It’s already a while ago that I presented my Influence Diagram to our sponsors (one may remember the Decision Analysis II article). The main value of the presentation was – as so often – in its preparation:
- I’ve had my own mind clear on what I suggest and why
- In the preparation meetings, peers and sponsors had to wrap their head around the entire topic.
So, eventually we had an engaged discussion about a situation most people had pretty well understood. While we didn’t really go through the presentation, we still arrived at – from my point of view – the right conclusions.
And a few days after the meetings, I received an email with four words: “good meeting – unlike most”.
I found a reference to the article “Opinion: The unspoken truth about managing geeks“.
The reference is from Awasu’s “Anti-stupidity“. Thanks for drawing my attention to it!
Thanks to both your articles, I have nothing to add.
Hmmm… there’s always something to add, so how about this: The IT geniuses I’ve had the good fortune to meet all behave like that. But with IT becoming more of a profession and less of a vocation, I see first signs of IT pros turning “normal”. I don’t like it. Respect is – for all people involved – a better currency than credit.
I’ve been fiddling with the notion of trust, especially in distributed teams, for quite a while now, but respect is something that matters as much. I guess that – keeping honest respect in mind – even the quote “Unlike in many industries, the fight in most IT groups is in how to get things done, not how to avoid work. IT pros will self-organize, disrupt and subvert in the name of accomplishing work…” is not correct: I believe where mutual, honest respect is handled well, it will lead anybody to accomplishing their best and a little more. Which in turn tells us a bit about “most industries”.
Today, I had an interesting discussion about empowerment, especially in a weak matrix organization. Eventually, the discussion reminded me of the Obituary of Richard Neustadt, the adviser to several presidents ($) of the USA, in The Economist (November 2003). The central part is (quoted from memory):
“He’ll sit here,” he [Truman] said [about Eisenhower], drumming his fingers on the desk, “and he’ll say, “Do this! Do that! – and nothing is going to happen! – it won’t be a bit like in the army!”
Well… if this is the amount of empowerment the most powerful man on this planet can command – how could I as a project manager as a project manager ask for more?
I think that project management is a lot about convincing and only a little about “empowerment”, and this means that there are three potential problems:
- First, it so happens every once in a while that somebody confuses “empowerment” with “veto right”. Such cases are particularly frequent among so-called internal governance bodies. Yes, this is empowerment in a sense… but it’s “wrong-way-round”. Real empowerment is the power to make things happen, not the power to stop.
- Second, the power to influence or convince actually means that the project manager can build a “bridge” between the project member’s personal goals and the project goals. Clear, aligned, specific goals within the company are a fairly obvious prerequisite to make that work.
- Third (or actually “2b”), incompatibilities of interests between different organizations that contribute to a project obviously break the “empowerment” of the project manager.
Upon closer inspection, the so-called line managers are often not more empowered: They can’t fire (at least not in Germany), and at least now in the financial crisis, they may have only very little financial freedom like over salaries etc. Don’t tell anybody, though 🙂
Eventually, what it all boils down to is, provocatively exaggerated:
There is no empowerment!
There is dis-empowerment.
There is an illusion of empowerment, and a good project manager knows how to sustain that.
A kick-off meeting to a project.
Situation: People already know each other, views have already diverged significantly. Over the past month, outside communication was strong (so expectations are huge), but inwards communication was weak (so opinions are scattered).
Complication: How to turn this bunch of minds into a team with “punch”?
Solution: Enter the story of the elephant… Continue reading The elephant – again