The west coast of the United States is where I call home. Many refer to us as "left coaster" because... well... that is how it looks on a map and many of us are politically a little further to the left than others. Around here, common thought is that everyone should be open-minded. A sentiment that I proudly subscribe to as I lack most prejudices. You can imagine my shock when I found out that my unbiased presumptions are not only undesirable, but also undeniably wrong.
There I was, in a posh Montreal hotel conference room, two customers on one side of the table, and my client and me on the other. Taped to the back of my laptop lid was a conference-center supplied piece of paper with a hastily scrawled note on it. The entire message consisted of only two letters followed an exclamation mark. The letters were "N" and "O." They sent a succinct message that was hard to ignore as the customer incessantly strove to get a little more functionality brought into the failing project's scope. For every request, I would drop my chin slightly, look over the top of my glasses, tap my right index finger on the top of my laptop, and they would relent. Instead of being a pessimistic curmudgeon, I was bringing realism about the budget and timeline and doing what leaders do—making hard decisions.
Change is difficult. Regardless of who you are, it is tough. Recently, I challenged readers of this blog to improve how they tie their shoes. I can confidently wager that a large majority have stayed with their old habits. It takes significant force to reprogram out brains, affect the cultural inertia, and gain acceptance to change, tolerance of occasional mistakes, and, eventually, achieve an organization steeped in transformational principles. Nowhere is it more apparent than when delivering projects that alter the way people perform daily tasks. The reason is that, all too often, the goal is to deliver the project; it is someone else's job to gain adoption.
I need your help. Why is it that as we get older, so many of us lose the desire to learn? Where is the fun in that? A few years ago, I was nearly sucked into it myself—at least for a few minutes. A half-dozen of us were sitting in a coffee shop talking about growing our businesses and conversation turned to Twitter—about its uselessness. As I drove back to my office, I thought, "The six of us ought to go tell the twenty million people using Twitter how foolish they are." With that utterance, I realized how I had been drug into the world of stasis. I spent the subsequent three days immersed in social media, studying Twitter, LinkedIn, Facebook, and numerous other social tools. Now I am perplexed on how to get others to see the value. Let me fill you in on what I have learned about teaching people, maybe you can point out my flaw.
Why would anyone need to teach a group of managers how to tie their shoes? It seems improbable anyone could make it to this point in his or her career lacking this simple skill. However, I feel quite confident that a vast majority of project managers, managers, leaders, and probably you, are improperly lashing your laces. This prognostication will go one step further stating that even after proving a better method, they, and you, will be unwilling to put forth the effort to change. Adopting change, beyond just tying your shoes, is at the root of our inability to improve many of our business processes. Furthermore, studying this behavior and the subsequent difficulty of maintaining a new and better method will help us understand the high recidivism rate.
"We can fix this project ourselves." I hear that line all the time. And, of course, you can. It will just be a lot slower and more expensive because consultants cheat. Consultants simply have much more flexibility than employees do. At least consultants that put the client first. For instance, they can... Wait, I am getting a little ahead of myself. We need a little context before making that case. Obviously, consultants cannot do everything. It takes a delicate balance of consultants, employees, and contractors to get the optimal performance out of an organization.
The other day, someone said, once again, that an issue we were discussing was like pushing string. She said it with the sigh of resignation in her voice. I understand the metaphor, but it makes me think the people saying it are stuck looking at the problem wrong. Immediately, two solutions to their dilemma come to mind. First, add a little water, freeze the string. Voilà! Push that string wherever your little heart desires. If that is too hard, then roll it into a ball or put it on a spindle. Now, we can push, roll, carry, and even throw it. The problem is the predisposition to the inevitability of the issue—there is no reason to look for a solution because it is out of our control. Worse than that, we are so defeated that we rarely ask the question "Why are we trying to push that string?"
I sent a note to professional organization's program director the other day asking if their group would be interested in hearing about methods to increase project success. The organization was for a technical group that worked with data transformation—a skill set used in every IT project I have ever been on. The reply came in a prompt, succinct, and sarcastic reply:
"We [sic] you please tell me just how this would ever relate to the members of our group. You obviously do not understand that we are not responsible for running the project."
A project manager's job is to deliver value. Achieving the original schedule, budget, and features is meaningless if the customer does not receive value. As with all simple statements, this much easier said than accomplished. Projects managers must assemble adaptable teams that use flexible, lean methodologies. Arrogantly selling the latest technology or tool is narcissistic. Focus on the customer. Be vigilant at ensuring the information is always available for the customer to reassess the project's value and for the project team to reevaluate their proposal.
"People say I am indecisive, but I am not so sure about that." I have seen this quote attributed to a former US President, but I doubt it. First, it is too intelligent a comment for him and, second, he is far from indecisive. The liberal pundits trying to attribute that quote to him confuse indecision with defective decision making. You can figure out who the President is on your own; however, it is irrelevant. This article is about leadership not politics. Organizations confronted with a decision-challenged individual in a leadership role, is adrift in the sea of serendipity. They bobble around having no direction.