in each role/grade within the BA structure
  • How long people stay within the BA team
  • Total amount of time spent within the organization.

 

This is helpful to understand the rates of progression within the team. If we have entry level/development roles within the team, how long before people typically progress to a practitioner role? It allows trends and patterns to be explored. If we find people either stay less than 1 year or more than 10 years, what insights can be gained? What does that tell us about our recruitment and retention processes?

With further analysis we can understand the push and pull factors which keep BAs within the team or encourage them to look elsewhere. It also allows us to consider what internal development routes we offer into related professional disciplines.

 

Conclusion

In this competitive market, with increased demand for business analysis skills and the ‘great resignation’ making people consider their options, BA teams need to fully understand our own processes and look for improvements. A greater focus is needed on recruitment and retention, and we can no longer rely on ‘recruiting as we always’ have to make great appointments and grow our teams.

 

Further reading
Are you Losing BAs? C Lovelock, February 2022
Job Crafting for BAs C Lovelock, July 2021