need information architects? you can "grow your own"!
TRANSCRIPT
@Speaker #LavaCon
Need Information Architects? You Can “Grow Your Own”!
Best Practices forCultivating IA Expertise
Beth Thomerson
@Speaker #LavaCon
About the Speaker
• Documentation Manager & Senior Leader within Innovatia’s Technical Documentation line of business
• Over 20 years of experience in information design and development
• Agile training & ScrumMaster certification
3 Confidential. © Copyright 2015 Innovatia
Innovatia Highlights
• 600+ knowledge management professionals globally
• Canadian company headquartered in Saint John, NB Canada
• Global presence
• End-to-end knowledge management company
• Committed to R&D
4 Confidential. © Copyright 2015 Innovatia
Fast, effective learning that works.
Design, develop and delivery
Progressive, competency-based learning solutions where, when and how the learner needs it
24/7/365 support, with 10+ yearsexperience.
Multi-shore Workforce
Quality serviceCompetitive pricingLow attrition
Experts in making complex products & procedures simple.
Leverage standards
Architect for reuse
Simplify the content
Improve information integrity
Engage the audience
Software toolsthat make contentmanagement easier.
ProcedureFlow
Content Development Suite
Procedure Accelerator
An Innovative Solution Provider
Documentation Learning TechnicalSupport
SoftwareProducts
5 Confidential. © Copyright 2015 Innovatia
Why do you need Information Architect expertise?
• Complex content• Multi-channel content delivery• Dynamic content• Sophisticated end-user requirements• Content quality no longer “enough”
And it’s only going to get more complex, interesting, and challenging in the future!
6 Confidential. © Copyright 2015 Innovatia
What skills differentiate IAs?
Can Perform: Content analysis/audit Content strategy Audience analysis Competitor analysis Content architecture
Content Architecture:Content modelsTaxonomyMetadata strategies
7 Confidential. © Copyright 2015 Innovatia
Hiring outside your organization
Advantages:•Fresh perspective/point of view•New skills/expertise•New ideas/new person helps
energize an organization
8 Confidential. © Copyright 2015 Innovatia
Hiring outside your organization
There are drawbacks:•Company knowledge•Customer knowledge/insight•Competitor knowledge/challenges•Few Information Architect resources available; time-consuming to hire•Strategy, vision, mission
9 Confidential. © Copyright 2015 Innovatia
Growing your own IA experience
Advantages:•Company knowledge•Customer knowledge/insight•Competitor knowledge/challenges•Strategic vision, mission•Existing business relationships•Retention of key talent/career path creation
10 Confidential. © Copyright 2015 Innovatia
Growing your own IA experience
Drawbacks:•Time-consuming•Stale perspective
11 Confidential. © Copyright 2015 Innovatia
Our situation
• Medium-size organization, multiple clients/projects world-wide
• Finding the right mix of skills to hire is challenging
• We need more IA expertise to support growth
12 Confidential. © Copyright 2015 Innovatia
Our “grow your own” solution
Defined Approach: “Night school” concept Curriculum designed so
“students” can use existing project work
Focus on repeatable processes
Select candidates across project teams
Benefits:Applying IA principles benefits deliverables immediatelyAs students progress, we have pool of in-house talent when IA roles are available
13 Confidential. © Copyright 2015 Innovatia
You may have some doubts…
•Too small•Too big•Too busy•No existing IA expertise / Not sure
where to start
“ Do not wait until conditions are perfect to begin. Beginning makes the conditions perfect.”–Alan Cohen
14 Confidential. © Copyright 2015 Innovatia
Too small or too big?
Small: nimble may also equal more autonomy fewer hurdles for buy-in on a plan focus on growth opportunities/value
to the business
Big: plethora of talent (if IA role or IA expertise is in-house) career
development; if not, new career path established process for business case
recommendations
15 Confidential. © Copyright 2015 Innovatia
Too busy?
•Chart a multi-phase approach to demonstrate value; start small and build
•Prove value and efficiencies; earn buy-in from stakeholders
•Incent writers for results
“Focus on being productive instead of busy.”–Tim Ferris
16 Confidential. © Copyright 2015 Innovatia
No expertise or not sure where to start?
•Learn together•Network for mentors, advisors•Consider online resources
(budget-friendly)•Invest in top-talent via instructor-
led training, conferences, books
“One sure-fire way to stay creative: force yourself to learn something new.”–Harvey Mackay
17 Confidential. © Copyright 2015 Innovatia
Selling the idea• Identify objectives (you can have more than one)• What problems are you trying to solve?• What benefits do you anticipate for your organization?• What changes, stays the same, or regresses if you
don’t grow IA expertise?• Do you need a full-fledged IA, or do you want to
cultivate IA expertise to grow into IA role(s)?• Be able to articulate how IA as a role or expertise can
help with top talent retention • Consider building a business case to get initial interest
and buy-in• Suggest a proof of concept project that clearly
illustrates benefits of applied knowledge• Create RACI matrix/ensure you identify the right
stakeholders for communications• Find a champion/sponsor
18 Confidential. © Copyright 2015 Innovatia
Identifying the needs
•Create a checklist – look for gaps, where to strengthen existing skills, and add new skills
•Prioritize items on checklist; backlog those less-critical
•Consider expectations & be clear on:BWhat you want/value to organization.BWhat applicants want/value to their
skill sets.
19 Confidential. © Copyright 2015 Innovatia
What to consider
•What approach will work best in your environment?
•Series of sessions or ongoing program or hybrid?•Do you have in-house expertise to leverage?
BInstructorsBMentorsBCoordinator
•Can you “clear the decks” to ensure program’s success?
•Plan program as a project; ensure accountability/responsibility
20 Confidential. © Copyright 2015 Innovatia
Assemble the team
Important roles:• Project Lead• Curriculum Lead• Communications Lead• Instructor(s)• Mentors• Coordinators• Program Manager (optional)
Start small; add more team
members if needed
Smaller teamnimble, bias for action; but…stretched thin, no backups, multiple roles/person
Larger teamthorough planning, one role/person; but…less nimble, harder to make decisions
21 Confidential. © Copyright 2015 Innovatia
Develop curriculum
•Identify foundational skills•What fills identified gaps?•What strengthens existing skills?•Does the curriculum include
multiple aspects of IA?BStrategyBAnalysisBProcess/SDLCBAuditingBModelingBCommunicating results
•Validate and iterate until curriculum meets needs
22 Confidential. © Copyright 2015 Innovatia
Identify ideal student profile
Profile• Seniority level• IA activity expertise (e.g., content
modeling, auditing, analysis)• Communication expertise (across,
down, up)• Passion• Previous projects/initiatives
Create application (optional)• SharePoint• Survey applications• Word or Excel
23 Confidential. © Copyright 2015 Innovatia
Plan, interview & select
Plan your approach and communicate to the organization
Interview interested candidates; standardize on base questions
Determine which candidates are the best fit for your needs
24 Confidential. © Copyright 2015 Innovatia
Plan & communicate – our approach
•Create project plan; assign owners and dates•Create communications plan with milestones•Provide early information to managers•Announce to organization•Open application
25 Confidential. © Copyright 2015 Innovatia
Interview applicants – our approach
• Review applications; triage most promising based upon profile wish list
• Select applicants for interviews; communicate to all applicants
• Develop scoring mechanism for interviewers
• Determine base questions; use in all interviews
• Score interviews independently
26 Confidential. © Copyright 2015 Innovatia
Select candidates – our approach
•Collate interview scores after all interviews are complete
•Project team members discuss & select final candidates
•Notify managers of selected candidates
•Communicate to all candidates
27 Confidential. © Copyright 2015 Innovatia
Begin program
•Regular project team meetingsBDiscuss progress BEvaluate feedbackBAdjust as needed
•Frequent/regular mentoring for all attendees
•Office hours for “drop-in” questions, discussions
•Training=lecture and hands-on•Exercises reviewed/critiqued•Formal measurement not required
28 Confidential. © Copyright 2015 Innovatia
Wrapping it up
•Survey attendees•Survey managers•Schedule retrospective•Record findings/lessons learned
29 Confidential. © Copyright 2015 Innovatia
General best practices
Research Whiteboard ideas What does success look like? Network! What works in other
organizations? Attend conferences Invest in training (time or budget) Create elevator pitch around value Determine metrics Cultivate executive
sponsor/champion Get buy-in from stakeholders Communicate early and often
Questions?