My Trip to Dhaka Bangladesh

I arrived in Dhaka, Bangladesh on the 24^th of March for my next assignment on Financial Management Systems. The organization contracting me has some issues with its financial management system and has received recommendation from the auditors to fix these issues. Further they want to conform to the South Asian Federation of Accountants Standards. So my task is simple. Document the existing practices at the organization and get agreement on the current practices and then recommend changes and improvements to the system.

Well even though it is simple there can be quite a few things that can pose a challenge to this type of assignment. I already encountered one on the first day of my assignment (25^th); which is, in a group of around 20 finance staff it was quite difficult to plot the current financial practices using flow chart symbols as non of them knew the current system in its entirety. It is still work in progress and I hope to have it pinned down during the next working day which is Saturday (Bangladesh uses the Islamic calendar); where the staff have agreed to come to work.

The last time I was in Bangladesh was way back in January of 2008; so it was good to come back to Bangladesh and to see how things are. I must say that the only thing that looked to have changed is in fact the increase in motor traffic. It takes for ever to commute on Dhaka roads. I am staying at the Ambrosia guest house in Dhanmondi where I stayed during my earlier visits to Dhaka. It felt good to be here where the staff recognize and remember you after a long absence; it really does feel like home when you are greeted by familiar faces.

Looking forward to the next few days of the assignment; it is scheduled to end in early April and then I have another assignment lined up in the Philippines.

Limitations of Organization Capacity Assessment (OCA) tools

Since April of 2002 I have been involved with Strategic Planning, Restructuring, Re-engineering, Organization Revival, Organization Analysis, Organization Capacity Assessment and Organization Development projects across sectors and boarders. Most of the tools that ate used for this purpose can be traced back to a few general tools which were made famous in the latter part of the twentieth century. Increasingly I have felt the need to further customize these tools in a way that they become more relevant to the current context. This customization has been happening in the past and continues at a faster rate at present.

The single biggest reason that I attribute for this need is that; today we live in a technological age which has some peculiar characteristics. The characteristics are that we need to innovate and improve not only our products but also how we do things inside the organization at a faster rate. This is nothing new; most of the thought leaders of our time have made big bucks selling this message repackaged with additional jargon. These characteristics currently affect most of the knowledge based industries. However as time goes by their affect on every organization be it government, private or development sector will grow exponentially.

As mentioned above since we have to improve the way we do things inside an organization we run into the human dimension of things. We are also aware of the “change management” that needs to happen inside the organization to facilitate the “keeping up” with the changes that drive our organizations toward bigger and better things. However we don not consider that some of the changes required may be limited by the knowledge / intellectual capacity of the staff (here staff include owner directors, CEOs, CFOs, CIOs, and CKOs). In some organizations we may have staff that has reached the limit of their intellectual prowess. When an organization reaches this level it is said to have arrived at the door step of “mediocracy”

The current tools that most of our contemporary consultants use for organizational diagnosis will not help identify this issue of “mediocracy”. However there are some characteristics that are peculiar to these organizations where they have reached the glass ceiling of intellectual limitation / mediocracy. Let me take a few cases from assignment that I have done in the past and elaborate this.

The 1^st example that I would like to take is an ICT company that started over 25 years ago. The organization has been fairly successful in keeping up with the changes in the ICT technology; and has been making above industry average, earnings per share. However in the early 21^st century there was a need to re-strategize to keep up with the faster pace of change in the ICT technological environment. I was invited to develop a new strategic plan for this organization. By this time I had already identified some of the key markers of an organization that has reached its pinnacle based on the intellectual capacity of its staff; and I was able to identify them in this organization during my first meeting with the senior management of the organization. I suggested to the Managing Director who invited me that the organization not only needed a new strategic plan but it also needed a corporate renewal plan and a VRS. This suggestion was not looked at favorably and I was asked only to develop a strategic plan.

The markers that I identified were:

1. The organization starts adding parallel value chains to the existing organization structure.

2. Organization does not move forward or backwards in the value chain

3. The organization does not spawn new businesses that are “stars” / neither are they known for any innovation (other than the innovation of some of the principles / 3^rd party brands that they may represent)

4. History of young star performers leaving the organization on a continuing basis

5. Boasting of people (the young starts) who have left the organization and gone to achieve great things as been trained at this organization.

6. Long serving staff in a particular discipline / technology / expertise

7. Some staff that leave the organization after a few year (not the stars) join the organization again as a manager or a senior in the same field of expertise

8. Staff talk of the same obstacles that they face every year (one years experience repeated over many years) as opposed to innovating / re-engineering / work-a-rounds to overcome obstacles

9. Large number of managers based on technical areas as opposed to value addition

10. Staff do not take up higher education or professional development

11. Average age of staff moves parallel to the age of the organization

The above 11 markers as identified by me is a clear indication that the organization has run out of ideas and the incumbent staff are not able to get the organization out of the hole that it has dug for itself. They need fresh blood and a new playing field to continue being profitable. In its current state it will just survive but never reach its former glory / heyday it enjoyed in the beginning of its existence.

The 2^nd example that I would like to take is a research organization set up to do applied economic research. This organization too has been in existence for over 30 years and had enjoyed considerable success in the early part of its existence. This organization too displayed the following common markers as identified by me earlier.

They were:

1. Long serving staff in a particular discipline / technology / expertise
2. History of young star performers leave the organization on a continuing basis
3. Boasting of people (the young starts) who have left the organization and gone to achieve great things as been trained at this organization.
4. Some staff that leave the organization after a few year (not the stars) join the organization again as a manager or a senior in the same field of expertise
5. Staff talk of the same obstacles that they face every year (one years experience repeated over many years) as opposed to innovating / re-engineering / work-a-rounds to overcome obstacles
6. Large number of managers based on technical areas as opposed to value addition
7. Average age of staff moves parallel to the age of the organization

In addition they displayed the following:

8. Doing (research) work in traditional / theoretical / safe areas as opposed to doing applied / non traditional / contentious issues based research (Not competing in your space as mentioned in the mission but trying to compete in the space that you perceive to be good at / running back to mama so to speak; relying on your academic training as apposed to innovation)
9. Contempt / arrogance towards younger organizations (doing applied research) and relying on the age of the organization and past performance as a mark of value (of research) as apposed to quality, (rigor), and relevance to current context.

The above may be considered anecdotal by some; but over the past 8 years across 19 countries I have come across these markers with increasing frequency across private, government and not for profit / development sector organizations which are not considered to be in the knowledge driven sectors.

The question is; are we at the stage that this initial varying degree of prevalence of the markers in other sector may become the norm across organizations and sectors? Only time will tell. However, I am convinced that we are seeing the beginning of another divide that will start another wave of brain drain as organizations start to realize this phenomenon and start to poach intellectual staff from all over the world.

My trip to New Delhi & Hyderabad Cont……..

I finished the 5^th and final OCA for this assignment. The organization assessed is rather a small one but with a track record of substantial outputs. The 3^rd organization Indian Institute of Dalit Studies, the 4^th organization Yugantra (www.yugantra.org.in) and the 5^th organization Institute of Social Studies Trust (www.isst-india.org) had fewer economists as researchers than the 1^st and 2^nd organizations assessed. This resulted in their research being more focused on the softer aspects of development such as gender, education and inclusion. This meant that they had more interactions with civil society organizations. In a country that is looking to grow at 8% on an annual basis it is good to have this perspective brought in to the policy making process.

I finished the OCA by 4 PM and made my way to he airport to take the flight back to Colombo. To my surprise the flight was on time and we were able to board and are ready for take off on time. I dreamt of sleeping in the plane and getting home at a decent hour and taking a shower and going to sleep so that I can start a new day in Colombo without the effects of travel. This however was not to be. As the air stewardess counted the passengers there was one passenger missing. This meant that the airport staff had to look for this idiot all over the airport. As they could not find him then they decided to offload him; so this meant that they had to offload his baggage as well. As the Delhi airport did not have a bar coding system that meant that all the baggage had to be manually processed to identify the missing passengers’ baggage. This took one and a half hours.

Apparently the passenger was a phantom as he has been checked in (as part of a group) transferring to this flight with his luggage but he was physically not there. I hope they throw the book at the counter staff that did this horrendous mistake. And fix the system to ensure that transfer baggage is not loaded on to the aircraft until the passenger physically checks in. I really thought that this type of kinks in the system would have been sorted out long time ago; apparently not.

So what promised to be a nice ride back to Colombo turned out to be the longest flight between New Delhi and Colombo. The silver lining is of course that we arrived safely!

Have to finish all my reports for the India assignment and apply for my Philippines visa next week as I have to leave for Bangladesh on the 24^th of March.

My Trip to New Delhi & Hyderabad Cont………

My 4^th OCA was done for an organization in Hyderabad and I experienced something I came across the last time I did an OCA in Hyderabad. Readers of my Blog may recall my last visit to Hyderabad and the post of 10/12/09. Talk about déjà vu it was very similar on this occasion as well, but the difference was that it was led by the senior members of the board, who were eminent individuals in their own right. (I am talking about an attempt by the organization to cover up facts that directly deals with their capacity during the OCA). What made it very unpalatable was that they gave a presentation on the history and activities of the organization and conveniently omitted these facts from the presentation. This to me is a bad sign and a major put off. The irony is that even with these capacity issues the organization is a relatively capable organization and can be developed to do better; and the purpose for the assessment is exactly to identify these gaps so that they may be able to qualify for a grant to develop their organizational capacity.

Other than this the rest of the assignment went as usual and finished the OCA by 4 PM on the 3^rd of March. I went directly to the airport to take a flight to New Delhi for the 5^th and last OCA. While waiting to board my flight I noticed a very weird thing. The displays at the Hyderabad airport that give flight departure details were giving a lot more information than it is logically required for passengers waiting to board flights. Let me explain; it starts with the information tag against the flights numbers as “Gate Open” and then as time goes by it proceeds to change the tags to “Final Call”, “Gate Closed”, “Boarding” and finally to “Departed”. In my experience this is the extent of the information which can be relevant to any passenger in the terminal and it stays for at least 10 to 15 minutes on the information board and then it is deleted from the board. However in Hyderabad Airport this is followed by another information tag saying “Airborne”; now who needs to know this? Does it mean that if you are late for the flight and that if the flight is not airborne they will put you on it? Don’t think so; as they say “gate closes 15 minutes before departure time”. Further given today’s security climate well-wishers are not allowed in the terminal. So go figure this one out.