Holistic framework for software development and productivity improvement

• Dr. Patanjali Kashyap

• Angela Ruohan Wang

A holistic intelligence framework for

performance management in knowledge-

based industry

Agenda

• Introduction to the framework

• Theoretical development

• Implementation:

• Demo

• Challenges and future work

• Learnings

Traditional Performance Management

Solution Done

Hours workedProductivity =

S.No.Team Member

Name

Service

DomainSupport Area

Hours

spent in

the

activity

for the

month

Number

handled

per

month

Average

Number

handled

per hour

Standard

Monthly

Hours

Average

Number

handled

per

month

1 ** Technical Support / Service DeskIncident Management194.48 26 0.13 187 25.00

2 Technical Support / Service DeskIncident Management199.36 138 0.69 187 129.44


4 Technical Support / Service DeskIncident Management 184 156 0.85 187 158.54


6 Technical Support / Service DeskIncident Management 0 87 #DIV/0! 187 #DIV/0!













Performing in the Knowledge-based industry

• Traditional industry

Machine power

Tangible assets

• Knowledge-based industry

“Brain power”

Intellectual assets

Brains ≠ MachinesKnowledge

Emotions

Value systemSocial

relationships

Intellectual

creation

Aspirations

Rational

reasoning

Holistic framework

Emotional

intelligence

Social

intelligence

Moral

intelligence

Spiritual

intelligence

Alignment of organization vision

with personal aspirationsEmployee: personal growth,

satisfaction, motivation

Corporate:

Improve

performance,

competitive

advantage

Smarter Organizations

Theoretical development Methodology

Business NeedsScientific basis of each

intelligence

Key performance Parameters

Psychometric measurement

Integration and personalized

improvement plan

What competencies to seek for?

Intellectual

assets

Bottom-up innovation, teamwork, open

knowledge sharing, adaptability to changes,

customer focus, spirituality

Motivation, integrity, collaboration, creativity, flexibility, holistic thinking

Emotional, Social, Moral and Spiritual Intelligence

Self awareness, emotional control, confidence, empathy, conscience, tolerance, inner drive, etc.

create

form

enable

Organizational objective

Individual

competence

Individual

characteristics

Corporate climate

Motivation Integrity Collaboration Creativity Flexibility Holistic Thinking

Emotional

Competen

cies

Confidence, Emotional

awareness, Emotional

management , Sustain

motivation, endurance, drive

for achievement

Emotion and

Impulse control,

confidence in one’s

values and

principles

Healthy self-regard,

Optimism, Impulse control

Optimism,

emotional

management,

confidence

Stress management,

Emotion and Impulse

control, Stable self

esteem

Emotional awareness

Social

Competen

cies

Motivating/ managing

others’ emotions

Empathy,

Understand complex

social relationships

Empathy, Situational

radar, Resolve conflicts,

Change catalyst,

Moving others towards

oneself, Responsiveness,

Authenticity, sincerity

Self-expression,

Influencing others

Building bonds,

effective

communication,

Situational radar,

resolve conflicts

Empathy, Situational radar

Moral

Competen

cies

Responsibility, self-control Moral judgment,

Stand up against

injustice, Keep

promises

Respect, Tolerance Social

responsibility

Tolerance Social responsibility, apply

universal principles to

personal actions

Spiritual

Competen

cies

Self-understanding, Access

to deep values and will,

inner harmony, purpose

seeking

Intrinsic drive to

serve and give,

Access of deep

values of self,

Meaning seeking

and led by vision

Embrace diversity, love

and unity with people

Spontaneity and

energy, Seeking

truth and curious,

Flexibility of

perspectives

Time-management,

Flexibility of

perspectives

Seeing the fundamental

and essence, love and

unity with nature/universe

Neurological understanding of each

intelligence Identifying competencies

in brain:

• Active areas: brain

imaging such as fMRI,

PETs

• Brain waves: EEG

• Lesion behavior

studies

• Structural connectivity

patterns

Emotional

Intelligence

“The capacity for recognizing our own feelings and those of

others, for motivating ourselves, and for managing emotions

well in ourselves and in our relationships.”

Dan Goleman (1995)

Emotional Intelligence

How does emotions work? Why does it matter?

Dorsolateral

prefrontal cortex: Formulate plans & strategies

Control behavior to execute

computational product

Stimulus

Amygdala

Thalamus

Emotional

response

Hippo-

campus

Reasoning

output

AssociativeLinear

Fast,

Irrational

• Neurological basis

• Parallel systems

& functions

• Integration of

emo/ info

processing

• High and low load

of response

• Aware of emotions & its responses

• Use the awareness to motivate

• Understand how E affects decision

and behaviors

• Fully utilize brain associative and

logical capacity

• Stress and change handling

EI qualitiesOrganizational

benefits

Innovation

Effectiveness

Teamwork

Adaptability to

change

Reference from acknowledged EQ measurement

tools & classifications

• Bar-On’s EQ-i® and EQ-360™

• Goleman and Boyatzis’ ECI 360

• Mayer, Salovey, and Caruso’s MSCEIT™

• Orioli and Cooper’s EQ Map®

CROSS-REFERENCE

MATRIX:

For cross referencing

different competencies

described in the 4

measures of EQ

Context-dependent

Key Emotional Intelligence performance indicators

• Emotional self awareness

• Aware of the emotion being

experienced

• Understand how the emotion is linked

to one’s thoughts and behaviors

• Understand how the emotion is related

to one’s values and goals

• Insight of what and how environmental

factor has triggered the emotion

• Managing emotions in self

• Impulse control

• Controlling negative emotions:

distress, jealousy, etc.

• Intentionally eliciting and sustaining

feelings when needed

• Mental adaptability to changes

• Stress management

• Optimism

Context-independent

Healthy self attitude Motivation

• Need for achievement

• Drive for self improvement

• Sustain motivation/ endurance

• Context factors: commitment/interest

for this particular project/team/field/

• Confidence in self values and principles

• Trust in self abilities and judgment in

general/ particular project/field/position

• Self regard: not inferior/superior to

others

• Stability of self esteem

15

Social Intelligence

• To “effectively navigate and

negotiate complex social

relationships and

environments”

-- Ross Honeywill

16

Understanding Social Intelligence

• Neurology

• 3 neuro subsystems of social intelligence :

• An integrated cortical subsystem: relies on long-term memory to make complex social judgments

• A frontal-dominant subsystem: organizes and generatessocial behaviors

• A limbic dominant subsystem : rapidly produces emotional responses to events.

(Taylor & Cade 1989)

• Existing research

• Sensitive to context (Sternberg 1985, 1988)

• Social competence prototype (Sternberg et al. 1981, Kosmitzki & John 1993)

• Distinction between intrapersonal vs. interpersonal (Gardner 1983)

• Judgment of personality (Vernon 1933)

• Cognitive: • Social concept (Cantor & Kihlstrom

1987)

• Social Knowledge (Cantor et al. 1987, 1998)

• Social Maturity Scale (Vineland 1947)

• …

Key Moral Intelligence performance indicators

• Empathy

• Interest in others’ concerns and

feelings

• Understand other’s feelings, concerns

and perspectives

• Able to reconcile conflicting opinions

incorporating other’s needs and

feelings

• Effective communication

• Assertiveness

• Provision of feedback

• Authenticity, sincerity

• Express own feelings

• Show sympathy

• Good listening skills

Situational radar Influencing others

• Interest in others’ concerns and

feelings

• Understand other’s feelings, concerns

and perspectives

• Able to reconcile conflicting opinions

incorporating other’s needs and

feelings

• knowledge of rules and norms in human relations

• Self positioning and understanding (general and in specific situation)

• Judge other’s personality

• Understand complex social relationships

• Devise strategies that are most likely to be successful in the current social situation

Self Control Treating Others

Moral intelligence

• to determine how to

apply universal moral

to our personal values,

goals and actions

• to act on our moral

principles

19

Understanding Moral Intelligence: neuroethics• Moral reasoning involves

• widespread brain systems

• VM (ventromedial) cortex study

• VM patients:

moral judgments

× Moral behavior (Neuroethics, 2006 )

moral judgments and moral behavior separate

hard to measure behavior through self report

Role in Creativity

Emotional systemCognitive corticesNeurochemical distribution patterns

(Damasio 1995, Churchland 2006,

sowell et al. 2003)

Novel idea

Appropriateness Implementation


• Integrity

• Act consistently with universal

principles, values, and beliefs

• Tell the truth

• Stand up against injustice,

corruption, etc.

• Keep promises

• Respect

• Respect and take interest in others’

feelings, work, culture and welfare

• Treat others courteously

• Not harm others

• Treat others fairly

Responsibility Tolerance

• Handle constructive criticism well

• Tolerate disagreeing opinions

• Tolerate different abilities and

personalities

• Forgive others’ mistakes

• Committed to carry out assigned

work

• Take responsibility for results of

decisions and conducts, esp.

mistakes

• Embrace responsibility for the

welfare of the team/organization

• Social responsibility

Self Control Treating Others

Spiritual intelligence

• To access the deepest self, meaning,

values, intrinsic energy

--Integration of self

• Love and unity with environment

22

Understanding Spiritual Intelligence: neurology

• Unity and binding of neurons

• Synchronized brain electromagnetic waves

(Singer & Gray, 1995)

• EEG studies: change in brain waves during meditation

• “God Spot”

• PET studies: active during

spiritual discussions

(Ramachandran & Blakeslee

,1998)


• Love and unity with people

• Love and unity with nature/universe

• Intrinsic drive to serve and give

• Empathy

• Competitiveness

• Access of deep values and

will of self

• Holistic

understanding/evaluation of

self’s tendencies, abilities

and position in relation with

the world

• Purpose seeking and

vision-led

• Inner harmony of will and

reality

• Spontaneity and energy

• Optimism

• Seeking truth and

curious

• Seeing the

fundamental and

essence

• Flexibility of

perspectives

• Time management

Integration of Knowledge Love and UnityIntegration of self

Marslow’s hierarchy of needs

Employee fulfillment

Social Intelligence

Moral Intelligence

Spiritual Intelligence


Creativity, uniqueness,

capable, aware,

ideal self, discover meaning of life

Self-esteem, achievement, respect of others, respect by

others

To love others, love oneself, be loved, trust others and be trusted,

belonging to the team & organization

Emotional stability, moral environment, security of employment, financial security

survivePhysiological

Self actualization

Esteem

Love/Belonging

Safety

Social Intelligence

Moral Intelligence

Rational intelligence


Internal Processes

Financial

Customer

Employee Learning

and Growth

Holistic framework

• Software implementation

Learn the technology

Requirement and design documents

Implement

Testing

Technical framework

presentationBusiness

Logic

Data Access Layer

Data

Storage

Web app flowchart

Database

Create/manage

assessment and

surveys

Create user

Create userView

Under patent……so not presenting complete picture

Challenges & Future Work

Factors undermining questionnaire results• Self awareness – part of EQ

• Self regard – part of EQ

• Honesty – part of MQ

• Cognitive biases: attribution and self-serving bias

Multi-rater assessments

Actual behavioral assessments: recognize and award good moral/social behavior

Include situational analysis questions

Little or no correlation with compensation: learning and growth/ performance improvement purposes

Challenges & Future work• Some of the EI, SI and MI constructs are a mix with personality traits

Focus on necessary skills for now

Incorporate personality typing in the training

• Different career/ occupation emphasize different competencies

add specialized parameters for specific careers

assignment of tasks, hiring

career planning

0

20

40

60self awareness

Empathy

Situationalradar

Effectivecommunication

Influencingothers

emotional selfmanagement

help desk

employee1

Challenges & Future Work• Associate training plans

Assessment

• Understanding strength and weakness of self and others

• Orientation workshop on EI, MI, SoI, SpI

• Discussion and sharing within the team

Goal alignment

• Introspection: align actual self with ideal self and team goals

• Team discussion on shared values and goal alignment

• Input to tracking system

Action plan

• Suggestion of new behavior

• Recording action plans

• Sharing on forum

implementation

• Pairing up to practice new behavior

• Finding and building coaching relationships

• Tracking progress

Holistic framework for software development and productivity improvement

Presentations & Public Speaking

Transcript of Holistic framework for software development and productivity improvement