While debates rage as to the effectiveness of meetings in general, and books have been written on meeting organization and management, I’ve found that often meetings go wrong before they even begin because the invitation is missing (or vague in) four critical components, without which the likelihood of full participation and effectiveness is diminished.
Poor grammar and spelling that cause a requirements model to be inaccurate, or difficult to understand and use, are serious because they negatively affect the documentation’s ability to serve its purpose. An otherwise solid, easy to understand document with some errors in grammar and spelling, is not as serious. In either case, poor grammar and spelling should be included in the offending analyst’s professional development plan, and improvement should be encouraged and expected.
Mark Twain once said, “I can live for two months on a good compliment,” and I think many of us would agree with him. The “business” of delivering business solutions can be a stressful and, at times, seemingly thankless one. […]
Just a brief quote and a comment this evening to capture a thought that crossed my mind while contemplating differentiators between the great analyst and the good:
“The deepest principle in human nature is the craving to be appreciated.” – William James
Time and experience have shown me that one of the best ways to cultivate relationships of trust and mutual respect with stakeholders and team members is to actively seek out opportunities – even the small ones – to show appreciation for assistance, and acknowledgment for hard work and a job well done.
I don’t know whether being appreciative and showing gratitude is best considered a skill or a habit – it may be a little of both. It won’t likely show up in a competency assessment or a job interview, but it is a rare trait and a real differentiator, and one that I’m confident will give you (and your beneficiaries) great satisfaction as you develop it.
It really is the little things that make a big difference!
I won’t develop it much further this evening, but Heather Mylan-Mains shared another thought on Twitter that I wanted to capture here because I consider it another key differentiator between the the great and the good analyst. It stems from how we choose to react to inter-personal adversity; those real or perceived slights and mistreatments:
We choose how 2 react. No one makes us hold grudges or resentments. Choose 2 give people the benefit of the doubt today
#baot & move forward
— Heather Mylan-Mains (@heatherM_M) August 7, 2012
What are some other intangibles – traits, if not exactly “skills”, that are real difference makers? Please share them below!