My Medium Content
Thanks for stopping by! The content here is going to be in a little flux for a while because I’m moving items and shifting some of my media creation over to Medium as a way to leverage the power of the publishing platform. I’ll still post a unique blog here and on LinkedIn from time to time, but my main focus will be on that site.
Get in touch!
pmann@educationalthinking.com
(717) 400-6266 (voicemail)
Harrisburg, PA
CP2077: THE COST OF POORLY MANAGING EXPECTATIONS
Cyberpunk 2077 (CP2077) by CD Projekt Red Studio in Poland (CDPR, Stock: OTGLF) may be the most successful project failure in software development in history. On the one hand, it is unambiguously successful. The record sales figures for the first ten days following the December 10, 2020 release exceed 13 million copies (≈$780M) even after the raft of highly publicized, no-questions-asked refunds due to bugs and playability issues. On the other hand, the project is a failure for investors because its record sales fell short of analyst expectations of 16.4 million copies (≈$984M). For consumers, it failed because of eight months of delays followed by a delivery that lacked anticipated features. It did not perform as expected – being virtually unplayable on some legacy consoles – resulting in responses such as Sony removing the title from its PlayStation online store for all of its platforms.
MANAGING PROJECTS AND MANAGING CHANGE: THE SOLUTION TO PM VS. OCM
Putting arguments, assertions, and turf defense to the side, PM and OCM are only distinct when neither considers the whole purpose and process of the change. To truly succeed, every project must include the technical and functional requirements, and facilitate the accomplishment of both. When done properly, correctly verified technical requirements and correctly validated functional requirements results in a successful and successfully adopted project.
Do Your Priorities Compete?
Priorities that appear to conflict do not need to be managed, they need to be prioritized. In an earlier article, I wrote about ways to deconflict priorities, and that recommendation stands. When organizational priorities appear to be at odds, it means most simply that it is not clear which priority is more important than any other. This is a clarity problem, not a conflict.
How Are Your Blinkers?
Blinkers filter-out the confounding traits of many other modes of communication (e.g. language, posture, tone, environment, etc.), thus rendering inert most of the external forces we can blame for communication problems except the natural complacency that comes with years of driving (and communicating), the blinker exposes our native habits of communicating in ways that might surprise us.
Are You Compartmentalizing Your Culture?
Organizational culture is often an aspirational quality that leaders plan to work on when they have time, attention, resources, or whatever. Culture becomes, at some point, a repository of the hopes and dreams of a high-functioning and internally consistent workforce that lives in its own little compartment of reality, separated from the operational and personnel practices that could make it a reality.
Make Help More -- Helpful!
If someone cares enough to notice that you need help, whether via a consultant or not, it is a better option to consider that, 1) someone cares enough to notice the need, and 2) there is an opportunity to find and fix a blind spot in your perspective. Someone like me isn’t there to force a change or otherwise stick our noses into your business; we’re there because someone feels things need to adjust but aren’t going to get better on their own.
Playing Succession Too Close
One of the overriding themes of the last few years has been how to build one's bench -- how to identify and select high-potential employees (HiPos) and would-be employees to proactively enhance the team. Within this idea includes both building skills and knowledge capabilities, as well as grooming HiPos for eventual advancement into leadership as part of a long term succession pipeline. While this article relates to all of these factors, it's main focus is on the succession component and the problems that occur when we forget to tell our HiPos that they are HiPos, and what that means.
Fair Enough?
Many organizations, especially in government or government contracting, create “fair” interview panels from a deliberately (read: legally defensible) diverse group of disinterested interviewers. These interviews follow a rigidly structured protocol – though they often use behavioral interview questions, a subject of a future post – which disallows all but the most superficial pleasantries.
Is A-76 Dead, or Just Sleeping?
I am driven to wonder whether the rule itself is finished, or if it simply needs better and more regular implementation. My sense is that, of the two sides, only the "kill it" side has a clear focus, but that doesn't mean it is the only relevant view even if there isn't an obvious and reasonable focus on keeping it.
Directions or Options
You see, while we were both hungry and are heading to get something to eat – that is, our goal is the same – our roles and responsibilities were very different. For her, the emphasis is on being the supporting partner who is flexible with how we achieve our shared goal. In her mind, providing the maximum number of agreeable options without making the final decision is the best way she can meet the obligations of her role.
Take a Hint from Gamers: Learn the Outcomes of Metrics and Systems
That is, we attempt to measure things at a high level that are changed at a very low level — measuring something with many contributing factors, but attributing it to only one or a few — and this tendency extends to our employee engagement efforts. However, if we took a simple hint from the world of gaming, we would quickly find that our fixation on measurement in the way that we do now only succeeds in encouraging undesirable behaviors.