tag:blogger.com,1999:blog-37571960158387421982024-02-08T13:42:40.510-06:00LIVING ORDER: On becoming a project leaderThis blog is produced by the <a href="http://continuingstudies.wisc.edu/uwcpl/index.html">Consortium for Project Leadership</a> at the University of Wisconsin-Madison, for anyone interested in the practical application of leadership to project management. We aim to publish meaningful articles by various authors on a monthly basis focused on stories about lessons learned in leading and managing projects. Anonymoushttp://www.blogger.com/profile/00738876176000144878noreply@blogger.comBlogger38125tag:blogger.com,1999:blog-3757196015838742198.post-66607603630289015492017-09-28T11:09:00.001-05:002017-09-28T11:12:55.818-05:00Singing Karaoke<div class="separator" style="clear: both; text-align: center;">
<a href="https://4.bp.blogspot.com/-QFD62h49D8o/Wc0ejonIcMI/AAAAAAAAAP8/VAagwjz7QiAiXwSoLkzwKIIRooV6pU2lwCEwYBhgL/s1600/Microphone%2Bkaraoke.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="183" data-original-width="275" height="266" src="https://4.bp.blogspot.com/-QFD62h49D8o/Wc0ejonIcMI/AAAAAAAAAP8/VAagwjz7QiAiXwSoLkzwKIIRooV6pU2lwCEwYBhgL/s400/Microphone%2Bkaraoke.jpg" width="400" /></a></div>
<div style="text-align: center;">
(Photo of microphone)</div>
<div style="text-align: center;">
(Photo approved for reuse under CC0)</div>
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<br />
<span style="font-family: "Arial",sans-serif; font-size: 14.0pt;">Tackling a
threat head-on before it becomes a true problem may at times be the only way to
prevent a major disruption in the life of a project. Initiating actions
proactively rather than responding to events as they unfold often requires from
the project manager foresight, willingness to take risks and challenge the
status quo, and resilience in face of adversity. In short, it takes the courage
of a leader. </span><span style="font-size: 14.0pt;"></span><br />
<span style="font-size: 14.0pt;"></span><br />
<br />
<span style="font-family: "Arial",sans-serif; font-size: 14.0pt;">In the
following case, Jenny Baer-Riedhart, <span style="color: #222222;">the leader of </span>NASA’s
Environmental Research Aircraft and Sensor Technology (ERAST) project decided
to cope proactively with potential threats to the ERAST project by embracing
new stakeholders and convincing them to own the project and act on its behalf.
</span><span style="font-size: 14.0pt;"></span><br />
<br />
<span style="font-family: "Arial",sans-serif; font-size: 14.0pt;">The goal of
this project was to test Unmanned Aerial Vehicles (UAVs) to use for research
purposes. In the middle of the project, Jenny's NASA team had to unexpectedly
relocate from the Dryden Flight Research Center in California to the U.S. Navy
facility on the Hawaiian island of Kauai. Human test pilots dominating the
Dryden Flight Center were reluctant to provide precious airtime to the
unpiloted planes her project focused on, thereby hindering her progress and
making the move necessary. </span><span style="font-size: 14.0pt;"></span><br />
<br />
<span style="font-family: "Arial",sans-serif; font-size: 14.0pt;">Based on past
experience, however, Jenny foresaw a threat. She knew that to be
successful she would need to secure the support of not only the authorities and
crews at the Navy base, but also the residents of Kauai island, who had a natural
apprehension of outsiders. Thus, Jenny proactively directed her attention to
winning over new stakeholders. </span><span style="font-size: 14.0pt;"></span><br />
<br />
<span style="font-family: "Arial",sans-serif; font-size: 14.0pt;">Jenny's first
creative step was to search for a 'marketing agent' who would help her win the
hearts of the Navy base personnel and the surrounding community. This led to
Dave, a former executive officer at the base. While Dave was very willing to
help, he had a quirky requirement! He requested that before he began, Jenny and
her entire team sing karaoke at his house. Jenny was willing to go along with
the odd request if it meant project success, so she made sure they all attended
and that each team member—even the shy ones—managed to sing something. This won
Dave over, and he proceeded to smooth the way for Jenny’s team. </span><span style="font-size: 14.0pt;"></span><br />
<br />
<span style="font-family: "Arial",sans-serif; font-size: 14.0pt;">He cut through
red tape in dealing with the Navy base authorities, and he won over Hawaii’s
political machine. In addition, he introduced Jenny’s team to Kauai’s unique
culture, and they consequently came to understand that Kauaians place emphasis
on their children's education. So Jenny’s team developed programs in the
schools and assembled displays at the local museum. They hired students from
the local community college to help arrange an open house that was attended by
approximately 1000 local schoolchildren. </span><span style="font-size: 14.0pt;"></span><br />
<br />
<span style="font-family: "Arial",sans-serif; font-size: 14.0pt;">All told, the
team probably spent about 20 percent of their project time on the educational
program, but the dividends exceeded the investment! They had full support of
the local community, and in fact, Hawaii’s entire congressional delegation sent
NASA a letter of commendation, praising Jenny’s team for its success.
Previously-unavailable money was approved for the project. And not even six
months into their move to Kauai, the team earned a world record for
solar-powered aircraft, flying higher and longer than any previous craft. </span><span style="font-size: 14.0pt;"></span><br />
<br />
<span style="font-family: "Arial",sans-serif; font-size: 14.0pt;">Clearly,
Jenny’s leadership and proactive activities were keys to the great success of
this challenging project.<span style="color: #222222;"> And all it took was a
willingness to belt out Frank Sinatra’s “Fly Me to the Moon.” </span></span><span style="font-size: 14.0pt;"></span><br />
<br />
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Anonymousnoreply@blogger.com0tag:blogger.com,1999:blog-3757196015838742198.post-83012023981143504812017-08-29T17:51:00.000-05:002017-08-29T17:52:21.525-05:00Moving About and Trust<!--[if gte mso 9]><xml>
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<div class="separator" style="clear: both; text-align: center;">
<a href="https://3.bp.blogspot.com/-c5s3mlL6FDg/WaXv1ukOE1I/AAAAAAAAAPM/hc6xtl2wmLIYl8ewEnyHv9FMBMzE5B0iQCLcBGAs/s1600/120808-F-AM806-001%2BUS%2BAir%2BForce%2BReserve%2BCommand.JPG" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="1063" data-original-width="1600" height="265" src="https://3.bp.blogspot.com/-c5s3mlL6FDg/WaXv1ukOE1I/AAAAAAAAAPM/hc6xtl2wmLIYl8ewEnyHv9FMBMzE5B0iQCLcBGAs/s400/120808-F-AM806-001%2BUS%2BAir%2BForce%2BReserve%2BCommand.JPG" width="400" /></a></div>
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<div class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.65pt; text-align: center;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-size: x-small;">(US Air Force photo, by Michael Dukes, 2012 - photo labeled for reuse) </span></span></span></div>
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<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.65pt; text-align: left;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">Terry Little, a project manager with the U.S.
Air Force, describes in
the following story how he implemented 'moving about'
to prevent problems before they happened, or
more aptly put, "to detect the smoke and thus
eliminate the need to fight the fire.” </span></span></div>
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<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><a href="https://www.blogger.com/null" name="_Toc473634812"></a>I visited one of the
contractors’ suppliers and asked him, “What is the prime contractor making you
do, or causing you to do, that you think is worthless or not value-added enough
to offset the cost?” A representative from the prime contractor was present,
and so there was a little bit of nervousness on the part of the supplier. I
told the representative to go get a cup of coffee. I ended up with about three
pages full of stuff that the supplier said was causing him headaches. As I was
writing all this down, he asked, “What are you going to do with that?” And I
said, “Not to worry.”</span></span></div>
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<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><a href="https://www.blogger.com/null" name="_Toc473634813"></a>How did I gain his
trust? Well, for one thing, I was there. A government program manager does not
normally go to visit the suppliers of a prime contractor. The fact that I was
there and willing to spend a whole day looking at his facility, meeting his
people, and talking to them about the program and how important their
contributions were—that was a big deal to him….</span></span></div>
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<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><a href="https://www.blogger.com/null" name="_Toc473634814"></a>Typically, the
government says, “Our contract is with the prime, and we don’t have a contract
with these suppliers.” Maybe that’s true, theoretically, but…a large part of
the success of the program depends on what the suppliers to my contractor are
doing. Am I just going to close my eyes to that?… I believe it’s important to
communicate with everybody that’s involved in the outcome of a program.</span></span><br />
</div>
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</span></span><br />
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<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><a href="https://www.blogger.com/null" name="_Toc473634815"></a>I gave the three
pages to the prime without any explanation other than, “This is what he told
me.” A week later, this guy from the prime came back to me and explained how
they’d addressed everything on the list except for one thing, and he gave me a
detailed and satisfactory explanation as to why the one thing was still
important to do.<sup>1</sup> </span></span></div>
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<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">Terry took pains to gain the trust of his suppliers
because merely “moving about” does not guarantee that the information collected
will be reliable. Indeed, when subordinates or suppliers perceive managers as
“corporate policemen,” they develop tactics to conceal or distort information<i>.</i>
To ensure that moving about results in essential learning rather than
destructive micro-management, it must be accompanied by mutual trust. And that
trust is gained by truly listening to people and helping them meet their needs.</span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.45pt; text-align: left;">
<br /></div>
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">
</span></span><br />
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<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">Moving about helps foster the project manager’s
image as one who is not detached from the actual work and workers, but who is
instead invested in the project and well informed, both with respect to the big
picture and to the small details. This image, coupled with the respect and credibility
gained, may help the project manager influence not only the work (by quickly
solving specific problems) but the workers themselves.</span></span></div>
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<br /></div>
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">
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<h1 align="left" style="margin-top: 0in; text-align: left;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><a href="https://www.blogger.com/null" name="_Toc473634823"></a><span style="font-size: small;">References</span><span style="font-size: small;"></span></span></span></h1>
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<span style="font-size: small;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-weight: normal;">1. Laufer, A., Post, T., and Hoffman, E.J. <i>Shared Voyage: Learning and Unlearning from Remarkable Projects</i>.
2005, Washington DC: The NASA History Series: p. 112-3.</span></span></span></h1>
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<![endif]-->Anonymousnoreply@blogger.com0tag:blogger.com,1999:blog-3757196015838742198.post-4006356704665256762017-07-25T10:30:00.002-05:002017-07-25T10:33:17.805-05:00Managing By Moving About<div class="separator" style="clear: both; text-align: center;">
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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</xml><![endif]--><!--[if gte mso 10]>
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table.MsoNormalTable
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mso-tstyle-rowband-size:0;
mso-tstyle-colband-size:0;
mso-style-noshow:yes;
mso-style-priority:99;
mso-style-parent:"";
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mso-para-margin-top:0in;
mso-para-margin-right:0in;
mso-para-margin-bottom:8.0pt;
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<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 0in 0.0001pt; text-align: left;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">I<span lang="X-NONE">n their book <i>A
Passion for Excellence</i>, Tom Peters and Nancy Austin </span>suggest<span lang="X-NONE"> that “the number one productivity problem in
America is, quite simply, managers who are out of touch with their people.” </span>Moreover, <span lang="X-NONE">Peters and Austin </span>claim<span lang="X-NONE"> that the best
way for management to be in touch with people is to actually see them face to
face. </span>Accordingly<span lang="X-NONE">, it is crucial for managers to leave the
confines of </span>their<span lang="X-NONE"> office and visit with team members at their work
place.</span><sup>1</sup> </span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 0in 0.0001pt; text-align: left;">
<br /></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 0in 0.0001pt; text-align: left;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">Moving
about enables the project manager not only to accomplish the guidelines
highlighted in the previous two blogs—that is, to <a href="http://living-order.blogspot.com/2017/05/the-project-managers-chief-daily-task.html" target="_blank">disseminate information</a> and
to <a href="https://living-order.blogspot.com/2017/06/normal-0-false-false-false-en-us-x-none.html" target="_blank">respond and act with agility</a>—but also to effectively control the progress of
their projects. Indeed, when
managers believe they can control performance by repeated measurements and
detailed progress reports without actual contact achieved by moving about, they
fail again and again to meet the projects' objectives. </span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.45pt 0.0001pt 0in; text-align: left;">
<br /></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.45pt 0.0001pt 0in; text-align: left;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span lang="X-NONE">As Jerry Madden, a project manager at NASA,
explains in the following story, real control comes from <b>mobility</b>: </span></span></span></div>
<div class="MsoNormal" style="line-height: normal; margin: 0in 19.55pt 0.0001pt 0.5in;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin: 0in 19.55pt 0.0001pt 0.5in;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">“A highly regarded vendor had large
manufacturing contracts with NASA. Its manufacturing reports listed the items
that had been delivered to us. After going through one lengthy report, I went
down to the integration floor expecting to see an assembled spacecraft. I found
that many assemblies that had been listed were missing.”</span></span></div>
<div class="MsoNormal" style="line-height: normal; margin: 0in 19.55pt 0.0001pt 0.5in;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin: 0in 19.55pt 0.0001pt 0.5in;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><a href="https://www.blogger.com/null" name="_Toc473634810"></a>Jerry immediately called the vendor to
report the errors and was told that they had two sets of paperwork:
manufacturing reports for delivered items and integration returns for those
items that were sent back for repairs or corrections. Once the item had been
shipped back from repairs, the vendor closed out the manufacturing report.</span></span></div>
<div class="MsoNormal" style="line-height: normal; margin: 0in 19.55pt 0.0001pt 0.5in;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin: 0in 19.55pt 0.0001pt 0.5in;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><a href="https://www.blogger.com/null" name="_Toc473634811"></a>As Jerry realized, “It just goes to show
that you can’t rely on the official sources. If a project manager wants
effective control, he/she has to always be on the move and ask questions.
Indeed, ‘things are seldom what they seem.’”<sup>2</sup> </span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.45pt 0.0001pt 0in; text-align: left;">
<br /></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.45pt 0.0001pt 0in; text-align: left;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span lang="X-NONE">From a management-control point of view, the
fundamental question is </span>h<span lang="X-NONE">ow can such a practice go unnoticed for </span>such
<span lang="X-NONE">a
long time that it becomes routine and the entire team accepts it</span><span lang="X-NONE"> </span><span lang="X-NONE">naturally</span>. Yet,
<span lang="X-NONE">one
can’t ignore the vast body of empirical research on the frequency and magnitude
of information-filtering and distortion within organizations.</span><sup>3</sup><span dir="RTL"></span><span dir="RTL"></span><span dir="RTL"><span dir="RTL"></span><span dir="RTL"></span> <span lang="HE"></span></span></span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.45pt 0.0001pt 0in; text-align: left;">
<br /></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.45pt 0.0001pt 0in; text-align: left;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span lang="X-NONE">Managers who maintain a stationary position may be
forced to make complex judgments with incomplete or misleading information. The
“old school” approach to planning and control, </span>which <span lang="X-NONE">emphasize</span>s remote
<span lang="X-NONE">control
as a way of facilitating adherence to the plan, </span>is much <span lang="X-NONE">like using a
thermostat to maintain a predetermined temperature. But </span>i<span lang="X-NONE">n today’s
dynamic environment, a more suitable metaphor for project control would be
coaching. A coach needs to see the game in order to guide the team</span>,<span lang="X-NONE"> and would
hardly be effective if forced to coach from the locker room while receiving
statistics via a monitor.</span><span lang="X-NONE"> </span>In
fact, r<span lang="X-NONE">emote
control</span> rarely offers real<span lang="X-NONE"> control.</span><span lang="X-NONE"> </span></span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 0.0001pt 0in; text-align: left;">
<br /></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 0.0001pt 0in; text-align: left;">
<span style="font-size: small;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><b>References</b></span></span></div>
<span style="font-size: small;">
</span><br />
<h1 align="left" style="margin: 0in 0in 0.0001pt 21.3pt; text-align: left; text-indent: -0.25in;">
<span style="font-size: small;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-weight: normal;">1.<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><span style="font-weight: normal;">Peters, T.J. and Austin, N. <i>A Passion for Excellence.
The Leadership Difference.</i> 1985, New York: Random House: p. 8-9. </span></span></span></h1>
<span style="font-size: small;">
</span><br />
<h1 align="left" style="margin: 0in 0in 0.0001pt 21.3pt; text-align: left; text-indent: -0.25in;">
<span style="font-size: small;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-weight: normal;">2.<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><span style="font-weight: normal;">Laufer, A. and Hoffman, E.J. <i>Project Management Success Stories: Lessons of Project Leaders</i>.
2000, New York: John Wiley & Sons: p. 86-8.</span></span></span></h1>
<span style="font-size: small;">
</span><br />
<h1 align="left" style="margin: 0in 0in 0.0001pt 21.3pt; text-align: left; text-indent: -0.25in;">
<span style="font-size: small;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-weight: normal;">3.<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><span style="font-weight: normal;">Bardnt, S.E. Upward communication filtering in the project
management environment<i>.</i> <i>Project Management Quarterly</i> 1981;
12(1): p. 39-43.</span></span></span></h1>
Anonymousnoreply@blogger.com1tag:blogger.com,1999:blog-3757196015838742198.post-5060629280601451462017-06-23T14:50:00.001-05:002017-06-30T14:52:36.514-05:00Respond and Act With Agility<div class="separator" style="clear: both; text-align: center;">
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<br />
<div class="separator" style="clear: both; text-align: center;">
</div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 12pt; text-align: center;">
<span style="font-family: "cambria" , serif; font-size: 10.0pt;">photo by Emilie Reutenauer; permission to reuse under terms of GNU Free Documentation License <br />and under CreativeCommons</span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 0in 12pt; text-align: left;">
</div>
<br />
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 0in 12pt; text-align: left;">
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-size: large;">While frequent communication has a vital role in the
early identification of problems, coping with unexpected events often
demands
quick
action. Certainly, project managers may need to use creative
improvisations to quickly deal with such events. <span lang="X-NONE">In fact, Brian Muirhead, who
was responsible for the development and launch of the Mars Pathfinder flight
system, had this to say: “Everybody understands the need for a plan…. But in a
world of Faster, Better, Cheaper, improvising should be seen as an inseparable
part of planning, the other half of a complete process.</span><span dir="RTL"></span><span dir="RTL"></span><sup><span dir="RTL" lang="HE"><span dir="RTL"></span><span dir="RTL"></span>1</span></sup><span class="MsoCommentReference"></span><span dir="RTL"></span><span dir="RTL"></span><span dir="RTL" lang="HE"><span dir="RTL"></span><span dir="RTL"></span>"</span><span dir="LTR"></span><span dir="LTR"></span><span dir="LTR"></span><span dir="LTR"></span> However,
most
unexpected events faced by today’s project managers are not associated with extreme
contexts
and constraints requiring excessive improvisation (for more
on the importance of improvisation,
<a href="http://living-order.blogspot.co.il/2014/09/improvisations-read-aloud-team-and.html" target="_blank">see our blog story from September 2014</a>. What
they do require are immediate and <b>agile re</b><b>sponse</b><b>s.
</b><span lang="X-NONE" style="background: white none repeat scroll 0% 0%; color: #222222;"></span></span></span></div>
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-size: large;">
</span></span><br />
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 0in 12pt; text-align: left;">
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-size: large;"><span lang="X-NONE" style="background: white none repeat scroll 0% 0%; color: #222222;">During</span><span style="background: white none repeat scroll 0% 0%; color: #222222;"> our consulting</span><span lang="X-NONE" style="background: white none repeat scroll 0% 0%; color: #222222;"> work</span><span lang="X-NONE" style="background: white none repeat scroll 0% 0%; color: #222222;"> </span><span lang="X-NONE" style="background: white none repeat scroll 0% 0%; color: #222222;">with </span><span style="background: white none repeat scroll 0% 0%; color: #222222;">numerous construction</span><span lang="X-NONE" style="background: white none repeat scroll 0% 0%; color: #222222;"> project managers, we watched them </span><span style="background: white none repeat scroll 0% 0%; color: #222222;">repetitively </span><span lang="X-NONE" style="background: white none repeat scroll 0% 0%; color: #222222;">re</span><span style="background: white none repeat scroll 0% 0%; color: #222222;">spond</span><span lang="X-NONE" style="background: white none repeat scroll 0% 0%; color: #222222;"> with agility and take immediate actions to cope with
unexpected events</span><span lang="X-NONE" style="background: white none repeat scroll 0% 0%; color: #222222;"> </span><span style="background: white none repeat scroll 0% 0%; color: #222222;">that frequently plagued their projects</span><span lang="X-NONE" style="background: white none repeat scroll 0% 0%; color: #222222;">. Here are four brief examples:</span></span></span></div>
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-size: large;">
</span></span><br />
<div class="MsoNormal" style="line-height: normal; margin: 0in 0in 12pt 21.3pt;">
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-size: large;">The blackout curtains to be installed in a large
hospital were supposed to hang somewhere between 1/16" and 1/4" off
the floor. In several rooms, the curtains were not meeting the requirement
because the floor was not level. After discussing the problem with the
project's carpenter, the project manager decided that the inconsistent curtain
height could be compensated for by using metal beaded chains and connectors.
After receiving approval from the client, the project manager made a quick trip
to the local retail store and purchased the parts needed to complete the fix.
The issue was resolved in less than four hours.</span></span></div>
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-size: large;">
</span></span><br />
<div class="MsoNormal" style="line-height: normal; margin: 0in 0in 12pt 21.3pt;">
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-size: large;">The steel supplier fabricated the support steel for
some air-handling units using outdated drawings. The steel arrived on-site
before the mistake was caught. The project manager was left with two choices:
Send it back and have the supplier fix the mistake (at no cost), or have the
team members fix it in the field. The project manager, along with his
superintendent, decided that even though fixing the mistake on-site would cost
the team a few hours of extra labor, it was preferable to waiting several days
until replacements arrived from the supplier.</span></span></div>
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-size: large;">
</span></span><br />
<div class="MsoNormal" style="line-height: normal; margin: 0in 0in 12pt 21.3pt;">
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-size: large;">The drawings of the equipment did not arrive when
expected. The electrical contractor was threatening to stop all his underground
rough-in until the information was received. Stopping all the work would have
had a serious impact on the schedule. The team met on-site to review what
information was still missing. Based on this information, the project manager
decided to install junction boxes at the perimeter of the equipment rooms so
that a majority of the work could continue, leaving the rooms to be roughed in
at a later date.</span></span></div>
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-size: large;">
</span></span><br />
<div class="MsoNormal" style="line-height: normal; margin: 0in 0in 12pt 21.3pt;">
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-size: large;">The plumbing contractor was told to install 1.6
gallons-per-flush toilets in the building. After the original decision to use
these toilets had been made, the owner hired a new sustainability manager, who
wanted lower-flow toilets instead. There were concerns with the functionality
of the lower-flow toilets, so the project manager recommended installing a
mock-up of each type of toilet. After testing the mock-up, everyone was in
agreement on the preferred fixture. Using the mock-up to resolve the concerns
allowed them to avoid a schedule impact.</span></span></div>
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-size: large;">
</span></span><br />
<div class="MsoNormal" style="line-height: normal; margin-bottom: 12pt;">
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-size: large;">Why is it crucial to take fast action to
resolve such problems? Due to the organizational structure of projects, in which tasks
are tightly interconnected, when unexpected events affect one task, many other <i>interdependent
tasks</i> may also be quickly impacted<span class="MsoCommentReference"></span>. For example, affected
contractors may decide to move their workforces to other projects, making it
difficult to bring them back on time once the problem is resolved.</span></span></div>
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-size: large;">
</span></span><br />
<div class="MsoNormal" style="line-height: normal; margin-bottom: 12.0pt;">
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-size: large;">To be successful in practicing responsive
agility, a project manager must operate within an organizational culture that
acknowledges the unavoidability of unexpected events. According to Steve Kerr,
Chief Learning Officer of General Electric, “The future is moving so quickly
that you can’t anticipate it…. We have put a tremendous emphasis on quick
response…. We will continue to be surprised, but we won’t be surprised that we
are surprised.”</span></span><sup><span style="font-family: "cambria" , serif; font-size: 12.0pt;"></span></sup></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 1.45pt; margin-top: 0in; text-align: left;">
<br /></div>
<h1 align="left" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 0in; margin-top: 0in; text-align: left;">
<a href="https://www.blogger.com/null" name="_Toc473634823"></a><span style="mso-bookmark: _Toc473634823;"><span style="font-family: "cambria" , serif; font-size: 10.0pt;">References</span></span><span style="font-family: "cambria" , serif; font-size: 10.0pt;"></span></h1>
<h1 align="left" style="margin-bottom: 12.0pt; margin-left: .5in; margin-right: 0in; margin-top: 0in; mso-list: l0 level1 lfo1; text-align: left; text-indent: -.5in;">
<span style="font-family: "cambria" , serif; font-size: 10.0pt; font-weight: normal;"><span style="mso-list: Ignore;">1.<span style="font: 7.0pt "Times New Roman";">
</span></span></span><span style="font-family: "cambria" , serif; font-size: 10.0pt; font-weight: normal;">Muirhead, B. and
Simon, W.L. <i style="mso-bidi-font-style: normal;">High Velocity Leadership: The
Mars Pathfinder Approach to Faster, Better, Cheaper</i>. 1999, New York: HarperBusiness:
p. 193.</span></h1>
<h1 align="left" style="margin-bottom: 12.0pt; margin-left: .5in; margin-right: 0in; margin-top: 0in; mso-list: l0 level1 lfo1; text-align: left; text-indent: -.5in;">
<span style="font-family: "cambria" , serif; font-size: 10.0pt; font-weight: normal;"><span style="mso-list: Ignore;">2.<span style="font: 7.0pt "Times New Roman";">
</span></span></span><span style="font-family: "cambria" , serif; font-size: 10.0pt; font-weight: normal;">Malhotra, Y. “Knowledge
management for organizational white waters: an ecological framework<i style="mso-bidi-font-style: normal;">.</i>” <i style="mso-bidi-font-style: normal;">Knowledge
Management</i> 1999; 2(1): p. 18-21.</span></h1>
<div style="mso-element: comment-list;">
<hr align="left" class="msocomoff" size="1" width="33%" />
<div style="mso-element: comment;">
<div class="msocomtxt" id="_com_1">
<span style="mso-comment-author: "TD Storm"; mso-comment-providerid: None; mso-comment-userid: "TD Storm";"><a href="https://www.blogger.com/null" name="_msocom_1"></a></span></div>
</div>
</div>
Anonymousnoreply@blogger.com0tag:blogger.com,1999:blog-3757196015838742198.post-27955761779526778112017-05-18T11:50:00.001-05:002017-05-18T13:19:09.516-05:00The project manager’s chief daily task is communication, not decision-making<!--[if gte mso 9]><xml>
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<br />
<div class="separator" style="clear: both; text-align: center;">
<a href="https://3.bp.blogspot.com/-2qpOEdJVWRM/WR3QVGJuRbI/AAAAAAAAANM/rtho20fHRoQT7moccbYeg92q3Qri5ugRgCLcB/s1600/communication-1297544_1280.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="224" src="https://3.bp.blogspot.com/-2qpOEdJVWRM/WR3QVGJuRbI/AAAAAAAAANM/rtho20fHRoQT7moccbYeg92q3Qri5ugRgCLcB/s320/communication-1297544_1280.png" width="320" /></a></div>
<div class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.45pt; text-align: center;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span lang="X-NONE"><span style="font-size: x-small;"> (Image: free use under CreativeCommons, no attribution required)</span></span></span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.45pt; text-align: left;">
<br /></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.45pt; text-align: left;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span lang="X-NONE">Jim Wink</span>, <span lang="X-NONE">U.S. Navy Lieutenant Commander, </span>reported <span lang="X-NONE">that </span>his <span lang="X-NONE">team had encountered over 200 unexpected
events during the life of </span>a schedule-driven<span lang="X-NONE">
project.</span><sup>1</sup> <span lang="X-NONE">The sources of </span>such<span lang="X-NONE">
events may vary from one case to the next, common examples being </span>design errors, <span lang="X-NONE">the failure of a contractor to show up,
the bankruptcy of a supplier, and changes in the customers' specifications.</span> Indeed, recent research
repeatedly stresses <span lang="X-NONE">that </span>the key challenge facing the <span lang="X-NONE">project
manager </span>in our
present era of high uncertainty <span lang="X-NONE">is
coping with numerous unexpected events.</span> In turn,
disseminating information frequently and routinely is probably one of the most
effective means for project managers to ameliorate the negative impacts of such
unexpected events. </span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.45pt; text-align: left;">
<br /></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.45pt; text-align: left;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span lang="X-NONE">Fredrick Brooks, best known as the “father
of the IBM System/360,” argued that “the
project manager’s chief daily task is communication, not decision-making<i>.</i>”<sup>2</sup><s>
</s>Hugh Woodward, a project manager from Procter & Gamble, reached a
similar conclusion through trial and error. His assignment was to secure an
environmental permit for a new product.
While several groups of people distributed over a wide geographic area
were involved in the project, the product was fairly routine, the participants
involved had some experience working with each other, and the responsibility of
each participant was clarified in a preliminary planning meeting which
generated a detailed list of action steps and responsibilities. No hitches were
expected. </span></span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.45pt; text-align: left;">
<br /></div>
<div class="MsoNormal" style="line-height: normal;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">Yet the schedule was slipping continually. A second planning process
was initiated with all involved parties, resulting in a revised plan. Action
steps, responsibilities, and deadlines were drawn. Assurances were given that
the process flowsheet was now stable and that the formulated strategy for
approaching the state regulators was valid.
Yet within days, the schedule was slipping again! </span></span></div>
<div class="MsoNormal" style="line-height: normal;">
<br /></div>
<div class="MsoNormal" style="line-height: normal;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">The solution was simple. Hugh initiated weekly video conferences
with all the key participants meeting to share the latest information and to
assess the project's status. Through these weekly virtual meetings, the team
members were able to quickly collect missing information, identify changes, and
solve problems as they were still emerging. It turned out that these weekly
video conferences were all that was needed to assure the smooth progress of the
project.<sup>3</sup> </span></span></div>
<div class="MsoCommentText">
<br /></div>
<div class="MsoCommentText">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">What matters is not only the frequency of the
communication but also the spirit of it.</span></span></div>
<div class="MsoCommentText">
<br /></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.45pt; text-align: left;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span lang="X-NONE">NASA’s </span><span lang="EN">Tony Schoenfelder describes some of the communication
practices employed by John Hodge, the first leader of the Space Station Task
Force:</span></span></span></div>
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<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><a href="https://www.blogger.com/null" name="_Toc473634799"></a>Hodge combined a
number of practices and innovations that led to a unique and uninhibited
atmosphere. Each day started at
8:15 AM with an unstructured 15-minute all-hands stand-up meeting. Only those who had something important to say
took the floor, while everyone else crowded into the office or hallway to
listen. It turned out to be a useful device in that it not only conveyed information, but also physically reunited the team each
morning to reinforce the spirit of camaraderie and the sense of shared
purpose.… Hodge didn’t believe in secrets. He was completely open with the
staff. What he knew, they knew. Members appreciated this unusual candor and reciprocated by keeping him and the
leadership well informed…. Hodge
was liable to pop up unannounced anywhere at anytime…. He not only got to know
each person as a person, but also received
an unfiltered heads-up as to what was going on.<sup>4</sup> </span></span></div>
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<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">Matt
Peterson, at the Boldt Construction Company, used a similar practice. All on-site team members (the superintendent,
field engineers, project coordinator, safety officer, etc.) participated in
“daily 10-minute huddles.” Matt reported that these informal morning meetings
not only ensured that the team members understood one another’s current
workloads and constraints, but often enabled them to identify and resolve
conflicting priorities before they became problems.<sup></sup> <s><sup></sup></s></span></span></div>
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<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">But effective communication should not be
limited to the project's team. Insufficient communication with the client is
one of the more prevalent causes for unexpected changes. Yet, project managers
tend to communicate with their clients primarily at the early stages of the
project, while the project’s requirements are first formulated, saving
subsequent communication only for crisis moments. Don Margolies, a NASA project
manager based in Maryland, set up a schedule to talk on the phone every week
with his client, Dr. Edward Stone, who was based in California. As reported by
Don, <a href="https://www.blogger.com/null" name="_Toc473634800"></a>"In
the early stages of the project, much of what was about to unfold was still up
in the air. You might say the spacecraft itself was about the only thing not in
the air." Yet, they stuck to their weekly schedule and talked over
the phone even if it meant just reporting the weather. The
benefits of these routine and brief weekly phone calls became evident more than
a few times during the project. Their ability, for example, to identify in
advance possible cost overruns, enabled them ultimately to complete the $140
million project at $30 million under budget!<sup>5</sup></span></span></div>
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<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span lang="X-NONE" style="background: white none repeat scroll 0% 0%;">Effective communication can
thus reduce costs, prevent problems, and help create a cohesive team. Indeed,
disseminating information frequently and routinely contributes to both
flexibility and stability. That is, the team’s ability to adapt and solve
problems </span><span style="background: white none repeat scroll 0% 0%;">as
soon as they occur</span><span lang="X-NONE" style="background: white none repeat scroll 0% 0%;"> enables it
to quickly regain stability. </span><span lang="X-NONE">It therefore behooves the
project manager to prioritize communication for the benefit of the team and the
project</span>.</span></span></div>
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<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-weight: normal;"> </span></span></span></h1>
<h1 align="left" style="margin: 0in 0in 0.0001pt 0.5in; text-align: left; text-indent: -0.5in;">
<span style="font-size: small;"><span style="font-family: "arial" , "helvetica" , sans-serif;">References</span></span></h1>
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</h1>
<span style="font-size: small;">
</span><br />
<h1 align="left" style="margin: 0in 0in 0.0001pt 0.5in; text-align: left; text-indent: -0.5in;">
<span style="font-size: small;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-weight: normal;">1.<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><span style="font-weight: normal;">Laufer, A. and Hoffman, E.J. <i>Project Management Success Stories: Lessons
of Project Leaders</i>. 2000, New York: John Wiley & Sons: p. 76-8. </span></span></span></h1>
<span style="font-size: small;">
</span><br />
<h1 align="left" style="margin: 0in 0in 0.0001pt 0.5in; text-align: left; text-indent: -0.5in;">
</h1>
<h1 align="left" style="margin: 0in 0in 0.0001pt 0.5in; text-align: left; text-indent: -0.5in;">
<span style="font-size: small;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-weight: normal;">2.<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><span style="font-weight: normal;">Brooks Jr, F.P. <i>The Mythical Man-Month. </i>1995, Reading, MA: Addison-Wesley: p. 40. </span></span></span></h1>
<h1 align="left" style="margin: 0in 0in 0.0001pt 0.5in; text-align: left; text-indent: -0.5in;">
<span style="font-size: small;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-weight: normal;">3.<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><span style="font-weight: normal;">Laufer, A., Volkman, R.C., Davenport,
G.W., and Terry, S. <i>In Quest of Project Excellence through Stories</i>. 1994, Cincinnati, OH: Procter and Gamble. </span></span></span></h1>
<span style="font-size: small;">
</span><br />
<h1 align="left" style="margin: 0in 0in 0.0001pt 0.5in; text-align: left; text-indent: -0.5in;">
</h1>
<h1 align="left" style="margin: 0in 0in 0.0001pt 0.5in; text-align: left; text-indent: -0.5in;">
<span style="font-size: small;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-weight: normal;">4.<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><span style="font-weight: normal;">Schoenfelder, T.E. The idyllic workplace<i>.</i> <i>Ask
Magazine</i> 2002; 7: p. 22-26. </span></span></span></h1>
<span style="font-size: small;">
</span><br />
<h1 align="left" style="margin: 0in 0in 0.0001pt 0.5in; text-align: left; text-indent: -0.5in;">
</h1>
<h1 align="left" style="margin: 0in 0in 0.0001pt 0.5in; text-align: left; text-indent: -0.5in;">
<span style="font-size: small;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-weight: normal;">5.<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><span style="font-weight: normal;">Laufer, A., Post, T., and Hoffman, E.J. <i>Shared Voyage: Learning and Unlearning from Remarkable Projects</i>. 2005, Washington, DC: The NASA History Series: p. 31.</span></span></span></h1>
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Anonymousnoreply@blogger.com1tag:blogger.com,1999:blog-3757196015838742198.post-75997540143626093252017-04-13T12:36:00.003-05:002017-04-13T12:42:44.013-05:00Evolving Planning: The Rolling Wave Approach for Project Planning<!--[if gte mso 9]><xml>
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<a href="https://1.bp.blogspot.com/-rDOw24Jkd4g/WO-4KE-YiZI/AAAAAAAAAMQ/RMBt9gcAD2YBRyDICOHV-f-_xhXKUTR0QCLcB/s1600/Fig-EvolvingPlanning.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="https://1.bp.blogspot.com/-rDOw24Jkd4g/WO-4KE-YiZI/AAAAAAAAAMQ/RMBt9gcAD2YBRyDICOHV-f-_xhXKUTR0QCLcB/s1600/Fig-EvolvingPlanning.jpg" /></a></div>
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<span lang="X-NONE" style="font-family: "arial" , sans-serif; font-size: 12.0pt;">Planning is a decision-making
process whereby interdependent decisions are integrated into a system of
decisions. What makes effective planning particularly challenging is that </span><span style="font-family: "arial" , sans-serif; font-size: 12.0pt;">it </span><span lang="X-NONE" style="font-family: "arial" , sans-serif; font-size: 12.0pt;">entails an anticipatory process, as decisions are
made on future actions and how to perform them. However, in today’s dynamic
environment, characterized by frequent unexpected events and volatile
information, anticipation becomes very difficult, and the key question faced by
the project team is how far in advance of implementation they should make their
decisions. Making them early provides more time to develop and coordinate these
decisions with other interrelated decisions, and in general, to be better
prepared for implementation. However, if decisions are made too early, there is
a high probability that the changes that will take place between the time of
decision making and the time of implementation will require that the decisions
be modified. </span></div>
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<span style="font-family: "arial" , sans-serif; font-size: 12.0pt;">To cope with these conflicting
considerations, project managers employ a “rolling wave” approach to planning.
Thus, they develop plans in waves as the project unfolds and information
becomes more reliable. They help develop Action Plans, which are detailed
short-term plans with a one-to-two-week time horizon, usually the
responsibility of low-level supervisors. Medium-term plans (e.g., 90-day
Look-Ahead Plans) are less detailed in comparison, typically with a time
horizon of two to six months. Being at the hub of internal and external project
information, the project manager is in the best position to lead the periodic
updating of the medium-term plans. Finally, long-term plans (Master Plans),
cover the duration of the entire project and are quite general, presenting only
aggregate activities. Through the rolling wave approach, project managers can
ensure short-term stability and long-term flexibility (see Figure 1). </span><span style="font-family: "times new roman" , serif; font-size: 12.0pt;"></span></div>
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<a href="https://1.bp.blogspot.com/-rKHGCVTjAJM/WO-4QXvIj4I/AAAAAAAAAMU/N7EUIDOv0UoU3CBQ9PPqSWjRQlO6pDLqQCLcB/s1600/Fig1-InfluenceOfPlanningHorizonOnDegreeOfDetail.jpg" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="382" src="https://1.bp.blogspot.com/-rKHGCVTjAJM/WO-4QXvIj4I/AAAAAAAAAMU/N7EUIDOv0UoU3CBQ9PPqSWjRQlO6pDLqQCLcB/s400/Fig1-InfluenceOfPlanningHorizonOnDegreeOfDetail.jpg" width="400" /></a><br />
<span style="font-family: "times new roman" , serif; font-size: 11.0pt; line-height: 107%;"> Fig. 1: Influence of planning horizon
on degree of detail</span></div>
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<span style="font-family: "arial" , sans-serif; font-size: 12.0pt;">This style of planning does not imply that decisions should
be arbitrarily “put off until later.” Rather, it is an act of deliberately
splitting off those planning aspects that can be acted upon more opportunely in
the future. By applying this approach, two extreme situations are avoided. The
first is the preparation of overly detailed plans too soon, which may lead to
rapid obsolescence because some decisions are based on information provided by
intelligent guesses rather than on reliable data. This is particularly the case
when the project suffers from a high degree of uncertainty. The other extreme
situation is delaying the planning until all the information is complete and
stable. In both cases, project effectiveness will suffer. </span></div>
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<span lang="X-NONE" style="font-family: "arial" , sans-serif; font-size: 12.0pt;">The benefits of this planning
approach go beyond offering stable plans. </span><span style="font-family: "arial" , sans-serif; font-size: 12.0pt;">When
adopting this planning method, the preparation of plan updates shifts from the
full time professional scheduler, who remains responsible primarily for the
Master Plan, to the project manager and his/her team who now may assume
responsibility for the short-term Action Plans, as well as for the mid-term
plans. This approach </span><span lang="X-NONE" style="font-family: "arial" , sans-serif; font-size: 12.0pt;">may enhance the involvement of the entire team in </span><span style="font-family: "arial" , sans-serif; font-size: 12.0pt;">the </span><span lang="X-NONE" style="font-family: "arial" , sans-serif; font-size: 12.0pt;">project planning process, creating a sense of
ownership and promoting </span><span style="font-family: "arial" , sans-serif; font-size: 12.0pt;">greater </span><span lang="X-NONE" style="font-family: "arial" , sans-serif; font-size: 12.0pt;">responsiveness to change. </span></div>
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<span style="font-family: "arial" , sans-serif; font-size: 12.0pt;">Ray Morgan, the project manager of Pathfinder, a
solar-powered airplane, used the short- and mid-term schedule as a means not
only for communicating the overall picture of what needed to be done, when, and
why; but also for actively engaging the entire team in updating and using their
plans. He, therefore, put a graphic depiction of the schedule on the side of a
large container right in the hangar, next to the flight test crew and the
airplane. The team was encouraged not simply to adhere to the original plan but
to add and delete tasks interactively. These changes were incorporated into a
computer model and were reprinted once or twice a week during flight tests. The
team often referred back to the chart to help redefine the importance of a
current task and to see how it fit into “the big picture.” Thus, the plans
resulting from the on-going learning was owned by the team.</span></div>
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="annotation reference"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="line number"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="page number"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="endnote reference"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="endnote text"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="table of authorities"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="macro"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="toa heading"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Bullet"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Number"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Bullet 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Bullet 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Bullet 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Bullet 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Number 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Number 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Number 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Number 5"/>
<w:LsdException Locked="false" Priority="10" QFormat="true" Name="Title"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Closing"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Signature"/>
<w:LsdException Locked="false" Priority="1" SemiHidden="true"
UnhideWhenUsed="true" Name="Default Paragraph Font"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text Indent"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Continue"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Continue 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Continue 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Continue 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Continue 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Message Header"/>
<w:LsdException Locked="false" Priority="11" QFormat="true" Name="Subtitle"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Salutation"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Date"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text First Indent"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text First Indent 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Note Heading"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text Indent 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text Indent 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Block Text"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Hyperlink"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="FollowedHyperlink"/>
<w:LsdException Locked="false" Priority="22" QFormat="true" Name="Strong"/>
<w:LsdException Locked="false" Priority="20" QFormat="true" Name="Emphasis"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Document Map"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Plain Text"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="E-mail Signature"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Top of Form"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Bottom of Form"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Normal (Web)"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Acronym"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Address"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Cite"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Code"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Definition"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Keyboard"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Preformatted"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Sample"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Typewriter"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Variable"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Normal Table"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="annotation subject"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="No List"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Outline List 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Outline List 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Outline List 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Simple 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Simple 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Simple 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Classic 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Classic 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Classic 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Classic 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Colorful 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Colorful 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Colorful 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 6"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 7"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 8"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 6"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 7"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 8"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table 3D effects 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table 3D effects 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table 3D effects 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Contemporary"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Elegant"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Professional"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Subtle 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Subtle 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Web 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Web 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Web 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Balloon Text"/>
<w:LsdException Locked="false" Priority="39" Name="Table Grid"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Theme"/>
<w:LsdException Locked="false" SemiHidden="true" Name="Placeholder Text"/>
<w:LsdException Locked="false" Priority="1" QFormat="true" Name="No Spacing"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading"/>
<w:LsdException Locked="false" Priority="61" Name="Light List"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 1"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 1"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 1"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 1"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 1"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 1"/>
<w:LsdException Locked="false" SemiHidden="true" Name="Revision"/>
<w:LsdException Locked="false" Priority="34" QFormat="true"
Name="List Paragraph"/>
<w:LsdException Locked="false" Priority="29" QFormat="true" Name="Quote"/>
<w:LsdException Locked="false" Priority="30" QFormat="true"
Name="Intense Quote"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 1"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 1"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 1"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 1"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 1"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 1"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 1"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 1"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 2"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 2"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 2"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 2"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 2"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 2"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 2"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 2"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 2"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 2"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 2"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 2"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 2"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 2"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 3"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 3"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 3"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 3"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 3"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 3"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 3"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 3"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 3"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 3"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 3"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 3"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 3"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 3"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 4"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 4"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 4"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 4"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 4"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 4"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 4"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 4"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 4"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 4"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 4"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 4"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 4"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 4"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 5"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 5"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 5"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 5"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 5"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 5"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 5"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 5"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 5"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 5"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 5"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 5"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 5"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 5"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 6"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 6"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 6"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 6"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 6"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 6"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 6"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 6"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 6"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 6"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 6"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 6"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 6"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 6"/>
<w:LsdException Locked="false" Priority="19" QFormat="true"
Name="Subtle Emphasis"/>
<w:LsdException Locked="false" Priority="21" QFormat="true"
Name="Intense Emphasis"/>
<w:LsdException Locked="false" Priority="31" QFormat="true"
Name="Subtle Reference"/>
<w:LsdException Locked="false" Priority="32" QFormat="true"
Name="Intense Reference"/>
<w:LsdException Locked="false" Priority="33" QFormat="true" Name="Book Title"/>
<w:LsdException Locked="false" Priority="37" SemiHidden="true"
UnhideWhenUsed="true" Name="Bibliography"/>
<w:LsdException Locked="false" Priority="39" SemiHidden="true"
UnhideWhenUsed="true" QFormat="true" Name="TOC Heading"/>
<w:LsdException Locked="false" Priority="41" Name="Plain Table 1"/>
<w:LsdException Locked="false" Priority="42" Name="Plain Table 2"/>
<w:LsdException Locked="false" Priority="43" Name="Plain Table 3"/>
<w:LsdException Locked="false" Priority="44" Name="Plain Table 4"/>
<w:LsdException Locked="false" Priority="45" Name="Plain Table 5"/>
<w:LsdException Locked="false" Priority="40" Name="Grid Table Light"/>
<w:LsdException Locked="false" Priority="46" Name="Grid Table 1 Light"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark"/>
<w:LsdException Locked="false" Priority="51" Name="Grid Table 6 Colorful"/>
<w:LsdException Locked="false" Priority="52" Name="Grid Table 7 Colorful"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 1"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 1"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 1"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 1"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 1"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 1"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 1"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 2"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 2"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 2"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 2"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 2"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 2"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 2"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 3"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 3"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 3"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 3"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 3"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 3"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 3"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 4"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 4"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 4"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 4"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 4"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 4"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 4"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 5"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 5"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 5"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 5"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 5"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 5"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 5"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 6"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 6"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 6"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 6"/>
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<![endif]-->Anonymousnoreply@blogger.com0tag:blogger.com,1999:blog-3757196015838742198.post-72190940909747881782017-03-14T12:08:00.003-05:002017-03-14T12:41:45.989-05:00Development of Valid Project Management Principles Requires Partnering with Project Managers<div class="separator" style="clear: both; text-align: center;">
<a href="https://3.bp.blogspot.com/-gI7aHDakSNg/WMgjEgN-KgI/AAAAAAAAAKk/-wbemw9649gPcw2gVso8WC-TVXHKOZ_xgCLcB/s1600/Train-Series.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="212" src="https://3.bp.blogspot.com/-gI7aHDakSNg/WMgjEgN-KgI/AAAAAAAAAKk/-wbemw9649gPcw2gVso8WC-TVXHKOZ_xgCLcB/s320/Train-Series.jpg" width="320" /></a></div>
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<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">The upcoming several blogs will provide a brief
overview of the new book: <i>Becoming a Project Leader: Blending Planning,
Agility, Resilience, and Collaboration to Deliver Successful Projects,</i> to
be published in 2017 by Palgrave. The book was written by the blog's co-authors
Alex and Jeff in collaboration with Terry Little and Bruce Maas.<sup>†</sup> These
blogs will highlight the four roles assumed by successful project managers as
depicted in the following figure:</span></span></div>
<div class="separator" style="clear: both; text-align: center;">
<br /></div>
<div class="MsoNormal" dir="LTR" style="line-height: normal; margin-bottom: 12pt;">
<div class="separator" style="clear: both; text-align: center;">
<a href="https://1.bp.blogspot.com/-RGFCL5Rv1A0/WMgjGv5EoQI/AAAAAAAAAKo/oSffdWmWd3kG1zNfjucwm7Jx22vYaBcuQCLcB/s1600/Fig1-FourRolesOfProjectManager.png" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="320" src="https://1.bp.blogspot.com/-RGFCL5Rv1A0/WMgjGv5EoQI/AAAAAAAAAKo/oSffdWmWd3kG1zNfjucwm7Jx22vYaBcuQCLcB/s320/Fig1-FourRolesOfProjectManager.png" width="320" /></a></div>
<br /></div>
<div class="alexchapterallCharCharCharCharCharCharChar" dir="LTR" style="margin: 0in 1.65pt 12pt 0in; text-align: center;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><b><span style="font-size: small;">Figure 1: The four
roles of the project manager</span></b></span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" dir="LTR" style="margin: 0in 1.45pt 12pt 0in; text-align: left;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span lang="X-NONE">Whereas
the Industrial Revolution emphasized skill and task specialization, the current
information revolution </span>has
led i<span lang="X-NONE">n the mid-1990s to the use of
the project method as the predominant management strategy for structuring
organizations. As </span>summarized
succinctly by <span lang="X-NONE">Tom
Peters in 1999, <span style="background-color: #fff2cc;">“All white-collar work today is project work.”</span></span><sup>1</sup> </span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" dir="LTR" style="margin: 0in 1.45pt 12pt 0in; text-align: left;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span lang="X-NONE">Paradoxically,
the sharp increase in the popularity of the project method has been accompanied
by an increasing dissatisfaction with current project management results. As </span>accurately <span lang="X-NONE">summarized by the opening statement of a 2007
article in the <i>Harvard Business Review</i>,
"Projects fail at a spectacular rate.”</span><sup>2</sup><span lang="X-NONE">
This point was emphatically remade in a recent issue of the same journal: “Why
don’t most project managers sound the alarm when they’re going to blow past
their deadlines? Because most of them have no earthly idea when they’ll finish
the job.”</span><sup>3</sup> <span lang="X-NONE">And why don’t they have any idea
when they’ll finish? Because prevailing project management principles and
practices were developed by the research community without intensively
involving practitioners. As a result, their prescriptions are not only
inadequate but also misleading. </span></span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" dir="LTR" style="margin: 0in 1.65pt 12pt 0in; text-align: left;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">In <a href="http://living-order.blogspot.com/2016/01/leadership-key-for-project-learning-and.html" target="_blank">one of our previous blogs published January 2016</a> we shared the story of Jim
Carroll, a VP of a large industrial organization, who was a member of a group
of experienced practitioners at the Construction Industry Institute who
developed a list of nine principles they believed essential for project
success. Alex argued vehemently with Jim that these principles were inadequate.
Failing to convince him, Alex asked Jim to go home and reflect on the projects
he himself had led in the past, to see if <span lang="X-NONE" style="color: #333333;">applying the nine </span><span style="color: #333333;">principles</span><span lang="X-NONE" style="color: #333333;"> could explain the success or
failure of </span><span style="color: #333333;">these</span><span lang="X-NONE" style="color: #333333;"> projects</span><span style="color: #333333;">.</span> To his great credit,
Jim took this assignment very seriously and the following day he humbly told
Alex that there was no correlation between the nine principles and the success and
failure of his own past projects. The important message of this story is that <b><span style="background-color: #fce5cd;">even when experienced practitioners attempt to develop project management
principles, they may fail unless they systemically reflect upon their own
experience. </span></b></span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" dir="LTR" style="margin: 0in 1.65pt 12pt 0in; text-align: left;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span lang="X-NONE">The overall objective of our research has been to
develop practice-based principles for managing projects. Believing that
management is best learned by emulating exemplary role models,</span><span lang="X-NONE"> <span style="background: white none repeat scroll 0% 0%; color: #222222;">we’ve
based this book on more than two decades of research that has attempted to
capture the proven practices of some of the most competent project managers.
Toward this end, </span>we’ve used multiple, complementary approaches to
collect firsthand data on the practices of successful project managers,
focusing our studies on a selective
sample of the best practitioners in leading organizations. </span></span></span></div>
<div class="MsoNormal" dir="LTR" style="line-height: normal; margin-bottom: 12pt;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">Our first approach
consisted of field studies and structured
research tools, which included two-to-four-hour interviews and up to
one-week-long observations of practitioners from various organizations such as
AT&T, Bechtel, DuPont, General Motors, IBM, Motorola, PPL Electric
Utilities, Procter & Gamble, and Turner Construction Company. Our second
approach involved facilitating reflective dialogues among project team members.
We collected most of the cases, stories, and practices through our role as the
facilitators of the project management knowledge-development and
knowledge-sharing communities in three organizations: NASA (five years),
Procter & Gamble (three years), and Boldt (two years). Overall, more than
200 project managers from over 20 organizations participated in our studies. To
make sure the principles we developed were a valid interpretation of the stories
we had collected, we adopted a third approach: testing our interim results in
real-life situations through consulting engagements.<b><u> </u></b></span></span></div>
<div dir="LTR" style="margin: 0in 0in 12pt; vertical-align: baseline;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="color: #333333;">Our intensive
collaboration with the best practitioners enabled us to define the four primary
roles of project managers (Figure 1) illustrated by four metaphors (Figure 2).
In the following blogs we will expand each of these four roles<b>. </b></span></span></span></div>
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<div class="separator" style="clear: both; text-align: center;">
<a href="https://2.bp.blogspot.com/-GLoIWblRkGM/WMgjH8a5B3I/AAAAAAAAAKs/VXnkleeCktkIxk20JR07nfh2ABU6ezBRACLcB/s1600/Fig2-MetaphorsFor4RolesOfProjectManager.png" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="320" src="https://2.bp.blogspot.com/-GLoIWblRkGM/WMgjH8a5B3I/AAAAAAAAAKs/VXnkleeCktkIxk20JR07nfh2ABU6ezBRACLcB/s320/Fig2-MetaphorsFor4RolesOfProjectManager.png" width="320" /></a></div>
<br /></div>
<div dir="LTR" style="margin: 0in 0in 12pt; text-align: center; vertical-align: baseline;">
<span style="font-size: small;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><b><span style="color: #333333;">Figure 2:
Metaphors for the four roles of the project manager</span></b></span></span></div>
<div dir="LTR" style="margin: 0in 0in 12pt; vertical-align: baseline;">
<br /></div>
<div dir="LTR" style="margin: 0in 0in 12pt; vertical-align: baseline;">
<span style="font-size: small;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><b><span style="color: #333333;">References</span></b></span></span></div>
<span style="font-size: small;">
</span><br />
<span style="font-size: small;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="background: white none repeat scroll 0% 0%; color: #222222;">1. Peters, T. The Wow project<i>.</i>
<i>Fast Company</i> 1999; April(24): p. 116.</span></span></span><br />
<span style="font-size: small;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="background: white none repeat scroll 0% 0%; color: #222222;">2. Lundin, R.A., Arvidsson, N., Brady, T., Ekstedt, E., Midler,
C., and Sydow, J. <i>Managing and Working in
Project Society</i>. 2015, Cambridge: Cambridge University Press.</span></span></span><br />
<span style="font-size: small;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="background: white none repeat scroll 0% 0%; color: #222222;">3. Klein, G. Performing a project premortem<i>.</i> <i>Harvard Business Review</i>
2007; 85(9): p. 18-19.</span></span></span><br />
<br />
<span style="font-size: small;">
</span><br />
<div dir="LTR" style="margin: 0in 0in 12pt; vertical-align: baseline;">
<span style="font-size: small;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><sup>†</sup><b><span style="color: #333333;">Terry Little</span></b><span style="color: #333333;"> was program manager for over 25
years at the Department of Defense, and is considered by many to be the best
program manager in recent DoD history. Mr. Little served as Executive Director
of the Missile Defense Agency—the senior civilian in an organization of
approximately 8,000 employees—while also directing the $14 billion Kinetic
Energy Interceptor Program. Previously, he was the first director of the Air
Force Acquisition Center of Excellence, which enhanced all acquisition
activities through streamlining contracts, devising incentives, and overseeing
contractors.</span></span></span></div>
<span style="font-size: small;">
</span><br />
<div dir="LTR" style="background: white none repeat scroll 0% 0%; margin: 0in 0in 12pt;">
<span style="font-size: small;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><b><span style="color: black;">Bruce Maas</span></b><span style="color: black;"> is the Vice Provost for Information Technology and Chief
Information Officer (CIO) at the University of Wisconsin-Madison. </span>Maas has served as the director of the EDUCAUSE
<span style="color: black;">Leadership Institute</span>, <span style="background: white none repeat scroll 0% 0%;">the leading professional association for information technology in
higher education, and he is p</span><span style="color: black;">resently serving
as the board chair. He is also a member of the Internet2 External Relations PAG
and Co-Chair of the Internet2 Global Summit Planning Committee. In addition,
Maas is a member of the Board of Directors of Unizin and is serving a
three-year term on the Board of Directors of IMS Global.</span></span></span></div>
<span style="font-size: small;">
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Anonymousnoreply@blogger.com0tag:blogger.com,1999:blog-3757196015838742198.post-89812322727517301122016-10-27T13:16:00.001-05:002016-10-27T13:16:04.852-05:00Leadership Development By Failure: A Case Study<div class="separator" style="clear: both; text-align: center;">
<a href="https://1.bp.blogspot.com/-4K4zFPYyw9c/WBJD1VDNMLI/AAAAAAAAAJk/LB2F8W3yESsJxPai8IywgOQa270BmwoXgCLcB/s1600/Woman-Raking-Leaves.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="320" src="https://1.bp.blogspot.com/-4K4zFPYyw9c/WBJD1VDNMLI/AAAAAAAAAJk/LB2F8W3yESsJxPai8IywgOQa270BmwoXgCLcB/s320/Woman-Raking-Leaves.jpg" width="212" /></a></div>
<br />
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">This month we feature a story penned by Jeff Russell, co-executive director of the Consortium for Project Leadership at UW-Madison. Excerpt:</span></span><br />
<blockquote class="tr_bq">
<span style="font-size: large;"><span style="font-family: Georgia,"Times New Roman",serif;">... Experience is an ongoing process, and good leaders need to make the
most of it. Some look but don’t see; some listen but don’t understand.
As T.S. Eliot said, “We had the experience but missed the meaning.” </span></span></blockquote>
<blockquote class="tr_bq">
<span style="font-size: large;"><span style="font-family: Georgia,"Times New Roman",serif;"><span style="background-color: #fff2cc;">Experience necessarily involves failures, and you certainly shouldn’t
miss the meaning of those. Failures can prepare you to be a leader—as
long as you take the time to reflect on them.</span> When you’re reflective,
you think about outcomes and impact. You develop judgment. </span></span></blockquote>
<blockquote class="tr_bq">
<span style="font-size: large;"><span style="font-family: Georgia,"Times New Roman",serif;">
</span></span><span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-family: Georgia,"Times New Roman",serif;">By “failing,” I don’t mean simply “making a mistake.</span></span></span><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: large;"><span style="font-family: Georgia,"Times New Roman",serif;"><span style="font-family: Georgia,"Times New Roman",serif;">”</span> Failing can
involve falling short in a duty or an expected action. It can also refer
to a situation in which you don’t make the most of an opportunity. I’m
all too familiar with both scenarios and can speak from personal
experience about the benefits of failure. ...</span></span></span></span></blockquote>
<br />
<b><span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="background-color: #fce5cd;"><span style="font-size: large;"><a href="https://news.continuingstudies.wisc.edu/leadership-development-by-failure-a-case-study/" target="_blank">Read the rest of the story</a> over at The Lifelong Learner blog.</span></span></span></span></b><br />
<br />
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><br /></span></span>Anonymousnoreply@blogger.com1tag:blogger.com,1999:blog-3757196015838742198.post-66329764678503906062016-08-16T13:53:00.000-05:002016-08-16T13:53:01.263-05:00How a Pickup Truck Taught Us That Research Can’t Be Detached from Practice<!--[if !mso]>
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="35" SemiHidden="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="10" QFormat="true" Name="Title"/>
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="1" SemiHidden="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="22" QFormat="true" Name="Strong"/>
<w:LsdException Locked="false" Priority="20" QFormat="true" Name="Emphasis"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="39" Name="Table Grid"/>
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<w:LsdException Locked="false" Priority="61" Name="Light List"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1"/>
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<w:LsdException Locked="false" Priority="65" Name="Medium List 1"/>
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<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1"/>
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<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3"/>
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<w:LsdException Locked="false" Priority="72" Name="Colorful List"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 1"/>
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<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 1"/>
<w:LsdException Locked="false" SemiHidden="true" Name="Revision"/>
<w:LsdException Locked="false" Priority="34" QFormat="true"
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<w:LsdException Locked="false" Priority="29" QFormat="true" Name="Quote"/>
<w:LsdException Locked="false" Priority="30" QFormat="true"
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<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 1"/>
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<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 1"/>
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<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 2"/>
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<w:LsdException Locked="false" Priority="61" Name="Light List Accent 3"/>
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<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 5"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 6"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 6"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 6"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 6"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 6"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 6"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 6"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 6"/>
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<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 6"/>
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<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 6"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 6"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 6"/>
<w:LsdException Locked="false" Priority="19" QFormat="true"
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<w:LsdException Locked="false" Priority="21" QFormat="true"
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<w:LsdException Locked="false" Priority="31" QFormat="true"
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<w:LsdException Locked="false" Priority="32" QFormat="true"
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<w:LsdException Locked="false" Priority="33" QFormat="true" Name="Book Title"/>
<w:LsdException Locked="false" Priority="37" SemiHidden="true"
UnhideWhenUsed="true" Name="Bibliography"/>
<w:LsdException Locked="false" Priority="39" SemiHidden="true"
UnhideWhenUsed="true" QFormat="true" Name="TOC Heading"/>
<w:LsdException Locked="false" Priority="41" Name="Plain Table 1"/>
<w:LsdException Locked="false" Priority="42" Name="Plain Table 2"/>
<w:LsdException Locked="false" Priority="43" Name="Plain Table 3"/>
<w:LsdException Locked="false" Priority="44" Name="Plain Table 4"/>
<w:LsdException Locked="false" Priority="45" Name="Plain Table 5"/>
<w:LsdException Locked="false" Priority="40" Name="Grid Table Light"/>
<w:LsdException Locked="false" Priority="46" Name="Grid Table 1 Light"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark"/>
<w:LsdException Locked="false" Priority="51" Name="Grid Table 6 Colorful"/>
<w:LsdException Locked="false" Priority="52" Name="Grid Table 7 Colorful"/>
<w:LsdException Locked="false" Priority="46"
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<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 1"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 1"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 1"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 1"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 1"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 1"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 2"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 2"/>
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<a href="https://3.bp.blogspot.com/-XFTCSH5q8Ew/V7Nf-O0EyvI/AAAAAAAAAJE/5aukH7mAoL8epDOkYzjI822Z1SRqpQVeACEw/s1600/PickupTruckWithWorkers.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://3.bp.blogspot.com/-XFTCSH5q8Ew/V7Nf-O0EyvI/AAAAAAAAAJE/5aukH7mAoL8epDOkYzjI822Z1SRqpQVeACEw/s1600/PickupTruckWithWorkers.jpg" /></a></div>
<div align="center" class="separator" style="margin-bottom: .0001pt; margin: 0in; text-align: center;">
<a href="https://4.bp.blogspot.com/-XFTCSH5q8Ew/V7Nf-O0EyvI/AAAAAAAAAJE/mRhoQ-1hR1soxFj1OatUpkRKy5I494N0ACLcB/s1600/PickupTruckWithWorkers.jpg"><span style="mso-no-proof: yes; text-decoration: none; text-underline: none;"><span style="mso-ignore: vglayout;"><br /></span></span></a></div>
<div style="margin-bottom: .0001pt; margin: 0in;">
<br /></div>
<div style="margin-bottom: .0001pt; margin: 0in;">
<span style="font-family: "Arial",sans-serif; font-size: 16.0pt; mso-fareast-font-family: "Arial Unicode MS";">In
2001, the British management business leader and philosopher Charles Handy
vividly described the pace of change: “All of the world’s trade in 1949 happens
in a single day today, all of the foreign exchange dealings in 1979 happen now
in a single day, as do all the telephone calls made around the world in 1984. A
year in a day is exactly how it feels sometimes.”<sup>1 </sup></span></div>
<div style="background: white; margin-bottom: .0001pt; margin: 0in;">
<br /></div>
<div style="background: white; margin-bottom: .0001pt; margin: 0in;">
<span style="font-family: "Arial",sans-serif; font-size: 16.0pt; mso-fareast-font-family: "Arial Unicode MS";">In spite of these vast world changes, the theory of project
management has remained largely unchanged. As noted by P.W.G. Morris: “Modern
project management… emerged… in a period that was more inflexible and less
complex and where events changed less rapidly than today…. It [the theory of
project management] is in many respects still stuck in a 1960s time warp.”<sup>2
</sup> </span></div>
<div style="margin-bottom: .0001pt; margin: 0in;">
<br /></div>
<div style="margin-bottom: .0001pt; margin: 0in;">
<span style="font-family: "Arial",sans-serif; font-size: 16.0pt; mso-fareast-font-family: "Arial Unicode MS";">Practitioners
must recognize that the prevailing theories and the basic assumptions of their
discipline have a great impact on their own thoughts and practices. Albert
Einstein explained it very succinctly: “It is the theory that describes what we
can observe.” Indeed, in his 2005 seminal article, <i>Bad Management Theories
Are Destroying Good Management Practices</i>, Sumantra Ghoshal cites Kurt
Lewin’s argument that “nothing is as practical as a good theory.” Ghoshal
stresses, however, that the “obverse is also true: Nothing is as dangerous as a
bad theory.”<sup>3</sup> Management theory stuck in the 60s may not only be old
and irrelevant, it may also adversely affect our performance in terms of cost,
time table as well as quality.</span></div>
<div style="background: white; margin-bottom: .0001pt; margin: 0in;">
<br /></div>
<div style="background: white; margin-bottom: .0001pt; margin: 0in;">
<span style="font-family: "Arial",sans-serif; font-size: 16.0pt; mso-fareast-font-family: "Arial Unicode MS";">If conventional methods of project management can
exacerbate rather than alleviate project problems, then we should not be
surprised to learn about the widespread poor statistics of project results. One
key reason is that the research is detached from practice.<sup>4 </sup>Attempting
to respond to this concern, Cicmil et al. suggest that “what is needed to
improve project management practice is not more research on what should be
done” but rather a better understanding of “the ‘actuality’ of project-based
working and management.”<sup>5 </sup> </span></div>
<div style="margin-bottom: .0001pt; margin: 0in;">
<br /></div>
<div style="margin-bottom: .0001pt; margin: 0in;">
<span style="font-family: "Arial",sans-serif; font-size: 16.0pt; mso-fareast-font-family: "Arial Unicode MS";">We
attempted to follow this recommendation and to develop a “theory of practice”
by studying the “actuality” of projects. However, as Alex learned in one of his
first studies, learning from practice requires more than just going out to the
field. In this study, Alex examined the factors affecting the optimal size of a
construction crew. His list of factors was very elaborate, and included among
others the worker's experience, foreman's training, and complexity of work. </span></div>
<div style="margin-bottom: .0001pt; margin: 0in;">
<br /></div>
<div style="margin-bottom: .0001pt; margin: 0in;">
<span style="font-family: "Arial",sans-serif; font-size: 16.0pt; mso-fareast-font-family: "Arial Unicode MS";">He
collected data via field interviews and on-site productivity measurements both
in Texas and Israel. However, only after he completed collecting the data did
he learn that he failed to include one simple but sometimes very crucial
factor. It turned out that for some trades in Israel, the deciding factor for
the size of the construction crew was no more nor less than the size of the
pickup truck carrying the workers from their remote villages to the site.
Literature surveys and field pre-testing of the interview guide were
insufficient. Deep acquaintance with the phenomena under study is the key. </span></div>
<div style="margin-bottom: .0001pt; margin: 0in;">
<br /></div>
<div style="margin-bottom: .0001pt; margin: 0in;">
<span style="font-family: "Arial",sans-serif; font-size: 16.0pt; mso-fareast-font-family: "Arial Unicode MS";">Only
when the researcher acquires a rich and intimate knowledge of the subject, or
when the practitioner serves as an active partner in helping the researcher
formulate the right questions and design the right research tools, will any of
us learn something meaningful.<sup>6</sup> </span></div>
<div style="margin-bottom: .0001pt; margin: 0in;">
<br /></div>
<div style="margin-bottom: .0001pt; margin: 0in;">
<b><span style="font-family: "Arial",sans-serif;">References</span></b></div>
<div style="margin-bottom: .0001pt; margin: 0in; text-indent: -28.35pt;">
<span style="font-family: "Arial",sans-serif;">1.
C. Handy, (2002).<i> The Elephant and the Flea: Reflections of a Reluctant
Capitalist</i>. Boston, MA: Harvard Business School Press, p. 101.</span></div>
<div style="margin-bottom: .0001pt; margin: 0in; text-indent: -28.35pt;">
<span style="font-family: "Arial",sans-serif;">2.
P.W.G. Morris (1994). <i>The Management of Projects</i>. London, UK: Thomas
Telford Services, p. 217. </span></div>
<div style="margin-bottom: .0001pt; margin: 0in; text-indent: -28.35pt;">
<span style="font-family: "Arial",sans-serif;">3.
S. Ghoshal, (2005). Bad Management Theories Are Destroying Good Management
Practices. <i>Academy of Management Learning and Education</i> 4, 1 (March):
75-91. </span></div>
<div style="margin-bottom: .0001pt; margin: 0in; text-indent: -28.35pt;">
<span style="font-family: "Arial",sans-serif;">4.
<span style="background: white;">Sandberg and H. Tsoukas (2011). Grasping
the Logic of Practice: Theorizing Through Practical Rationality.</span> <i><span style="background: white;">The Academy of Management Review</span></i><span style="background: white;"> 36, 2:</span> <span style="background: white;">338-360.</span> </span></div>
<div style="margin-bottom: .0001pt; margin: 0in; text-indent: -28.35pt;">
<span style="font-family: "Arial",sans-serif;">5.
S. Cicmil, T. Williams, J. Thomas, and D. Hodgson (2006). Rethinking Project
Management: Researching the Actuality of Projects. <i>International Journal of
Project Management</i> 24, 8: 675-86. </span></div>
<div style="margin-bottom: .0001pt; margin: 0in; text-indent: -28.35pt;">
<span style="font-family: "Arial",sans-serif;">6.
Laufer, A. ASK Magazine, NASA, Issue 8 May 2002 <a href="http://ntrs.nasa.gov/archive/nasa/casi.ntrs.nasa.gov/20020070475.pdf">http://ntrs.nasa.gov/archive/nasa/casi.ntrs.nasa.gov/20020070475.pdf</a></span></div>
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<br /></div>
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<br /></div>
Anonymousnoreply@blogger.com1tag:blogger.com,1999:blog-3757196015838742198.post-35599941218988392172016-07-14T13:21:00.002-05:002016-07-14T13:21:44.787-05:00Timing Is Crucial<!--[if gte mso 9]><xml>
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Closing"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Signature"/>
<w:LsdException Locked="false" Priority="1" SemiHidden="true"
UnhideWhenUsed="true" Name="Default Paragraph Font"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text Indent"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Continue"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Continue 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Continue 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Continue 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Continue 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Message Header"/>
<w:LsdException Locked="false" Priority="11" QFormat="true" Name="Subtitle"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Salutation"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Date"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text First Indent"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text First Indent 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Note Heading"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text Indent 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text Indent 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Block Text"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Hyperlink"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="FollowedHyperlink"/>
<w:LsdException Locked="false" Priority="22" QFormat="true" Name="Strong"/>
<w:LsdException Locked="false" Priority="20" QFormat="true" Name="Emphasis"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Document Map"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Plain Text"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="E-mail Signature"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Top of Form"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Bottom of Form"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Normal (Web)"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Acronym"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Address"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Cite"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Code"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Definition"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Keyboard"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Preformatted"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Sample"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Typewriter"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Variable"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Normal Table"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="annotation subject"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="No List"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Outline List 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Outline List 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Outline List 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Simple 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Simple 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Simple 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Classic 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Classic 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Classic 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Classic 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Colorful 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Colorful 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Colorful 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 6"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 7"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 8"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 6"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 7"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 8"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table 3D effects 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table 3D effects 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table 3D effects 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Contemporary"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Elegant"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Professional"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Subtle 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Subtle 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Web 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Web 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Web 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Balloon Text"/>
<w:LsdException Locked="false" Priority="39" Name="Table Grid"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Theme"/>
<w:LsdException Locked="false" SemiHidden="true" Name="Placeholder Text"/>
<w:LsdException Locked="false" Priority="1" QFormat="true" Name="No Spacing"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading"/>
<w:LsdException Locked="false" Priority="61" Name="Light List"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 1"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 1"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 1"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 1"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 1"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 1"/>
<w:LsdException Locked="false" SemiHidden="true" Name="Revision"/>
<w:LsdException Locked="false" Priority="34" QFormat="true"
Name="List Paragraph"/>
<w:LsdException Locked="false" Priority="29" QFormat="true" Name="Quote"/>
<w:LsdException Locked="false" Priority="30" QFormat="true"
Name="Intense Quote"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 1"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 1"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 1"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 1"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 1"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 1"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 1"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 1"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 2"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 2"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 2"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 2"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 2"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 2"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 2"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 2"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 2"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 2"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 2"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 2"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 2"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 2"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 3"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 3"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 3"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 3"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 3"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 3"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 3"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 3"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 3"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 3"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 3"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 3"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 3"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 3"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 4"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 4"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 4"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 4"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 4"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 4"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 4"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 4"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 4"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 4"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 4"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 4"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 4"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 4"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 5"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 5"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 5"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 5"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 5"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 5"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 5"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 5"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 5"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 5"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 5"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 5"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 5"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 5"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 6"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 6"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 6"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 6"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 6"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 6"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 6"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 6"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 6"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 6"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 6"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 6"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 6"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 6"/>
<w:LsdException Locked="false" Priority="19" QFormat="true"
Name="Subtle Emphasis"/>
<w:LsdException Locked="false" Priority="21" QFormat="true"
Name="Intense Emphasis"/>
<w:LsdException Locked="false" Priority="31" QFormat="true"
Name="Subtle Reference"/>
<w:LsdException Locked="false" Priority="32" QFormat="true"
Name="Intense Reference"/>
<w:LsdException Locked="false" Priority="33" QFormat="true" Name="Book Title"/>
<w:LsdException Locked="false" Priority="37" SemiHidden="true"
UnhideWhenUsed="true" Name="Bibliography"/>
<w:LsdException Locked="false" Priority="39" SemiHidden="true"
UnhideWhenUsed="true" QFormat="true" Name="TOC Heading"/>
<w:LsdException Locked="false" Priority="41" Name="Plain Table 1"/>
<w:LsdException Locked="false" Priority="42" Name="Plain Table 2"/>
<w:LsdException Locked="false" Priority="43" Name="Plain Table 3"/>
<w:LsdException Locked="false" Priority="44" Name="Plain Table 4"/>
<w:LsdException Locked="false" Priority="45" Name="Plain Table 5"/>
<w:LsdException Locked="false" Priority="40" Name="Grid Table Light"/>
<w:LsdException Locked="false" Priority="46" Name="Grid Table 1 Light"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark"/>
<w:LsdException Locked="false" Priority="51" Name="Grid Table 6 Colorful"/>
<w:LsdException Locked="false" Priority="52" Name="Grid Table 7 Colorful"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 1"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 1"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 1"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 1"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 1"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 1"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 1"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 2"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 2"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 2"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 2"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 2"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 2"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 2"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 3"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 3"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 3"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 3"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 3"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 3"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 3"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 4"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 4"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 4"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 4"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 4"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 4"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 4"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 5"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 5"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 5"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 5"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 5"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 5"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 5"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 6"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 6"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 6"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 6"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 6"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 6"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 6"/>
<w:LsdException Locked="false" Priority="46" Name="List Table 1 Light"/>
<w:LsdException Locked="false" Priority="47" Name="List Table 2"/>
<w:LsdException Locked="false" Priority="48" Name="List Table 3"/>
<w:LsdException Locked="false" Priority="49" Name="List Table 4"/>
<w:LsdException Locked="false" Priority="50" Name="List Table 5 Dark"/>
<w:LsdException Locked="false" Priority="51" Name="List Table 6 Colorful"/>
<w:LsdException Locked="false" Priority="52" Name="List Table 7 Colorful"/>
<w:LsdException Locked="false" Priority="46"
Name="List Table 1 Light Accent 1"/>
<w:LsdException Locked="false" Priority="47" Name="List Table 2 Accent 1"/>
<w:LsdException Locked="false" Priority="48" Name="List Table 3 Accent 1"/>
<w:LsdException Locked="false" Priority="49" Name="List Table 4 Accent 1"/>
<w:LsdException Locked="false" Priority="50" Name="List Table 5 Dark Accent 1"/>
<w:LsdException Locked="false" Priority="51"
Name="List Table 6 Colorful Accent 1"/>
<w:LsdException Locked="false" Priority="52"
Name="List Table 7 Colorful Accent 1"/>
<w:LsdException Locked="false" Priority="46"
Name="List Table 1 Light Accent 2"/>
<w:LsdException Locked="false" Priority="47" Name="List Table 2 Accent 2"/>
<w:LsdException Locked="false" Priority="48" Name="List Table 3 Accent 2"/>
<w:LsdException Locked="false" Priority="49" Name="List Table 4 Accent 2"/>
<w:LsdException Locked="false" Priority="50" Name="List Table 5 Dark Accent 2"/>
<w:LsdException Locked="false" Priority="51"
Name="List Table 6 Colorful Accent 2"/>
<w:LsdException Locked="false" Priority="52"
Name="List Table 7 Colorful Accent 2"/>
<w:LsdException Locked="false" Priority="46"
Name="List Table 1 Light Accent 3"/>
<w:LsdException Locked="false" Priority="47" Name="List Table 2 Accent 3"/>
<w:LsdException Locked="false" Priority="48" Name="List Table 3 Accent 3"/>
<w:LsdException Locked="false" Priority="49" Name="List Table 4 Accent 3"/>
<w:LsdException Locked="false" Priority="50" Name="List Table 5 Dark Accent 3"/>
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<a href="https://1.bp.blogspot.com/-cmVflyk5dZA/V4fYMEqhZvI/AAAAAAAAAIs/yA8pfWhn4DIASwK5Df8z1nVHAc6j1pbzQCLcB/s1600/time-430625_960_720.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="320" src="https://1.bp.blogspot.com/-cmVflyk5dZA/V4fYMEqhZvI/AAAAAAAAAIs/yA8pfWhn4DIASwK5Df8z1nVHAc6j1pbzQCLcB/s320/time-430625_960_720.jpg" width="320" /></a></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span>In <a href="http://living-order.blogspot.com/2016/06/trust-your-judgment.html" target="_blank">last month’s blog</a></span><span>, Colonel Jeanne C. Sutton of the U.S. Air Force shared
a story that reaffirmed the value of trusting your judgment. This month, we’re
relying on her experiences once again, in clarifying the value of timing and
quick action.</span></span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span>In this instance, Sutton
found herself in a nervous state. She was just given a new assignment on short notice.
To make matters worse, she found herself swamped, trying to complete projects
from her previous job while doing her best to learn her new job.</span></span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span>After only two weeks in the new
job, she was summoned downtown to her boss’ office. Upon arrival, Sutton was
surprised to see that he had also invited three senior executives from the company
that had been involved in her predecessor’s firing. They were cordial in their
greetings and expressed support for her as the new program manager.</span></span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span>Then they began to brief her
boss on everything that they thought was wrong with her office’s solicitation
for a bid, and described Sutton’s staff’s actions in inflammatory terms. Her
boss defended Sutton’s lack of background knowledge, but gave her multiple
action items. She assured everyone she would get to the bottom of their
concerns and get back to them. As Sutton recalls:</span></span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><i><span>“Now, I had a quick decision to make. I could either
sit back and smile benignly, playing puppet-on-a-string to both my boss and the
contractor executives, or I could stake my claim as THE program manager and
demand to work one-on-one with the contractor’s leadership to resolve issues at
my level.</span></i></span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><i><span>So, with a slam of my hand on the table, I informed
the executives that I would not tolerate them running to my boss first and
taking his valuable time for things I was hired to take care of. I shocked everyone,
including my boss, with my directness. They never dared challenge my authority
again.”</span></i></span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span></span></span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span>Sutton made certain they
always got their answers, which kept her boss from being put on the spot again.
The power relationship she established has paid off, and the program has
benefited because issues are worked and resolved at her level before they
become problems at a higher level.</span></span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span>Through her story Sutton
shares a few key lessons:</span></span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span><span>·<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span></span><span>Firmly and directly establish your power as leader.
Anyone can raise any concern or complaint and expect proper response. However,
you are responsible for the management of your project and that should be
obvious.</span></span></span></div>
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<br /></div>
<div class="MsoNormal" style="margin: 0in 0.5in 0.0001pt 0.75in; text-indent: -0.25in;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span><span>·<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span></span><span>When there is neither time nor data, leaders use their
judgment to bypass in-depth analysis and move rapidly to a solution.</span></span></span></div>
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<br /></div>
<div class="MsoNormal" style="margin: 0in 0.5in 0.0001pt 0.75in; text-indent: -0.25in;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span><span>·<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span></span><span>Timing is crucial. Competent leaders can sense when to
pounce and when to pull back. At times, the most crucial thing is spontaneity
of action.</span></span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span>The</span><span lang="EN"> rationale that </span><span>led</span><span> </span><span>Sutton to her quick reaction may be
nicely explained by using the </span><span lang="EN">boiling frog
analogy. According to the boiling frog tale, a </span><a href="http://en.wikipedia.org/wiki/Frog" title="Frog"><span lang="EN" style="color: windowtext; text-decoration: none;">frog</span></a><span lang="EN"> can be boiled alive if the water is heated slowly
enough. If a frog is placed in boiling water, it will jump out, but if it is
placed in cold water that is slowly heated, it will never jump out.</span></span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span lang="EN">The lesson
of this tale is that people should make themselves aware of minor deviations,
lest they suffer a major, often catastrophic, loss. Thus, to make sure that
“they never dared challenge my authority again,”</span><span> Sutton </span><span lang="EN">had to take the risk and react immediately and decisively</span><span></span></span></span></div>
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<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="background: white none repeat scroll 0% 0%; color: #222222;">Laufer,
A. and Hoffman, E.J., 2000.<span class="apple-converted-space"> </span><i>Project
management success stories: Lessons of project leaders</i>. Wiley, 111-112.</span><span></span></span></span></div>
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Anonymousnoreply@blogger.com0tag:blogger.com,1999:blog-3757196015838742198.post-31204752962380846712016-06-14T15:07:00.002-05:002016-06-14T15:07:53.918-05:00Trust Your Judgment<!--[if gte mso 9]><xml>
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<a href="https://4.bp.blogspot.com/-I6LJw5KLWG4/V2BkDR46rhI/AAAAAAAAAIU/7-KCZ3H_nJcvPaP-PwKpgzoULTG8LY7FQCLcB/s1600/finish-306245_960_720.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="160" src="https://4.bp.blogspot.com/-I6LJw5KLWG4/V2BkDR46rhI/AAAAAAAAAIU/7-KCZ3H_nJcvPaP-PwKpgzoULTG8LY7FQCLcB/s320/finish-306245_960_720.png" width="320" /></a></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">Colonel Jeanne C. Sutton of the U.S. Air Force, a former
chief of International Programs in the Acquisition/Theater Defense Deputate of
the Ballistic Missile Defense Organization, had been appointed as a project
manager three weeks earlier and only three weeks remained for her team to
release a bid for a very complex project.</span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">As she recalls, management mandated the simplifying and
streamlining of solicitations but her staff was totally unable to put those
requirements into practice. They could not free themselves from their usual way of doing
things. They prepared a huge document written in mumbo-jumbo, telling bidders
how to dot their i’s and cross their t’s. Sutton knew that it would be
impossible for her to go through the entire document in the little amount of
time that was available.</span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">A good friend from outside her organization agreed to help.
He quickly created a small team of “independent experts” to review the
solicitation and to offer constructive suggestions. Despite the turgid text,
they developed a list of critical areas that would significantly make the text
more understandable and enable contractors to respond more intelligently and
submit more attractive bids.</span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">Sutton describes how she helped her team move forward given
a formidable schedule:</span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><i>“Of all the issues, I
decided to take a stand on the program schedule. My staff established 17 firm
deadlines over a 6-year period. I insisted that there be only two firm dates: project
start and project completion. After all, any contractor worth his salt would
know how best to go from start to finish.</i></span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><i>They were stunned. I
gave them a full two hours to rehash their argument that the only way to do the
job was the way it had always been done. That was the tried and proven method.
At the end of the two hours, I made my decision — there would be only two
dates.”</i></span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">During the following three days Sutton’s staff made more
changes that reflected the ideas of the independent experts. She then gave them
an additional day to incorporate the changes and to meet with her again for
finalization and release.</span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">On that day, they all assembled around the conference table
with copies of the revised solicitation. Sutton asked if they felt that the new
document<span> </span>met her guidelines. One man,
Tom, proudly gave her a copy for review and said, “Yes ma’am, the changes were
made and we are ready.”</span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">This was the test. She could have allowed them to release it
and thereby show that she trusted them fully, but something still didn’t feel
right. Sutton asked everyone to leave the room, except for Tom.</span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">The first page she turned to in the revised solicitation was
the schedule page. The multiple deadlines stood out like a sore thumb. Not saying
a word, Sutton took her pen and crossed out every date between project start
and finish, while looking sternly at Tom. She then asked if she had to go
through the entire document to make sure all the changes had been made. Tom apologized
profusely and assured her that no other changes had to be made. Sutton rose and
walked out of the room and never mentioned the incident to anyone.</span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">Sutton’s professional interactions with Tom didn’t stop
here. As she says:</span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><i>“Several months later,
we were faced with another issue that demanded an immediate response. It was
extremely critical and needed the most careful planning. Some of my best
people, who would have done a great job, volunteered to lead the project — but
not Tom. Since that embarrassing incident, he had studiously avoided me.</i></span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><i>I deliberately picked
Tom for the project. He was happy she did, because this gave him a chance to
prove himself. And he sure did. Tom did an extraordinary job. Today he is one
of the best people on my staff and my most ardent admirer.”</i></span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">Through her story Sutton shares a few key lessons about that
interwoven fabric of trust and judgment.</span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span>·<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;">
</span></span>Trust does not recognize organizational
boundaries. You may trust your contractor, you may distrust your employees, and
you may be right in both cases. </span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span>·<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;">
</span></span>There are situations, however, where the most
important element to trust, is your own judgment.</span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span>·<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;">
</span></span>After a key team member has failed you, give him
or her a quick opportunity to rebound. This gives the person the chance to
reestablish his or her capability and relationship with you.<span> </span></span></span></div>
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<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">Laufer, A. and Hoffman, E.J., 2000. <i>Project
management success stories: Lessons of project leaders</i>. Wiley, 109-110.</span></span></div>
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Anonymousnoreply@blogger.com0tag:blogger.com,1999:blog-3757196015838742198.post-10941632458976550172016-05-17T09:44:00.002-05:002016-05-17T09:44:53.453-05:00 The project manager must be the team maintainer<!--[if gte mso 9]><xml>
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<a href="https://1.bp.blogspot.com/-LP9OzNOqy3M/VzsuRBHkFdI/AAAAAAAAAH8/F3YEVhoF9_cVwrIBiMFI30yJ5oiZt8vLACLcB/s1600/leadershipUSDA.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="148" src="https://1.bp.blogspot.com/-LP9OzNOqy3M/VzsuRBHkFdI/AAAAAAAAAH8/F3YEVhoF9_cVwrIBiMFI30yJ5oiZt8vLACLcB/s320/leadershipUSDA.jpg" width="320" /></a></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><i><span style="background: white none repeat scroll 0% 0%; color: #252525;">In the
<a href="http://living-order.blogspot.com/2016/04/first-whothen-what.html" target="_blank">previous blog</a>, <b>Terry Little</b>, former director of the Air Force Acquisition
Center of Excellence — </span><span style="color: #333333;">considered by many to
be the best project manager at the US Defense Department in recent history</span></i><i><span style="background: white none repeat scroll 0% 0%; color: #252525;"> — highlighted the importance of adhering to
the rule: “People are <b>not</b> your most important asset, the <b>right </b>people
are.” In this blog, Terry provides a painful example of what could happen when
the project manager fails to maintain teamwork throughout the life of a
project.</span></i></span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">As I look back at my long career managing major projects, I
see a trail littered with mistakes — lots of them — but, thankfully, fewer as
my career progressed. I saw many mistakes almost immediately and quickly
corrected course. Others took longer — weeks or months — for me to recognize.
These I fixed the best that I could. There were a few that I did not fix either
because I was too late to recognize the problem or I chose not to fix it. This
blog is about my second worst mistake. It troubles me still. That mistake was
how I dealt with Joe.</span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">Joe was a government contracting officer whom I picked as a
member of my first project office. I did not know him beforehand, but someone
had recommended him as a person who was innovative and who would do whatever
was necessary to get the job done. I was impressed during our interview with
his enthusiasm and attitude. The only slight negative was that his answers to
my questions during the interview were rambling and long-winded. He was
probably talking 80-90% of the interview time.</span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">Joe quickly adapted to the project office and, true to the
recommendation, he was a creative and willing worker. However, over time I
began to notice that others in the project office were avoiding Joe. When he
came into their cubicles, they quickly got up and went to get coffee, have a
smoke break or went to the restroom. At first I found this rather amusing.
After all, Joe was not a problem for me. When he would come into my office, I
would listen to him for a few minutes and then put my hand up to indicate that
I wanted to get back to work; Joe would then leave. Most of what Joe had to say
was rambling, repetitive and, often irrelevant.</span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">When we had group meetings Joe monopolized the meeting and
when he started talking he would not stop. Sometimes I had to end the meeting
just to free everyone from Joe’s jabbering.<span>
</span>A couple of times after meetings I called Joe into my office to counsel
him. One time I told him that he talked too much and that he needed to curb his
talking. Another time I suggested that he should do less talking and more
listening. Nothing changed. I was reluctant to be harsher with him because he
was so good at what he did. Too, I reasoned that he was unlikely to change
because he was pretty old or that he would just get angry and leave. So, I
tolerated his behavior, albeit reluctantly.</span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">After about six months we had a design review at the
contractor’s plant; it was to last two and one half days. When we arrived, Joe asked
me to not attend the design review because he had a critical issue to negotiate
with the contractor. I assented. At the end of the first half day, I sought Joe
out and asked him how the negotiation was going. “Fine,” he said. “We are
making progress.” Good, I thought.</span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">The second day of the design review was stressful for me. I
had to make a host of decisions, some of which I knew would disappoint our
customer. When I saw Joe, he was talking with a group of about five people
whereas before it had been only two. Again, I asked Joe for a report and he
assured me that things were progressing. Very tired, I did not ask him to
elaborate.</span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">The final day of the review was even more stressful than the
second. I was trying to hide my discouragement when the contractor project manager
tapped me on the shoulder and said “We need to talk.” I followed him out the
door and he proceeded to tell me that his company could no longer deal with Joe.<span> </span>He went on to tell me that the “negotiation”
with Joe had gradually escalated until Joe was negotiating with the CEO of the
company. After about an hour the CEO left the negotiation and directed his
people to stop trying to reason with Joe.</span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">As I began looking for Joe, my mind was racing, trying to
figure out what to say. I decided to ask him what outcome he wanted from the
negotiation and then to act as an intermediary between him and the contractor
to resolve the issue.</span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">I found Joe alone sitting in the room where he had been
negotiating. He was clearly dejected.<span>
</span>“Joe,” I said, “what do you want from these people?”<span> </span>Shaking his head he looked up at me and,
after a moment, replied “I don’t know.” I snapped. “Joe, go back to the hotel,
pack your things and go home.<span> </span>When you
get there clean out your desk and I will talk with you when I return tomorrow
afternoon. You are fired.”</span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">Joe was waiting for me when I returned to the project office.
He began by telling me that he did not think he had done anything wrong; he had
just been negotiating, he said. I told him that his incessant talking had
disrupted the team to the point that he had to go. Then he shocked me by
getting down on his knees and begging me to give him a chance to change. He was
sobbing uncontrollably. I considered giving him a chance, but rejected it.
Then, through his tears he said to me, “This isn’t fair. You never told me.” I
started to defend myself, but decided that he was right; it wasn’t fair.
However, I did not tell him that. Instead, I walked away and never saw Joe again.</span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">So, for those of you who have read to this point and are
thinking this has nothing to do with me because I have never had anyone working
for me who talked too much, I offer the following: This parable, though true,
is not simply about a person who talks too much. It is about anyone on the project
team whose habitual or continuing behavior disrupts the team. This behavior
could be disrespecting other team members, missing deadlines, shirking work,
excessive absences, finger-pointing, constant complaining, revisiting past
decisions, being always argumentative, showing a hot temper and a host of other
behaviors. I could easily name a hundred and, given time, maybe a thousand.
Anyone I have known who managed a project has had to deal with one or more of
these behaviors.</span></span></div>
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">
</span></span><div class="MsoNormal">
<br /></div>
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">
</span></span><div class="MsoNormal">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">The project manager must be the team maintainer. No one else
can do it. It is his or her responsibility to recognize when an individual’s
behavior is negatively affecting the team and, then to deal with that person’s
behavior. Ignoring the behavior will have consequences. For, no team can
function effectively when team member behaviors are at odds with team norms and
objectives.</span></span></div>
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">
</span></span><div class="MsoNormal">
<br /></div>
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">
</span></span><div class="MsoNormal">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">In this situation I failed miserably to both recognize the
impact of the behavior and to swiftly deal with it. The best I can say is that
I learned from this experience. In a future blog I will describe a situation
where I put my learning to use and had a more positive outcome.</span></span></div>
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">
</span></span><div class="MsoNormal">
<br /></div>
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">
</span></span><div class="MsoNormal">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><i>We selected this story
because of its direct and important message: it is the responsibility of the
project manager to maintain teamwork. This story is also relevant because of
its two crucial but indirect massages:</i></span></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
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<span style="font-size: large;"><i><i style="mso-bidi-font-style: normal;">1)<span style="mso-spacerun: yes;"> </span>Even successful project managers make awful
mistakes, and,</i></i></span></div>
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<br /></div>
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<i style="mso-bidi-font-style: normal;">2)<span style="mso-spacerun: yes;"> </span>Successful project managers are willing to
share their mistakes, hoping that everyone will learn from them, and will be
able to avoid them.</i></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><br /></span></span></div>
Anonymousnoreply@blogger.com1tag:blogger.com,1999:blog-3757196015838742198.post-52568172584189910222016-04-19T10:20:00.001-05:002016-04-19T10:28:38.094-05:00First Who...Then What<!--[if gte mso 9]><xml>
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<span style="font-size: large;"><a href="https://1.bp.blogspot.com/-5MyoJKOqaDM/VxZMw8uMXKI/AAAAAAAAAHo/XhuAPVI8ckgCuv2hJ-Yfa5b7c22XPQeuACLcB/s1600/hallway-438412_960_720.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="212" src="https://1.bp.blogspot.com/-5MyoJKOqaDM/VxZMw8uMXKI/AAAAAAAAAHo/XhuAPVI8ckgCuv2hJ-Yfa5b7c22XPQeuACLcB/s320/hallway-438412_960_720.jpg" width="320" /></a></span></div>
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<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><i>Jim Collins’s book, Good to Great, </i><i><span style="background: white none repeat scroll 0% 0%; color: #252525;">has sold over 2.5 million hardcover copies, and
has been translated into 32 languages. According to Collins, one of the
principles practiced by the most successful companies is: “First who… then what.”
Collins explains: “The executives who
ignited the transformation from good to great did not first figure out where to
drive the bus and then get the people to get them there. No, they first got the
right people on the bus (and the wrong people off the bus) and then figured out
where to drive it.… The old adage ‘People are your most important asset’ turns
out to be wrong. People are <b>not</b> your most important asset. The <b>right </b>people
are.”</span></i><i><sup><span style="background: white none repeat scroll 0% 0%;">1</span></sup></i></span></span></div>
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<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><i><span style="background: white none repeat scroll 0% 0%; color: #252525;">In this
month’s story, <b>Terry Little</b>, a
former US Air Force project manager, highlights the importance and the
difficulties in adhering to Collins’ rule: “People are <b>not</b> your most
important asset, the <b>right </b>people are.”</span></i><i><sup><span style="background: white none repeat scroll 0% 0%;">2</span></sup></i></span></span></div>
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<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">“Uh-oh, this can’t be good,” I remember thinking as my boss’s
boss opened the door and walked quickly to my desk, his face unsmiling. “Come
with me,” he said. I got up, my head
down, as I followed him out the door. His name was Colonel L.</span></span></div>
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<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">It has been almost 40 years since that day and I remember it
like it was yesterday. As I walked
behind him down the hall, my mind was racing.
<i>What have I done now?</i> I was pretty accustomed to being in some sort
of trouble since I was a cofounder and president of the local professional
employees’ union. It would be fair to
say that a lot of the senior civilian and military supervisors were wary of me
and considered me a trouble-maker. I was
a very vigorous and assertive employee representative and I figured some
higher-up had<span style="font-family: "arial" , "helvetica" , sans-serif;"> </span>complained to Colonel L. about my disrespectful behavior; it
had happened several times before.</span></span></div>
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<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">I was surprised to see him head downstairs instead of to his
office on the same floor. When we got
downstairs, he headed to our high-security vault. We entered and went to a room inside where he
invited me to sit down. I had no idea
what was coming. Colonel L. started off
by telling me that he and the general (his boss) had decided that they wanted
me to head up a highly classified new program to develop and field a new
capability as quickly as we could possibly do it. The estimate to complete the
program was well over $1 billion. He
went on to say that I could select whomever I wanted to work with me and that I
would have the freedom to ignore all rules and regulations; the only
stipulations were that I had to obey the law and keep the team very small. </span></span></div>
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<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">“Can I ask questions?” I said. Colonel L. replied: “No, not until you tell
me that you will do it.” After pondering
a minute or so, and warning him I had absolutely no project management
experience or training, I agreed to do it.
Little did I know the learning, heartbreak and exhilaration the next
five years would bring. I cannot write
about the thrills and heartbreak because of security, but I can write about
what I learned and unlearned. This blog
and those to follow will highlight those learnings that I think are pretty
universal and can help other project leaders.</span></span></div>
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<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">(I should say as an aside that the project was wildly
successful, exceeding everyone’s expectations.
Otherwise, why would I be writing this blog?)</span></span></div>
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<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">My first task was to pick the people who would be on the
team. I had people work for me before in the military, but I never had the
luxury of picking them. I immediately began interviewing candidates whom I
thought might be suitable for the project office. About half were civilian and half military. I
was able to eliminate some interviewees immediately. They were the ones most
interested in whether or not they would get promoted and those who were eager
to tell me how bad their current boss was. I also eliminated anyone whose
primary concern was how hard they would have to work.</span></span></div>
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<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">After passing my initial screen, my major criteria were to pick
people who: were very experienced in project offices, understood the
complicated acquisition processes in the Department of Defense, and were skillful
in their respective function. That
turned out to be a critical mistake.
Many of those I picked using these criteria were very poor performers.
Most left voluntarily (this was easy because I had a policy that anyone on the
team could leave anytime for any reason; too, I made sure poor performers knew
they were not doing well and why). <i>Why</i> they were poor performers is
informative.</span></span></div>
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<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">One of the most salient reasons was that some cared more
about following the processes and avoiding risks than they did about achieving
the project’s objectives. I am not sure
why this was. My hypothesis is that some
people need clear rules and are hypersensitive to the potential of making
mistakes. It was as if the limit of
their accountability was process accountability and not project outcome
accountability. I concluded that some
people are simply unable to adapt to an ambiguous, rapidly changing project environment.</span></span></div>
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<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">Another key, related reason was that some poor performers
were simply not team players. A couple
spent enormous energy criticizing the contractor and bloviating, but did very
little work. They became anchors. A few, very experienced team members seemed
to have been unable to apply that experience to a different situation. They
appeared to be handicapped by their experience rather than helped by it.</span></span></div>
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<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">In retrospect, the most successful team members shared some
common traits. They were mostly younger. They remained positive and enthusiastic even
during project travails. They were very agile, willing to change direction
whenever the situation dictated. They
were able to subordinate their personal and functional goals to the project’s
goal. They treated others on the project
with respect and were not into blaming others when something went wrong. They were constantly learning and adapting
their behavior as a result. They were willing to do anything to make the
project successful, including working outside their functional area and working
long days when necessary.</span></span></div>
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<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">I do not know how to identify people who will not work out
with an interview; perhaps others are better at that than I am. What I do know is that poor performers
disrupt team function and are intolerable over anything longer than a very
short term. One of the project manager’s
most critical jobs is quelling those disruptive influences. In the next blog I
will describe how I did that.</span></span></div>
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<span style="font-size: small;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><sup><span style="background: white none repeat scroll 0% 0%;">1</span></sup><span style="background: white none repeat scroll 0% 0%;"> Collins, James Charles.<span class="apple-converted-space"> </span><i>Good to great: Why some companies
make the leap... and others don't</i>. Random House, 2001.</span><b> </b></span></span></div>
<span style="font-size: small;">
</span><br />
<div style="margin: 12pt 0in; vertical-align: baseline;">
<span style="font-size: small;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><sup>2</sup> Terry Little
is one of the co-authors of an upcoming book, <i><span style="background: white none repeat scroll 0% 0%;">Becoming
A Project Leader: Blending planning, agility, resilience and collaboration to
control and deliver projects in the real world, </span></i>to be published in
early 2017 by Palgrave Macmillan. The other co-authors are Alex Laufer, Jeff
Russell and Bruce Maas. Little was the Department of Defense’s most seasoned
manager of major programs, with more than 25 years’ experience leading major
weapons acquisitions. Little served as executive director of the Missile
Defense Agency—the senior civilian in an organization of approximately 8,000
employees—while also directing the $14 billion Kinetic Energy Interceptor
Program. Previous to that, he was the first director of the Air Force
Acquisition Center of Excellence. An honorary professor at the Defense Systems
Management College, Little has presented case studies to every program manager
class at the college for the past 15 years.</span></span></div>
<div style="margin: 12pt 0in; vertical-align: baseline;">
<br /></div>
Anonymousnoreply@blogger.com1tag:blogger.com,1999:blog-3757196015838742198.post-83086377401873607332016-03-15T14:45:00.004-05:002016-03-15T15:31:14.166-05:00Clearing the Air (Part 2): Overcoming a Crisis through Trust, Agility, and Learning by Doing<div class="separator" style="clear: both; text-align: center;">
<a href="https://2.bp.blogspot.com/-tAUgbvpnHR0/VuhlwE10JbI/AAAAAAAAAHU/NsOodMm5ULYTc11kq4A3or1deQFNnlWpw/s1600/ClearingTheAir-Part2.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="212" src="https://2.bp.blogspot.com/-tAUgbvpnHR0/VuhlwE10JbI/AAAAAAAAAHU/NsOodMm5ULYTc11kq4A3or1deQFNnlWpw/s320/ClearingTheAir-Part2.jpg" width="320" /></a></div>
<br />
<span style="font-family: "arial" , "helvetica" , sans-serif;">(continued from <a href="http://living-order.blogspot.com/2016/02/clearing-air-part-1-how-109-squadron.html" target="_blank">Clearing the Air, part 1</a>)</span><br />
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<span style="font-size: large;"><span style="font-family: "arial" , "sans-serif";">For the pilots of the Israeli Defense Force’s 109
Squadron, the early days of the 1973 Yom Kippur War did not go as planned. The
invasion by Egypt and Syria was hardly a surprise attack, but the orders that
were coming down from Israel's Air Force (IAF) headquarters—having the pilots
fly into zones heavily defended by anti-aircraft missiles just to take out a
pontoon bridge, for example—didn’t seem to make a lot of sense. No one was
going to disobey those orders, but it was clear that the squadron’s leaders
would have to come up with their own solutions to many of their problems.</span></span><br />
<br />
<span style="font-size: large;"><span style="font-family: "arial" , "sans-serif";">A major problem was the Douglas A-4 Skyhawk’s tailpipe,
which the enemy’s heat-seeking surface-to-air missiles were zeroing in on, thereby
damaging the nearby elevator (pitch-control) cylinder, which often caused the
aircraft to crash. Captain Giora Ben Dov, looking around for solutions, thought
of his friend Ben Z. Bezalel, who was deputy CEO at RAFAL Advance Defense
Systems, a leading defense technology company. “They have smart people over
there,” Giora thought to himself at the time. “Together, we should [be able to]
come up with something.”</span></span><br />
<br />
<span style="font-size: large;"><span style="font-family: "arial" , "sans-serif";">Ben<span style="color: #4f81bd;"> </span>got right on it,
organizing a task force that analyzed the problem as described by Giora. And
one of the solutions the task force came up with was a radar countermeasure
element called chaff, which, when ejected from an aircraft, forms the
electromagnetic equivalent of a smoke screen, temporarily rendering an aircraft
invisible to radar. Attached to the aircraft’s exterior, it was deployed from
inside the cockpit using a knob on the takeoff handle that was originally
designed for takeoffs from aircraft carriers. Given that the Israeli Defense
Force didn’t have any aircraft carriers, the knob was available for use.</span></span><br />
<br />
<span style="font-size: large;"><span style="font-family: "arial" , "sans-serif";">There being nothing like a war to speed up the delivery
process, RAFAL had 60 units fully operational within 10 days, and these had a
significant impact on the conflict’s outcome. In fact, it became standard
operating procedure to deploy chaff right before ascending to assault position,
when an aircraft, no longer flying low to avoid radar, was suddenly more
vulnerable to enemy fire.</span></span><br />
<br />
<span style="font-size: large;"><span style="font-family: "arial" , "sans-serif";">Problem solved? Like any leader worth his salt, Giora
kept looking for more solutions. “On the downtime between missions, I went to
the repair shed to check on an aircraft that had gotten hit by a Strela
(anti-aircraft missile),” he says. “I remember thinking that we suffered from
missiles on our tailpipes because they were hot, so why not extend the exhaust
pipe and clear out the elevator cylinder so the aircraft could withstand a hit
without crashing?”</span></span><br />
<br />
<span style="font-size: large;"><span style="font-family: "arial" , "sans-serif";">Why not indeed? Giora pitched the idea to his squadron
leader, Lt.-Col. Yitzhak David, who approved it right way, trusting that his
team knew what it was doing. And so the first-ever modification was done in the
wing itself, with local technicians and metalworkers. They used the aircraft
that had been hit by a Strela, and when the modification was completed, Giora
volunteered to be the test pilot to see if the aircraft could still fly. It
couldn’t. During the first test—taxiing down the runway at full throttle—the
external piece failed to remain attached. “I looked back,” Giora says, “and it
seemed as if the aircraft had gotten hit by another Strela.”<span style="font-family: "arial" , "sans-serif";"> </span></span></span><br />
<br />
<span style="font-size: large;"><span style="font-family: "arial" , "sans-serif";">The test was nevertheless an incremental step in a
process that continued to improve the Skyhawk’s missile resiliency even after
the Yom Kippur War. And the modification to the tailpipe remains the standard
for all Skyhawk aircraft to this day. It so happens that chaff is also still
operational—modified from what RAFAL first came up with and not necessarily
made by RAFAL these days. But the solutions that Giora and the rest of the 109
Squadron came up with changed the whole way the IAF looks at these kinds of assault
maneuvers. Today’s pilots still employ the sequence developed during the early
days of the Yom Kippur War.</span></span><br />
<br />
<span style="font-size: large;"><span style="font-family: "arial" , "sans-serif";">Perhaps none of this would have happened had there not
been such a strong collaborative ethos within the 109 Squadron, an ethos built
on trust, not to mention friendship. Remarkably, the squadron leader, Yitzhak,
so trusted Giora that Giora was allowed to pursue his project with RAFAL
without any involvement from David. “I had Giora,” RAFAL’s Ben, who never met
David, would later say, “and my objective was to do anything in my power to
help him as a friend. If I was the deputy CEO of Osem (an Israeli
food-processing company), I would have supplied the squadron with cookies.”</span></span></div>
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<span style="font-size: small;"><i><span style="font-family: "arial" , "sans-serif";">Gil
Wang conducted the study leading to the current blog post and the previous one.
Gil, a Naval Architect, is a former yacht designer and project manager at
Dykstra Naval Architects, an Amsterdam-based superyachts design office. From
2006 to 2014, Gil led numerous cutting-edge projects from concept to
completion. Today, he is pursuing his PhD, examining the feasibility of
expanding costal cities to their adjacent maritime environment.</span></i></span></div>
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Anonymousnoreply@blogger.com0tag:blogger.com,1999:blog-3757196015838742198.post-28094948159932383162016-02-15T14:53:00.003-06:002016-02-15T14:53:40.223-06:00Clearing the Air (Part 1): How the 109 Squadron Used Rich Communication to Overcome their Initial Disadvantage<!--[if gte mso 9]><xml>
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<a href="https://4.bp.blogspot.com/-k-2sJDxxmTE/VsI6fZajugI/AAAAAAAAAG8/X6ojnb51BGY/s1600/ClearingTheAir-Part1.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="213" src="https://4.bp.blogspot.com/-k-2sJDxxmTE/VsI6fZajugI/AAAAAAAAAG8/X6ojnb51BGY/s320/ClearingTheAir-Part1.jpg" width="320" /></a></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">Today’s project managers
have to know how to lead their teams within a dynamic environment, and there’s
no more dynamic environment than war. On October 6, 1973, Egypt and Syria
simultaneously invaded Israel in an attempt to regain territories lost in the
Six-Day War of 1967. It’s not as if Israel was taken by surprise; its leaders
had been considering a preemptive strike the very morning that the war began.
But the decision had been made not to preemptively strike, and the whole
country was taking a moment to observe Yom Kippur—the holiest day of the Jewish
year—when Egyptian and Syrian military forces crossed Israel’s borders.</span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">“When the Yom Kippur War
broke out,” Uri Bar Joseph wrote in <i>The
Watchman Fell Asleep</i>, his account of the conflict, “I was at home reading a
book. About 20 hours later, I arrived, together with a few soldiers of my
reserve unit, at Hatzav, the Israeli base camp of the 9th tank
Regiment of the 14th Armor Brigade, some 25 kilometers east of the
Suez Canal. The camp was deserted. The doors of the regimental store-keeping
were wide open and a radio was still playing….A few days later, I learned that
the 9th<sup></sup> Regiment was almost totally destroyed in the fighting that
took place during the first hours of the war.”</span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">Giora Ben Dov, a reserve
pilot at the time, remembers a similar scene of shock and dismay after rushing
back to his air base from a vacation in London with his wife. “They sat down
silently, with a zombie-like expression,” he says about his fellow pilots who’d
already flown missions. “And after my first missions, I’d joined the club. I,
too, sat silent, adopting a similar expression.” In a reversal of the Six-Days
War, where this same squadron suffered almost no casualties, Giora and his
fellow pilots encountered heavy anti-aircraft fire and significant losses.</span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">Like so many before it,
the war was not going as planned.</span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">“We were not surprised by
the siren,” says former Lieutenant Colonel Yitshak David, leader of the Israeli
Air Force’s 109 Squadron, also known as The Valley Squadron. “We were waiting
for it, we were prepared.” But they weren’t prepared for the orders that came
down from above. “We were deployed to defend the wing….which infers air-to-air
combat, not an assault mission, as we had anticipated. At that moment, we
thought that something had gone wrong at the Air Force headquarters. It was
like having a snowstorm in the desert.”</span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">Other squadron aircraft <i>were</i> given assault missions, but in an
area of Syria that was heavily defended by anti-aircraft missiles. “There was
nothing I could do or say to change the fate of that mission,” David recalls.
“Once an aircraft is airborne, it is controlled by headquarters only. I [did
go] to the deputy wing commander right away and told him to call it off, but
while we were conversing we heard over the radio that we had lost the leader of
the team.”</span></span></div>
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">
</span></span><div align="left" class="MsoNormal" style="text-align: left;">
<br /></div>
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">
</span></span><div align="left" class="MsoNormal" style="text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">The war was not going as
planned because the plans—and there were “several mission plans that covered
all the range of tactical scenarios,” David says—were not going as planned. As
far as the pilots were concerned, headquarters was acting irrationally,
assigning missions that seemed random and unexpected. “We were flying into
zones defended by anti-aircraft missiles in order to take down a pontoon
bridge, which was easy to replace,” reserve pilot Giora says, “instead of
hitting quality targets behind the bridge, where the Egyptians were
maneuvering.”</span></span></div>
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">
</span></span><div align="left" class="MsoNormal" style="text-align: left;">
<br /></div>
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">
</span></span><div align="left" class="MsoNormal" style="text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">In war, low-uncertainty
planning often gives way to high-uncertainty planning, but what about when
headquarters itself is contributing to the uncertainty? You have to follow
orders, obviously. But is there nevertheless a way to improve the situation? The
Israeli Air Force's 109 Squadron found several ways, including some impressive
work-arounds that made the Douglas A-4 Skyhawk aircraft much less vulnerable to
heat-seeking surface-to-air missiles (to be discussed in the next blog post).
Another way was less exciting but no less valuable: Yitshak David decided to
spend some face-time with his pilots, and not just once a day but three times a
day.</span></span></div>
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">
</span></span><div align="left" class="MsoNormal" style="text-align: left;">
<br /></div>
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">
</span></span><div align="left" class="MsoNormal" style="text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">The squadron was a mixed
bag of reserve and mandatory-service pilots, their ages ranging over two
decades. But every pilot, regardless of rank, age or experience, was given the
opportunity to speak his mind. And the result was a rich supply of intelligence
gleaned during the missions. The pilots also found a loophole that allowed them
to contact their wing during a flight mission—a way around HQ’s strict control.
They were allowed to call in for navigational support before deploying their
bombs, and they used this opportunity to receive the latest warnings and
updates.</span></span></div>
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">
</span></span><div align="left" class="MsoNormal" style="text-align: left;">
<br /></div>
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">
</span></span><div align="left" class="MsoNormal" style="text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">Early on in war, the
pilots of 109 Squadron were having some grave doubts about the orders that were
coming down from above. The missions themselves were not questioned, but it was
up to the squadron to execute those missions in the manner to which they saw
fit, and that’s where their own experience, communication skills and
collaborative ethos came into play, mitigating the damage and sustaining the
force.</span></span></div>
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<br /></div>
<div align="left" class="MsoNormal" style="text-align: left;">
<br /></div>
<div align="left" class="MsoNormal" style="text-align: left;">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><i>Gil Wang conducted the study leading to the current blog post and the
next one. Gil, a Naval Architect, is a former yacht designer and project
manager at Dykstra Naval Architects, an Amsterdam-based superyachts design
office. From 2006 to 2014, Gil led numerous cutting-edge projects from concept
to completion. Today, he is pursuing his PhD, examining the feasibility of
expanding costal cities to their adjacent maritime environment.</i></span></span></div>
Anonymousnoreply@blogger.com0tag:blogger.com,1999:blog-3757196015838742198.post-56458725406879294302016-01-15T12:55:00.001-06:002016-01-15T12:56:06.141-06:00Leadership: The Key for Project Learning and Unlearning<!--[if gte mso 9]><xml>
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<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: large;"><span style="font-size: x-small;">(pond at Apalachicola National Forest in Florida)</span> </span></span></div>
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<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: large;">When we <a href="http://living-order.blogspot.com/2014/03/to-become-project-leader-you-must-learn.html">began
this blog</a> in early 2014 we explained the name of the blog, “Living Order,” this
way:</span></span></div>
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<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: large;">It was the French Nobel Prize
winner Henri Bergson who a century ago proposed a concept of order that today
may help us better understand project reality. In the 1907 book<i> Creative
Evolution</i>, Bergson claimed that there is no such thing as disorder, but rather
two sorts of order: geometric order and living order. While in “geometric
order” Bergson was relating to the traditional concept of order, in “living
order” he referred to phenomena such as the creativity of an individual, a work
of art, or the mess in our offices.</span></span>
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: large;"></span></span><br />
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: large;"><br />
All projects aim to reach a perfectly functioning product with geometric
order. At the start, they may face great uncertainty—living order—that does not
completely disappear over the entire course of the project. </span></span><br />
<br />
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: large;">Gradually, some
parts of the project approach geometric order, though in an era of “permanent
white water,” the project as a whole does not assume geometric order until
very late in its life.</span></span></div>
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<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: large;">In working with NASA 15 years ago, Alex found that these two
types of order were helpful in developing project management knowledge. He used
a story as the basis of his first article as editor-in-chief of NASA’s <i>Ask Magazine</i>.* To summarize that story: </span></span></div>
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<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: large;">Alex was presented with nine
elements of project success by Jim Carroll, a respected and highly regarded
person in the construction industry. At the time, Jim was leading a
Construction Industry Institute task force in creating a handbook for
practitioners that explained each of the nine elements. Jim steadfastly stood
by these nine elements, and asked Alex to write a handbook chapter on project
strategy. </span></span></div>
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<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: large;">Alex just could not do it. He could
not accept the nine elements for project success for two reasons: 1) they were
too limiting, and 2) they were stated as the “one best way” to proceed which
ignored the rich context in which projects and people interact.</span></span></div>
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<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: large;">After several hours of heated
debate and discussion between Alex and Jim, Alex realized he would not be able
to convince Jim of the weakness of the nine elements and was about ready to
give up. Lastly, Alex asked Jim to consider whether applying the nine elements
could explain the success or failure of seven projects with which Jim was
involved during his career. Jim agreed to put the elements to the test.</span></span></div>
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<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: large;">As it turned out, there was little
correlation between project success and the nine elements. This proved a
revelation for Jim, and he was willing to reflect on the experience and to
learn from it. And, more accurately in our case, he was willing to unlearn from
it and admit that the nine elements could not provide the complete answer.</span></span></div>
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<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: large;"><b>Feeling Comfortable Only in a World of Certainty</b></span></span></div>
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<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: large;"><span style="color: #333333;">There were other problems with the task force. A year later,
Alex submitted the research report to the task force: the results, based on an
elaborate study in 11 highly successful companies, were quite shocking to task
force members. The findings showed that in most capital projects, uncertainty
is not resolved early in the life of the project; for example, by the end of the
design phase. Even more troubling was the finding that in most capital
projects, not only are the “means uncertainty” (how to do it) resolved late in
the project life, but so are the “end uncertainty” (what to do).</span></span></span></div>
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<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: large;"><span style="color: #333333;">Most task force members could not accept that capital projects
suffer from uncertainty, and definitely not from “end uncertainty,” so they
adjusted the presentation of Alex’s findings. Instead of portraying project
planning as a gradual process of lessening uncertainty, they portrayed it as a
gradual process of increasing certainty.</span></span></span></div>
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<br /></div>
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<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: large;"><span style="color: #333333;">Task force members felt comfortable in only a certain world of
geometric order, and so they denied uncertainty, even in the face of empirical
data from within their own organizations. Most members were not interested in
learning, even when leading a research activity. They did not formulate
research questions, only research answers. It could be that the mix of
contractors and clients put everyone into marketing mode. Marketing starts with
an answer; research with a question. They hired “researchers” not to find out
or understand reality, but to confirm their own beliefs.</span></span></span></div>
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<br /></div>
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<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: large;">Alex’s story demonstrates our ability to learn by reflecting
on our own experiences, and our inability to learn by favoring “answering” over
“questioning”. <span style="background-color: #fff2cc;"><span style="background-attachment: scroll; background-clip: border-box; background-image: none; background-origin: padding-box; background-position: 0% 0%; background-repeat: repeat; background-size: auto auto;">Learning
starts with a question, a problem to be solved, a dilemma to be resolved and a
challenge to be met.</span></span> Managers who treat questions as annoyances and
regard them as signs of ignorance are not learning. Questions force deep
thinking and reflection; they are an invitation to open a conversation whereas
ready answers are a prelude to shutting it down. <span style="background-color: #fce5cd;"><span style="background-attachment: scroll; background-clip: border-box; background-image: none; background-origin: padding-box; background-position: 0% 0%; background-repeat: repeat; background-size: auto auto;">Breakthroughs come from fresh questions, not ready
answers.</span></span></span></span></div>
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<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: large;">Providing a ready answer ignores the power and potential of
“living order.” As we have tried to
demonstrate in our monthly blogs during the last two years, ignoring the
central role of “living order” can be damaging for today’s fast-paced,
interconnected projects. During the last two years we have attempted to
demonstrate that leadership is key for project success. Today, we highlighted
that leadership is also the key for project learning and unlearning.</span></span></div>
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<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: large;">The study that Alex conducted, and especially the way the
task force accepted it, demonstrated that many professionals still embrace only
the geometric order. After two years of publishing monthly stories we — Jeff
and Alex — still have a long way to go with the monthly Living Order blogs. </span></span></div>
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<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">* “Arrogance: Number One Enemy of
Learning”<br /> <a href="http://appel.nasa.gov/2000/10/01/arrogance-number-one-enemy-of-learning/">http://appel.nasa.gov/2000/10/01/arrogance-number-one-enemy-of-learning</a><span style="color: #333333;"></span></span></span></div>
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Anonymousnoreply@blogger.com0tag:blogger.com,1999:blog-3757196015838742198.post-57180852872023369052015-12-09T11:25:00.002-06:002015-12-09T11:26:15.740-06:00From "Good Enough" to "More Than Enough"<div class="separator" style="clear: both; text-align: center;">
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<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.65pt; text-align: left;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span class="alexchapterallCharCharChar">The “more than enough” components of
successful projects are at the heart of Tom Peters’ philosophy of project
management. Author of <i>The Project 50</i>, Peters constantly strives to
transform every project into a project that matters – a “wow project”: “Life is
too short for non-wow projects.… ‘Sameness’ in products and services spouts
from companies where most work, most projects end up being ‘mediocre
successes.’”<sup>1</sup></span></span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.65pt; text-align: left;">
<br /></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.65pt; text-align: left;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span class="alexchapterallCharCharChar">The project manager of the Advanced
Composition Explorer (ACE) project established priorities and clearly
differentiated between a “good enough” treatment, which was applied to the
majority of activities (see our recent blog, </span><a href="http://living-order.blogspot.com/2015/11/the-doctrine-of-enough.html"><i>The
Doctrine of Enough</i></a><span class="alexchapterallCharCharChar">), and a “more
than enough” treatment, which was reserved for the minority of activities.
Following is one example of how the “more than enough” treatment was employed
by Don Margolies. At a late stage in the project, after testing was completed,
the scientists wanted all instruments to come off for calibration. Don
considered it, and despite strong opposition from upper management, he gave it
the green light. </span></span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.65pt; text-align: left;">
<br /></div>
<div class="MsoNormal" style="margin: 0in 19.55pt 6pt 26.95pt;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><i>… It was the
first time on any NASA project that I know of when all the instruments on an
observatory came off for rework or calibration after the full range of
environmental tests, and then were reintegrated at the launch center without
the benefit of an observatory environmental retest.… My management… didn’t
mince words. “Don, you are crazy,” they told me. </i></span></span></div>
<div class="MsoNormal" style="margin: 0in 19.55pt 6pt 26.95pt;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><i>Don decided, however, that because they had religiously
adhered to the “good enough” approach, the project was ahead of schedule and
under budget, and the team was now in a position to explore a “more than
enough” avenue: “We were in a position to ask:
What can we do to make the science better?”</i><span class="alexchapterallCharCharChar"><sup> 2 </sup></span> </span></span></div>
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><br />Indeed, the ACE results, as evident from the ACE home page of the California
Institute of Technology, were nothing short of a big WOW: “<span style="color: black;">ACE has
been at the L1 point for over 14 years, and the spacecraft and instruments are
still working very well… As of October 2010, 635 peer reviewed papers have been
published by ACE science team members… Over 140 Science News items have been released
by the ACE Science Center… </span>On
January 21, 1998, NOAA (National Oceanic and Atmospheric Administration) and
the ACE project opened up the ACE Real Time Solar Wind monitoring capability to
the public. The service provides 24-hour coverage of the solar wind parameters
and solar energetic particle intensity. ACE’s position a million miles upstream
of earth gives as much as an hour’s warning of CMEs (coronal mass ejection)
that can cause geomagnetic storms here on earth.”<span class="alexchapterallCharCharChar"><sup>3</sup></span></span></span><br />
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span class="alexchapterallCharCharChar"><br /></span><span style="background: yellow none repeat scroll 0% 0%;"></span></span></span>
<br />
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.65pt; text-align: left;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">Only if
one knows what “enough” is, can one be free to do “more than enough,” and only
then is one able to produce a “wow project.” </span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.65pt; text-align: left;">
<br /></div>
<br />
<ol>
<li><span style="font-size: small;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;"></span>T. Peters. 1999. <i>The Project 50 (Reinventing Work): Fifty
Ways to Transform Ev</i>e<i>ry “Task” into a Project That Matters!</i> New
York, NY: Alfred Knopf, 97-100.</span></span></li>
<li><span style="font-size: small;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;"></span>“Test What You Fly?,”<i>
</i>Don Margolies, Goddard Space Flight Center NASA, 2005. In A. Laufer, T.
Post, and E.J. Hoffman, <i>Shared Voyage: Learning and Unlearning from
Remarkable Projects</i>, 69-72. Washington, DC: The NASA History Series.</span></span></li>
<li><span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-size: small;"><span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;"></span>Advanced
Composition Explorer (ACE). <a href="http://www.srl.caltech.edu/ACE/ace_mission.html">http://www.srl.caltech.edu/ACE/ace_mission.html</a><span style="color: black;"> </span>Last update: <span style="color: black;">January, 2012</span>,
last accessed October 19, 2015.</span></span></span></li>
</ol>
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Anonymousnoreply@blogger.com1tag:blogger.com,1999:blog-3757196015838742198.post-86293674698068161202015-11-16T14:19:00.002-06:002015-11-16T14:21:24.021-06:00The Doctrine of Enough<div class="separator" style="clear: both; text-align: center;">
<a href="http://3.bp.blogspot.com/-BcrCZmshbGk/Vko6AxKdM1I/AAAAAAAAAGA/rQwrUD2_ZJQ/s1600/StatueOfLiberty-for-reuse.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="205" src="http://3.bp.blogspot.com/-BcrCZmshbGk/Vko6AxKdM1I/AAAAAAAAAGA/rQwrUD2_ZJQ/s320/StatueOfLiberty-for-reuse.jpg" width="320" /></a></div>
<div style="text-align: center;">
<span style="font-size: x-small;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><i>photo by Koshy Koshy</i></span></span>
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<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">In our <a href="http://living-order.blogspot.com/2015/10/the-5050-principle-vs-8020-principle.html" target="_blank">previous blog</a> we described how Don Margolies, a
project manager from NASA, applied the 80/20 principle. Now we will describe
how Don did not just apply this principle occasionally, but used it systematically through the “doctrine
of enough.” This is how the British Philosopher of Management, Charles Handy,
explains this doctrine and its impact on his own behavior: “‘Roses need pruning if they are to flower,’
a friend replied when I complained of being overstretched. With great
reluctance, because I was enjoying the spread of my activities, although
conscious that nothing much was coming out of them all, I resigned from seven
different committees and groups on the same day.… It was my first introduction
to the doctrine of ‘enough.’”<sup>1</sup> </span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 12pt 0in; text-align: left;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">Following is one example where Don explains how he
systematically adopted the “doctrine of enough”: </span></span></div>
<div class="MsoNormal" style="margin: 0in 19.55pt 12pt 26.95pt;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span class="Style112ptItalicChar">What I set out to do was to establish a mutual
agreement with everyone that <span style="background-color: #fff2cc;">“good enough” is good enough.</span> Set your
requirements and stick to those requirements. Once you meet the requirements,
spend no additional money to make it better.<sup>2</sup></span><span class="Style112ptItalicChar"><span style="font-style: normal; font-weight: normal;"></span></span></span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 12pt 0in; text-align: left;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">Sufficiency and simplicity were strongly recommended by
Norman Augustine (who later held the position of Chief Executive Officer and
Chairman of Lockheed Martin) in his book, <i>Augustine’s Laws</i>. First,
Augustine explains the serious cost implications of violating the “good enough”
concept, followed by a metaphor that vividly illustrates how one can try to
stick to the “good enough” concept: “<span style="background-color: #fce5cd;">The ‘best is the enemy of the good</span>.’… The
last 10 percent of performance generates one-third of the cost and two-thirds
of the problems.… The secret, if there is one for controlling the costs which
are added by the pursuit of peripheral, albeit impressive, capabilities is
actually quite straightforward and can be seen in the workings of a sculpture
creating a statue of a hippopotamus. How does one make a statue of a
hippopotamus? Very easily; one obtains a large block of granite and chips away
every piece that does not look like a hippopotamus.” In other words, <span style="background-color: #cfe2f3;">your
objective is achieved not when there is nothing more to add, but rather when
there is nothing more to take away</span>.<span class="Style112ptItalicChar"><sup>3</sup></span>
</span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 12pt 0in; text-align: left;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;">To clarify the critical <b>impact of simplicity on
reliability</b>, Augustine offers the following example: “…A modern jetliner, for example, has about
4.5 million parts… If a system has one million single-string parts, each with
reliability of 99.999 percent for performing some specified mission, the
overall probability of the mission failing is over 60 percent.… Thomas Paine
summed it up in the 1790s when he counseled, ‘The more simple anything is, the less
liable it is to be disordered, and the easier repaired when disordered.’”<span class="Style112ptItalicChar"><sup>4</sup></span></span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 12pt 0in; text-align: left;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span class="alexchapterallCharCharChar">The “doctrine of
enough” has a second face, a paradoxical one. </span>As Handy explains: “The point about enough is if you don’t know
what ‘enough’ is, you don’t know what ‘more than enough’ is, so there is never
enough.… Only if you can say what enough is… you are free to do anything else.”<span class="Style112ptItalicChar"><sup>5</sup></span> To paraphrase Handy’s point about knowing what “enough” is, one
may use the following saying: “<span style="background-color: #f4cccc;">If everything is equally important, then nothing
is important</span>.” </span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 12pt 0in; text-align: left;">
<span style="font-size: large;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><span class="alexchapterallCharCharChar"></span></span></span></div>
<div class="titlealex1" style="margin: 0in 0in 12pt;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: 12pt;">
<span style="font-size: small;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><sup>1</sup> C. Handy.
1998. <i>The Hungry Spirit</i>. New York, NY: Broadway Books, 106.</span></span></div>
<span style="font-size: small;">
</span><br />
<div class="MsoNormal" style="margin-bottom: 12pt;">
<span style="font-size: small;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><sup>2</sup> “Stopping at ‘Good Enough,’” Don Margolies, Goddard
Space Flight Center NASA. 2005. In A. Laufer, T. Post, and E.J. Hoffman, <i>Shared
Voyage: Learning and Unlearning from Remarkable Projects</i>, 32-3. Washington, DC: The NASA History Series.</span></span></div>
<span style="font-size: small;">
</span><br />
<div class="MsoNormal" style="margin-bottom: 12pt;">
<span style="font-size: small;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><sup>3</sup> N. Augustine.
1986. <i>Augustine’s Laws</i>. New York, NY: Viking Penguin, 101-7. Dan Ward cites a similar concept from Eric
Raymond’s book, “The Cathedral and The Bazaar”: “Perfection [in design] is
achieved not when there is nothing more to add, but rather when there is
nothing more to take away.” D. Ward.
2007. <i>The Simplicity Cycle</i>. <a href="http://www.lulu.com/RoguePress%20">www.lulu.com/RoguePress</a>, 42. In his book, <i>Simplicity,</i> de Bono
argues that: “Complexity means distracted effort. Simplicity means focused
effort…. Simple systems are easier to set up, easier to monitor, and easier to
repair.” E. de Bono. 1998. <i>Simplicity</i>. London, UK: Penguin Books, 32-3.</span></span></div>
<span style="font-size: small;">
</span><br />
<div class="MsoNormal" style="margin-bottom: 12pt;">
<span style="font-size: small;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><sup>4</sup> N. Augustine.
1986. <i>Augustine’s Laws</i>. New York, NY: Viking Penguin, 121-25.
Christopher Meyer who wrote a book on the implementation of Fast Cycle Time
(FCT) strategy asserts that: “FCT competitors are fast not because they handle
complexity better than their competitors, but because they consistently strive
to eliminate complexity whenever possible.” C. Meyer. 1993. <i>Fast Cycle Time</i>.
New York, NY: The Free Press, 8-9.</span></span></div>
<span style="font-size: small;">
</span><br />
<div class="MsoEndnoteText" style="direction: ltr; margin-bottom: 6pt; text-align: left; unicode-bidi: embed;">
<span style="font-size: small;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><sup>5</sup> B. Ettorre. 1996. A conversation with Charles Handy: On the
Future of Work and An End to the “Century of the Organization.” <i>Organizational Dynamics</i>. Summer:
15-26.</span></span></div>
<span style="font-size: small;">
</span><br />
<div class="MsoNormal" style="margin-bottom: 12pt;">
<br /></div>
Anonymousnoreply@blogger.com2tag:blogger.com,1999:blog-3757196015838742198.post-78425578008086419082015-10-19T17:33:00.002-05:002015-10-19T17:34:56.698-05:00The 50/50 Principle vs. the 80/20 Principle<!--[if gte mso 9]><xml>
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<a href="http://3.bp.blogspot.com/-mGghsw73TFs/ViVvyZwiFMI/AAAAAAAAAFs/eotnY2udX4s/s1600/80-20-ParetoPrinciple.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="213" src="http://3.bp.blogspot.com/-mGghsw73TFs/ViVvyZwiFMI/AAAAAAAAAFs/eotnY2udX4s/s320/80-20-ParetoPrinciple.jpg" width="320" /></a></div>
<div align="center" class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.65pt; text-align: center;">
<u><span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><b><br /></b><span style="background: yellow none repeat scroll 0% 0%;"> </span></span></span></u></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.65pt; text-align: left;">
<br /></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.65pt; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">In 1964,
Peter Drucker wrote in his classic book, <i>Managing
for Results</i>:</span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.65pt; text-align: left;">
<br /></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-left: 0.5in; margin-right: 1.65pt; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">"Concentration is the
key to economic results. <span style="background-color: #fff2cc;">Economic results require that… efforts be concentrated
on the few activities that are capable of producing significant results</span>.… A
very small number of events at one extreme—the first 10 per cent to 20 per cent
at most—account for 90 per cent of all results; no other principle of effectiveness is violated as constantly today as the
basic principle of concentration.”<sup>1</sup> </span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.65pt; text-align: left;">
<br /></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.65pt; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">Unfortunately,
many years after Drucker made his strong case for the adoption of the concentration
principle, it has not been widely embraced. In his 2004 book, <i>Changing Minds</i>,
Howard Gardner chooses this very principle as an example that still requires a change
of mindset: </span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.65pt; text-align: left;">
<br /></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-left: 0.5in; margin-right: 1.65pt; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"> "From early childhood, most of us have operated under the following
assumption: When confronted with a task, we should work as hard as we are able
and devote approximately equal time to each part of the task. According to this
‘50/50 principle,’…we should spread our effort equally across the various
components. …Early in the last century, the Italian economist and sociologist
Vilifredo Pareto proposed what has come to be known as the ‘80/20 principle’ or
rule. As explained by Richard Koch in a charming book, <i>‘The 80/20 Principle</i>,’ <span style="background-color: #fff2cc;">one can in general accomplish most of
what one wants—perhaps up to 80 percent of the target—with only a relatively
modest amount of effort—perhaps 20 percent of expected effort.</span>"<sup> 2</sup></span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.65pt; text-align: left;">
<br /></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.65pt; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">To
achieve project success requires prioritization through use of concentration
(the 80/20 principle). Don Margolies, who served as project manager for the
Advanced Composition Explorer (ACE) at NASA, understood this principle.
Margolies tells the following story about establishing clear priorities for the
ACE project which carried a $141 million price tag:</span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.65pt; text-align: left;">
<br /></div>
<div class="MsoNormal" style="margin: 0in 19.55pt 6pt 26.95pt;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span class="Style112ptItalicChar">"…At
the start of ACE, I had the choice of spreading the money among all the players
or focusing on the elements that posed the greatest risks on the project. I
responded by </span><i>putting</i><span class="Style112ptItalicChar">
the bulk of the money into trying to identify the key risks in the development
of the science instruments and mitigating these to the best extent that we
could at the earliest stage possible. To do this, I had to hold back spacecraft
development at the Johns Hopkins Applied Physics Laboratory (APL).… In holding
APL back by three to six months, I knew I could be shooting myself in the foot
if they were not able to recover.… My concerns about APL being able to do the
job actually were quite minimal. On the other hand, no one was certain how
effectively we could mitigate the risks with those problem instruments.… Once
we secured more funding, I told APL to start ramping up on the spacecraft
development. As it turned out, they were able to catch up."</span><sup> 3</sup><span class="Style112ptItalicChar">
</span><span class="Style112ptItalicChar"><span style="font-weight: normal;"></span></span></span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.65pt; text-align: left;">
<br /></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.65pt; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">A large
and costly project like ACE was fraught with complexities and uncertainties.
The ACE project included nine scientific instruments developed by 20 researchers,
based at universities and government labs across the world, including the
United States, Switzerland and Germany. Further, several instruments were new,
and therefore added to the project’s unknowns. In deciding against “spreading<b> </b>the money among all
the players,” and in “focusing
on the elements that posed the greatest risks,” Margolies displayed how to forego
the 50/50 principle, and practice the 80/20 principle instead.</span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.65pt; text-align: left;">
<br /></div>
<div class="MsoListParagraphCxSpFirst" style="margin-bottom: 6pt; text-align: justify; text-indent: -0.25in;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"> <span style="font-size: small;"> 1.<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;">
</span></span><span style="font-size: small;">P.
Drucker. 1964. <i>Managing for Results: Economic Tasks and Risk-taking
Decisions</i>. New York, NY: Harper & Row, 9-12.</span></span></span></div>
<span style="font-size: small;">
</span><br />
<div class="MsoListParagraphCxSpLast" style="margin-bottom: 6pt; text-align: justify; text-indent: -0.25in;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;"> 2.<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;">
</span>H.
Gardner. 2004. <i>Changing Minds, The Art and Science of Changing Our Own and
Other People’s Minds</i>. Boston, MA: Harvard Business School Press, 7-8. In his 1998 book, The 80/20 Principle: The
Secret of Achieving More with Less, Richard Koch concludes that “the 80/20
principle is still the best-kept business secret.”<i> </i>R. Koch. 1998. <i>The 80/20 Principle: The Secret of
Achieving More with Less</i>. New York, NY: Doubleday, 50.</span></span></div>
<span style="font-size: small;">
</span><br />
<div class="alexchapterallCharCharCharCharCharCharChar" style="margin-left: 0.5in; margin-right: 1.65pt; text-indent: -0.25in;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">3.<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;"> </span>“Judgment Calls,” Don Margolies, Goddard Space Flight
Center NASA. 2005. In A. Laufer, T. Post, and E.J. Hoffman, <i>Shared Voyage:
Learning and Unlearning from Remarkable Projects</i>, 28-9. Washington, DC: The
NASA History Series.</span></span></div>
<span style="font-size: small;">
</span><br />
<div class="titlealex1">
<br /></div>
Anonymousnoreply@blogger.com0tag:blogger.com,1999:blog-3757196015838742198.post-33604753687192746822015-09-18T13:47:00.001-05:002015-09-18T13:47:03.582-05:00To Succeed in Today’s Dynamic Environment, You Must Be Willing to Take Risks<!--[if gte mso 9]><xml>
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<a href="http://2.bp.blogspot.com/-JDCvHMGlnyU/VfxcAaEktHI/AAAAAAAAAFQ/yF3V2-hJBvk/s1600/George_B_McClellan_-_retouched.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="320" src="http://2.bp.blogspot.com/-JDCvHMGlnyU/VfxcAaEktHI/AAAAAAAAAFQ/yF3V2-hJBvk/s320/George_B_McClellan_-_retouched.jpg" width="256" /></a></div>
<div class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.65pt; text-align: center;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span> <span style="font-size: x-small;">(Gen. George McClellan - image in public domain)</span></span></span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.65pt; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span><br /></span></span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-right: 1.65pt; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span> </span>In their book, <i>Fusion Leadership</i>,
Daft and Lengel argue:</span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-left: 1in; margin-right: 1.65pt; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">“Leadership in a destabilized world means nonconformity. It
means breaking tradition, boundaries, and norms. One obvious trait that
distinguishes a leader from a manager is a willingness to take risks… Leaders
do not play it safe… It takes courage to jump into a new way of doing things… <span style="background: yellow none repeat scroll 0% 0%;">Failure is the first step
towards success… Without failure we don’t learn… Leadership is a struggle, both
within yourself and within the organization</span>.”[1] </span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt; text-indent: 0.5in;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt; text-indent: 0.5in;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span>Comparing
two leaders from the U.S. Civil War helps us better understand leadership and
risk taking as it relates to projects. Major General George McClellan, of the
Union Army, was the epitome of a fine military leader. When he took over the
Army of the Potomac, it had been demoralized by disastrous defeats. McClellan
reorganized the Army and got rid of its inept leaders. He intensively trained
and drilled the troops. He improved the living conditions and assured that troops
were well fed and supplied. He made himself visible and took prompt action to
resolve soldiers' complaints. His pronouncements were eloquent and stirring. He
carried himself well and exuded confidence. The troops cheered him everywhere
he went. He had Lincoln's total confidence. He was perfect except for one
thing: he couldn't win a battle.</span></span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt; text-indent: 0.5in;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span>Whenever
he faced Robert E. Lee, the leader of the Army of Northern Virginia, McClellan
invariably imagined that the worst possible outcome was also the most likely
outcome. He was obsessed with "what-ifs.”</span></span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt; text-indent: 0.5in;">
<br /></div>
<br />
<ul>
<li><span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span>What
if Lee has me outnumbered?</span></span></span></li>
<li><span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span><span><span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;"></span></span></span><span>What
if Lee has outflanked me?</span></span></span></li>
<li><span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span><span><span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;"></span></span></span><span>What
if Lee is behind me and about to attack Washington?</span></span></span></li>
<li><span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span><span><span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;"></span></span></span><span>What
if my troops panic and run?</span></span></span></li>
<li><span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span><span><span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;"></span></span></span><span>What
if Lincoln orders me to do something stupid?</span></span></span></li>
<li><span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span><span><span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;"></span></span></span><span>What
if the newspapers turn against me?</span></span></span></li>
</ul>
<br />
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span>What-ifs
paralyzed McClellan. They stripped away any initiative he might have had. Even
when he serendipitously obtained a genuine copy of Lee's battle plan before the
Battle of Antietam, he was so slow to react and so reluctant to commit his reserves
that he lost the enormous advantage he had. His fear of making a mistake and
risk aversion cost many lives and ultimately revealed McClellan for what he was:
a loser.</span></span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt; text-indent: 0.5in;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span>Thus,
in the National Military Command Center anteroom, the quotation on the wall is
by Lee: "I was too weak to defend. So, I attacked." </span></span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt; text-indent: 0.5in;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span>Terry
Little, commonly regarded as one of the best project managers in the U.S. Air
Force, presented the above story with the following conclusions:</span></span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0.0001pt 0.5in;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span>“Project
management is literally teeming with 'McClellans' today--those who
seemingly do all the right things, but can never quite escape having every
action shaped by negative what-ifs. Like McClellan they view the future with
trepidation. To these, any decision is an opportunity for something bad or
embarrassing to happen. Not failing is a desirable outcome. Anything bold or
new is an anathema. Uncertainty paralyzes them. Any risk is too much risk. </span></span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0.0001pt 0.5in;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span>I can't change anyone
but myself. I will never be a leader like Lee. But, reflecting on Lee's quote
caused me to resolve that I will never be a McClellan either. I will always try
to know, and act in a way that shows I know, the difference between winning and
not losing.” [2]</span></span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt; text-indent: 0.5in;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span>We
would like to add that business is always a battle — for customers,
improvements, and efficiency. To win, a leader must lead much like a general.
In today’s world of “doing more with less,” delivering a project is also a
battle. In today’s business arena, you can’t succeed by taking safe risks. If
you believe in “better safe than sorry” you don’t belong there. <span style="background: yellow none repeat scroll 0% 0%;">If you play the game so as not
to lose you will never win.</span> </span></span></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 0.0001pt;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span><span> </span><span> </span></span></span></span></div>
<div class="MsoNormal" style="margin: 0in 1.7pt 6pt 0.5in; text-indent: -0.5in;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">[1]
Daft, R. & Lengel, R. (1998). <i>Fusion Leadership: Unlocking the Subtle
Forces that Change People and Organizations (</i><span>pp. 156-164)</span>. San Francisco, CA: Berrett-Koehler.</span></span></div>
<span style="font-size: small;">
</span><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0.0001pt 0.5in; text-indent: -0.5in;">
<span style="font-size: small;"><span style="font-family: Arial,Helvetica,sans-serif;">[2] Little, T. (2000). The
Difference between Winning and Not Losing, pp. 8-9, In <span style="background: white none repeat scroll 0% 0%; color: #222222;">Laufer, A. and E. J. Hoffman.<span class="apple-converted-space"> </span><i>Project management success stories:
lessons of project leaders </i>(pp. 8-9). New York, NY: Wiley. </span></span></span></div>
<span style="font-size: small;">
</span><div class="MsoNormal" style="line-height: normal; margin: 0in 0in 0.0001pt 0.5in; text-indent: -0.5in;">
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Anonymousnoreply@blogger.com0tag:blogger.com,1999:blog-3757196015838742198.post-19896260665784671982015-08-20T18:42:00.001-05:002015-08-20T18:43:18.860-05:00Act First, Think Later<!--[if gte mso 9]><xml>
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<br />
<div class="separator" style="clear: both; text-align: center;">
<a href="http://4.bp.blogspot.com/-cfeoV_IfeEE/VdZlwW_EKoI/AAAAAAAAAE0/IvhzG-YsHts/s1600/arrow-37061_640.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="320" src="http://4.bp.blogspot.com/-cfeoV_IfeEE/VdZlwW_EKoI/AAAAAAAAAE0/IvhzG-YsHts/s320/arrow-37061_640.png" width="212" /></a></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 0.0001pt 0in; text-align: left;">
</div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 0.0001pt 0in; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">Making quick decisions is often based on
a process of learning by action. The learning-by-action mode is adopted when
uncertainty (missing information) is coupled with an increased demand
for speed, which in turn brings about a greater degree of scarcity of attention.</span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 0.0001pt 0in; text-align: left;">
<br /></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 0.0001pt 0in; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">The following hedge-clipping metaphor,
often cited in the literature, illustrates how several cycles of learning by
action are employed to cope satisfactorily with missing information, speed, and
scarcity of attention. </span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 0.0001pt 0in; text-align: left;">
<br /></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 0.0001pt 0in; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">“The example we shall take is that of a
householder facing the ‘problem’ of an overgrown hedge. The central point of
this example is that analytic solutions appear highly complex (and possibly
only approximate), while a ‘nibbling’ or incremental solution is available,
easy, and satisfactory. That is, we emphasize the fact that the final position
of a cut branch is a rather complex function of the physical characteristics of
the shrub, of the adjoining shrubs, and of the place at which the cut is made.
An analytic solution of the problem of where to cut each branch thus requires
both extensive well-developed theory (of the cantilever properties of cut
branches and of interactions with adjacent cut branches) and extensive data
collection (exact dimensions of each branch). In contrast, a strategy of
repeated clipping and inspecting requires no such knowledge and rapidly
converges on a solution which may be adjusted to any desired degree of fit to
the intended solution -- a neatly clipped hedge. Hedge-clipping, then provides
a clear example of a decision problem for which a highly reflective strategy is
much less satisfactory than a highly active one.”<i><sup> </sup></i><span style="font-size: x-small;"><a href="https://www.blogger.com/blogger.g?blogID=3757196015838742198#_edn1" name="_ednref1" title=""><span class="MsoEndnoteReference"><span class="MsoEndnoteReference">[1]</span></span></a></span><span style="font-size: x-small;"> </span> </span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 0.0001pt 0in; text-align: left;">
<br /></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 0.0001pt 0in; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">Thus, when<b><i> </i></b>speed is of the
essence and time constraints are paramount, the continuous “nibbling” approach
offers two advantages:</span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 0.0001pt 0in; text-align: left;">
<br /></div>
<div align="left" class="BulletsIndent" style="margin: 0in 18.3pt 0.0001pt 0.75in; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">·<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;">
</span>No demand either for deep problem understanding
or extensive data collection and analysis.</span></span></div>
<div align="left" class="BulletsIndent" style="margin: 0in 18.3pt 0.0001pt 0.75in; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">·<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;">
</span>Hugely reduced cognitive demands on the
decision-maker. </span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 0.0001pt 0in; text-align: left;">
<br /></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 0.0001pt 0in; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">The hedge-clipping strategy suggested is
an example of the “act first, think later” approach. In this case, action is an
uncertainty-reducing device as well as a solution to the problem.<span style="font-size: x-small;"><a href="https://www.blogger.com/blogger.g?blogID=3757196015838742198#_edn2" name="_ednref2" title=""><span class="MsoEndnoteReference"><span class="MsoEndnoteReference">[2]</span></span></a></span><sup> </sup>Often,
uncertainty can be reduced substantially after a few “nibbles.” Once those few
iterations of small actions are carried out, uncertainty is reduced to the
point where sufficient feedback is collected, allowing the rest of the task to
continue with a “think first, act later” approach (that is, a return to the
project plan). </span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 0.0001pt 0in; text-align: left;">
<br /></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 0.0001pt 0in; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">The hedge-clipper is relying heavily on
his intuition. Gary Klein, who studied decision making for many years, opens
his 2003 book on <i>Intuition at Work</i> with the following story:
"Almost two decades ago, I conducted my first research project on decision
making, studying firefighters to see how they could make high-risk decisions in
just a few seconds despite all the confusion and uncertainty inherent in their
work. I knew that the firefighters
wouldn’t make their decisions by systematically comparing all of the possible
ways to put out a fire because there wasn’t enough time. I expected that they
would only come up with two leading options and compare these to each other. I
was wrong. The firefighters, especially the more experienced ones, some with
over twenty years of experience, usually just considered a single option. In
fact, to hear them describe it, they didn’t really consider anything; they just
acted."<span style="font-size: x-small;"><a href="https://www.blogger.com/blogger.g?blogID=3757196015838742198#_edn3" name="_ednref3" title=""><span class="MsoEndnoteReference"><span class="MsoEndnoteReference">[3]</span></span></a></span><span style="font-size: x-small;"> </span> </span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 0.0001pt 0in; text-align: left;">
<br /></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 0.0001pt 0in; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">According to Klein, people can make
decisions rapidly without conscious awareness or effort as an outcome of their
experience. Thus, <span style="background: yellow none repeat scroll 0% 0%;">intuition
can be seen as a natural and direct outgrowth of experience</span>. Klein
defines intuition as the way we translate our experience into action,<b> </b>as
exemplified by the firefighters: “In our interviews with the firefighters, one
of the most common statements my research team and I heard was, ‘We don’t make
decisions.’ This amazed us because we watched them routinely making very
challenging decisions, many with life-or-death implications—and yet they were
unaware they were doing it… Our research led us to the conclusion that we are all
intuitive decision makers.”<i> </i><span style="font-size: x-small;"><a href="https://www.blogger.com/blogger.g?blogID=3757196015838742198#_edn4" name="_ednref4" title=""><span class="MsoEndnoteReference"><span class="MsoEndnoteReference">[4]</span></span></a></span></span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 0.0001pt 0in; text-align: left;">
<br /></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 0.0001pt 0in; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">In his article, <i>How to Think with
Your Gut</i>, Thomas Stewart reported that: “Today the [U.S. Marine] Corps’s
official doctrine reads, ‘The intuitive approach is more appropriate for the
vast majority of… decisions made in the
fluid, rapidly changing conditions of war when time and uncertainty are
critical factors, and creativity is a desirable trait.’ Conditions, in other
words, not unlike those in which many business decisions are made today.” <span style="font-size: x-small;"><a href="https://www.blogger.com/blogger.g?blogID=3757196015838742198#_edn5" name="_ednref5" title=""><span class="MsoEndnoteReference"><span class="MsoEndnoteReference">[5]</span></span></a></span></span></span></div>
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<br /></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">Back in 1984, when Daniel Isenberg
studied managers and executives to see how they solved problems and made
decisions, he concluded that executives do not make formal decisions using
analytical methods: “Senior managers use intuition in at least five ways.</span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 0.0001pt 0.75in; text-align: left; text-indent: -0.25in;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">-<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;">
</span>First, they intuitively sense when a problem exists</span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 0.0001pt 0.75in; text-align: left; text-indent: -0.25in;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">-<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;">
</span>Second, managers rely on intuition to perform
well-learned behavior patterns rapidly</span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">-<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;">
</span>The third function of intuition is to synthesize
isolated bits of data and experience into an integrated picture</span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">-<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;">
</span>Fourth, some mangers use intuition as a check… on the
results of more rational analysis</span></span></div>
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">-<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;">
</span>Fifth, managers can use intuition to bypass in-depth
analysis and move rapidly to come up with a plausible solution</span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 0.0001pt 0in; text-align: left;">
<br /></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 0.0001pt 0in; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">Intuition is not the opposite of
rationality, nor is it a random process of guessing. Rather, it is based on
extensive experience, both in analysis and problem solving and in
implementation, and <span style="background: yellow none repeat scroll 0% 0%;">to the
extent that the lessons of experience are logical and well founded, then so is
the intuition</span>.”<span style="font-size: x-small;"><a href="https://www.blogger.com/blogger.g?blogID=3757196015838742198#_edn6" name="_ednref6" title=""><span class="MsoEndnoteReference"><span class="MsoEndnoteReference">[6]</span></span></a></span></span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 0.0001pt 0in; text-align: left;">
<br /></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 0.0001pt 0in; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">In order to make quick decisions, to Act
with Agility, one must accumulate extensive experience.<span style="font-size: x-small;"><a href="https://www.blogger.com/blogger.g?blogID=3757196015838742198#_edn7" name="_ednref7" title=""><span class="MsoEndnoteReference"><span class="MsoEndnoteReference">[7]</span></span></a></span> Klein
argues that: “There are ways of building a person’s experience base. Experience
can be codified as stories and analogues.” Thus, being exposed to a large
variety of stories (for example like those presented in this book) can
partially compensate for lack of actual experience.<span style="font-size: x-small;"><a href="https://www.blogger.com/blogger.g?blogID=3757196015838742198#_edn8" name="_ednref8" title=""><span class="MsoEndnoteReference"><span class="MsoEndnoteReference">[8]</span></span></a></span></span></span> </div>
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<br /></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 0.0001pt 0in; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">To lead well requires a leader to
synthesize lessons learned from experience, intuitive action, and reflection on
stories, such as the ones we share in this blog. In addition to the stories
shared on this blog, project leaders may be interested in reading the book, <i>Breaking the Code of Project Management,</i>
by A. Laufer (New York, NY: Palgrave MacMillan, 2009). </span></span></div>
<div class="MsoNormal" style="margin-right: 14.1pt;">
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<div>
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><br clear="all" /></span></span>
<br />
<hr align="left" size="1" width="33%" />
<div id="edn1">
<div class="MsoNormal" style="margin: 0in 0in 6pt 14.2pt; text-align: justify; text-indent: -14.2pt;">
<span style="font-family: Arial,Helvetica,sans-serif; font-size: small;"><a href="https://www.blogger.com/blogger.g?blogID=3757196015838742198#_ednref1" name="_edn1" title=""><span class="MsoEndnoteReference"><span class="MsoEndnoteReference">[1]</span></span></a> This
hedge-clipping metaphor is from T. Connolly and G. Wolf. 1981.
Deciding on Decision Strategies: Towards an Enriched Contingency Model. <i>Proceedings
of the Academy of Management Annual Meeting</i>. San Diego, CA: 181-85. </span></div>
</div>
<br />
<div id="edn2">
<div class="MsoEndnoteText" style="direction: ltr; margin: 0in 0in 6pt 14.2pt; text-align: justify; text-indent: -14.2pt; unicode-bidi: embed;">
<span style="font-family: Arial,Helvetica,sans-serif; font-size: small;"><a href="https://www.blogger.com/blogger.g?blogID=3757196015838742198#_ednref2" name="_edn2" title=""><span class="MsoEndnoteReference"><span class="MsoEndnoteReference">[2]</span></span></a> <sup> </sup>H. Mintzberg argues that there are times
when thought should precede action and guide it. Other times, however,
especially during or immediately after a major unexpected shift in the
environment, thought must be bound up with action in an interactive and
continuous process. Thus, Mintzberg concludes that: “‘learning’ becomes a
better label, and concept, for what happens then is
‘formulation-implementation.’” H. Mintzberg. 1990. The Design School: Reconsidering the Basic
Premises of Strategic Management. <i>Strategic Management Journal</i> 11:
171-95. Weick concluded that: “...we should pay more attention to simultaneity
of thought and action and less attention to sequence;” K.E. Weick. 1983. Managerial Thought in the Context of Action.
In <i>The Executive Mind</i>, eds. S. Srivastba and Associates, 242. San Francisco, CA: Jossey-Bass. </span></div>
</div>
<br />
<div id="edn3">
<div class="MsoEndnoteText" style="direction: ltr; margin: 0in 0in 6pt 14.2pt; text-align: justify; text-indent: -14.2pt; unicode-bidi: embed;">
<span style="font-family: Arial,Helvetica,sans-serif; font-size: small;"><a href="https://www.blogger.com/blogger.g?blogID=3757196015838742198#_ednref3" name="_edn3" title=""><span class="MsoEndnoteReference"><span class="MsoEndnoteReference">[3]</span></span></a> G. Klein.
2003. Intuition<i> at Work</i>. New York, NY: Doubleday-Currency, xv.</span></div>
</div>
<br />
<div id="edn4">
<div class="MsoNormal" style="margin: 0in 0in 6pt 14.2pt; text-align: justify; text-indent: -14.2pt;">
<span style="font-family: Arial,Helvetica,sans-serif; font-size: small;"><a href="https://www.blogger.com/blogger.g?blogID=3757196015838742198#_ednref4" name="_edn4" title=""><span class="MsoEndnoteReference"><span class="MsoEndnoteReference">[4]</span></span></a> G. Klein.
2003. <i>Intuition at Work</i>. New York, NY: Doubleday-Currency, xv-xvi.</span></div>
</div>
<br />
<div id="edn5">
<div class="MsoEndnoteText" style="direction: ltr; margin: 0in 0in 6pt 14.2pt; text-align: justify; text-indent: -14.2pt; unicode-bidi: embed;">
<span style="font-family: Arial,Helvetica,sans-serif; font-size: small;"><a href="https://www.blogger.com/blogger.g?blogID=3757196015838742198#_ednref5" name="_edn5" title=""><span class="MsoEndnoteReference"><span class="MsoEndnoteReference">[5]</span></span></a> T. Stewart. 2002. How to Think with Your Gut. <i>Business
2.0</i>, (November): 98-104.</span></div>
</div>
<br />
<div id="edn6">
<div class="MsoEndnoteText" style="direction: ltr; margin: 0in 0in 6pt 14.2pt; text-align: justify; text-indent: -14.2pt; unicode-bidi: embed;">
<span style="font-family: Arial,Helvetica,sans-serif; font-size: small;"><a href="https://www.blogger.com/blogger.g?blogID=3757196015838742198#_ednref6" name="_edn6" title=""><span class="MsoEndnoteReference"><span class="MsoEndnoteReference">[6]</span></span></a> Daniel Isenberg says: “One implication of
acting/thinking cycles is that action is often part of defining the problem,
not just implementing the solution.” See
D.J. Isenberg. 1984. How Senior Managers Think. <i>Harvard Business Review</i>
62, (November-December): 80-90.</span></div>
</div>
<br />
<div id="edn7">
<div class="MsoEndnoteText" style="direction: ltr; margin: 0in 0in 6pt 14.2pt; text-align: justify; text-indent: -14.2pt; unicode-bidi: embed;">
<span style="font-family: Arial,Helvetica,sans-serif; font-size: small;"><a href="https://www.blogger.com/blogger.g?blogID=3757196015838742198#_ednref7" name="_edn7" title=""><span class="MsoEndnoteReference"><span class="MsoEndnoteReference">[7]</span></span></a> Indeed, the
experience level of the ten on-site construction project managers was high—the
mean experience accumulated as project managers was 15 years, and the mean
overall experience on the construction site was 21 years. Edward de Bono argues
that: “An expert is someone who has succeeded in making decisions and judgments
simpler through knowing what to pay attention to and what to ignore.” E. de Bono. 1998. <i>Simplicity</i>. London, UK: Viking, 22.</span></div>
</div>
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<div id="edn8">
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<div class="MsoEndnoteText" style="direction: ltr; margin: 0in 0in 6pt 14.2pt; text-align: justify; text-indent: -14.2pt; unicode-bidi: embed;">
<span style="font-family: Arial,Helvetica,sans-serif; font-size: small;"><a href="https://www.blogger.com/blogger.g?blogID=3757196015838742198#_ednref8" name="_edn8" title=""><span class="MsoEndnoteReference"><span class="MsoEndnoteReference">[8]</span></span></a> G. Klein. 1998. <i>Sources of Power: How
People Make Decisions</i>. Cambridge, MA: MIT Press, 287. Stories were also
recommended as a tool for improving the ad hoc mode of Act with Agility, that
is, improvisation. Frank Barrett asks: “What practices and structures can we
implement that might emulate what happens when jazz bands improvise?” His first
suggestion is: “Boost the processing of information during and after actions
are implemented…” He concludes that
diverse stories can improve improvisation capabilities. F.J. Barret. 1998.
Creativity and Improvisation in Jazz and Organizations: Implications for
Organizational Learning. <i>Organization Science</i> 9, 5 (September-October):
605-22</span></div>
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Anonymousnoreply@blogger.com1tag:blogger.com,1999:blog-3757196015838742198.post-76585849140251021242015-07-17T11:44:00.001-05:002015-07-17T11:50:40.450-05:00Conduct Learning-Based Reviews (part 2 of 2)<div class="separator" style="clear: both; text-align: center;">
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<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 1.65pt; margin-top: 0in; text-align: left;">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: 14.0pt;"><span style="font-size: small;"><i>This is the second of a two-part story. (<a href="http://living-order.blogspot.com/2015/06/conduct-learning-based-reviews-part-1.html" target="_blank">Read part 1 here</a>.) </i></span></span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 1.65pt; margin-top: 0in; text-align: left;">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: 14.0pt;">Changing one’s mindset to
consider reviews as a vital <b>learning</b> opportunity is not easy. While the
reviewing organization often refuses to abandon the “<b>review as control</b>”
perspective, the subject of the review may be equally resistant to changing its
approach, due to overconfidence or skepticism. In the following two examples,
winning or losing a project was largely determined by the contractors’
willingness (or lack thereof) to learn from project reviews. </span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 1.65pt; margin-top: 0in; text-align: left;">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: 14.0pt;">The first example comes
from Jenny Baer-Riedhart, a NASA program manager. In 1994, NASA initiated the
Environmental Research Aircraft and Sensor Technology (ERAST) program, which focused
on converting high-altitude, long-endurance unmanned aerial vehicles (UAVs)
into research platforms. Because of the difficulty in controlling the risks
involved, UAV industry development lagged behind the interest in and knowledge
of how to improve the technology. </span></span></div>
<div align="left" class="StoryText" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 19.55pt; margin-top: 0in; text-align: left;">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: 14.0pt;">To mitigate the risks and stimulate the industry, NASA adopted a
radically different approach and formed a joint sponsored research program with
four of the main players in the industry. For the ERAST reviews, NASA brought
in people with experience in a particular area of aircraft development and
testing. The companies not open to NASA’s advice did not fare well. Although
one of these companies was superb on paper, with genius employees, it crashed its
UAV twice. Reflecting on the case, Jenny concluded that had the company been
open to NASA’s advice during reviews, it might have prevented the crashes.<sup>1</sup></span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 1.65pt; margin-top: 0in; text-align: left;">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: 14.0pt;">Similarly, Terry Little the
U.S. Air Force’s project manager of Joint Air-to-Surface Standoff Missile (JASSM)
concluded that learning-based reviews played a major role in distinguishing
between the two finalists. Although the losing company had good engineers and
disciplined processes, it failed to listen to feedback, which led to its
downfall.<i><sup>2</sup></i></span></span></div>
<div class="MsoNormal" style="margin-bottom: 12.0pt;">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: 14.0pt; mso-bidi-font-family: "Times New Roman";">Learning-based reviews are also highly
regarded in industries that engage in more traditional projects, such as the
design and construction of manufacturing facilities. One approach that
naturally facilitates <b>a learning rather than a control</b> <b style="mso-bidi-font-weight: normal;">focus</b> in the review is to establish
review panels composed of peers, rather than senior managers or experts, who
are expected to report to senior managers following the review. In praise of
the peer review practice employed at Proctor and Gamble, Scott Cameron, </span><span style="background: white; color: #404040; font-size: 14.0pt; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-style: italic; mso-bidi-language: AR-SA;">Global Project
Management Technology Process Owner at P&G,</span><span style="font-size: 14.0pt; mso-bidi-font-family: "Times New Roman";"> asserts: <span style="mso-bidi-font-style: italic;">“The most successful method we have found to
improve project performance is to conduct anywhere between 1-5 peer reviews
throughout the life of a project.”</span><sup> 3</sup></span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 1.65pt; margin-top: 0in; text-align: left;">
<span style="font-family: Arial,Helvetica,sans-serif;"><b><u><span style="font-size: 14.0pt;">Peer Review Practice</span></u></b></span></div>
<div align="left" class="QuoteItalicBefore095cm" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 19.55pt; margin-top: 0in; text-align: left;">
<span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: 14.0pt; mso-bidi-font-family: "Times New Roman";">Purpose of the Peer
Review</span></b></span></div>
<div align="left" class="QuoteItalicBefore095cm" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 19.55pt; margin-top: 0in; text-align: left;">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: 14.0pt; font-style: normal; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-style: italic;">To gain the most valuable input in the shortest
amount of time to improve the chances for a successful project and avoid
disasters.</span></span></div>
<div align="left" class="QuoteItalicBefore095cm" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 19.55pt; margin-top: 0in; text-align: left;">
<span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: 14.0pt; mso-bidi-font-family: "Times New Roman";">Whom to Invite</span></b></span></div>
<div align="left" class="QuoteItalicBefore095cm" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 19.55pt; margin-top: 0in; text-align: left;">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: 14.0pt; font-style: normal; mso-bidi-font-style: italic;">Just
peers, no hierarchy. A diverse group of ten to twenty people consisting of
technical engineers, project managers, construction managers, purchasing
managers, finance managers, research and development personnel, and
contractors.<span style="mso-spacerun: yes;"> </span></span><span style="font-size: 14.0pt; font-style: normal; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-style: italic;"></span></span></div>
<div align="left" class="QuoteItalicBefore095cm" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 19.55pt; margin-top: 0in; text-align: left;">
<span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: 14.0pt; mso-bidi-font-family: "Times New Roman";">What Protocol
to Use</span></b></span></div>
<div align="left" class="QuoteItalicBefore095cm" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 19.55pt; margin-top: 0in; text-align: left;">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: 14.0pt; font-style: normal; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-style: italic;">The project team and the project manager concisely
communicate their technical and execution strategies. They then invite peers to
comment, critique, and ask clarifying questions. Pre-work can be sent out to
the peers to review prior to the meeting. Peers should be open, honest, and
engaged, or should not bother to attend.</span></span></div>
<div align="left" class="QuoteItalicBefore095cm" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 19.55pt; margin-top: 0in; text-align: left;">
<span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: 14.0pt; mso-bidi-font-family: "Times New Roman";">How Long Should
It Be?</span></b></span></div>
<div align="left" class="QuoteItalicBefore095cm" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 19.55pt; margin-top: 0in; text-align: left;">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: 14.0pt; font-style: normal; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-style: italic;">A maximum of 6-8 hours, including lunch and breaks.
</span><s><span style="font-size: 14.0pt; mso-bidi-font-family: "Times New Roman";"></span></s></span></div>
<div align="left" class="QuoteItalicBefore095cm" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 19.55pt; margin-top: 0in; text-align: left;">
<span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: 14.0pt; mso-bidi-font-family: "Times New Roman";">How to
Summarize the Discussion</span></b></span></div>
<div align="left" class="QuoteItalicBefore095cm" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 19.55pt; margin-top: 0in; text-align: left;">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: 14.0pt; font-style: normal; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-style: italic;">Take copious notes and display them on the wall. In
the last peer review I attended, there must have been 30-40 pages of flip-chart
paper capturing the ideas on a $50MM project. These were then typed and
distributed to all the participants with a note thanking them for helping
improve the success of the project.</span></span></div>
<div align="left" class="QuoteItalicBefore095cm" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 19.55pt; margin-top: 0in; text-align: left;">
<span style="font-family: Arial,Helvetica,sans-serif;"><b><span style="font-size: 14.0pt; mso-bidi-font-family: "Times New Roman";">What to Expect
of a Peer Review</span></b></span></div>
<div align="left" class="QuoteItalicBefore095cm" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 19.55pt; margin-top: 0in; text-align: left;">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: 14.0pt; font-style: normal; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-style: italic;">Out of the notes, there were only 5-10 “nuggets”
that the project team used to improve the project. Implementing these nuggets
more than made up for the cost of the peer review. As we have conducted more
peer reviews, we’ve noted that the invited peers are taking “nuggets” they had
not considered back to their projects and programs.<sup>4</sup></span><span style="font-size: 14.0pt;"></span></span></div>
<div class="MsoListParagraph" style="margin-bottom: 12.0pt; margin-left: 14.2pt; margin-right: 0in; margin-top: 0in; mso-list: l0 level1 lfo1; text-indent: -14.2pt;">
<br /></div>
<div class="MsoListParagraph" style="margin-bottom: 12.0pt; margin-left: 14.2pt; margin-right: 0in; margin-top: 0in; mso-list: l0 level1 lfo1; text-indent: -14.2pt;">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: 12.0pt; mso-bidi-font-family: "Times New Roman";"><span style="mso-list: Ignore;">1.<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-size: 7pt; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;">
</span></span></span><span style="font-size: 12.0pt; mso-bidi-font-family: "Times New Roman";">Laufer, A., Hoffman<span style="mso-spacerun: yes;">
</span>E., and Cohen, D. (2012). “Flying Solar-Powered Airplanes: Soaring High
on Spirit and Systems,” Chapter 3 in <span style="background: white; color: #222222;">Laufer, A.,<span class="apple-converted-space"> </span><i>Mastering
the Leadership Role in Project Management: Practices that Deliver Remarkable
Results</i>. NJ: FT Press. </span></span></span></div>
<div class="MsoListParagraph" style="margin-bottom: 12.0pt; margin-left: 14.2pt; margin-right: 1.65pt; margin-top: 0in; mso-list: l0 level1 lfo1; text-indent: -14.2pt;">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: 12.0pt; mso-bidi-font-family: "Times New Roman";"><span style="mso-list: Ignore;">2.<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-size: 7pt; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;">
</span></span></span><span style="font-size: 12.0pt; mso-bidi-font-family: "Times New Roman";">Laufer, A., Ward, D., and Cockburn, A. (2012). “Developing a
Missile: The Power of Autonomy and Learning,”<span style="mso-spacerun: yes;">
</span>Chapter 1 in <span style="background: white; color: #222222;">Laufer, A., <i>Mastering
the Leadership Role in Project Management: Practices that Deliver Remarkable
Results</i>. NJ: FT Press. </span></span><span style="font-size: 12.0pt;"></span></span></div>
<div class="MsoListParagraph" style="margin-bottom: 12.0pt; margin-left: 14.2pt; margin-right: 1.65pt; margin-top: 0in; mso-list: l0 level1 lfo1; text-indent: -14.2pt;">
<span style="font-family: Arial,Helvetica,sans-serif;"><span class="MsoHyperlink"><span style="color: windowtext; font-size: 12.0pt; mso-bidi-font-family: "Times New Roman"; text-decoration: none; text-underline: none;"><span style="mso-list: Ignore;">3.<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-size: 7pt; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;">
</span></span></span></span><span style="font-size: 12.0pt;">The Hour
Glass and the Project Manager,” W. Scott Cameron, Procter & Gamble. 2001. <i>Ask
Magazine</i> 4 (July): 27-8.<span style="mso-spacerun: yes;"> </span></span><a href="http://appel.nasa.gov/ask/about/overview/index.html"><span style="font-size: 12.0pt;">http://appel.nasa.gov/ask/about/overview/index.html</span></a><span class="MsoHyperlink"><span style="color: windowtext; font-size: 12.0pt; text-decoration: none; text-underline: none;"></span></span></span></div>
<div class="MsoListParagraph" style="margin-bottom: 12.0pt; margin-left: 14.2pt; margin-right: 1.65pt; margin-top: 0in; mso-list: l0 level1 lfo1; text-indent: -14.2pt;">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: 12.0pt; mso-bidi-font-family: "Times New Roman";"><span style="mso-list: Ignore;">4.<span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-size: 7pt; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;">
</span></span></span><i style="mso-bidi-font-style: normal;"><span style="font-size: 12.0pt; mso-bidi-font-family: "Times New Roman";">ibid.</span></i><span style="font-size: 12.0pt;"></span></span></div>
Anonymousnoreply@blogger.com0tag:blogger.com,1999:blog-3757196015838742198.post-2747390719208851312015-06-19T10:45:00.000-05:002015-06-19T10:47:47.689-05:00Conduct Learning-Based Reviews (part 1 of 2)<div class="separator" style="clear: both; text-align: center;">
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<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 1.65pt; margin-top: 0in; text-align: left;">
<span style="background: white; color: #222222; font-size: 14.0pt;">A previous story at this blog, </span><a href="http://living-order.blogspot.com/2014/06/saving-lives-expecting-problems-or.html"><i><span style="background: white; font-size: 14.0pt;">Saving Lives: Expecting Problems or
Burying Them</span></i><span style="background: white; font-size: 14.0pt;"> </span></a><span style="background: white; color: #222222; font-size: 14.0pt;">(June 2014), highlights
learning during the life of a project through a metaphor from the operating
room. In this, the first of a two-part article, we will demonstrate how
successful project managers ensure that<span class="apple-converted-space"> </span><b>learning</b><span class="apple-converted-space"> </span>plays a central role during project
review. This month we focus on practices employed at NASA, while next month we will
discuss examples from Procter & Gamble and other organizations.</span><span style="font-size: 14.0pt;"></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 1.65pt; margin-top: 0in; text-align: left;">
<span style="font-size: 14.0pt;">Project reviews are seen
primarily as a means of <b>control</b> by the client and upper management. Brian
Muirhead from NASA, who led the design, development and launch of the flight
system for the Pathfinder mission to Mars, describes the prevailing atmosphere
during the review process: </span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-bottom: 12.0pt; margin-left: .5in; margin-right: 1.65pt; margin-top: 0in; text-align: left;">
<span style="font-size: 14.0pt;">“The routine is daunting. Members
of the board sit at a horseshoe-shaped table, the chairman in the middle. A
team member stands in front of them and launches his presentation. It usually
isn’t long before one of the review board members interrupts the presenter with
a question—rather like an attorney presenting oral arguments before the supreme
court. The skeptical expressions, the intense looks, the scowls and smiles, are
giveaways. And just as at the supreme court, the questions are generally
polite, occasionally harsh, but all with a clear aim of probing for the truth.<span style="mso-bidi-font-style: italic;">”</span><sup> 1</sup> </span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 1.65pt; margin-top: 0in; text-align: left;">
<span style="font-size: 14.0pt;">Because project reviews are
perceived as serving the needs of upper management, insufficient attention is paid
to the overall needs of the project team, and in particular to the negative
implications of the preparations required for the review. Brian Muirhead
discusses the time leading up to a project review during the Pathfinder
mission: </span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-bottom: 12.0pt; margin-left: .5in; margin-right: 1.65pt; margin-top: 0in; text-align: left;">
<span style="font-size: 14.0pt;">“Formal project reviews
come with a clear, but unavoidable, downside. Done well, the preparations can
take an enormous amount of time for the team. Preparations for a formal board
review can take too many of us—me and the project’s top managers plus a number
of key managers and engineers at the next level down—off the line for as much
as six weeks. Necessary to the overall process, but a significant distraction;
and even worse, a significant loss in momentum.”<sup>2</sup> </span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 1.65pt; margin-top: 0in; text-align: left;">
<span style="font-size: 14.0pt;">At NASA, two other project
managers, dissatisfied with the perceived role vs. actual practice of project
reviews, took steps to radically change the situation. </span></div>
<div align="left" class="StoryText" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 19.55pt; margin-top: 0in; text-align: left;">
<span style="font-size: 14.0pt;">With his project up for another review, Marty Davis, a project manager
at Goddard Space Flight Center, developed ways through which project reviews could
benefit the person being reviewed more than the reviewer. Marty pushed for the
creation of a review team, composed of internal technical staff and external
specialists, who could provide feedback and joint problem-solving. In addition,
Marty requested that, in order to provide consistency and eliminate the need to
revisit issues, these same individuals participate in review milestones
throughout the project lifecycle. </span></div>
<div align="left" class="StoryText" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 19.55pt; margin-top: 0in; text-align: left;">
<span style="font-size: 14.0pt;">Marty was assigned an internal co-chair and recommended an external
co-chair. He told both co-chairs that they could have seven members, and
neither could duplicate the same technical specialties. Incorporating his approach
into the review process, Marty’s next review lasted two days, with one day of
presentation and one day of one-on-one sessions, followed by a caucus with the
review team. The independent experts identified areas of concern, many of which,
after one-on-one meetings with the specialized project staff and the review
team’s technical specialists, were resolved. The issues that remained open were
assigned a Request for Action (RFA). Eventually, Marty was left with just five
RFAs.<sup>3</sup></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 1.65pt; margin-top: 0in; text-align: left;">
<span style="font-size: 14.0pt;">Susan Motil, <a href="https://www.blogger.com/null" name="OLE_LINK2"></a><a href="https://www.blogger.com/null" name="OLE_LINK1"><span style="mso-bookmark: OLE_LINK2;">another
project manager from NASA, </span></a>used Marty Davis's model after a bad
experience with Concept Review. Desiring involvement in the review board
selection, Susan wasn’t trying to take the panel’s independence or hide a
problem, but rather look for particular expertise. She did just that, and
acquired a panel with handpicked expertise and management approval. Her two
sets of reviews – one for each subsystem, and one for the entire system – would
have a dialogue with the engineers, who would show them the hardware and test
data, and be open for reviewers’ questions. </span></div>
<div align="left" class="StoryText" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 19.55pt; margin-top: 0in; text-align: left;">
<span style="font-size: 14.0pt;">Susan compared the direct outcomes of the initial, unsuccessful Concept
Review, and the second review based on Davis’s model. Davis’s model allowed the
team to spend significantly less time and effort on the RFAs, and it cost the
project about $200,000, as compared to the $700,000 price tag for the initial
review.<sup>4</sup></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 1.65pt; margin-top: 0in; text-align: left;">
<span style="font-size: 14.0pt;">Both Marty and Susan
concluded that learning-based reviews are a must. They can help you identify
problems in your project, which may make the difference between mission failure
and mission success, and if implemented effectively, they can be accomplished
without excessive interruption to project progress and with limited extra cost.</span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 1.65pt; margin-top: 0in; text-align: left;">
<span style="font-size: 14.0pt;">NEXT MONTH:<span style="mso-spacerun: yes;"> </span>In part 2 of this two-part article we will
look further at the role of learning in projects with examples from Procter
& Gamble and others, concluding with a suggested practice for peer review.</span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 1.65pt; margin-top: 0in; text-align: left;">
<span style="background: white; color: #222222; font-size: 14.0pt;">IN THE MEANTIME:<span style="mso-spacerun: yes;"> </span>Read more on
integrating planning and review with learning in the recent article, “<a href="http://sloanreview.mit.edu/article/what-successful-project-managers-do" target="_blank">What Successful Project Managers Do</a>,” published in the <i style="mso-bidi-font-style: normal;">MIT Sloan Management Review</i>.<sup>5</sup></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 1.65pt; margin-top: 0in; text-align: left;">
<span style="font-size: 14.0pt;"></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 1.65pt; margin-top: 0in; text-align: left;">
<br /></div>
<div class="MsoEndnoteText" style="direction: ltr; margin-bottom: 12.0pt; margin-left: .5in; margin-right: 1.7pt; margin-top: 0in; mso-list: l0 level1 lfo1; text-align: left; text-indent: -.25in; unicode-bidi: embed;">
<span style="font-size: 12.0pt; mso-bidi-font-family: "Times New Roman";"><span style="mso-list: Ignore;">1.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><span style="font-size: 12.0pt;">B.K. Muirhead & W.L. Simon (1999). <i>High
Velocity Leadership: The Mars Pathfinder Approach to Faster, Better, Cheaper</i>.
New York, NY: Harper Collins Publishers, 23-4, 86-7.</span></div>
<div class="MsoEndnoteText" style="direction: ltr; margin-bottom: 12.0pt; margin-left: .5in; margin-right: 1.7pt; margin-top: 0in; mso-list: l0 level1 lfo1; text-align: left; text-indent: -.25in; unicode-bidi: embed;">
<span style="font-size: 12.0pt; mso-bidi-font-family: "Times New Roman";"><span style="mso-list: Ignore;">2.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><i style="mso-bidi-font-style: normal;"><span style="font-size: 12.0pt;">ibid</span></i><span style="font-size: 12.0pt;">.</span></div>
<div class="MsoFootnoteText" style="margin-bottom: 12.0pt; margin-left: .5in; margin-right: 0in; margin-top: 0in; mso-list: l0 level1 lfo1; text-indent: -.25in;">
<span style="font-size: 12.0pt; mso-bidi-font-family: "Times New Roman";"><span style="mso-list: Ignore;">3.<span style="font: 7.0pt "Times New Roman";">
</span></span></span><span style="font-size: 12.0pt;">Davis, M. (2001).
“Tangled Up in Reviews.” Goddard Space Flight Center. <i>Ask Magazine </i>4
(July): 8-11.<span style="mso-spacerun: yes;"> </span></span><a href="http://appel.nasa.gov/ask/about/overview/index.html"><span style="font-size: 12.0pt;">http://appel.nasa.gov/ask/about/overview/index.html</span></a><span style="font-size: 12.0pt;"></span></div>
<div class="MsoFootnoteText" style="margin-bottom: 12.0pt; margin-left: .5in; margin-right: 1.65pt; margin-top: 0in; mso-list: l0 level1 lfo1; text-indent: -.25in;">
<span class="MsoHyperlink"><span style="color: windowtext; font-size: 12.0pt; mso-bidi-font-family: "Times New Roman"; text-decoration: none; text-underline: none;"><span style="mso-list: Ignore;">4.<span style="font: 7.0pt "Times New Roman";">
</span></span></span></span><span style="font-size: 12.0pt;">Motil, S.
(2003).<span style="mso-spacerun: yes;"> </span>“So This Is Knowledge Sharing.”
Glenn Research Center. <i>Ask Magazine </i>10 (January): 6-9.<span style="mso-spacerun: yes;"> </span></span><a href="http://appel.nasa.gov/ask/about/overview/index.html"><span style="font-size: 12.0pt;">http://appel.nasa.gov/ask/about/overview/index.html</span></a><span class="MsoHyperlink"><span style="color: windowtext; font-size: 12.0pt; text-decoration: none; text-underline: none;"></span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin-bottom: 12.0pt; margin-left: .5in; margin-right: 1.65pt; margin-top: 0in; mso-list: l0 level1 lfo1; text-align: left; text-indent: -.25in;">
<span style="mso-list: Ignore;">5.<span style="font: 7.0pt "Times New Roman";">
</span></span><span style="background: white; color: #222222;">Laufer,
A., Hoffman, E. J., Russell, J.S., & Cameron, W. S. (2015). “What
Successful Project Managers Do.” <i style="mso-bidi-font-style: normal;">MIT
Sloan Management Review, 56</i>(3), 42-51. <a href="http://sloanreview.mit.edu/article/what-successful-project-managers-do">http://sloanreview.mit.edu/article/what-successful-project-managers-do</a> </span></div>
<div class="MsoFootnoteText" style="margin-bottom: 12.0pt; margin-left: .25in; margin-right: 1.65pt; margin-top: 0in;">
<br /></div>
Anonymousnoreply@blogger.com0tag:blogger.com,1999:blog-3757196015838742198.post-46463823212614237702015-05-18T12:49:00.002-05:002015-05-18T12:50:23.300-05:00Playing it safe -- or not<!--[if gte mso 9]><xml>
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<a href="http://2.bp.blogspot.com/-f7bFX7XtfW0/VVomNFSh1aI/AAAAAAAAAC8/NBMXdRfnTP4/s1600/Locks-156641_640.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="318" src="http://2.bp.blogspot.com/-f7bFX7XtfW0/VVomNFSh1aI/AAAAAAAAAC8/NBMXdRfnTP4/s320/Locks-156641_640.png" width="320" /></a></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 12pt 0in; text-align: left;">
<br /></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 12pt 0in; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">In his book <i>Augustine’s Laws</i>, Norman Augustine
discusses the problems of process-oriented cultures, among them too many
regulations and the dangers of “playing it safe.” One of the arguments that
Augustine presents against the growth of regulations is: “The fallacy in using
regulations to prevent problems is that if managers could ignore the old
regulation, they can ignore the new one, too.”
Still, Augustine asserts that “Regulations grow at the same rate as
weeds,” as demonstrated in the following example: “… in 1946 the US Atlantic
fleet was comprised of 778 ships and sailed under regulations contained in a
72-page pamphlet. In contrast, today’s Atlantic Fleet may only have 297 ships,
but it is well equipped with regulations—308 pages of them.”<sup>1</sup></span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 12pt 0in; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">Terry Little, the Director of the Air Force Acquisition
Center of Excellence, believes that in today’s dynamic environment we must
unlearn the old way of thinking, and in particular, we must stop “playing it
safe.”</span></span></div>
<div align="left" class="1" style="line-height: normal; margin: 0in 19.65pt 12pt 28.35pt; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><i>A lot of processes that we have are built on lack of
trust. When you hand somebody an 11-page specification rather than a 100-page
document, however, you are sending a clear signal that you trust them to do the
right thing. My belief is that, as an individual project manager, you can go a
long way in that direction by starting not with the notion that someone has to
earn your trust, but starting with the presumption that they’re trustworthy
until proven otherwise. It allows things like an 11-page specification. My
biggest disappointment in the past has been when I have given project managers
the opportunity to innovate, and they don’t know what to do with it. They
demand processes, rigidity, templates, and prescriptions. It is as if you give
them a blank check and they write it for a dollar. What you’ve got to do, is to
“unlearn”… all of our processes that are not oriented toward speed or
credibility, but are oriented toward not making a mistake, playing it safe</i>.<sup>2</sup> </span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 12pt 0in; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">As demonstrated by Scott Cameron, the Global Process Owner
of Project Management at Procter & Gamble, <span style="background-color: #fff2cc;">successful project managers do
not “play it safe.” </span> </span></span></div>
<div class="MsoNormal" style="margin: 0in 19.55pt 12pt 26.95pt;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><i>I have noted during my career that there is a never-ending
amount of rules and restrictions forced upon project managers under the guise
of helping them “be successful” in managing their projects. It appears to be a
one-way street; many regulations are added, but few (if any) are removed. I had
the opportunity to help clean out such a closet [of standard procedures] as
part of a project management leadership team I was part of. </i></span></span></div>
<div class="MsoNormal" style="margin: 0in 19.55pt 12pt 26.95pt;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">Scott reports that although the “cleaning out” required three
consecutive review cycles, eventually they sharply cut the number of standard
procedures. Instead of 18 technical
standards and 32 standard operating procedures, project managers at Procter
& Gamble are now employing only four of each. </span></span></div>
<div align="left" class="1" style="line-height: normal; margin: 0in 19.65pt 12pt 28.35pt; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><i>The project management community was delighted with
these reductions and felt empowered by them. It gave them more flexibility to
manage their projects and develop their own personal management style. The
streamlining process enabled us to reduce the effort, costs and time required
to maintain these standards.</i><sup> 3</sup> <span style="color: blue;"></span></span></span></div>
<div align="left" class="1" style="line-height: normal; margin: 0in 19.65pt 12pt 28.35pt; text-align: left;">
<span style="background-color: #fce5cd;"><span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">Developing a successful project culture requires
learning to trust and unlearning the “play it safe” approach.</span></span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 12pt 0in; text-align: left;">
<br /></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 12pt 0in; text-align: left;">
<span style="font-family: Arial,Helvetica,sans-serif; font-size: small;">1. Augustine, N. (1986). <i>Augustine’s Laws</i>.
New York, NY: Viking Penguin, 101-7. </span></div>
<br />
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 12pt 0in; text-align: left;">
<span style="font-family: Arial,Helvetica,sans-serif; font-size: small;">2. “Speed Merchants: A conversation with Scott
Cameron and Terry Little” (2003). <i>Ask Magazine,</i> 11 (March): 26-9. <a href="http://appel.nasa.gov/ask/about/overview/index.html">http://appel<span style="color: windowtext;">.</span>nasa.gov/ask/about/overview/index.html</a></span></div>
<br />
<div class="MsoNormal" style="margin-bottom: 12pt;">
<span style="font-family: Arial,Helvetica,sans-serif; font-size: small;"><span class="MsoHyperlink">3. Cameron, W. S. (2004). </span>“Cleaning Out the Closet,”
Proctor and Gamble, <i>Ask Magazine,</i> 20 (November): 19-21. <a href="http://appel.nasa.gov/ask/about/overview/index.html">http://appel.nasa.gov/ask/about/overview/index.html</a></span></div>
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Anonymousnoreply@blogger.com0tag:blogger.com,1999:blog-3757196015838742198.post-842942794118217982015-04-20T10:59:00.004-05:002015-04-20T16:34:28.301-05:00Coping With Failures<div class="separator" style="clear: both; text-align: center;">
<a href="http://2.bp.blogspot.com/-2V0WCEWR4H8/VTUj9V5DG8I/AAAAAAAAACo/qhQtZml3ctg/s1600/TacomaBridgeFailure-openreuse.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="http://2.bp.blogspot.com/-2V0WCEWR4H8/VTUj9V5DG8I/AAAAAAAAACo/qhQtZml3ctg/s1600/TacomaBridgeFailure-openreuse.jpg" height="275" width="400" /></a></div>
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<br />
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 12pt 0in; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">Lucy Suchman opens her book, <i>Plans and Situated
Actions: The Problem of Human-machine Communication</i>, by comparing different
navigation methods employed by European and Trukese navigators. “The European navigator begins with a plan –
a course – which he has charted according to certain universal principles, and
he carries out his voyage by relating his every move to that plan. His effort
throughout his voyage is directed to remaining ‘on course.’ If unexpected events occur, he must first
alter the plan, then respond accordingly.”</span></span><br />
<br />
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: large;">The Trukese navigator, on the other hand, “…begins with an objective rather than a plan.
He sets off towards the objective and responds to conditions as they arise in
an ad hoc fashion.”<i> </i>The
Trukese navigator steers according to information provided by the wind, tide,
stars, clouds, and the sound of water on the side of his boat. While his
objective is clear from the outset, his actual course is contingent on the unique
circumstances that he cannot anticipate in advance. “His effort is directed to doing whatever needed to reach the
objective. If asked, he can point to his objective at any moment, but he cannot
describe his course.”</span></span><br />
<br />
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: large;"><span style="font-size: large;">Suchman asserts the European navigator exemplifies the
prevailing cognitive science model of purposeful action and </span><span style="mso-bidi-font-style: italic;"><span style="font-size: large;">“… the view that purposeful action is
determined by plans is deeply rooted in the Western human sciences as the correct model of the rational
actor… My own contention, however, is that as students of human action, we
ignore the Trukese navigator at our peril.”</span><sup>1</sup></span><b><span style="mso-spacerun: yes;"> </span></b> </span></span><br />
<br />
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">The following two stories demonstrate how adopting the
“navigation philosophy” (either of the Trukese’s or the European’s) affects how one copes with failures during project
implementation. The first story is told by David Panhorst, an R&D manager
at Armament Research, Development and Engineering Center (ARDEC): </span></span></div>
<span style="font-size: large;">
</span><br />
<div align="left" class="1" style="line-height: normal; margin: 0in 19.65pt 12pt 28.35pt; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><i>…I managed the development of the Army’s first smart
tank bullet. The projectile’s built-in sensor searches the ground for targets.
Upon locating a target, the sensor aims and triggers a warhead to hit and
defeat the target from above, where it is most vulnerable. This fly-over,
shoot-down technique differs from the hit-to-defeat method used by current tank
ammunition.</i></span></span></div>
<span style="font-size: large;">
</span><br />
<div align="left" class="1" style="line-height: normal; margin: 0in 19.65pt 12pt 28.35pt; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">The first two iterations of fin design tests failed
miserably. Since David had budgeted only for two iterations, more tests would
have resulted in higher costs for the project. To contain cost growth, David authorized
additional test objectives as part of the fin retest. The problem with having
so many layers of test objectives, however, was that with each failure, all
subsequent test data were lost. Nevertheless, the team pressed on and continued
to add bells and whistles to each successive redesign test until they had
gathered enough data on other subsystems to solve the problem.</span></span></div>
<span style="font-size: large;">
</span><br />
<div align="left" class="1" style="line-height: normal; margin: 0in 19.65pt 12pt 28.35pt; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><i><span style="background: none repeat scroll 0% 0% yellow;">It wasn’t until
we stopped and regrouped that we were able to refocus on the original objective</span></i><i> and concentrate on the fin deployment problem, which,
after all, is the first thing that needs to happen. By refocusing our efforts
on the primary objective, we fixed the problem and developed a fin that opened
reliably and predictably. </i></span></span></div>
<span style="font-size: large;">
</span><br />
<div align="left" class="1" style="line-height: normal; margin-bottom: 12.0pt; margin-left: 28.35pt; margin-right: 19.65pt; margin-top: 0in; text-align: left;">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: large;"><i>Following this project David reflected: As children,
the first lesson we learned when we were introduced to ball sports, such as
baseball or tennis, was “Keep your eye on the ball.” In project management, it
is no different, you must maintain project focus. In our case, we should have
focused on validating the project concept rather than minimizing test cost</i>.</span><span class="MsoFootnoteReference"> </span><sup>2</sup><span style="mso-spacerun: yes;"> </span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 12pt 0in; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">Terry Little from the U.S. Air Force suggests a completely
different way of coping with such failures during project implementation:</span></span></div>
<span style="font-size: large;">
</span><br />
<div align="left" class="1" style="line-height: normal; margin: 0in 19.65pt 12pt 28.35pt; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><i>We had a test where a warhead didn’t go off. The
flight of the cruise missile was perfect, but the warhead didn’t go off. You
could look at this and say, “Well that’s just one little piece of it.”
But if the warhead doesn’t go off, you don’t have a weapon. </i><i><span dir="RTL" lang="HE"></span></i></span></span></div>
<span style="font-size: large;">
<span style="font-family: Arial,Helvetica,sans-serif;"></span>
</span><br />
<div align="left" class="1" style="line-height: normal; margin: 0in 19.65pt 12pt 28.35pt; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><i>In this case, we quickly determined that there was a
design problem with the fuse, and we moved on to have a successful retest—but
not before we mined every bit of information that we possibly could out of that
failure. </i><i><span dir="RTL" lang="HE"></span></i></span></span></div>
<span style="font-size: large;">
</span><br />
<div align="left" class="1" style="line-height: normal; margin: 0in 19.65pt 12pt 28.35pt; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><i><span style="background: none repeat scroll 0% 0% yellow;">Whenever there
is a failure, the first thing to do is to go through a short grieving period.</span></i><i> On JASSM [Joint Air-to-Surface Standoff Missile],
whenever we had a failure, I allowed grieving for one day. <span style="background: none repeat scroll 0% 0% yellow;">We could grieve and mope, get
drunk, wring our hands, say “ain’t it awful.”</span> We could do that for one
day, and then it was time to put it behind us. That’s a Terry Little rule. </i><i><span dir="RTL" lang="HE"></span></i></span></span></div>
<span style="font-size: large;">
</span><br />
<div align="left" class="1" style="line-height: normal; margin: 0in 19.65pt 12pt 28.35pt; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span dir="LTR"></span><span dir="LTR"></span><i><span dir="LTR"></span><span dir="LTR"></span>… When you have a problem on a project, all of a sudden people
want to know, ‘What’s going on? What’s the problem?’ Most project managers want
those questions to go away, so there is a tendency to want to jump to the
solution and respond, “Don’t worry, we’ve got this in hand. It was just one of
those things.” </i><i><span dir="RTL" lang="HE"></span></i></span></span></div>
<span style="font-size: large;">
</span><br />
<div align="left" class="1" style="line-height: normal; margin-bottom: 12.0pt; margin-left: 28.35pt; margin-right: 19.65pt; margin-top: 0in; text-align: left;">
<span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: large;"><i>What you need to do is dig until you get to the root
cause of the problem, until you are certain that you understand why this
failure happened. Yes, it takes a little longer. Yes, it costs more money. In
my case, a week to get to the root cause of a problem is $4 or $5 million. But
you’ve got to do it, so that when you move forward you know that you have
learned from the failure. A lot of times what caused it will be a gnat, but you
should still kill it with a sledgehammer and smash it to bits until you are
convinced that, though you may have other failures in the future, that
particular one will never occur<b> </b>again—ever. You can’t move forward from
a failure if you’re worried about repeating the same mistake.</i></span><sup><span style="font-size: 12.0pt; mso-bidi-font-style: italic;">3<i> </i></span><span class="MsoFootnoteReference"><i><span style="mso-spacerun: yes;"> </span></i></span></sup><i><span style="mso-spacerun: yes;"> </span></i><span style="background: lime; mso-highlight: lime;"></span></span></div>
<div align="left" class="alexchapterallCharCharCharCharCharCharChar" style="margin: 0in 1.65pt 12pt 0in; text-align: left;">
<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="background: none repeat scroll 0% 0% yellow;">These
two stories present two strikingly different management philosophies.</span>
Following the European navigator approach, David Panhorst was too concerned
with the original test plan (which called for only two iterations of design
tests), rather than focusing on the objective of the project (“to develop a fin
that opened reliably and predictably”). More importantly, he was reluctant to modify
the original plan. In contrast, Terry Little quickly modified the plan in order
to spend the necessary time mining “every bit of information” from the failure.
Like the Trukese navigator, Little’s primary focus was on the objectives: “… if
the warhead doesn’t go off, you don’t have a weapon.” In so doing, Little
exhibited that a focus on objectives requires a readiness to modify<b> </b>the
plans leading to those objectives!</span></span></div>
<div class="MsoNormal" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 14.1pt; margin-top: 0in;">
<span style="font-family: Arial,Helvetica,sans-serif;"><sup><span style="font-size: 12.0pt;">1 </span></sup>Suchman.
1987. Plans and Situated Actions: The Problem of Human-machine Communication.
Cambridge UK: Cambridge University Press, vii. Suchman refers to a story,
quoted by G. Berreman, which was written by T. Gladwin in 1964. L.G. Berreman.
1966. Anemic and Emetic Analyses in Social Anthropology. American
Anthropologist 86, 2: 346-54. T. Gladwin. 1964. Culture and logical process. In
Explorations in Cultural Anthropology: Essays Presented to George Peter
Murdock, ed. W. Goodenough.<span style="mso-spacerun: yes;"> </span>New York,
NY: McGraw Hill.</span></div>
<div class="MsoNormal" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 14.1pt; margin-top: 0in;">
<span style="font-family: Arial,Helvetica,sans-serif;"><sup><span style="font-size: 12.0pt; mso-bidi-font-weight: bold;">2</span></sup><b><span style="font-size: 12.0pt;"> </span>“</b>Keep
Your Eye on the Ball,” David Panhorst, ARDEC. 2000. In A. Laufer and E.J. Hoffman,
<i>Project Management</i> <i>Success Stories</i>, 131-33.<span style="mso-spacerun: yes;"> </span>New York, NY: John Wiley & Sons.<span style="font-size: 12.0pt;"></span></span></div>
<div class="MsoNormal" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 14.1pt; margin-top: 0in;">
<span style="font-family: Arial,Helvetica,sans-serif;"><sup><span style="font-size: 12.0pt;">3</span></sup><span style="font-size: 12.0pt;"> </span>“A Terry Little Rule,” Terry Little, U.S. Air
Force. 2005.<span style="mso-spacerun: yes;"> </span>In A. Laufer, T. Post, and
E.J. Hoffman, <i>Shared Voyage: Learning and Unlearning from Remarkable
Projects</i>, 123-24. Washington, DC: The NASA History Series.</span></div>
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