“Trying to get everyone to like you is a sign of mediocrity”

The full quote is an even better read:

“Good leadership involves responsibility to the welfare of the group, which means that some people will get angry at your actions and decisions. It’s inevitable, if you’re honorable. Trying to get everyone to like you is a sign of mediocrity: you’ll avoid the tough decisions, you’ll avoid confronting the people who need to be confronted, and you’ll avoid offering differential rewards based on differential performance because some people might get upset. Ironically, by procrastinating on the difficult choices, by trying not to get anyone mad, and by treating everyone equally "nicely" regardless of their contributions, you’ll simply ensure that the only people you’ll wind up angering are the most creative and productive people in the organization.”

Also very true:

“The day soldiers stop bringing you their problems is the day you have stopped leading them. They have either lost confidence that you can help them or concluded that you do not care. Either case is a failure of leadership.”

And

“Good leaders don’t wait for official blessing to try things out. They’re prudent, not reckless. But they also realize a fact of life in most organizations: if you ask enough people for permission, you’ll inevitably come up against someone who believes his job is to say "no." So the moral is, don’t ask. Less effective middle managers endorsed the sentiment, "If I haven’t explicitly been told ‘yes,’ I can’t do it," whereas the good ones believed, "If I haven’t explicitly been told ‘no,’ I can." There’s a world of difference between these two points of view.”

And

“Organization doesn’t really accomplish anything. Plans don’t accomplish anything, either. Theories of management don’t much matter. Endeavors succeed or fail because of the people involved. Only by attracting the best people will you accomplish great deeds.”

In general, no. There are some software developments where predictability is possible. Organizations such as NASA’s space shuttle software group are a prime example of where software development can be predictable. It requires a lot of ceremony, plenty of time, a large team, and stable requirements. There are projects out there that are space shuttles. However I don’t think much business software fits into that category. For this you need a different kind of process.

One of the big dangers is to pretend that you can follow a predictable process when you can’t. People who work on methodology are not very good at identifying boundary conditions: the places where the methodology passes from appropriate in inappropriate. Most methodologists want their methodologies to be usable by everyone, so they don’t understand nor publicize their boundary conditions. This leads to people using a methodology in the wrong circumstances, such as using a predictable methodology in a unpredictable situation.

There’s a strong temptation to do that. Predictability is a very desirable property. However if you believe you can be predictable when you can’t, it leads to situations where people build a plan early on, then don’t properly handle the situation where the plan falls apart. You see the plan and reality slowly drifting apart. For a long time you can pretend that the plan is still valid. But at some point the drift becomes too much and the plan falls apart. Usually the fall is painful.

So if you are in a situation that isn’t predictable you can’t use a predictive methodology. That’s a hard blow. It means that many of the models for controlling projects, many of the models for the whole customer relationship, just aren’t true anymore. The benefits of predictability are so great, it’s difficult to let them go. Like so many problems the hardest part is simply realizing that the problem exists.

However letting go of predictability doesn’t mean you have to revert to uncontrollable chaos. Instead you need a process that can give you control over an unpredictability. That’s what adaptivity is all about.

~~ Martin Fowler, The New Methodology – http://martinfowler.com/articles/newMethodology.html

Posted via email from Ewan’s posterous