Evolving Web

Why Project Managers Fail

I’ve managed a lot of projects. I tried to count them – I can’t.  As I’ve progressed in my career, I’ve embraced a succession of methodologies that cumulatively represent a rather predictable evolution away from zero sum game management towards non-zero sum game management.

What does this mean?

As the science of project management  evolves, we are clearly learning that managing based on guess work is a recipe for consistent failure. Traditionally, we managed projects based on the trusted opinion of a project manager who estimated the length, scope, cost, and resources required for a project. These project managers have a natural tendency to underestimate, and their guesses are vetted through a process designed to save money, rather than arrive at an accurate estimate.

While well-intentioned, agile methodologies  have not appreciably changed this process. In the end, agile projects still obtain their backlogs in bulk and gather up-front estimates prone to error. For all of agile’s intentions, agile projects seldom break out of this pattern, even if they are well managed at the team level.

The top five reasons I see projects fail are (1) No slack in the system (2) Managing for the knowns (3) Not limiting work-in-progress (4) Political promises and (5) Sloppy communication.  Let’s examine these:

1. No Slack

Every system requires slack in order to work correctly.  Old reel-to-reel tape recorders needed an extra bit of tape fed into the mechanics to ensure that the tape wouldn’t rip. Roadways operate best at 65 to 70% capacity – they bog down over 80 and are at a dead stop at 100.  In mills, grain is fed into the stones at about 70% capacity – anything over that gums up the works and makes the mill grind to a halt.

Why, then, is slack so foreign to project management?  Because we negotiate it away every time.  Why do we do this?  Because we estimate at the individual task and not at the project level.

It’s like saying “Yes, my Porsche can go 185 miles an hour” and estimating a 90 mile drive at 30 minutes.  Then we’re surprised when there are other cars on the freeway.

“Contingency” funds rarely work to abate this problem because contingency is not real. It is arbitrary and has no basis in reality.  It is a lie. Without understanding our throughput, we cannot adequately estimate a project. 

Successful project managers understand how long tasks usually take, what role variability plays, and what types of tasks slow their processes down.

2. Managing for Knowns

We manage for knowns.  When we estimate, we use our history to '”know” when the project will be completed. We manage for people doing what we know they will and when they know we will.

That’s not a good idea.

Human systems are complicated. Yes, we can finish that task in 3 days provided no one gets sick, there isn’t a power outage, there isn’t a blizzard.  Well, there are colds and blackouts and blizzards.

Successful project managers worry less about making sure their Gantt chart is religiously adhered to or if their two-week iteration goes unhindered and more about how to elegantly deal with the unexpected.

3. Not Limiting WIP

Again, people and teams have a capacity. If you exceed a certain percentage of that capacity, people become stressed, distracted, and increasingly ineffective.  If a Freeway at 100% capacity is at a stand-still, its throughput is 0%.  If your people are at 100% capacity, their throughput is likewise seriously impaired.

Limiting work-in-progress (WIP) is vital for maintaining throughput. Intentionally limiting WIP frees people to maximize their effectiveness by ensuring they work at an adequate percentage of their capacity. In turn, WIP is used to limit the number of features the organization can feed a team at a time. This helps the organization appreciate the true opportunitiy costs of new features. WIP limits communicate that employees are a limited resource and helps upper management understand the true cost of labor.

Successful project managers understand the capacity of the individuals working under them and can regulate the flow of work to optimize their throughput.

4. Political Promises

Politics are stressful and are often no-win situations. Project managers are often placed in political situations that force them to promise to produce more with less resources. (“Can’t you just add this one additional feature?”) Project managers cannot win these political situations because they don’t understand their true throughput. Project managers need to concretely show true productivity statistics to weather these confrontations.

Being able to say with firm evidence, “It takes us 21 days to release one new feature”  diffuses political pressures and opens the door to real discussions.

Armed with a firm understanding of their operations, successful project managers can avoid overpromising due to ignorance. 

5. Sloppy Communication

Teams run on information. In my experience, most delays and waste can be traced back to communications. Do people know why they are doing what they are doing? Does the team know what their co-workers are doing? Are recent developments rapidly disseminated so workers feel at-ease? Are the actions of the team being communicated up the management chain? Is the value of people’s actions understood by all? Are improvements to the development system being quickly discussed and acted upon? Is waste being spotted and dealt with?

Now that we have a multitude of tools to communicate with, poor communication simply can no longer be tolerated. The increasing commoditization of goods and services leaves profit margins too slim to tolerate that waste.

Successful project managers build social systems designed to rapidly disseminate information, keep team members informed, provide a pipeline to other areas of the enterprise, and improve operations.

Closing

Agile methodologies are great, I’ve been using them since 1997 when William Rowden and I first built our TreePro product. They went a long way to solving some of these tensions. Prior to that, as an urban planner, I managed multi-million dollar planning and engineering projects.  As we move forward into the 21st century we need to understand that all knowledge work (which includes both software development and urban planning) requires a more adept type of project manager: a project manager that manages for the unknown because they understand the knowns very well – and those knowns include what were previously unknown: variability, waste, and politics.

Disclaimer: This is a blog post. It is short. Food for thought. Just think about it.

Giving versus Co Creation

It’s 9:30 am at Moderate Technologies. Peter Weinberger, the president, walks into the office, and he’s excited.  Earlier that morning while showering, he had an epiphany – one he believes will revolutionize how moderate people do moderate things. 

He bursts into the office and exclaims, “I have this awesome idea! Let’s do it!”

Now most likely, one of two things will occur here:

One: Peter can “give” his employees the project.  He can devise a sure-fire plan and he can deliver it to them with enthusiasm.

The group will gladly execute, and will feel compelled to do so because he's their boss. But all their decisions from this point forward are Peter-focused:

• Is this what Peter wants?
• I would do something I think is better, but technically this is Peter’s baby.
• I wonder what Peter was going for here, because this just doesn’t make sense. But heck, I’ll do it anyway.
• I’m not sure if I should do this, I’ll go ask Peter.

Even if Peter specifically asks his staff for input, it’s human nature to defer to an owner or creator. So, in this case, Peter has inadvertently owned what he wanted to give or share.

A plan is most often (and usually wrongly) seen as an authoritative document or statement. When Peter came up with the plan, he established ownership, subsequently disempowering his staff.

Two: Peter's other option is to separate in his mind the idea - which is viable and can stand on its own - from the implementation. He can then sit down with his staff and brainstorm new ideas, and float his as one of them.  A couple of things could happen: the staff will choose Peter’s idea, or a better one will emerge.  Either way, Peter wins.

If Peter’s idea is sound enough to make it through his team, then the discussion of implementation is the same. The team discusses the implementation. Peter’s plan then becomes one option; it is no longer a dictate.

By the end of the meeting, Peter’s idea becomes the team’s idea.

It’s tough being Peter.  When you have a terrific idea and a great way to implement it, you can’t help but want to run into the room and share it with everyone. You are enthusiastic and feel your plan is a gift. It's awesome, surely everyone will want it. But the more gifts you give, the more the team has a two-fold reaction. On the one hand they start to feel entitlement: Peter gives us gifts. On the other hand they feel resentment: Here comes Peter with something else for us to do, and I never fully agree with his plans. So there’s this mixture of dependence and resentment that is rapid-fire poison for an organization.

Co-creation can diffuse this dynamic.

Blogged in Ocean Shores, WA

Chasing Bucky

“Aren’t you a .Net shop?” he asked me.

“No.” I replied

“But you built this in .Net.”

“I would have built it out of rice crispie squares if it were appropriate.”

At Gray Hill Solutions, we don’t subscribe to one coding platform.  To do so would be to lose any advances in software tools – which come at a wonderfully bewildering pace.  It makes sense, then, to not specialize in the tools – but in the application of tools in general.

Society has finally caught up with Buckminster Fuller.  Fuller was on a life-long quest to make the world a better place.  That’s a big ticket item.  It’s difficult to make the world a better place through myopia. 

In his Operating Manual for Spaceship Earth (read, buy), Fuller gave a long and impassioned argument about the dangers of over specialization.  He leads this argument with this passage:

Leonardo da Vinci is the outstanding example of the comprehensively anticipatory design scientist. Operating under the patronage of the Duke of Milan he designed the fortified defenses and weaponry as well as the tools of peaceful production. Many other great military powers had their comprehensive design scientist-artist inventors; Michelangelo was one of them.

Many persons wonder why we do not have such men today. It is a mistake to think we cannot. What happened at the time of Leonardo and Galileo was that mathematics was so improved by the advent of the zero that not only was much more scientific shipbuilding made possible but also much more reliable navigation. Immediately thereafter truly large-scale venturing on the world’s oceans commenced, and the strong sword-leader patrons as admirals put their Leonardos to work, first in designing their new and more powerful world-girdling ships. Next they took their Leonardos to sea with them as their seagoing Merlins to invent ever more powerful tools and strategies on a world-around basis to implement their great campaigns to best all the other great pirates, thereby enabling them to become masters of the world and of all its people and wealth. The required and scientifically designed secrecy of the sea operations thus pulled a curtain that hid the Leonardos from public view, popular ken, and recorded history. – Bucky Fuller, Operating Manual for Spaceship Earth

The shifts from Leonardos to Pirates and so on were enabled by advances in knowledge.  Merely introducing the number 0 into the human brain created a massive revolution not only in technology and travel, but in how we relate to the nature of work and to each other.  Fuller here was saying that we can all be geniuses in our own way – we just have to pull back the curtain.

To Fuller, the geniuses were not overly specialized.  They could not be.  In order to truly be creative, you need materials from which to create.  Frans Johannson calls this “the Medici Effect”.  The Medici Effect is, in essence, a mashup of ideas that can only come by stepping outside your field of expertise and learning from something radically different.  Fishermen have something to teach Internists.  Astronauts have something to teach pawn shop owners.  You never know, because the nature of insight is that it creatively links ideas that may not seem linkable.

So we are now in a world where we are understanding the world faster than ever before.  Digital technology so vastly speeds up the conversation that innovation and invention are common place.  “What have you invented for me lately?”

We are now all da Vincis.

In order to be da Vincis, we must now embrace Fuller-style generalism. No one is better to examine than Fuller himself for this.  Being a generalist didn’t mean Fuller was mired in reading random books.  Fuller built housing and cars.  He was an author and and artist.  He was practical and theoretical.

Or we can look at Henry J. Kaiser (right).  Kaiser oversaw shipyards, steel mills, automotive plants, engineering firms and a massive health care company.  Dude was hardly stuck in one mode of thinking.

The fact is that today advances in systemic thinking are requiring more holistic visions.  The human body was at one time a collection of fairly autonomous parts that functioned together.  Now, the body is understood more as a system and medicine is reacting to this realization.  But it doesn’t stop there, because the body reacts to lead in your paint, to particulates in the air, to the sun’s rays, to recycled air, to motor vehicles, to stress …  Suddenly being a doctor is even more complicated than before.

Recently when I was in Hospital for pneumonia, the doctors asked me a lot of questions. An not-insignificant number were about stress.  Did I own my own company?  Was business going well?  How was my life at home?  Had I suffered a loss recently?

At that point, at least at that hospital, I knew medicine had turned a corner and that we were starting to embrace Fuller’s wisdom at last.  Our understanding of the world and life is becoming more systemic and holistic.  The advances of technology and the speed of culture are now so fast that expertise is seen as temporal and contextual.  What is our expertise today will be obsolete technologically very soon – but the experience  of learning and applying the technology is what is really important.  The actions are ethereal, the lessons learned are permanent.

Now it’s up to us to let people know those lessons learned and to grow from them.  That’s the new expertise. We are all experts, we are all generalists.

Technorati Tags: Buckminster Fuller,Operating Manual for Spaceship Earth,Frans Johannson,Medici Effect,da vinci,trevor blake

Blogged at My House in Seattle, WA

Quietly Letting History Write Itself

From the “while we were sleeping” desk, the Obama administration has been quietly making good on their promises for a more open and transparent government.

Part of this can be seen on the cover of Today’s NY Times.  The press can now cover the return of war dead from the Iraqi and Afghani theatres.  Prior to this, the press was prohibited from directly photographing the return of dead soldiers. 

As we’ve seen, it’s the policy reversal that’s covered more than the caskets themselves.  The actual daylighting of government actions, is the story here.

In the recent stimulus package, projects included needed to meet specific requirements for transparency.  How the stimulus package was being spent was at the top of that agenda.  It was merely philosophically important to the administration that this money be spent properly. It was actually codified into the package that if you received that money, you needed to make the public aware of how much you spent and how you spent it.  And you needed to make that, and other information, available via RSS so that the public had a better chance of collecting and analyzing that information.

The White House has an official photostream which is creative commons licensed.  What does this mean for bloggers and the general population?  We now have a set of constantly updated photos of what’s happening in the White House to use when writing about what’s actually happening in the White House.

We also have an official glimpse into what goes on in the White House and with key cabinet members daily.  Major news sources will still provide us with details, surely, but the stream is simultaneously a good will gesture, an inexpensive resource, and a catalyst for conversation.

There is certainly a long ways to go.  Information sharing in more complicated (and more vital) areas will certainly take time.  The FBI’s Investigative Data Warehouse is taking some time to find its place in the post-transparency world.  And that certainly isn’t the only area needing an overhaul.

But, to a very real extent, the entire labyrinthine world of the government needs this overhaul and that’s going to take more than a couple months of figuring out.

Technorati Tags: transparency,obama,white house,flickr,new york times,electronic frontier foundation,FBI,IDW

Dreams Deferred

Dream Deferred

What happens to a dream deferred?
Does it dry up
Like a raisin in the sun?
Or fester like a sore--
And then run?
Does it stink like rotten meat?
Or crust and sugar over--
like a syrupy sweet?
Maybe it just sags
like a heavy load.
Or does it explode?
Langston Hughes

Years ago, I was sitting in a very posh restaurant in San Francisco’s Mission District with a friend of mine.  He was a very wealthy programmer, working for an incredibly prestigious financial company.  We were talking, eating, laughing and having a wonderful evening overall.

He looked up at me and told me he was going to go back on drugs.  About 7 years previous, he had kicked heroin.  He’d gone from shooting up in dirty houses to having a comfortable townhome in Noe Valley.  He’d built a lot in a very short period of time.

While giving me his reasoned rationale for wanting to go back onto heavy drugs he said, “I’m just not happy now. With everything I’ve achieved I’m just never happy.  When I was using, I was happy for very short periods of time.  I want to be happy again.”  By the time I left him that night and went back to my hotel, he’d already scored and started his slide back to his previous life.  Within a few months, he lost everything he’d worked for.

Happiness is elusive. We chase it, we want it.  Life seemingly conspires against it.  We mask our need for it by watching sitcoms that make us smile for very short periods of time – the over-the-counter version of heroin.

Over the last few years, I’ve met a long string of people who have gone through the 80s and 90s and now almost all of the aughts and have come up empty.  Whether they have money or not, whether the recession is felt by them or not, there is a measurable exodus from lifestyles that fundamentally work at cross-purposes to happiness.

Thankfully, very few of them see drugs as an acceptable solution.

This isn’t drop-out happiness people are seeking.  No communes, no great-american-novels, no buy-a-wineries (well, okay, two people bought wineries)…. This movement to happiness is pragmatic.  People understand that they are better family members, they are healthier, they can help others more, they are more productive team members, etc. when they are happy.

So .. why not be happy?

The Infrastructure of Happiness

Happiness is a construct and a really ethereal one at that.  It is often confused with states it is very similar to like gratification, placation, contentment, etc.  Happiness can be self-serving or it can be effacing and humble.

As managers or business owners or team members, we ignore happiness at our peril. 

Why?  Because there appears to be a tacit assumption that work and happiness don’t go together.  Happiness comes later.  When I retire, when I can take vacation, when I’m … not .. at …work.

In his book Flow, Mihaly Csikszentmihalyi discusses the tension between our individual drives and social pressures:

Submission to genetic programming can become quite dangerous because it leaves us helpless. A person who cannot override genetic instructions when necessary is always vulnerable. ….

A thoroughly socialized person is one who desires only the rewards that others around him have agreed he should long for – rewards often grafted onto genetically programmed desires.  He may encounter thousands of potentially fulfilling experiences, but he fails to notice them because they are not the things he desires.

Professional fulfillment is part of happiness.  It has to be.  We all know it.

So, if we’re setting up a team for a project, why not have happiness be a primary goal of the team’s infrastructure?  Maybe even THE goal.  Product second, remuneration third.  Happiness first.

After reading about our endless quest for happiness by neuroscientists, orchestra conductors, Buddhist monks, psychologists, philosophers, humorists, management theorists, and everyone in-between, I’ve come to one conclusion.

People are happy when they know what they’re doing and aren’t offended by it.

There are very few reasons why we would ever do something we were offended by or without cause.  At work, people feel obligated to do what their employer requests – even if they find it offensive, demeaning or perplexing.  Depending on their situations, they may feel that they have no choice but to do as requested – with even quitting being out of the question.

Unenlightened employers may feel this is a position of power and rejoice in the entrapment of such people.  However, if your goal is to have a business that grows and innovates – this mindset is not going to help you.

Business cultures that strike a balance between business and personal health should engender a happier workforce.  People worry a great deal about what happens at the office.  They take that stress home with them.  That stress can negatively impact home life.  This creates more stress, which is in turn brought back to the office.

In 2001, the Seattle Mariners won 116 games, tying the all time record for wins in a single season.  They were mostly the same team they were the year before and the next year when their records were nowhere close to 116.  In 2008, the Tampa Bay Rays went to the World Series after being dead last in 2007.  Again, with roughly the same line up.

There is an attitude of winning that can float or sink a team.  If your team is committed to being happy first, its chances of winning will be bolstered.  True commitment to a healthy culture creates momentum.

In The Art of Power, Thich Nhat Hanh describes this momentum in his monkly style:

In your professional life, there may be other people you have to be in touch with and work with.  You may be working as a team to make a film, design a produce, or complete another kind of project.  Each person on your team has his own difficulties , his own suffering.  but because you are open, happy, fresh, and concentrated, you can help all of them touch their freshness.  you don’t care only about their work performance, because the quality of their work depends on the peace and well-being inside each of them.  You come to the business as a friend, helping everyone transform, bringing peace, harmony and well-being into their lives at home and at work.

Yes, Master Hahn is a bit beyond what HR might be comfortable with.  The point, however, is that teams made up of happy and psychologically healthy individuals understand that they are working with other human beings.  We are working with people who have lives outside of work and that they are living inside work too.

We are still alive while we’re at work.  We aren’t purchased work-robots who have deferred our dreams to times of not-work.

We have goals and, more often than not, those goals are good for the company.  We want to complete projects.  We want to understand the flow of work.  We want to do what we can.

In Flow, Csikszentmihalyi’s description of what makes people feel happiness is very much in-line with understanding your company’s value-stream.  While there’s deeper issues at play, from a work perspective the value stream is vital.  Understanding the flow of work through your organization satisfies some basic needs to making your workforce happy.

Creating a lucid value stream and expressing people’s places in it gives workers a lot of power.  They can optimize their place in the value stream based on their current skills or skills they wish to acquire.  They can optimize the value stream itself by pointing out areas of improvement.  In short, the clarity provided by understanding what the heck is going on is instantly gratifying.

What is also interesting is, happiness as described by most of these authors is not a static state.  Happiness is, rather, an aesthetic or an amalgam.

In Stumbling on Happiness, Daniel Gilbert starts a long chapter about what happiness may or may not be with this point:

The word happiness is used to indicate at least three related things, which we might roughly call emotional happiness, moral happiness and judgmental happiness.

When all these authors get down to it, they end up describing self-rewarding systems that seem to result in rolling series of Maslovian peak experiences.

A-ha!

Business then, which is loathe to really get into matters of personal mental health, can actually do a few things here.

1. Make business explicit to those doing the work. 

The value stream, the fiscal health of the company, people’s roles in the organization, corporate ethics and goals – should all be made explicit so workers can choose to improve, innovate, and participate.

2. Decisions are free

Free your managers and you from top down decision making.  Give people the freedom to do their jobs.

3. Information Hoarding Will Not Be Tolerated

The fastest way to threaten anyone is to withhold information from them.  Want to kill productivity?  Keep secrets.

4. Make Work a Healthy Game

The goal of work is to create things. Rewarding people for creating things is a healthy game.  Avoid zero-sum games like promotions or winner-take-all prizes.  Incentivize your value stream and not end-goals.

--

Happiness is not fluff and it’s not a “nice to have”.  It’s a central component to a functional team.  Put a little thought into it and see what you come up with.

Technorati Tags: happiness,management,thich nhat hahn,daniel gilbert,abraham maslow,mihaly csikszentmihalyi,lean,langston hughes

Blogged at my house in Seattle, WA

Vision Makes Policy – Collaboration in the Obama Administration

During the Clinton Administration, I had the good fortune to be a certified National ITS Architecture expert.  That meant I could travel around and help local, state and regional governments build their regional Intelligent Transportation Systems architectures.  At the center of this was a cooperative element: regions needed a cooperative regional architecture that had at least a modicum of information sharing in order to get federal ITS dollars.

It worked like a charm.  I saw regions that previously and pervasively were at each others’ throats come together to create partnerships.  When the Clintonian soft-fuzzy handcuffs were taken away by the subsequent administration, many of these partnerships predictably fell apart.

Why? Because it’s hard to collaborate in a combative environment.

Policy, in corporations or business, isn’t a neutered word.  Vision, policy, and culture are often as easy as stating an intent and then putting some good rules behind it.

For Clinton, it was to make money contingent on good regional collaborative governance.

For the Obama administration, it is transparency, collaboration and participation.  The stimulus package has ample hooks in it to support these goals. 

The Obama Transparency and Open Government memo defines the benefits as:

Transparency: Promotes Accountability

Participatory: Improves effectiveness and decision making

Collaborative: Engages the general public in public sector work

I will add a few outcomes I can see here:

Introspection: Government and the public will become less hostile because information and respect is now a currency.

Cost Cutting: Procurement inefficiencies, poorly understood value streams and duplication of effort will become much more visible and less tolerated.

Grumbling, Bitching and Contention: Yay! When you discuss some things they can really annoy you.  Government is huge and it does a whole lot.  If you think you are annoyed at some of the policies of the company you work for … well, this is going to be like working for 30,000 companies simultaneously.  Prepare to have an opinion and for others to have one too.  In short, it’s politics!

Does Grumbling negate Introspection?  Nope.

Collaboration isn’t easy, especially in a political world with hundreds of years of historic drama.  We are bringing in as many people as want to participate, many of whom have felt disenfranchised, have agendas of their own, and are generally undereducated about what they are complaining about. 

There will be growing pains. 

Today’s communications technology gives us a new and unique ability to have an actual participatory democracy.  Recent advances have led people to gravitate to camps of like-minded individuals, creating camps of group think and spin-up.  This is natural.

Government 2.0 initiatives could well be the place where people of differing opinions can come and have good and vital conversations.  Whether Government 2.0 sites will have the savvy community management to foster productive conversation remains to be seen.

Technorati Tags: Government,Government 2.0,transparency,collaboration,participatory government,obama,clinton,intelligent transportation systems

Privacy in a Post TMI World

Lisa Hickey has a nice piece today about the bit of our private lives that we are discussing publicly.  The crux of the matter is trust and expectations.  Lisa says:

Anyone who has been on Twitter for a while has seen this phenomena: Spouses, children, boyfriends, girlfriends will say to someone who Twitters a lot: “You’re not going to put that on Twitter, are you?”

Yes, it’s funny. A sign of the times. My kids say it to me all the time. But here’s the thing: there’s a trust issue going on here.

There’s an interplay here.  I trust you with information that I’d rather not be distributed via Facebook.  To the point now that we have FriendDA which was originally created, such that it is, to let friends talk about business ideas, but is now routinely employed as a statement of “Don’t put this on Twitter.”

FriendDAs usually aren’t printed out, people are tending to say, “So I’m invoking FriendDA here….”  The counterpart nods, and the conversation continues.

So, socially, we are creating new conventions to plainly demark where privacy begins and ends.  Whereas privacy was previously assumed, it is now transparency that is assumed.  Information we’d like to keep close now comes with a wrapper.

Photo by Hamed Masoumi

Technorati Tags: Lisa Hickey,Facebook,Social Media,FriendDA,Hamed Masoumi,transparency,privacy

Humans are More Fun than Robots

Human are more fun than robots.  Humans tend to have better senses of humor, they like the same foods you do, and when things change they don’t freak out and kill people (usually).

Yet, when a hard problem comes along, managers call for the robots.  They want those amazing workers that you can feed a set of linear instructions to and they will come back with perfect product.

Of course, these robots don’t exist (which makes them even less fun to work with).

As my business partner Corey Ladas says in his book Scrumban:

In the software profession, it is common to hear advice like: “only hire the best and let them figure it out.”  This sentiment is nearly as misguided as command-and-control and antithetical to lean thinking.  “Hire the best” is an elitist and ultimately lazy management philosophy.  … consider that a championship team will almost always defeat and all-star team, because the quality of the relationships between qualified players is usually more important than individual performances.

Robots are rarely interested in conversation or second opinions.  In business, “the best” are robots.  “Normal” people are more likely to rely on each other for support, creating scalable teams of capabilities.  Robots are more likely to chunk through work on their desk assuming they know best (because you’ve told them they are).

Hiring the best is a pipe dream and ultimately self-defeating.  Even the best cannot build the product you envision if you don’t communicate with them.  And if you can communicate with the best – you should be able to communicate with “normal” people too.

Technorati Tags: corey ladas,scrumban,management,lean,lean software engineering,agile,waterfall

Blogged at Modus Cooperandi in Seattle, WA

Open Faced Book

Facebook takes your information and hoards it.  Facebook lets you connect with your friends, but not really great ways to manage them.  Facebook lets you join groups and then makes it hard to ever find them.  Facebook is rather annoying that way.

Today David Recordon said in O’Reilly Radar that he thinks the doors shall fly open and Facebook will join the ranks for the enlightened.

Stranger things have happened.

I am not nay-saying here.

I see David’s logic as quite solid.

But who says business is logical?

Facebook is a company with an energetic, driven staff that firmly believes in the company and its mission.  But what if they believe they have to choose between the company and its mission. 

What if a faction at Facebook sees openness as a threat to the organization?

I guarantee you, these are the conversations happening in Facebook’s Palo Alto glass block right now.  How much openness is too much?  How does Facebook retain its identity if they can be an non-credited information source for other applications?

I have answers to these questions and you might too. But what answers are being put forth from the Facebook corporate culture?  That is what will drive its openness.

Technorati Tags: facebook,walled gardens,community,david recordon

Blogged at Modus Cooperandi in Seattle, WA

Photo by Avlxyz creative commons 2.0 by-sa

Lean Management and The Pull of Goals

Life can be pulled by goals just as surely as it can be pushed by drives.

~ Viktor E. Frankl

In lean management, a pull system is a natural flow of activities driven by the natural pace of the work that produces value.  Today I stumbled across this quote from Viktor Frankl, whose book Man’s Search for Meaning is surely one of the top 10 influential books on my world view.  In this quote, Frankl suggests that goals are a pull system.

Goals are indeed a pull system.  Goals come from internal processes.  We have individual and shared goals that motivate us to act.

In between goals is a thing called life, that has to be lived and enjoyed.

~ Sid Caesar

Goals pull us, we ideally act based on goals.  These individual actions are tasks.  The tasks we take on are in service of the goals.  However, if we don’t actually enjoy what we’re doing in service of these goals or, worse yet, act contrary to our goals – we are squandering our lives.

In a business context, if goals are clear amongst teams and the organization, the work involved in achieving those goals is more likely to be rewarding.  We are happier in doing it.  And this is a pull process.

A beneficial by-product of pull systems is they reduce waste.  Pull systems do this by highlighting where we are operating in ways that stymie our goals.  Pull systems reward innovative thinking to remove these points which are constraining our goals.  Pull systems say “The constraint is here, it is obvious, are you going to do something about it?”

Though I still have no semblance of a life outside of Nine Inch Nails at the moment, I realize my goals have gone from getting a record deal or selling another record to being a better person, more well-rounded, having friends, having a relationship with somebody.

~ Trent Reznor

Trent Reznor here is saying, “Look, I don’t live to work or work to live.  I live to live.  I am a musician and it’s my life.  But my goals aren’t fame oriented, they are happiness oriented.”

Making music makes Trent happy.  Making people laugh made Sid Ceasar happy.  Understanding where people found meaning made Viktor Frankl happy. 

In an organization, creating good product or solving a problem may make us happy. 

At heart, though, the successful application of our talents is what makes most of us happy.  When our organizations have no clear definition of goals or work contrary to individual goal achievement – waste is the result.  We end up with, as Frankl says, the “push” of drive.

The push of drive is the artificial force necessary to apply to people to get them to work contrary to their own goals.

Enter here the concept of friction.  When you apply an external force to an object to get it to move, friction occurs.  The amount of friction is the amount of energy lost in the transfer of momentum from one object to another.  Loss of energy = waste.

In a pull system, things operate faster by removing friction or constraints.  In a push system, things operate faster by applying more force.

For Reznor, the push would be more money, the pull would be self-improvement.  Money may drive him, self-improvement motivates him.

When creating rules in organizations or devising ways to get things done – ask yourself “What are the push and pull elements here?  What motivates people, and what drives them?  Where is friction created?  How much friction can we withstand?  What friction can be avoided?”

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