They can’t go on like this

Via ConservativeHome:

Enable innovation; don’t ask for it.

(From my professional site)

Everyone wants their staff to innovate, but how to get them to do it? It’s a popular word: it means “to make changes in something established, especially by introducing new methods, ideas or products”. That has consequences.

Be a transformational leader

Obvious? But most organisations force transactional leadership, because it’s easy to monitor.

Have a vision, develop your charisma, provide people with an intellectual challenge, and be there every day, committing to the change: get on with it. Give people personal attention: care that they succeed individually.

How to develop a vision? Well, what are the realities of your situation? What are your goals? Why are they worth working towards? Trite? Are you doing it?

What are your values? Can you stand by them every day? Inspired by aerospace engineering and transferred to software engineering, these work for me:

  • Quality
  • Expediency
  • Rigour
  • Practicality
  • Low risk

No one thanks an engineer for delivering a fighter on time with the wrong mission fit, slightly broken, fragile and fixed badly. No one thanks you for a brilliant academic solution that takes an age to apply. You can’t spend too much money either. Seems applicable to enterprise software engineering to me…

How do you challenge people intellectually? Are you committed yourself?

Your corporation probably manages transactionally. Written goals, far in advance and a bonus scheme. Is this working?

Read more

But who will lead Britain and Europe to be free?

The freedom message brings us together; it doesn’t divide us. — Ron Paul

What about this man?

Benazir Bhutto: Bin Laden Murdered

At 2:14, Bhutto refers smoothly to “the man who murdered Osama Bin Laden” as if his murder was a commonly-known fact. A slip of the tongue?

Performance indicators

This morning, I found myself reflecting once more on the use of military language in corporations. All day, I hear about strategy, tactics and operations. We “attack” things, usually costs or inefficiencies. And now software is to be a “weapon”. The duty manager has a “second in command”.

I wonder who among the people promoting this language could understand or perhaps be moved by General Sir Mike Jackson’s comments in his Dimbleby lecture:

The role of the MoD is to translate the Government’s political objectives into military capabilities and military operations; it’s therefore both a Department of State and the supreme headquarters of the Armed Forces. These two roles can be uneasy bedfellows, and that unease can be to the detriment of the Armed Forces. The Department of State appears to assume that commercial so-called “best practice”, with its proliferation of performance indicators and targets, transfers seemingly without question to defence in general, and to the Armed Forces in particular; I find such an assumption to be without foundation. Incidentally, who judges best practice? And this obsessive measurement which goes on is often against plans, not actually against real-world requirement. So we get the Kafka-esque situation whereby the MoD congratulates itself on improving accommodation according to a plan based on what it calls affordability, but which is far from what is defined by the needs of soldiers and their families. In stark contrast to all of this – operations, fighting, are demonstrably not commercial activities. I am very clear about the only performance indicator which really matters to the Armed Forces – to achieve whatever objectives are set to us; that is, to win.

It’s worth watching the speech – the video is linked from this page – and particularly how he delivers the text above, from 5:30 to the end of the video. The General makes a couple of grammatical errors: he’s not using a teleprompter or a script, just notes.

Good leaders should know what they want to say and say it simply.

Reasons people do the wrong work

Why don’t people do the right work?

  • They don’t know what to do.
  • They don’t know how to do it.
  • They don’t have the skills to do it.
  • They don’t have the confidence to do it.
  • You are in their way.

All these reasons are management failures.

The other reasons are laziness, malice and stupidity, but you don’t often meet those, truly. Most people would rather do an interesting and useful day’s work.