SharePoint has been around for nigh on 14 years and is by most standards a mature product. It is a huge and very sophisticated platform, it works well and it is very stable when treated properly. Sadly very few people really understand this and as a result many SharePoint installations “go wobbly”. SharePoint experts around the world have quite rightly said SharePoint must be “governed”; organisations must have governance in place to translate business needs to productive, scalable and robust SharePoint solutions. This is true, but the problem with this suggestion is that it scares the living daylights out of most organisations who are fearful of the cost implications or the rise of a dreaded bureaucracy so they either ignore the advice all together or they get caught up in paralysis by analysis so the outcome is one of three options:
- Do nothing because no one knows what to do, the “What now?” syndrome
- Have a go at everything and see what happens which ends up with the “SharePoint is rubbish because it does not do what I want it to do and it keeps falling over ” reputation
- Do nothing because there is no agreement as to what needs to be done, the “SharePoint is too complicated” syndrome
I have seen these scenarios many times and I have found that SharePoint works best when the organisation appoints a SharePoint Evangelist. A successful evangelist has the following characteristics:
- They have the breadth of experience and vision to understand the true needs of the business
- They understand what SharePoint really is capable of doing
- They understand SharePoint’s Technical and Information architectures
- They know how to marry these needs with these capabilities
- Ideally too they are sufficiently politically savvy to know how to take the organisation (senior management to junior staff) with them, probably using a combination of stick, carrot and training. Carrots are preferable followed by lots of training.
- Some may suggest too that they should also be able to walk on water, but this is optional 😉
If there is no such candidate in-house then hire one on contract to fulfil the role and task them to help you find and mentor a permanent member of in-house staff. The energy and knowledgeable enthusiasm from such a person will more likely drive the successful adoption of SharePoint, improve the ROI and give rise to a “SharePoint Rocks” reputation than a governance plan with no conviction, however well thought out it might be.
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