“Best practices” are bullshit

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Managers and consultants are often obsessed with the search for best practices — those activities that appear to separate leading organizations from the rest of the pack. The idea behind this search is that once identified, best practices can be adopted by other organizations, which will then experience similar gains in performance. While there is certainly some truth to this idea, the supporting evidence is decidedly mixed. Organizations frequently struggle to implement new tools and practices and rarely experience similar gains in performance. In many industries, the performance gap between the top and middle performers remains stubbornly difficult to close. A key reason for these failures is simply that organizations are complex configurations of people and technology, and a set of tools or practices that works well in one context might not be equally effective for a major competitor — even if that competitor is located just down the street.

That couldn’t be more true.

Standard organizational thinking

  1. “We should copy what this competitor is doing because they seem to be doing better.”
  2. “Sounds good.”
  3. “In this process I noticed we don’t have the people or tools necessary to do this successfully.”
  4. “Who cares?”
  5. “Right, we still making money!”

The real deal here

What people value is execution.

People get so caught up in execution that they believe they are ungodly busy and have no time for anything else.

In reality, most of these people are just checking boxes.

But let’s gloss that over for a second.

Execution focus leads to “Temple of Busy.”

“Temple of Busy” further pushes out “thinking.”

So whenever something — any concept — goes south, no one stops and thinks about what to do.

Instead, they hire a consultant or try to ape a competitor.

The consultant often apes a competitor, or applies the same “strategic plan” to every client while preaching “customization unique to your business needs.”

So this idea of “best practices” becomes very square peg, round hole.

What would orgs need to realize to change this cycle?

  1. People are different.
  2. They have emotions.
  3. Teams are different.
  4. People respond to the tech stack differently.
  5. What works in A doesn’t always work in B.
  6. Process and tech don’t solve everything.
  7. Just because you apply a set of rules and procedures to people or a concept doesn’t mean it will actually play out that way.
  8. Life and business are messy even if you deeply believe in your processes.

So you shouldn’t try for “best practices?”

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Blogging, largely about work and how to improve it. How I make (some) money: http://thecontextofthings.com/hire-freelance-writer-ted-bauer/

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