idu Software

Wednesday, 17 October 2018

When economic times get tough, resist pulling up the drawbridge



This century has only just become an adult, but has managed to fit in an unprecedented amount of upheaval and disruption. From the September 11 attacks in 2001, through various wars, natural disasters, disease outbreaks and the global financial meltdown and subsequent debt crises. We’ve seen the launch of Facebook, YouTube and the iPhone – and that is just the tip of the technological iceberg that arrived on the scene. Then this year we’ve seen GDPR land, and the Brexit pendulum continues to swing causing the pound to see-saw. And all of that against the backdrop of a Trump presidency that continues to sow uncertainty on a global basis.

Is it any surprise that you might hear the sound of drawbridges being pulled up across the corporate world? Are you feeling the pinch as budgets are being tightened, again, as senior management doubles down on a strategy of retreat, keep your head down, and don’t do anything even vaguely out of the ordinary.

I’d say at this stage we should be used to managing our way and driving our business through this level of global and local disruption and change. We’ve been riding this wave for a while now, and it doesn’t seem like it’s dying out any time soon. We should accept that these crises are becoming the norm and that we need to find a way to navigate through them that positions us for growth and not decline once we emerge on the other side. 
But still, too often the tendency will be to batten down the hatches.

For financial managers this usually means, tightening up on expenses. Actually, that’s putting it mildly. Control gets ratcheted up to 11 and expenses get put under the microscope. Makes sense, right? Actually, not at all, so it’s worth revisiting why this is a very bad idea.

Don’t be tempted to micromanage your way through tough economic patches
One of the most fascinating effects of a recession, or other financial turmoil, is that fear and panic turns leaders, who previously saw their people as valuable team members, into autocrats who fixate on targets and are oblivious to everything else. As a result, spending becomes lean and managers turn into checkbox-ticking watchdogs.

It doesn’t take a HR guru to tell you that this is almost always counterproductive. This is the best way to demotivate a previously well-functioning team, and, demotivated employees are less efficient than their counterparts. I’m not suggesting adopting an indulgent approach when it comes to budgeting and expense management, but to rather take a smart approach.

Instead of tightly controlling your managers, give them control over their individual budgets. After all, only the manager really knows what costs can be effectively cut without having unfortunate consequences down the line. The way to do this successfully has two parts. First, ensure your vision and strategy is both inspiring and realistic, so that the people tasked with implementing it are convinced by it. Next, ensure there is a central, user-friendly space where information can be stored and easily accessed and shared. This probably does not look like an organisation-wide ERP system, which are often too complex for managers to understand. Inevitably misinterpretations arise, or the managers develop a parallel system of their own, somewhat flawed, and definitely out of date, spreadsheets.

Empower your managers with actual performance data that relates to their budget on a daily, not monthly basis. Information is transformative – it is persuasive, it inspires action and it clarifies goals and expectations for everyone. If you want your staff to pull together as a team, especially in tough times – equip with them with the right tools and information to do their jobs.

Now, your team will be empowered to make the decisions that only they are in a position to make, but you still have enough oversight to keep a close eye on the overall financial health and spending of the company. And then, despite any downturn, you’ll have happier, loyal employees; a clear picture of where you are in the world; and the confidence to lower the drawbridge and engage with the world, while your competitors are nailing the shutters into place and becoming a distant memory in the market’s mind.


As published in Accountingweb - September 2018

Wednesday, 3 October 2018

Don't forget about real life intelligence



The unintended consequence of forgetting people in the age of the machines

While there is a fair bit of moral panic over the idea that machines are going to take all our jobs -- some reports say that robots and artificial intelligence will replace almost a third of the workforce in the UK in the next 15 years – today it is more important than ever to keep your people front of mind. Especially when considering recruitment and succession planning.

Previously a wash, rinse and repeat approach was fine: make sure you have enough mini-me managers and leaders moving up through the ranks, and a good supply of top talent at entry level. This has all changed. Today you are recruiting for roles, like data scientists, that have no formal career path. You need to find people who are both comfortable working with machines, and flexible enough to change their roles as the machines get more capable. Despite the headlines, the sweet spot for the foreseeable future is going to be humans and machines working together. This last point became incredibly obvious during Facebook’s last earnings call, where it emerged that the company was hiring more people to filter inappropriate content, to make up for the limitations of artificial intelligence.

Finally, once you’ve hooked top talent with promises of barista coffee and a relaxed dress code in the job spec, you’ve got to keep them hooked. And you don’t do this by making them work in old-fashioned ways. In my world this looks like the way too many companies still do budgeting and forecasting. Usually this is done ineffectively using spreadsheets that get sent around the office like ticking time bombs. The process takes time and is open to errors, thanks to the limitations of spreadsheets compared to better, more up-to-date ways to do this task. This is also typically a top-down process, with finance dictating budget parameters to non-financial managers, so there is little chance for the budget to reflect the realities of the coalface of the business.

Working like this is not going to fly with the next generation. They digitalise and automate things in their day-to-day life, so why should they grapple with spreadsheets or any other out-dated systems, processes and hierarchies in the workplace? And worse, not having the freedom to innovate and fix these anachronisms and inefficiencies.

An example of this conundrum: There's a thread on the Workplace StackExchange site from 2017, where a developer asked for advice on the ethics of them having automated their job. They had been hired full-time to maintain a legacy database using SQL scripts.

The job was pretty boring, and after a year the person had written a program that completed a month's worth of work in 10 minutes. An added complexity is that the analyst who created the spreadsheet in the first place typically spent a fair bit of time verifying the completed work because the task was so mind-numbingly dull that it was easy to make mistakes. So ingeniously, the developer deliberately added a few bugs and errors every month, to make it look like a human did the work. In total, they spent one to two hours a week on what was supposedly a full-time job.

Interestingly, while the advice that followed was mixed, ranging from ‘fess up (and different ways to do this while still keeping their job), to keep doing what you're doing and don’t lose any sleep over it. But, the point most people had an ethical concern with, was the introduction of deliberate errors, which wasted other people's time and created the risk that the errors would not be picked up and so enter the live data.

In this case, the developer is a contractor working remotely, so the time they save is spent on things that are meaningful to them. But similarly, if full-time, on-site employees were empowered to innovate themselves out of their mundane jobs, they would free up their time to do more meaningful, creative, and strategic work in the business. Which is a win for the employee and a double win for the organisation – they keep their good people, and their operations are improved, dramatically.

The developer in the story above is an excellent example of someone who is quite happy working hand-in-hand with machines, plus is flexible enough to shift their role as the machines gain capabilities. Unfortunately, their current employment culture doesn't favour this, and in fact, works against it.

Which is a double whammy for organisations as they start to lose their best recruits, and also start falling behind the digital transformation curve. No number of C-suite appointments will transform your organisation without an influx of the new generation who understand your future market, because they are your future market. For real change, an organisation needs to drive this progress by hiring a lot of people at entry level who understand technology and its impact.

And then, this needs to be underpinned by a shift away from a top-down, command and control leadership culture and hierarchical org chart that is more suited to the industrial revolution and its assembly line. For companies to be nimble and responsive, they need to prioritise transparency, collaboration, trust and the free movement of the information people need to get their jobs done. This will enable better decision making and more ownership through the ranks.

So, it turns out, our machine-filled future is still all about the people.



Thursday, 20 September 2018

Legislating the digital goose


Image result for protection of data

There’s always a fair bit of muddling through during times of massive change, as we see now at the dawn of the fourth industrial revolution. The trick is not to carry over old-school thinking into a new realm and limit your opportunities. I think we are facing a real risk of doing just this, looking at the impact data privacy legislation can have on a company’s ability to transform for a digital future.

A crucial part of digital transformation is doing business in an entirely new way. And the fallout from POPIA and GDPR could limit our ability to build nimble, flexible, digital organisations.

We’ve had to navigate the introduction of the Protection of Personal Information Act (POPIA) as well as the European Union’s General Data Protection Regulation (GDPR) in the last few months. I think that both these laws, which look at how personal identification data is collected, stored and handled, could have an impact on a company’s ability to succeed in the fourth industrial revolution. Partially because in many cases they are blunt instruments, and also because they don’t always seem to understand the digital landscape.

Of course, I agree that protection of personal data is essential: we’ve seen enough data breaches and unethical behaviour to know that they are a genuine threat. In addition, I, like most of us, am annoyed by constant unsolicited marketing calls and direct mail.

But a couple of things have caused me to raise a sceptical eyebrow and wonder how the outcome of compliance gels with running a future-fit company. For instance, some of the POPIA requirements that have been passed on to us from our clients, include locking down information to such an extent that the only way to do your job is sitting at a desk, in your office. This is completely opposite to a digitally-empowered, mobile, flexible, project-based workplace and the benefits of working in this way. We wouldn’t be able to pull together the best team for the project, or access real-time data via the cloud while on the go. Nor would we benefit from our team bringing their mobile devices into the workplace.

And GDPR has its own red flags, one of them being an individual’s ability to request, within a month, all the personal identification details a company holds on them, and also ask for amends or complete erasure. Think about the logistics of doing that. I’m not even sure it’s entirely possible given the knock-on impact this might have, in a set of reports, for instance. But also, it potentially heralds a return to big slam dunk ERP systems, whether or not they are best for the job, rather than best-of-breed services that do exactly what we need them to do.

While I agree with the need for data security, too many things about these corporate, “belt and braces”, approaches to data protection make me feel like this could be quite a big step back for our digital futures. Perhaps we need a bit more common sense and forward-looking thinking when tackling these challenges.


Tuesday, 4 September 2018

Outsourcing: Time to get off the production line


Factory production line

Outsourcing is hardly a new concept. It allows us to effectively hive off non-core, yet still important, activities and outcomes to a specialist service provider, freeing up a company’s time, and ideally also budget, to focus on what we specialise in. We gain both time and money: basically oil and gold today.

But, like so many things, you can’t keep doing things the way they have always been done and expect to get better or different results. So, I wonder if it isn’t time to look at rethinking and transforming outsourcing to serve us more effectively, and to really buy us time.

In today’s “cult of busy”, we wear our busyness like a badge of honour. But perhaps we should start doing less and thinking more. Indeed, the “time is money” mantra so many people and businesses cling on to has its origin in the Industrial Revolution. The greater the number of hours the production line ran, the greater the output, the greater the profit.

And, like so many other things we still do today, such as working in a central location from 9 am to 5 pm, for instance, this constrained way of thinking and working is holding us back from evolving into future-ready organisations. It’s also not sustainable to work this way given the rate at which the world is changing. The Industrial Revolution production line is starting to wobble and increasingly needs to be patched and supported, using up even more of our time and resources.

We will never have enough time while we are focussing on old ways of doing things. Instead, we need to radically change the way things have always been done. Enter outsourcing. Back in the day, we started with outsourcing actual labour, such as cleaning services, logistics and delivery, data entry, etc.

Next, we happily outsourced technology and entire processes, such as payroll fulfilment. Individual companies don’t have to invest in the technology and expertise in-house to ensure that this important, yet non-core, activity is completed accurately and on-time every week or month. And cloud computing is essentially outsourced software. The programs are there when we need them, in the volumes we need at that moment, but we don’t have to worry about things like upgrades, or supporting the underlying systems.

Perhaps it’s time to push outsourcing itself to the next level. To date, we’ve typically outsourced processes lock, stock and barrel, without paying attention to the ongoing relevance of the underlying process itself. If we were spending too much time entering data into a system, we would outsource that function to someone who could do it faster and cheaper. We wouldn’t consider reviewing how we achieved the outcome, the important thing is that it was done. But as traditional ways of doing things date, and become less appropriate, returns start diminishing. In other words, you start gaining less time and saving less money.

This, I’d argue, is a legacy of a command-and-control management structure where the focus is on the oversight of getting the job done by following the approved steps, rather than disrupting the way things have been done. What if we were to outsource thinking about how a specific process could be done better, as well as the tools needed to do it. If you have read my column before, it will be no surprise when I use the example of basing budgeting around spreadsheets. Do we continue to do that because that is the way it has always been done, shipping spreadsheets from pillar to post at budget time, or do we stop to consider how this constrains our business from moving forward?

Instead of outsourcing an outdated process, lock, stock and barrel, we could, and perhaps should, outsource the process itself. For instance, in my data entry example above, we could outsource the task to an automation service provider that totally rethinks how our objective is achieved. Suddenly the economies and efficiencies that outsourcing promised us are a reality again. Now consider how you could apply this internally too. Instead of delegating a task to a subordinate, how about “outsourcing” it to them in the empowered fashion – allowing them to figure out how best to achieve the outcome.

So, consider, what other supposedly “core” competencies are you holding on to unnecessarily? How do we level up on getting rid of non-core responsibilities that are keeping us so busy? For instance, are we using the right tools and processes for the job at hand, or are we using tools and processes because that is the way things have always been done?

Question everything. Ask why things are done in a certain way and whether there is a better way to do them. A good place to start is with the processes and activities your people hate. There is no reason for the budgeting process to take months. It should take weeks. But if there is friction in the process it’s going to get bogged down and if your people hate doing something, there is usually a good reason for that.

And finally, default to transparency, the antithesis to command-and-control. Transparency encourages ownership, empowerment, collaboration and buy-in. And these are the things that drive businesses forward, ensuring the sum of the individual parts contributes to a greater whole than can be achieved by a dated, top-down, keep people in the dark, approach.

As published in Accountingweb - August 2018

Thursday, 23 August 2018

IDU gets a big thumbs up from G2 Crowd


Image result for g2 crowd

IDU are delighted to be voted as one of the best Corporate Performance Management (CPM) Solutions by G2 Crowd, one of the world’s leading business solution review platforms.

G2 Crowd leverages more than 381,000 user reviews to drive informed purchase decisions. Business professionals, buyers, investors, and analysts use the site to compare and select the best software and services based on peer reviews.

“At IDU we pride ourselves on our smooth rapid software implementation and on delivering exceptional customer service, as well as on how user friendly our software is. Of the top 10 rated applications IDU rated extremely highly in both user adoption and in quality of support, which speaks volumes on the achievement of both our strategic goals and for the product and quality of our staff and training.  This recognition from our customers and from G2 Crowd as well as the recent recognition by Gartner in their 2018 Market Guide for Corporate Financial Planning Applications shows us we are on the right track.” Says Kevin Phillips CEO of IDU Holdings.

IDU has over 300 clients and 35 000 users in an ever-increasing global footprint with users spread across 33 different countries, we are constantly innovating and are rapidly becoming a globally recognised brand. 

Our customers are the corner stone of our business and we listen to their feedback very carefully. Their satisfaction is the best measure of our success.

About G2 Crowd
G2 Crowd, the world’s leading business solution review platform, leverages more than 381,000 user reviews to drive better purchasing decisions. Business professionals, buyers, investors, and analysts use the site to compare and select the best software and services based on peer reviews and synthesized social data. Every month, more than one million people visit G2 Crowd’s site to gain unique insights. www.g2crowd.com




Tuesday, 14 August 2018

Gartner recognises IDU as one of the top Corporate Financial Planning Applications for the second year running!



IDU is recognised by top industry experts for its award-winning Budgeting and Reporting Solution for the second year in a row. “Gartner, the world's leading research and advisory company have published their 2018 Market Guide for Corporate Financial Planning Applications, and we are proud to be included”, says Kevin Phillips, CEO of IDU Holdings.

The Gartner Market Guide is independent and insightful, it highlights the rapid development of financial analytics technology, and the considerable opportunities that exists for finance professionals to take advantage of these developments.

The best Corporate Financial Planning Applications are determined by customer satisfaction (based on user reviews) and market presence (based on products’ scale, focus, and influence.)

Gartner’s confirms that finance leaders have only just begun to exploit the planning technology available to them. IDU streamlines the budgeting, forecasting and reporting process, saving a considerable amount of time and freeing up financial managers to be more strategic. This in turn allows business to be more agile and responsive, which is essential in a disrupting market.

IDU has over 300 clients and 35 000 users in an ever-increasing global footprint with users spread across 33 different countries, we are constantly innovating and are rapidly becoming a globally recognised brand. 

“According to the report, the cloud, and more-powerful embedded analytics are providing new opportunities to significantly improve the corporate planning process and to more effectively optimise organisational performance and guide strategic direction”.

IDU are at the forefront of these trends and our software is available via the cloud using Microsoft Azure as well as Amazon Web Services, the latter has opened the door for smaller and medium sized organisations across the world to access our cutting edge financial management solutions quickly and cost effectively.

We also offer Bring Your Own Licence (BYOL) model via our partners CipherWave, using cloud hosting and hardware and reducing capital expenditure in on site IT infrastructure. The BYOL offering allows the client access to the full Enterprise edition of idu-Concept, and all the additional modules available within the software, yet with the benefit of no capital expenditure in on site hardware


About IDU

IDU makes budgeting, forecasting, performance management and reporting tools to simplify financial management. Our flagship product, idu-Concept, provides easy, effective budgeting and financial reporting for medium-sized to large businesses. It is the most widely deployed dedicated budgeting system in South Africa. idu-Concept integrates easily with ERP software, but unlike more cumbersome offerings, idu-Concept can be implemented quickly, requires little or no ongoing consulting fees and reduces budgeting cycles from months to weeks. idu-Concept addresses this establishing a platform of ownership and empowerment that inevitably leads to radical improvement in the effective management control of every business. 


Gartner Disclaimer
Gartner does not endorse any vendor, product or service depicted in its research publications, and does not advise technology users to select only those vendors with the highest ratings or other designation. Gartner research publications consist of the opinions of Gartner's research organization and should not be construed as statements of fact. Gartner disclaims all warranties, expressed or implied, with respect to this research, including any warranties of merchantability or fitness for a particular purpose.
Gartner “Market Guide for Corporate Financial Planning Applications” by Christopher Iervolino and John E. Van Decker and Ranadip Chandra.  Published 9 August 2018. 



Thursday, 2 August 2018

Don’t put new, square pegs into out-of-date, round holes


Image result for square peg round holes

I’ve previously written about how succession planning is going to change in the Information Age. That, instead of grooming mini-me managers and leaders, we’re going to have to focus on reskilling people as their roles get encroached on by artificial intelligence. Plus, we’re going to have to start hiring people who, firstly, can work with machines, and, secondly, are flexible enough to adjust their roles and careers as the machines get more proficient – in the near future, in any case, it seems that humans working side-by-side with robots, both physical and software, is going to be the productivity sweet spot.

But there is a more significant role that these adaptable, machine-friendly recruits are going to have to play. For many companies, they are also expected to drive the digital transformation that is going to help the company ride out the fourth industrial revolution. Companies, it seems, are hoping to growth hack their digitalisation from the bottom up.

And this approach has a lot of merit. For instance, a 2018 PwC report on emerging trends points out that, it’s one thing to appoint a chief technology or chief digital officer and to hire more people with science and engineering backgrounds. But, for real change, the report says, an organisation needs to make a generational shift. And that this means driving change by hiring a lot of people at entry level who understand technology and its impact.

Put simply, hire the people who understand your future market because they are your future market now. That makes total sense. These are people who are extremely comfortable with technology because, for them, it’s always been around. This means they are not constrained by the way things have always been done, and they can see new and innovative ways to apply digital technology in your company. This ranges from new products and services to extend your market share, to better ways to get things done on a day-to-day basis.

But this creates something of a catch-22. Just as twenty years ago you wouldn’t have been able to recruit the top entry-level accountants if you insisted they worked with comptometers, today you won’t attract and keep top talent if you insist they work in old-fashioned ways. No matter how many trendy perks you whitewash your job ad with, all the foosball tables, popcorn machines and barista coffees won’t retain a new hire who is being forced to work in an antiquated way and made to do boring, repetitive work that could be done in a better way. Not if they are good, in any case.

And the thing that businesses need to realise is that the adoption of technology should be a manifestation of a deeper and more existential shift companies need to make to ensure their success in the future. Take, for instance, a subject close to my heart, the budgeting and forecasting process. Traditionally this is done ineffectively and inefficiently using spreadsheets. This takes time and is open to errors as spreadsheets get emailed from pillar to post. It is also typically a top-down process, with the finance function dictating budget parameters to non-financial managers.

Inappropriate software is used because “that’s the way it’s always been done”, and “it’s worked fine up until now”. Spreadsheet errors, lack of tracking and version control, the time taken, and the sheer, mind-numbing tedium of it all is assumed to be unavoidable. Strike #1 for that millennial new hire who can see from a mile off that there is a better way to do things. They digitalise and automate things in their day-to-day life, so why should they grapple with spreadsheets or any other out-dated systems and processes in the workplace?

But more alarming is the top-down, hierarchical, command-and-control culture that goes hand-in-hand with this old way of working. This style of leadership might have suited the industrial revolution and its assembly line culture, but it is no longer relevant, or helpful today. Strike #2 for the millennial, who by default assumes responsibility.

For companies to be nimble and responsive, they need to prioritise transparency, collaboration, trust and the free movement of the information people need to get their jobs done. They need to enable better decision making and more ownership through the ranks.

You are not going to be able to hire the top candidates to take you into the future if you don’t make some profound shifts now. Start questioning those “this is the way we’ve always done it” processes and pave the way to attract and keep the top talent that will assist you as you navigate your path to the future.

The alternative - strike #3 and you’re out, and your top talent is very quickly going to move on, perhaps to a competitor, leaving you a treacherous path to navigate without a seasoned guide.


As published in Accountingweb - 19th July 2018