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~ Finding, formulating and solving life's frustrations.

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Category Archives: America

Happy July 4th

04 Wednesday Jul 2018

Posted by petersironwood in America, management, psychology, Uncategorized

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Business, collaboration, competition, Feedback, Human-Computer Interaction, learning, life, politics, psychology, science, teamwork, UX

As we celebrate in America, let’s not forget that many people fought long and hard to gain our independence and then to keep it. Let’s honor them by making sure we keep our independence. It would be a shame to lose it on the battlefield…and even more of a shame to lose it to greed.

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It would also be a good time to recall that America is not alone in the struggle against tyranny. Many other countries had to fight and win their independence – and in other cases, people are still fighting for their freedom.

 

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As I mentioned before, I am temporarily suspending additions to the Pattern Language of ‘best practices’ in collaboration and teamwork and shifting to a different genre for a time. I’m still quite interested in collaboration and teamwork; I am interested in working together to learn from each other how to do that better. As I’ve tried to point out, while competition certainly has a place, both in nature and in human civilization, in human civilization, it needs to be done within an agreed upon framework. Otherwise, competition spins out of control into anarchy and violence. Of course, this has happened before in human history. This time, when our very lives depend on a global network of interconnectedness, anarchy will be worse than ever before. For now, however, I’ve listed most of the major Patterns I’ve run into. I will continue to elicit and look for additional relevant Patterns. If you think of one, please comment on the summary/index or email me at: truthtable@aol.com

 

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Meanwhile, I’ve decided to share a number of experiences from my career as a researcher and practitioner in psychology, AI, and the field of human-computer interaction/user experience. I will relate these as honestly and completely as I think useful. In some cases, I may use pseudonyms to avoid embarrassing anyone. Clearly, stories are told from my perspective, and others might remember things differently, if at all. 

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The reasons for recounting these stories is basically threefold. First, studying a field such as psychology, or human-computer interaction is related to actually working in the field but not so much as you might think. For the most part, the errors I’ve made and the lessons that I’ve learned in the course of a long career are not primarily technical. The main lessons are socio-technical. Hopefully, people considering a career in a related field may learn from my mistakes. But aside from pointing out mistakes made, I hope to give a flavor for what it’s really like to work in the field. 

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Pattern Language Summary

29 Friday Jun 2018

Posted by petersironwood in America, management, psychology, Uncategorized

≈ 120 Comments

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Anti-Pattern, bully, Business, collaboration, competition, cooperation, innovation, Overview, Pattern, pattern language, politics, tyrant

A fellow writer recently posted a story seed on Facebook: “The World is Made of Glass.” 

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I immediately thought: “Indeed it is. And that glass can be extremely beautiful but it is also fragile. It is called ‘mutual trust.’ We live in a globally interconnected world that fundamentally depends on that mutual trust.” 

I recall that when I was eleven years old, if my friends and I saw a bottle on our travels, we would find a way to destroy it. Before we actually destroyed it, we would discuss the most fun method. Would we chuck stones at it? Or would take turns throwing it high in the air and wait for it to crash upon the ground? One thing we never discussed: whether or not smashing the bottle was a good idea. It never occurred to us that time and effort had gone into making the bottle. It never occurred to us that someone might come along and cut themselves or their bike tires on the broken glass. It never occurred to us that a shard of glass might go flying into someone’s cornea. 

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Stupid. But I was eleven. Now, quite astoundingly, I find people who should be decades beyond knowing better want to break bottles just for the hell of it. They want to destroy the current network of agreements, treaties, compromises, supply chains, currency exchanges and replace it with … ? The goal of the pre-teen billionaires? An extremely divided society in which a very small number of people will hold all the wealth and all the power and control all the sources of information. Most people on earth will essentially be their slaves. It will be a world run by men, not laws. This “break everything and then grab all the pie for yourself” goal might succeed but I think a more likely outcome is the destruction of civilization. 

Suddenly realigning the nations of the nuclear-armed world when many of them will be headed by essentially authoritarian dictators is extremely dangerous in terms of beginning an atomic war. War and war-like rhetoric are standard tools for autocrats to consolidate their power. 

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Even if atomic war is somehow avoided, billions of people could die. No, not millions. Billions. As I’ve mentioned before, most of us know how to survive and thrive in a particular context and we’ve become largely unaware of the extent to which the adaptive habits in our brains depend on our network of friends, family, and information sources. Not only will infrastructure and supply chains falter, fray, and fail; Anti-Patterns for collaboration will prevail over Patterns. This will make life more miserable but it will also make what people do far less efficient and effective as well. 

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I think anyone can do the necessary extrapolation. Becoming better at positive collaboration and increasing mutual trust will have two effects; at least, so I claim. First, there will be a local effect: whatever work you’re doing will become more pleasurable and effective. Second, there will also be a more global effect: you are providing a model of what works for others; you are also making them feel good about working with others; increasing their trust in each other and, to some extent, in their fellow humans. Better collaboration, teamwork, and cooperation can help prevent the destruction of our glass world. 

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Needless to say, the world is hardly perfect. It does need to change. That can be done in a collaborative way that leaves people alive; respects individuals; protects important freedoms. Real improvements will not be made by isolating nations, by trade wars, by shooting wars, by reneging on signed agreements, by tearing families apart, by cruelty. 

And yet, there is reason for hope – and action. People around the world are interested in learning how to collaborate better. That’s one reason for hope!

 

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Here is an index to the Patterns and Anti-Patterns that have been presented in this blog. 

Special Spaces & Wonderful Places introduces the concept of a Pattern Language.

“Who Speaks for Wolf?” reminds us to seek the input of all stakeholders and relevant areas of expertise before making a decision.

“Reality Check” reminds us that we cannot settle for ersatz measures; at least periodically, we must make sure we understand what is really happening.

Small Successes Early suggests that before launching into a complex project, especially when strangers must collaborate, it is useful to first tackle a smaller, shorter term project so people can build mutual trust.

Small Successes Early: Metaphor & Fable is an experiment in additional, potentially useful new parts of a Pattern. Although they seemed useful in this particular Pattern, I am not certain that they should be a normal part of a Pattern.

Radical Collocation suggests that for some types of complex problems it is important to put everyone together in the same space. Particularly relevant when the structure of the problem is not completely known ahead of time.

Meaningful Initiation can be a significant source of group cohesion but if done poorly, it can become an excuse for people to act cruelly. In that case, it can backfire.

The Iroquois Rule of Six suggests that we do not glom onto the first interpretation that comes to mind when it comes to interpreting the behavior of others.

Greater Gathering is a way for people to feel connected to the larger organization that they belong to – over and above those they come into frequent contact with.

Context-Setting Entrance allows people to know how they should act once inside a physical or virtual place.

Bohm Dialogue is a way of relating non-competitively. Rather than “making points” to “prove” one’s pre-existing beliefs, people work together to build a joint understanding.

Build from Common Ground – Rather than trying to be overly “efficient” by jumping right into “resolving” differences, it works much better to begin by establishing common ground in terms of experiences, likes, values, hobbies, concerns, etc.

Use Thoughtful Group Feedback Structures and Processes in order to provide useful information in a way that maximizes its likelihood of actually being used.

Indian Wells Tennis Tournament is not a Pattern per se. The purpose of this interlude is to provide an example of complex collaboration. Often, when we use a service, buy a product, or attend an event, we fail to think about how much complex collaboration is necessary to make it happen.

Negotiate from Needs, not Positions. Often, creative solutions to negotiations can be discovered by working together to understand the situation from each other’s perspective.

Give a Sympathetic Reading. If you work together with others in good faith, it pays to do your best to interpret what others say in a way that makes sense, if you can find one.

Positive Deviance. There is always variation in the way people do things. In a large enough population, it often happens that a few people may have solved a problem that faces everyone. That information, often implicit, can improve the lives of the entire population.

Music binds people together. This post explores some of the possible reasons.

Narrative Insight Method describes techniques for gather valuable knowledge from experts through the use of storytelling.

Fostering Group Cohesion through Common Narratives is another storytelling technique: in this case, one focuses on building and disseminating stories that illustrate common values.

Fostering Community Learning via Transformed Narratives. This helps solve a dilemma. For organizational learning, it’s crucial to learn from people’s mistakes. Ordinarily though, mistakes are not just used for learning but to bar one from advancement, raises, and the esteem of one’s colleagues.

Speak Truth to Power says that those in power must hear the truth rather than simply what will make them happy. (See also Anti-Pattern: Kill the Messenger).

Find and Cultivate Allies in complex organizations. Often, necessary allies may not be immediately obvious from official org charts.

Support Both Flow & Breakdown if you want to avoid systems that crash catastrophically.

Use Diversity as a Resource. This can be especially useful in finding and formulating problems, generating ideas, synthesizing ideas, looking for bugs, finding creative ways to market and sell products, etc.

The Day From Hell: Why Does Anyone Care?  A fantasy of how the simplest most mundane things could become nightmares of conflict without cooperation and collaboration. (Not a Pattern – a motivation for a Pattern Language.)

Collaboration Patterns: A Pattern Language for Creative Collaborations. This is a pointer to a so-far unrelated attempt to build a Pattern Language for Collaboration.

Anti-Pattern: Power Trumps Good This is the first of a series of ANTI-Patterns; that is, things to be avoided. Might does not make right; but when people act as though it is, the most powerful rather than the most competent calls the shots.

Anti-Pattern: Gratuitous Push Down This Anti-Pattern describes the behavior that some people engage in of useless and unnecessary cruelty. They push people down for no reason.

Anti-Pattern: Kiss Up; Kick Down People obsessed with power for its own sake will tend to be very solicitous who have more power and show no respect for those whom they oversee

Anti-Pattern: Conjure a Common Enemy This is a common trick of tyrants. They will point first to some very unpopular group and exaggerate its influence, power, or ill intent. In some cases the “enemy” can be completely imaginary. Eventually, the “common enemy” is anyone who disagrees with the tyrant.

Anti-Pattern: Taking Credit & Spreading Blame. Another common tyrant trick is to take credit for everything good even when they had nothing to do with it and to spread blame on others even if they had nothing to do with the bad outcome.

Anti-Pattern: Kill the Messenger This is the opposite of a Learning Organization. Tyrants want to “kill the messenger” because they bring bad news.

Anti-Pattern: Cascading Betrayal Since the organization built by a tyrant does not rely on affection or competence, once power starts to crumble, people will begin to desert the tyrant. Viewed from a different perspective, some may simply decide to do what’s right rather than what’s easiest or most profitable.


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Anti-Pattern: Kill the Messenger

28 Thursday Jun 2018

Posted by petersironwood in America, management, psychology, Uncategorized

≈ 1 Comment

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advertising, Anti-Pattern, bully, Business, collaboration, cooperation, learning, marketing, media, Pattern Langauge, politics

This may be the last in the series of socio-technical Anti-Patterns (that is, things you want to avoid doing). Although I do think there is value in the Anti-Patterns (or I wouldn’t have bothered), I think the emphasis should be on the Patterns. It’s also personally depressing to write about Anti-Patterns right now because every time I write about how a particular type of behavior is to be avoided, it happens in real life! In abundance! Without apology! 

This is why I also included the “what if” story about tennis. I really think people do not quite see how utterly dependent the vast majority of us are on complex, globe-spanning interactions which are, at bottom, based on mutual trust.

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Once we erode that trust, literally millions will die even if war is avoided – which itself seems a remote possibility. It is a bit, I suppose, like the proverbial story about fish not “realizing” they are in water because it’s all they’ve ever known. People exist and thrive because of this network of trust. But they have no realization that it’s even there, let alone that it’s crucial. Once these networks are destroyed, they will be most likely be replaced by much simpler, less flexible ones based on power. There is a limit to how large these can grow because when possible, everyone will realize that such a network only really benefits the person at the top. So, they escape if they are able. Such power-based networks are also far less capable of innovation than ones based on trust, expertise and experience, fair incentives, the free flow of information. And, one of the main deficiencies in power-based networks is illustrated by the following Anti-Pattern.  

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Kill the Messenger

In the context of a crucial issue or task, important information is provided to the Person in Power: information that is critical in making the right decision or designing the proper course of action. When this information is delivered to the Person in Power (here abbreviated “PP”), they hear something they don’t like. So, they literally or figuratively, kill the messenger. 

At first blush, this Anti-Pattern seems insane. Of course, it is unfair and unethical to kill the messenger, but how does it benefit the PP who does the killing? Here’s the surprising answer: It doesn’t! Not in the least! He or she is encouraging people to avoid providing him with crucial information. It doesn’t benefit PP, but it does benefits his or her Id-Baby. Some people would say it benefits his or her ego, but that is not really in keeping with Freud’s original meaning of the words Ego, Id, and Superego. Or, to say it another way, killing the messenger is not good for the PP’s body or the PP’s long-term prospects; in other words, not for the adult PP (if there is one). Killing the messenger is an infantile reaction of the inner child who believes everything must be the way they want it to be. 

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There is, however, another reason – an also insane reason – for the PP to kill the messenger. He is now free to discredit the messenger. This in turn, if carried out as a policy against the Message  Sent by Messenger (here abbreviated “MSM”), people will begin to doubt the MSM and rely only on the PP for the “truth.” This reason shows a somewhat longer time-span of attention. After all, if people have a lot of experience with MSM that turns out to be quite useful information, it will take some time for the PP to destroy credibility of the MSM. But, it is still quite limited thinking; perhaps not a 2 year old, but more like a spoiled 13-year old from one of the more prestigious Prep Schools. Plans must change and we must be open to it. So, for the PP to destroy sources of potentially useful information to the PP, is still insane. 

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(Editorial Aside:  And, I must confess, I am totally bewildered that we while we shouldn’t and wouldn’t let an insane person drive a school bus, we would have one armed with nuclear weapons. Well, more than one.)

In various organizations and contexts, the specifics of Killing the Messenger vary as well as the degree to which it happens. “Killing the messenger” figuratively can be partial. For example, a company will likely fill its website with positive news about the company. They probably take a similar tack with employees. If they are required by law to tell you about a drug’s side-effects, they will do it while a beautiful woman in a white dress dances carelessly and weightlessly through a field of daisies and while somewhere magic elves are playing Beethoven’s Ode to Joy. Who wouldn’t want those side effects?! And, yet, that same company might be quite scrupulous about the accuracy of some of the data it depends on for its operational efficiency. So, it can be a mixed bag. At least, it can be a mixed bag for a normal organization or a normal person. 

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At one extreme, we might have some sort of highly enlightened guru who would immediately take in each new moment without judgement. Most people may initially have a negative reaction to bad news. They may not believe the messenger. They might say, “What? What did you say? No! You must be joking!” 

In some cases, even a normal person might lash out at a messenger. I can see that if a member of the Armed Services came to your door to tell you that your spouse had been killed, you might scream at the messenger. But, if you’re more than a very small child, you realize it wasn’t their fault. 

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But no sane adult would block out potentially crucial information that should inform their critical decisions. A sane adult would seek out additional sources of information; cross-check them against each other; surround himself with smart, competent people honest enough to tell the truth, even when it “hurts.” Without the truth to work with, a PP is just a Powerless Puppet to their own Id — or, likely, someone else’s.

Perhaps you have been the recipient of some variant of “Kill the Messenger”? Or observer?

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 I will post another Pattern Language Overview that includes the newer Patterns and Anti-Patterns – with clickable links. After that, I plan to move in a quite different direction. 


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Anti-Pattern: Taking Credit & Spreading Blame.

27 Wednesday Jun 2018

Posted by petersironwood in America, management, psychology, Uncategorized

≈ 2 Comments

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Anti-Pattern, bully, Business, collaboration, competition, Democracy, fascism, innovation, learning, pattern language, politics

man in brown long sleeved button up shirt standing while using gray laptop computer on brown wooden table beside woman in gray long sleeved shirt sitting

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Think back to the worst boss you ever had or ever observed. Maybe one stands out immediately. Or, maybe you had two so it’s hard to say which was worse. If you have been very lucky and had reasonable bosses throughout your life, then, maybe you can think back to a very nasty teacher. In either case, I’m hoping you can think of someone who was not only strict, but pig-headed, arbitrary, unfair, and liked to demean employees (or students) in front of everyone. Not only that, they would take credit for the work of others and blame others when they had actually made the mistake themselves. 

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These are the sorts of people who practice the Anti-Patterns that I’ve been writing about lately. And it occurs to me that most people have had some experience with something similar to fascism in its mildest form: having an “intolerable” boss or teacher. It’s a very mild cousin, but it  is a cousin. 

The major difference is that if you have a horrible boss: a bully, a liar, a person who uses their position to hide their incompetence and blame it on others, it bothers you at work and you may lie awake thinking about it, but you do have other things in your life. You don’t have to have it affect your personal life; it doesn’t necessarily mean you can’t have fun playing a sport or dancing or singing. But actually living under fascism is a 24×7 business. Your bosses now are in charge of everything in your life that they want to bother with being in charge of. In the post below, I describe another one of the Anti-Life Anti-Patterns that they will tend to use: Taking Credit and Spreading Blame. 

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Taking Credit and Spreading Blame. 

The basic idea of this Anti-Pattern is simple. The “boss” controls information into and out of their group. They are in a position to present the work of the group to higher management. The workers under the boss, in some corporate cultures will have little recourse when they are mistreated or their actions are misrepresented. If someone comes up with a good idea, for example, it may be ridiculed by a boss who knows less. Let’s say, for instance, a member of a research group at a camera/film company comes up with the idea of an electronic camera, the boss may well call the idea ridiculous. If it later turns out that the camera/film company goes out of business due to competition from electronic camera companies, the boss who originally pooh-poohed the idea will now claim that they were all in favor but that they had asked the employee who originally thought of it to look into it. That employee had come back with such a negative assessment of the market, that they had all convinced the boss not to pursue it. This is an example of “Spreading the Blame.” 

On the other hand, if the boss had decided to pursue it and it had made the company successful, that kind of boss would lead everyone to believe that it had been their idea all along. They might even go so far as to discredit, transfer, or fire the employee who had actually thought of it. One might be tempted to think the “truth would out” and it might, but the boss has more control over how the group and the individuals within it are perceived than the employees do.

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In an organization without any form of checks and balances, a tyrannical boss may gain a stellar reputation among higher management by the use of this tactic. This may result in promotions and an ever-expanding scope of power with which to ruin people’s lives. If you can convince the people above you that you never make a mistake yourself because you convincingly blame others; and you manage to take credit for everything that happens in your organization (and possibly even credit for some of what happens even in neighboring organizations) then you will gain more control over the information flow. 

Ultimately, the efficiency and effectiveness of the organization suffers when Anti-Patterns such as Taking Credit and Spreading Blame are employed. People will begin to see little reason to work hard or imaginatively since the boss will take the credit. People who gain pleasure from friendly and collegial interactions will work somewhere else if they possibly can. Similarly, people who are primarily motivated at work by the work itself and doing it well will tend not to thrive under such a boss and will also go work somewhere else as soon as the opportunity arises. However, people who like to be told what to do, and enjoy power themselves, might collaborate with a boss who uses Anti-Patterns because the employee may feel as though helping the boss is the best way to open a promotion for themselves as well. 

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What “Anti-Patterns” have you observed in a boss, petty bureaucrat, teacher? 

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Anti-Pattern: Cascading Betrayal

23 Saturday Jun 2018

Posted by petersironwood in America, management, sports, Uncategorized

≈ 1 Comment

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authoritarianism, Business, competition, Democracy, ethics, Facism, life, pattern language, politics, religion, Totalitarianism

Cascading Betrayal

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A very interesting little book that I recommend is Jane Jacobs’s Systems of Survival. In it she argues that there are two systems of ethics and morality: an older one, the “Guardian Syndrome” whose values include: Shun trading; exert prowess; be obedient and disciplined; adhering to tradition, respecting hierarchy, being loyal, deceiving for the sake of the task, making rich use of leisure; being ostentatious; and taking vengeance. Most of us might recognize these from history and stories about the Middle Ages in Europe but many other kingdoms and empires of earlier times also valued such things more than most of us do today. On the other hand, a newer system of values has been developing since the Renaissance. In the “Commerce Syndrome,” people tend to value things such as shunning force, competing, being efficient, being open to inventiveness and novelty, being honest, collaborating easily with strangers and aliens, dissenting for the sake of the task, respecting contracts, investing for productive purposes. 

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In modern societies worldwide, both systems are at play and they can often be in conflict. For instance, you have friends that you feel loyalty to (Guardian Syndrome) and you work for a corporation which asks you to sign a contract that says you will not steal from the corporation and that you will report anyone who does (Commerce Syndrome). You observe your good friend taking supplies from the company storeroom for personal use. You ask the friend to return the goods but they say, “Oh, come on. The company makes billions. They can afford it. It’s just our little secret.” You can’t dissuade your friend. Now, the conflict in values causes you a conflict. Do you “betray” your friend and honor your contract? Or do you betray your contract and collude with your friend? 

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Within American society (the one I happen to be most familiar with), these values are not evenly distributed. For instance, Silicon Valley seems quite centered on the “Commerce Syndrome” while small towns, sports teams, and the Catholic Church, for example, seem more centered on the “Guardian Syndrome.” 

People whose values are almost totally aligned with the “Guardian Syndrome” will tend to stay loyal to their boss, leader, team, political party, even when the boss, leader, team or political party does something stupid, cruel, unethical, or illegal. For a time, people in positions of great power can keep their power through, for example, the dispensing of favors, defining agreed upon untruths, or taking vengeance on the disloyal. 

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Such a system is always somewhat fragile as demonstrated by the constant stream of rebellions, crusades, and wars in the Middle Ages. A state or organization based purely on the “Guardian Syndrome” is even more difficult today. If one tries to keep to a pure “Guardian System” in the midst of a highly interconnected and interdependent world, it will fail sooner and more spectacularly. 

One issue is that it is no longer possible for people not to be exposed to the actual truth. Lying to a populace in which only 1% of the population could read and write was fairly easy. Trying to do it in the computerized and recorded world of today is nearly impossible. Some people will remain loyal and refuse to call out the Emperor for having no clothes. But someone will. And, it will be caught on tape. And, the tape will be shown to vast numbers of other people who have no loyalty to the Emperor. They will all see he’s naked and have no compunction about saying so. 

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As a result, a modern “Emperor” will find it difficult to keep all but the most fanatic fans from dismissing his attempts to control through politics and pageantry. The Medieval mechanisms of dispensing favors and wreaking havoc via vengeance will largely prove ineffective. Once such an Emperor begins to lose power, more and more people will begin to realize that they are much better off to “play by the rules” of the Commerce Syndrome. As a result, people who might have stayed loyal to the death to the Emperor will instead begin to defect. As more and more people defect, this will further weaken the Emperor’s power base and make it more likely for even more people to defect. 

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Naturally, the Emperor will attempt to use whatever power they have left to prevent defections, but in our modern interdependent and interconnected world, this is increasingly difficult. Most modern countries — and their leaders — realize that material prosperity in the 21st Century depends on many of the values of the Commerce Syndrome. A society that tries to remain “closed” like North Korea, for instance, will find themselves at a distinct disadvantage when it comes to invention, comfort, prosperity, and the happiness of its citizens. What little resources such a country does have will be increasingly funneled toward weapons of war, security, police, prisons, and the suppression of truth. While these measures may serve to consolidate the power of a modern emperor in the short term, in the long term, too many people will have too little physical comforts to feel much loyalty to the emperor. Support will continue to erode and eventually everyone will see beneath the invisible clothes. An early signal of such a collapse will be a cascade of betrayals. 

By contrast, in a modern state, loyalty is earned through such virtues as fairness, competence, innovation, and collaboration. In other words, people dispense loyalty on the basis of what people do, not because of what they promise to do and not on the basis of some bogus claim to royalty based on how and where they were born. Cascading betrayal is typically a symptom of an attempt to revert to an earlier state of human social evolution. It is another descriptive short-hand Anti-Pattern. It can be avoided by allowing feelings of loyalty to grow naturally from watching someone in a role of power make and keep promises over time and by watching them do what is in the best interest of the State; not by watching them take actions which mainly enrich the emperor. 

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https://en.wikipedia.org/wiki/Systems_of_Survival

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Anti-Pattern: Conjure a Common Enemy

20 Wednesday Jun 2018

Posted by petersironwood in America, management, psychology, Uncategorized

≈ 1 Comment

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authoritarianism, Bete noir, bully, Business, competition, Dictator, fascism, history, innovation, learning, military, pattern language, politics

Conjure a Common Enemy

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Of course, it is quite a commonly used technique among leaders to arouse people to work together by pointing to something that they all want. For example, leaders may use visions of a better future to motivate diverse people to work together to build a bridge, say, or find a cure for cancer or to put a person on the moon. And, sometimes, as when an army stands on the border about to cross into a country, the leader may call upon everyone to work to defeat that enemy. 

The difference between working together to create something and working together to destroy something is quite palpable. Working to create something tends to make people feel happy and behave and think creatively. Working to destroy an enemy tends to arouse fear and anger. It is stressful and stress tends to foster doing the same thing rather than doing something new. At the end of the day, when people work together to build something good, that may provide positive value for a long time to come. When people work together to destroy something, they feel good temporarily, but what they have at the end of the day is, at best, nothing. 

I claim nothing is the best long-term outcome for destroying a common enemy. This may strike you as odd because, after all, if you defeat an enemy, you might be able to enslave their children or sexually abuse some of the survivors. You may also be able to steal some of their wealth. I still claim that these “benefits” are worse than nothing as an outcome because they will tend to corrupt and demean everyone involved in the effort. The gold that is extracted from people’s teeth and given to you as the spoils of war is not really a benefit. The gold may not tarnish. But you will. And so will your children.

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Note however, that the title of this Anti-Pattern is not: “Fighting a Common Enemy.” I chose “Conjuring a Common Enemy” quite deliberately. These are not enemies that are about to take your life and property. These are enemies conjured out of thin air, or more accurately, out of the disappointments, fears, humiliations, and angers that people have suffered. The Anti-leader essentially claims that any failure you have experienced and all that attendant negative emotion you felt is not your fault. The disappointments of the past are not due to your own faulty actions, bad choices, bad luck, or being born into unfortunate circumstances. No, the Anti-leader proclaims that your illness, unemployment, lack of wealth, lack of a loving relationship  – they are all caused by an enemy. 

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The Anti-leader wants to make it really easy to distinguish these conjured common enemies from everyone else. They might therefore choose dress, age, gender, race, or location as “magic markers.” They are “magic” because in real life, all one finds are, at best, tenuous correlations between the markers and actual behavior. But in the conjured enemy, they are all alike. It is a magic marker of ability, motivation, or behavior. If it is too hard to tell enemies apart from the “good guys,” the Anti-leader will mark the conjured enemy. Jews might be required to wear yellow stars. The “good guys” might all wear brown shirts or red hats while they “spontaneously” destroy things. 

In some cases, leaders try to cast inanimate and abstract things as “enemies.” Thus, we have the “War on Poverty” and the “War on Drugs.” While this framing is not so nasty and despicable as a “War on Immigrants” or a “War on Jews” or a “War on Blacks,” it is still an ineffective framing. Instead of a “War” on “Poverty” it would make more sense to build a bridge to prosperity, to my way of thinking. A “War on Drugs” is just plain silly. It would be laughable if it hadn’t cost so much money ($ 1,000,000,000,000 – one trillion dollars and counting) and ruined so many lives (many more than drug misuse and abuse has). Among the important questions that a “War on Drugs” glosses over are: “What is a ‘drug’?”, “Isn’t it really drug abuse that you are against?” “Why are some powerful and addictive drugs like caffeine, alcohol, Ritalin, and nicotine deemed okay while others like marijuana deemed not okay?”

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One problem with blaming all your troubles on a conjured enemy is that, even if you do destroy this “enemy,” you’ll be left with the same set of issues that you had before. Stemming immigration to the USA in 2018, will not land you a job in 2018 or in 2019 nor in 2020. Making homosexual marriage illegal will not improve your own marriage in the slightest. Making it illegal for Buddhists to practice their religion will not make you a better Jew; making Islam illegal will not make you a better Christian; making Christianity illegal will not make you a better Hindu. 

There is also a more systemic and pernicious problem with Conjuring a Common Enemy. Eventually, a society, business, or team who never faces the real causes of their failures will never improve and will be relatively disadvantaged in any competition with similar organizations who do face facts. In addition, once people are in the habit of blaming others for their troubles, they become ever more pushed into an “us vs. them” mentality; they will be unable to see win/win solutions for what they really are.

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They may well eventually turn on their Anti-leaders the way they did on Mussolini. Since the enemies are conjured, it is also necessary to spin an illusion about them. This was fairly easy to do in ancient times or in Medieval times. With mass media and the Internet, one cannot simply assert some absurdity and have it go unchallenged. The Anti-leader will therefore tend to destroy people’s access to sources of information that might challenge his or her lies; e.g., TV news, newspapers, websites, etc. and instead try to fill people’s minds with so much doubt that they will be tempted to make the “easiest” decision; that is, simply to believe the liar and their lies.  

Comments welcome; e.g., agreements, disagreements, references, examples, suggested Patterns or Anti-Patterns. 

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Here are some of my books. Perhaps I should do the next one on Pattern Language? 

The Winning Weekend Warrior focuses on strategy, tactics, and the ‘mental game’ for all sports as well as business and life. The Winning Weekend Warrior

Turing’s Nightmares depicts possible scenarios in the world filled with Artificial Intelligence. What might that mean for humanity? Turing’s Nightmares

Fit in Bits is for anyone with a desire to stay in shape but an extremely hectic, busy, or unpredictable life. Fit in Bits suggests many ways to work various exercises into other daily activities. My own favorite is to dance while cooking or washing and drying dishes. 

Tales from an American Childhood: Recollection and Reflection. Actually, this one is related to and inspired by the Pattern: Build from Common Ground. In Tales I recount early memories and then relate them my current values and what that says to me about contemporary issues in society. I invite you to take a little of my journey, not because it is your journey, but precisely because it isn’t. Therefore, we have observed different things and then come perhaps to observe the same things differently. It is simply my recollections and reflections – not the “correct” ones. Tales from an American Childhood

All are available on Amazon from links on my Author Page. 

Anti-Pattern: Gratuitous Push Down

11 Monday Jun 2018

Posted by petersironwood in America, management, psychology, Uncategorized

≈ 2 Comments

Tags

authoritarianism, Business, collaboration, competition, cooperation, cruelty, Democracy, fascism, Pattern Langauge, politics, teamwork

Anti-Pattern: Gratuitous Push Down

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Prolog/Acknowledgement/History: 

This is the first of a planned series of “Anti-Patterns.” These are things to avoid. “Anti-Patterns” is admittedly a kind of odd name. Anyway, I simply mean that while the Patterns are something to be used in many cases to enhance collaboration and cooperation, these Anti-Patterns should never be used. While I think the focus of improving teamwork and collaboration should be on using the Patterns; I do think it is worth pointing out some of the Anti-Patterns to avoid. While forcing the behavior you want on others may result in coercion or obedience, they are antithetical to real teamwork or cooperation. 

Of course, some people feel that coercion and obedience are enough. There are at least two major issues with trying to control a world through coercion and obedience. 

First, no-one is that smart. No one person or even small group can know enough to make the best choices. The inevitable result of top-down control with autocratic powers with no checks and balances is that the group insulates itself from what is really happening. No-one wants to tell the King that they have no clothes. In the Anti-Pattern world which values “obedience,” the messenger will be shot unless the news is quite excellent indeed. As a result, every dictatorship spirals more and more out of touch with reality as time goes on. In the middle ages, knowledge and situations often changed slowly so an Empire as vast as that of the Romans might last hundreds of years. In the middle of the 20th century, a dictatorship might last a decade before it makes decisions on completely out-of-date information about what works. Now, it will be even less. A dictatorship can still take more time to completely disintegrate into chaos, foreign invasion, or anarchy; particularly, if it starts with a lot of resources already in place. But eventually, when no money is spent on public education or basic research; when people are appointed and promoted on the basis of how they were born or who they know rather than their abilities and experience, people who succeed in such organizations are the ones who are most capable of lies and deceit. There is little time and not motivation left over for learning what is really going on. Eventually, dictatorships fail, and they will do so even more quickly if they begin with basically flawed doctrines that are already “out of date” when the administration begins. 

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The second fundamental flaw with authoritarian dictatorships that demand obedience is that people will never be motivated to do their best and in many cases, behind the back of the dictator, where they can’t be seen, they will do actual damage and sabotage. The more the dictator tries to “crack down” and make sure everyone is “pulling their weight,” the more insidious becomes the sabotage. 

The third fundamental problem with authoritarianism coercion, as opposed to cooperative democracy, is that administering cruelty and mediocrity necessarily dehumanizes the “successful” people in a dictatorship. They become nastier and nastier people. It’s inevitable. And they will become less and less capable of giving and receiving love, not only from strangers, but even from their own family.  

Author, reviewer and revision dates: 

Created by John C. Thomas in June, 2018 

Related Patterns: Anti-Pattern: Power Trumps Good.

Abstract: 

In dictatorships of any size, people at the top have absolute power. In order to rationalize the inhuman behavior toward others that they exhibit, they rationalize that everyone is like them (mean and egocentric); the dictator believes they are just better at it. In other words, they live in a world limited by their own concepts to one composed only of zero-sum games. Whatever one person loses, they gain and vice versa. They do mean things to others, not only to gain some real benefit, but just because they can. Such acts are meant to demean, dispirit, harm, enslave or kill others. Such acts are antithetical to actual teamwork and collaboration. And, let’s not forget that they are also unethical. 

Context: 

I believe that every person has some mixture of behaving so as to maximize their own interests and maximizing for the “greater good.” Normally, as people mature, they begin to gain confidence in themselves and their ability to deal with the world including dealing with other people. Humans are intrinsically very social animals. In societies, there develops a basic sense of trust in others. Of course, in every society, that trust is sometimes betrayed. But most people have enough confidence in themselves and in the society that they live in so as to believe that when trust is betrayed, they can recover. In a few cases, people have so little confidence in themselves and/or have such bad experiences with trusting others that they will do anything to avoid cooperation. Instead, they want power. They want to dictate the terms of every situation. If someone trusts them, they will simply exploit that trust. They don’t view this as “wrong” or “unethical” because they don’t really believe in ethics. They believe everyone is out to get whatever they can for themselves, regardless of the cost to others. All the social “niceties” are basically viewed as a scam to “trick people” into trusting so that you can scam them better. 

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Often this type of psychopathic personality will also have poor impulse control and run afoul of the law on multiple occasions. They cause a lot of pain and suffering to the victims of their crimes, and some to everyone they come in contact with. Generally, they become incarcerated early and their influence on the larger society is minimal. Sometimes, however, they are capable of “kissing up” or at least “holding their tongues” when interacting with those who have power over them. People such as their managers, bosses, and parents may not see their gratuitous push-downs. The people who work for them; or their students or children will see them for what they are. They may be clever enough to avoid adverse consequences to themselves by directing all of their gratuitous cruelty to people who have no power to push back. These are the coaches who molest children; petty dictators; bosses who publicly berate employees; Hollywood directors who insist on sexual favors and so on. 

In order to dramatize and illustrate this Anti-Pattern, I have characterized the behavior as being related to particular people and the way that they have often been brought up. In reality, of course, everyone’s behavior has multiple determinants, only one of which is their character. The situation also has a huge effect. For example, for most people, there is some tendency to use the Gratuitous Push Down occasionally. It is not uncommon for an older sibling or upper classmate to use such a ploy. 

Situations do make a difference. When people suffer no consequences of any severity, they are much more likely to employ this Anti-Pattern. When people are removed from the consequences to others, it is also easier for most to use this Anti-Pattern. Most people would not, for example, walk over to a troop of Girl Scouts selling cookies and scream at them to go away and never come back. The would-be miscreant would be embarrassed to act like this in public. They might, however, very well vote for an ordinance to make selling Girl Scout cookies illegal even though there were no real consequences for the person casting the vote. That’s what makes it “gratuitous.” They are denying someone else the achievement of that someone else even though it doesn’t really cost the other person anything. 

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Problem: 

When people have no desire for “true” cooperation but instead view each transaction as an opportunity to gain for themselves at the expense of others, this tends to decrease social capital within the society. Such people will often show their true colors by using the Anti-Pattern: Gratuitous Push Down. The true psychopath feels immediate pleasure in doing this, but also feels that they will gain more later because the person that they have demeaned, assaulted, insulted, stolen from, raped, etc. will have less power in the future as a consequence of their act (and in their minds, less power for others automatically means more power for them). 

Such mean-spirited behavior will tend to destroy social capital in a society generally, but it will also have much more specific and localized effects. For one thing, eventually everyone the psychopath comes in contact with will realize that such a person, whatever they say, is in it for their own gain and has no honor; their word means nothing. Because people come to trust the psychopath less and less, the psychopath sees this as vindication for their stance of treating everything as a zero-sum game. In reality, it is the major cause. Having never experienced unconditional love or even a win/win solution, they forever fail to see their own role in creating this “micro-climate” of mistrust around them. What they experience becomes increasingly confrontational until it destroys them and many nearby. 

Any kind of gratuitous push-down tends to send waves of mistrust and negativity throughout the environment. A person insulted or humiliated is more likely to exhibit similar behavior with others. Similarly, people who experience child abuse or sexual abuse are more likely to wreak these behaviors on others.  

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Forces:

  • Normally people trust more than mistrust others.
  • Mutual trust typically leads to good outcomes for all parties. 
  • Having trust rewarded with good outcomes tends to improve the chances of future trust. 
  • People who grow up with constant demeaning and criticism will tend not to trust others.  
  • Some of these people will become true psychopaths who view others only in terms of tools to be used for one’s own gain, typically by making “agreements” and then breaking them. 
  • True psychopaths will often say or do mean things, not because there is an immediate material gain, but “just because they can.”   
  • A person who uses the Anti-Pattern: Gratuitous Push Down will tend to generate a self-fulfilling prophesy because eventually more and more people will not deem them trustworthy. 
  • People who do not trust others, but have minimal power themselves will sometimes look for a “powerful” leader to tell them what to do. In return, they expect to be able to use the Gratuitous Push Down on others who are “below” them in status due to age, race, place in a hierarchy or gender. 
  • When people making decisions suffer no real consequences regardless of result and when they are “distanced” from the bad consequences others feel, they are generally more likely to use this Anti-Pattern.   

Solution: 

There are (at least) four known solutions to help avoid this Anti-Pattern. 1) Watch for signs of the Gratuitous Push Down and do not promote, elect, select or choose someone who does this to be put in a position of power. 2) Make sure that anyone who uses Gratuitous Push Down is as close as possible to the impact that they are causing. 3) Insure that the perpetrator’s behavior is made public as widely as possible and do not let them get away with lying about their behavior. 4) Remove such a person from power as soon as possible. You do not want a Minister, Judge, Boss, Coach, Teacher, Lab Head, Director, etc. to use Gratuitous Push Down. Replace them with a cooperative person who cares about others.  

Examples: 

  1. A coach molests boys in the shower and then makes them feel too guilty and vulnerable to say anything. 

2. A Director has a choice of many actors for a particular role. Instead of simply choosing the best actor for the role, they insist on sexual favors for the one that is promised the actual role. (Of course, they could still promise the role to multiple actors, extort sexual favors and then deny the role to all of them). Again, they will tend to arrange things so that no-one can verify their behavior. And, they will say anything and do anything to lower the credibility of the person making the accusation.

 3. A research manager suggests to a new researcher that they do a particular project for their first year. The new researcher expresses some doubts to the manager but the manager insists. Then, the new researcher works on the project for a year and then presents the work to higher management. Higher management dismisses the work as being not very original and of no practical value. As soon as this is obvious, the research manager says quite forcefully, “I told you this was a bad idea that we never should have pursued!” 

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4. A kid walks across a field and deviates toward every anthill he sees and then kicks it apart. Or, a kid likes to pull the wings off insects. Or, a kid gets a slingshot and likes to kill songbirds just for the hell of it. One might question whether cruelty to animals is in the same category as cruelty to people. Regardless, the research shows this kind of cruelty to animals is correlated with being cruel to people (See references). 

Resulting Context:

When the Anti-Pattern Gratuitous Push Down is used, it immediately makes the person so pushed feel bad. But it also may have longer term effects on their behavior. It increases the chances that they themselves us the Gratuitous Push Down. But there are additional possibilities, almost all of them negative. The person may try to avoid the situation. The boy in example 1 may quit wrestling to avoid the coach. The actor in example 2 may give up on their Hollywood dreams. The researcher in example 3 may go work for another company. In other cases, the person may secretly vow to get more power for themselves so that they can be the one doing mean and humiliating things to others. The researcher may decide, for instance, that politics is more important than science, fake results, document assignments, kiss up, and otherwise maneuver themselves into a position of power. Once they are head of the lab 15 years later, they might finagle things until their first year research manager is fired in the most humiliating way that they can manage. 

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Regardless of precisely how an individual reacts, the use of Gratuitous Push Down poisons the organization in which it occurs. Whether it is a wrestling team, a movie cast, a research organization or an entire nation, when there are gratuitous cruelties going around, people’s attention is diverted from the actual tasks at hand. Wrestlers are not focused on wrestling. Actors are not focused on the quality of their performance. Researchers are not focused on doing the best possible research. There is this other vector of motivation: petty power struggles. 

Of course, the negative effects above are the extrinsic and instrumental aspects of gratuitous cruelty. There is also an intrinsic and experiential aspect of gratuitous cruelty. It denigrates and devalues human experience for both the person who performs cruelly and the person on whom it is performed. 

References: 

http://lifestyle.inquirer.net/129343/the-link-between-animal-cruelty-and-antisocial-personality-disorders/

https://www.psychologytoday.com/us/blog/in-excess/201611/the-psychology-animal-torture

https://www.researchgate.net/publication/233706971_Children_Who_Are_Cruel_to_Animals_A_Review_of_Research_and_Implications_for_Developmental_Psychopathology

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Author Page on Amazon

(New Release). 

The Day From Hell: Why Does Anyone Care? 

05 Tuesday Jun 2018

Posted by petersironwood in America, management, psychology, Uncategorized

≈ 16 Comments

Tags

anarchy, Business, collaboration, competition, cooperation, Democracy, pattern language, politics, Rule of Law, sports, teamwork

The Day From Hell: Why Does Anyone Care? 

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I oversleep. The alarm did not go off and it feels late. I glance at my watch and sure enough, I’m late. I grab my iPhone to see whether I forgot to set it. Nothing works. I cannot even turn it on or reboot it. I’ll have to deal with it later. I will be late for my tennis match or have to skip breakfast. I decide to compromise and just grab a protein shake out of the fridge. Something’s wrong. It’s not cold. In fact, the refrigerator is not cold at all. Nor did the light go on when I opened the door. I try the kitchen lights. Nothing. Power is off throughout the house. I’m sure the bill was paid on time. I’ll deal after tennis. 

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I arrive at the court for my doubles match. The other three are already there. John says, “You’re late. We’ve decided we’re playing you.” 

“What? Very funny. Yeah, I’m good but not that good.” 

“No, it’s not a joke. We’re tired of losing. The three of us will stand you.” John’s face is deadpan. I look at the others and there is no sign of japery anywhere. 

“Well…that makes no sense whatever. Sorry I’m late. My phone alarm isn’t working. In fact, my phone isn’t working at all. But I’m sure this isn’t April First. How about if Tom and I take you two on?” 

“No. We’ve decided we’ll take you on.” 

I think that sounds crazy but whatever. I’ll call their bluff. At least I’ll get a lot of exercise! “Fine,” I say, “let’s just warm up for a few minutes.” 

“No. No warm-up. We’re already warmed up,” explains Tom.

“OK, fine. Just go ahead and serve.” 

“No, you have first serve,” says Larry. 

I quickly unsheathe my racquet and walk to the baseline, one ball in each pocket and one in my left hand. I position myself near the middle. It looks really weird to look across the net and see all three of them positioned there. “First in?” I query. 

“No,” they sing out in unison. “Serve it in.” 

“What is this joke, guys?” 

“No joke. Just serve.” 

“Fine.” I think to myself, I will play along till the joke gets old. Since I’m not warmed up, I just hit an easy serve into the middle of the box to start the point. 

“OUT!” shouts Tom, who generally makes fair calls. 

“WHAT?! That was in the middle of the box! It wasn’t even close to the line! Enough’s enough.” 

“Our call,” says Larry. 

“Yeah, it’s your call, but come on. You all know that was well in.” 

Our debate, if you can call it that, is interrupted by screaming tires and a loud crash coming from the nearby street. “What the hell was that?” 

No-one reacts or answers my question. Larry says, “Second serve.” 

I shake my head. “Guys. We should go up there and see if anyone needs to call 911. I mean, it would have to be one of you. My phone doesn’t work.”

Don, still with a bland, blank look on his face says, “None of the phones work. That was just a car crash. Probably intentional. Let’s just play.” 

I know I am not dreaming. But what is going on? “You seriously think someone crashed their car on purpose? What is with you guys this morning?” 

“Yeah,” says Larry. “It’s been going on all morning. Let’s just play. Second serve. Wait. Tom! Come over here. I want to play deuce court.” 

“No way,” says Tom. “I’m already here.” 

Larry wields his racquet above his head and charges at Tom. In seconds, they are both bleeding profusely and keep swinging at each other. Don joins in the fray. They are completely oblivious to my shouts so I pick up my stuff and head for the clubhouse to call for help. Maybe someone put some kind of drug in the water? Just then, another screech of breaks, squeal of tires and a loud crash. Another car crash? 

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By now, I am jogging through the parking lot toward the front desk at the tennis club. Something is terribly wrong. It all looks wrong. Then, I notice that virtually none of the cars are parked inside the white lines meant to indicate parking spaces. Some appear to have been left in the drive. Several are on the grass and one is in the flower bed near the gym. Many of the cars have smashed windshields.  

Collaboration? Cooperation? Teamwork? Who cares? 

I am very grateful for readers and commenters on my blog. Since the beginning of the year, I’ve been cataloging “best practices” in collaboration and teamwork in the form of Patterns. I think it may be time to “take stock” and make it clear why I am doing this, in case it isn’t obvious. 

I don’t “own” these Patterns. I don’t get any money from people using them. Why should I care whether people do a good job or a horrible job at collaborating? And, isn’t life all about competition anyway? 

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There was a time, not so long ago, that I really didn’t think it would be necessary to “explain” why it was important to cooperate. There was a time, not so long ago, when I thought most people knew that life was not all about competition. But lately, so-called “civil society” has been so rife with uncivil words and actions, at least in the “United” States, that I think it’s time to re-iterate why cooperation is vital. I also want to point out that, while there is certainly competition in life, there is also cooperation. 

Why all of life is not competition. 

In the natural life of animals and plants, there are, for some species, some specific times and places for competition. That is true. And, some of those competitions can be pretty fierce; e.g., antler-smashing bucks competing for mates. And, you could say that the rabbit eats a plant and that the coyote eats the rabbit. But there are far more ways that plants and animals cooperate. 

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First, plants and animals participate in the recycling of material. Generally, plants gain energy from sunlight, and put some of that energy into compounds that are high energy and fit for consumption by some animals. In the process, plants also take carbon dioxide out of the air and replace it with oxygen. Animals breathe in oxygen and breathe out carbon dioxide. Animals eliminate “wastes” from their food and that “waste” replenishes nitrogen and minerals into the soil. Plants use the nitrogen and minerals. And, when animals and plants die, their bodies further enrich the soil for plants. 

Cooperation within the great tree of life doesn’t stop there, however. Flowering plants often cooperate with each other and with bees to flower so that there is a more or less a constant supply of pollen. Sucker fish take parasites off large fish. Butterflies collaborate with flowering plants. Rabbits collaborate with berry bushes. When there is danger, many animals and birds cry in such a way as to warn others. 

Let’s move on to consider what cooperation means for human beings. A single human being, however smart, will die soon after birth without the aid of more adult human beings. Apart from providing physical needs for the infant such as food and water, older humans immediately begin teaching the infant and then the child much of what he or she needs to know in order to survive. People have typically hunted, gathered, and prepared food in cooperative groups. People build shelters together. Cooperation among human beings has become more wide-spread and more complex over time. Most of the people in the so-called civilized world now rely on complex supply chains for food, water, clothing, electricity, security and learning. Dancing, playing music, playing sports, business, government — all of these activities depend on cooperation. 

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Cooperation and competition in sports. 

Right now, the French Open tennis tournament is going on in Paris. The competitive spirit of the players is amazing! In some of the matches, shot after shot looks like a sure winner – only to be returned with another difficult-to-return shot. The players push themselves mentally and physically to the very limit and sometimes beyond. They are indeed fierce competitors.

But guess what? They follow the rules. And they show sportsmanship. No-one arranges to secretly injure another player or sabotage their racquet. The players cooperate to compete. After many of the most savage hard fought contests, the contestants often fall in each other’s arms. 

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In life, there is both competition and cooperation. In a world of 7 billion people, cooperation is more important than ever. In a world that relies on international supply chains and agreements and laws, cooperation is more important than ever before. In a world with nuclear, biological, and chemical weapons, cooperation trumps competition. The natural world has never been a zero-sum game; it has never been a fixed pie. Look around! Life has covered the planet largely through cooperation. To solve problems such as global climate change and the plastification of our oceans, we need widespread and effective cooperation more than ever. Of course, there is a role for competition as well. But competition is only fruitful within the bounds of cooperative frameworks. If we try to run this world under a non-cooperative and purely competitive framework, we will guarantee our own extinction. I had thought that was obvious to everyone, but apparently it isn’t. 

That’s why I’m trying to catalog best practices in collaboration and teamwork. 

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Examples of cooperation: 

http://nectunt.bifi.es/to-learn-more-overview/cooperation-in-animals-ants-case/

https://listverse.com/2015/02/23/10-amazing-cooperations-between-different-animal-species/

http://vetsci.co.uk/2011/05/16/cooperation-between-species/#

https://epdf.tips/making-democracy-work-civic-traditions-in-modern-italy.html

Putnam, Robert D. (2000). Bowling Alone: The Collapse and Revival of American Community. New York: Simon & Schuster. ISBN 0-7432-0304-6.

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Author Page on Amazon. 

Support Both Flow & Breakdown

21 Monday May 2018

Posted by petersironwood in America, management, psychology, Uncategorized

≈ 3 Comments

Tags

collaboration, contextual design, Design, environment, error messages, HCI, human factors, learning, pattern language, pliant systems, politics, usability

Support Both Flow & Breakdown

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Prolog/Acknowledgement/History: 

Only a few days after moving into our San Diego home (with a beautiful drip-irrigated garden), I glanced outside to see a geyser sprouting about ten feet into the air. San Diego can only survive long term if people conserve water! Yet, here we were — wasting water. I rushed outside to turn off the sprinkler system. As I ran to the controller, I noted in passing that the nearby yard lay soaked with pools of water. I turned off the sprinklers — except for the geyser which continued its impersonation of “Old Faithful.” I tried turning the valve on that particular sprinkler and did manage in that way to completely soak myself but the water waste continued unabated. We called the gardener who knew and explained the location of the shutoff valve for the entire house and garden. Later, he came and replaced the valve with a newer type. The old type, which had failed, failed by being stuck in the fully ON position!

Often in the course of my life, I have been frustrated by interacting with systems — whether human or computer — that were clearly designed with a different set of circumstances than the one I found myself in at the time. In a sense, the Pattern here is a specific instance of a broader design Pattern: Design for Broad Range of Contexts. The specific example that I want to focus on in this Pattern is that design should support the “normal” flow of things when they are working well, but also be designed to support likely modes of breakdown.

During the late 1970’s, I worked with Ashok Malhotra and John Carroll at IBM Research on a project we called “The Psychology of Design.” We used a variety of methods, but one was observing and talking with a variety of designers in various domains. One of the things we discovered about good designers was a common process that at first seemed puzzling. Roughly speaking, designers would abstract from a concrete situation, a set of requirements. They would then create a design that logically met all the requirements. Since we were only studying design and not the entire development process (which might include design, implementation, debugging, etc.) it might seem that the design process would end at that point. After all, the designer had just come up with a design that fulfilled the requirements.

What good designers actually did however, at least on many occasions, was to take their abstract design and imagine it operating back in the original concrete situation. When they imagined their design working in this concrete reality they often “discovered” additional requirements or interactions among design elements or requirements that were overlooked in the initial design. While unanticipated effects can occur in purely physical systems, (e.g., bridges flying apart from the bridge surface acting like a wing; O-rings cracking at sufficiently cold temperatures), it seems that human social systems are particularly prone to disastrous designs that “fulfill” the requirements as given.

woman in white wedding gown near orange car

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The Pattern here specifically focuses on one very common oversight. Systems are often designed under the assumption that everything in the environment of the system is working as it “should” or as intended. This particular type of breakdown was featured in an important theoretical paper authored by Harris and Henderson and presented at CHI 99. That paper claimed systems should be “pliant” rather than rigid. A common example most readers have had with a non-pliant system is to call an organization and be put into an automated call-answering system that does not have the appropriate category anywhere for the current situation but still does not have a way to get through to a human operator.

A telling example from their CHI Proceedings article is that of a paper-based form that was replaced with a computerized system with fixed fields. So, for example, there were only so many characters for various address fields. When someone needed to make an exception to the address syntax with a paper form, it was easy. They could write: “When it’s time to ship the package, please call this number to find out which port the Captain will be in next and ship it there: 606-555-1212.” In the computerized form, this was impossible. In fact, there were so many such glitches that the workers who actually needed to get their work done used the “required” “productivity-enhancing” computer system and also duplicated everything in the old paper system so that they could actually accomplish their tasks.

As part of the effort (described in the last blog post) to get IBM to pay more attention to the usability of its products, we pushed to make sure every development lab had a usability lab that was adequately equipped and staffed. This was certainly a vital component. However, usability in the lab did not necessarily ensure usability in the field. There are many reasons for that and I collaborated with Wendy Kellogg in the late 1980’s to catalog some of those. This effort was partly inspired by a conversation with John Whiteside, who headed the usability lab for Digital Equipment Corporation. They brought people who used a word processor into their usability lab and made numerous improvements in the interface. One day he took some of the usability group out to observe people using the text editor in situ in a manuscript center. They discovered that the typists spent 7 hours every day typing and 1 hour every day counting up, by hand, the number of lines that they had typed that day (which determined their pay). Of course, it was now immediately obvious how to improve productivity by 14%. The work of this group seems to have been inspirational for Beyer & Holtzblatt’s  Contextual Design as well as the Carroll & Kellogg (1989) paper on “Artifact as Theory Nexus.”

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Author, reviewer and revision dates: 

Created by John C. Thomas in May, 2018

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Related Patterns: 

Reality Check, Who Speaks for Wolf?

Abstract: 

When designing a new system, it is easy to imagine a context in which all the existing systems that might interact with the new system will operate “normally” or “properly.” In order to avoid catastrophe, it is important to understand what reasonably likely failure modes might be and to design for those as well.

Context: 

For people to design systems, it is necessary to make some assumptions that separate the context of the design from what is being designed. There is a delicate balance. If you define the problem too broadly, you run the risk of addressing a problem that is too intractable, intellectually, logistically or financially. On the other hand, if you define the problem too narrowly, you run the risk of solving a problem that is too special, temporary, or fragile to do anyone much good.

In the honest pursuit of trying to separate out the problem from the context, it happens that one particular form of simplification is particularly popular. People assume that all the systems that will touch the one they are designing will not fail. That often includes human beings who will interact with the system. Such a design process may also presume that electrical power will never be interrupted or that internet access will be continuous.

Systems so designed may have a secondary and more insidious effect. By virtue of having been designed with no consideration to breakdowns, the system will tend to subtly influence the people and organizations that it touches not to prepare for such breakdowns either.

Problem:

When the systems that touch a given system do fail, which can always happen, if no consideration has been given to failure modes, the impact can be disastrous. Most typically, when the system has not been designed to deal with breakdowns, the personnel selection, training, and documentation also fail to deal with breakdowns. As a result, not only are the mechanisms of the systems unsuited to breakdowns; the human organization surrounding the breakdown is also unprepared. Not only is there a possibility of immediate catastrophe; the organization is unprepared to learn. As a result, mutual trust within and of the organizations around the system are also severely damaged.

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Forces:

  • Design is a difficult and complex activity and the more contingencies and factors that are taken into account, the more difficult and complex the design activity becomes.
  • Not every single possibility can be designed for.
  • People working on a design have a natural tendency to “look on the bright side” and think about the upside benefits of the system.
  • People who try to “sell” a new system stress its benefits and tend to avoid talking about its possible failures.
  • It is uncomfortable to think about possible breakdowns.
  • When anticipated breakdowns occur, the people in relevant organizations tend to think about how to fix the situation and reduce the probability or impact of breakdowns for the future.
  • When unanticipated breakdowns occur, the people in relevant organizations tend to try to find the individual or individuals responsible and blame them. This action leaves the probability and impact of future breakdowns unimproved.
  • When people within an organization are blamed for unanticipated system failure, it decreases trust of the entire organization as well as mutual trust within the organization.

* Even when consideration of support for breakdown modes is planned for, it is often planned for late in an ambitious schedule. The slightest slippage will often result in breakdowns being ignored.

Solution:

When designing a system, make sure the design process deals adequately with breakdown conditions as well as the “normal” flows of events. The organizations and systems that depend on a system also need to be designed to deal with breakdowns. For example, people should be trained to recognize and deal with breakdowns. Organizations should have a process in place (such as the After Action Review) to learn from breakdowns. Having a highly diverse design team may well improve the chances of designing for likely breakdowns. 

Resulting Context:

Generally speaking, a system designed with attention to supporting both the “normal” flow of events and likely breakdown modes will result in a more robust and resilient system. Because the system design takes these possibilities into account, it also makes it likely that documentation and training will also help people prepare for breakdowns. Furthermore, if breakdowns are anticipated, it also makes it easier for the organization to learn about how to help prevent breakdowns and to learn, over time, to improve responses to breakdowns. There is a further benefit; viz., that mutual trust and cooperation will be less damaged in a breakdown. The premise that breakdowns will happen, puts everyone more in the frame of mind to learn and improve rather than simply blame and point fingers.

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Examples: 

1. Social Networking sites were originally designed to support friends sharing news, information, pictures, and so on. “Flow” is when this is what is actually going on. Unfortunately, as we now know, social media sites can also not work as intended, not because there are “errors” in the code or UX of the social media systems but because the social and political systems that form the context for these systems have broken down. The intentional misappropriation of an application or system is just one of many types of breakdowns that can occur.

2. When I ran the AI lab at NYNEX in the 1990’s, one of the manufacturers of telephone equipment developed a system for telephone operators that was based on much more modern displays and keyboards. In order to optimize performance of the system, the manufacturer brought in representative users; in this case, telephone operators. They redesigned the workflow to reduce the number of keystrokes required to perform various common tasks. At that time, operators were measured in terms of their “Average Work Time” to handle calls.

In this particular case, the manufacturer had separated the domain into what they were designing for (namely, the human-machine interface between the telephone operator and their terminal) from the context (which included what the customer did). While this seemed seemed like a reasonable approach, it turned out when the HCI group at NYNEX studied the problem with the help of Bonnie John, the customer’s behavior was actually a primary determiner of the overall efficiency of the call. While it was true that the new process required fewer keystrokes on the part of the telephone operator, these “saved” keystrokes occurred when the customer, not the telephone operator, was on the critical path. In other words, the operator had to wait for the customer any way, so one or two fewer keystrokes did not impact the overall average work time. However, the suggested workflow involved an extra keystroke that occurred when the operator’s behavior was on the critical path. As it turned out, the “system” that needed to be redesigned was not actually the machine-user system but the machine-user-customer system. In fact, the biggest improvement in average work time came from changing the operator’s greeting from “New York Telephone. How can I help you?” to “What City Please?” The latter greeting tended to produce much more focused conversation on the part of the customer.

Just to be clear, this is an example of the broader point that some of the most crucial design decisions are not about your solution to the problem you are trying to solve but your decision about what the problem is versus what part of the situation you decide is off-limits; something to ignore rather than plan for. A very common oversight is to ignore breakdowns, but it’s not the only one.

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3. In a retrospective analysis of the Three-Mile Island Nuclear Meltdown, many issues in bad human factors came to light. Many of them had to do with an insufficient preparation for dealing with breakdowns. I recall three instances. First, the proper functioning of many components was shown by a red indicator light being on. When one of the components failed, it was indicated by one of a whole bank of indicator lights not being on. This is not the most salient of signals! To me, it clearly indicates a design mentality steering away from thinking seriously about failure modes. This is not surprising because of the fear and controversy surrounding nuclear power. Those who operate and run such plants do not want the public, at least, to think about failure modes.

Second, there was some conceptual training for the operators about how the overall system worked. But that training was not sufficient for real time problem solving about what to do. In addition, there were manuals describing what to do. But the manuals were also not sufficiently detailed to describe precisely what to do.

Third, at one critical juncture, one of the plant operators closed a valve and “knew” that he had closed it because of the indicator light next to the valve closure switch. He then based further actions on the knowledge that the valve had been closed. Guess what? The indicator light showing “value closure” was not based on feedback from a sensor at the site of the valve. No. The indicator light next to the switch was lit by a collateral current from the switch itself.  All it really showed was that the operator had changed the switch position! Under “normal” circumstances, there is a perfect correlation between the position of the switch and the position of the valve. However, under failure mode, this was no longer true.

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4. The US Constitution is a flexible document that takes into account a variety of failure modes. It specifies what to do, e.g., if the President dies in office and has been amended to specify what to do if the President is incapacitated. (This contingency was not really specified in the original document). The Constitution presumes a balance of power and specifies that a President may be impeached by Congress for treasonous activity. It seems the US Constitution, at least as amended, has anticipated various breakdowns and what to do about them.

There is one kind of breakdown, however, that the U.S. Constitution does not seem to have anticipated. What if society becomes so divided, and the majority of members in Congress so beholden to special interests, that they refuse to impeach a clearly treasonous President or a President clearly incapacitated or even under the obvious influence of one or more foreign powers? Unethical behavior on the part of individuals in power is a breakdown mode clearly anticipated in the Constitution. But it was not anticipated that a large number of individuals would simultaneously be unethical enough to put party over the general welfare of the nation.  Whether this is a recoverable oversight remains to be seen. If democracy survives the current crisis, the Constitution might be further amended to deal with this new breakdown mode.

5. In IT systems, the error messages that are shown to end users are most often messages that were originally designed to help developers debug the system. Despite the development of guidelines about error messages that were developed over a half century ago, these guidelines are typically not followed. From the user’s perspective, it appears as though the developers know that something “nasty” has just happened and they want to run away from it as quickly as possible before anyone can get blamed. They remind me of a puppy who just chewed up their master’s slippers and knows damned well they are in trouble. Instead of “owning up” to their misbehavior, they hide under the couch.

Despite the many decades of pointing out how useless it is to get an error message such as “Tweet not sent” or “Invalid Syntax” or “IOPS44” such messages still abound in today’s applications. Fifty years ago, when most computers had extremely limited storage, there may have been an excuse to print out succinct error messages that could be looked up in a paper manual. But today? Error messages should minimally make it clear that there is an error and how to recover from it. In most cases, something should be said as well as to why the error state occurred. For instance, instead of “Tweet not sent” a message might indicate, “Tweet not sent because an included image is no longer linkable; retry with new image or link” or “Tweet not sent because it contains a potentially dangerous link; change to allow preview” or “Tweet not sent because the system timed out; try again. If the problem persists, see FAQs on tweet time-out failures.” I haven’t tested these so I am not claiming they are the “right” messages, but they have some information.

Today’s approach to error messages also has an unintended side-effect. Most computer system providers now presume that most errors will be debugged and explained on the web by someone else. This saves money for the vendor, of course. It also gives a huge advantage to very large companies. You are likely to find what an error message means and how to fix the underlying issue on the web, but only if it is a system that already has a huge number of users. Leaving error message clarification to the general public advantages the very companies who have the resources to provide good error messages themselves and keeps entrenched vendors entrenched.

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References: 

Alexander, C., Ishikawa, S., Silverstein, M., Jacobsen, M., Fiksdahl-King, I. and Angel, S. (1977), A Pattern Language: Towns, Buildings, Construction. New York: Oxford University Press.

Beyer, Hugh and Holtzblatt, Karen (1998): Contextual design: defining customer-centered systems. San Francisco: Elsevier.

Carroll, J., Thomas, J.C. and Malhotra, A. (1980). Presentation and representation in design problem solving. British Journal of Psychology/,71 (1), pp. 143-155.

Carroll, J., Thomas, J.C. and Malhotra, A. (1979). A clinical-experimental analysis of design problem solving. Design Studies, 1 (2), pp. 84-92.

Carroll, J. and Kellogg, W. (1989), Artifact as Theory-Nexus: Hermeneutics Meets System Design. Proceedings of the ACM Conference on Human Factors in Computing Systems. New York: ACM, 1989.

Casey, S.M. (1998), Set Phasers on Stun: And Other True Tales of Design, Technology, and Human Error. Santa Barbara, CA: Aegean Publishing.

Gray, W. D., John, B. E., & Atwood, M. E. (1993). Project Ernestine: Validating GOMS for predicting and explaining real-world task performance. Human Computer Interaction, 8(3), 237-309.

Harris, J. & Henderson, A. (1999), A Better Mythology for System Design. Proceedings of ACM’s Conference on Human Factors in Computing Systems. New York: ACM.

Malhotra, A., Thomas, J.C. and Miller, L. (1980). Cognitive processes in design. International Journal of Man-Machine Studies, 12, pp. 119-140.

Thomas, J. (2016). Turing’s Nightmares: Scenarios and Speculations about “The Singularity.” CreateSpace/Amazon.

Thomas, J.C. (1978). A design-interpretation analysis of natural English. International Journal of Man-Machine Studies, 10, pp. 651-668.

Thomas, J.C. and Carroll, J. (1978). The psychological study of design. Design Studies, 1 (1), pp. 5-11.

Thomas, J.C. and Kellogg, W.A. (1989). Minimizing ecological gaps in interface design, IEEE Software, January 1989.

Thomas, J. (2015). Chaos, Culture, Conflict and Creativity: Toward a Maturity Model for HCI4D. Invited keynote @ASEAN Symposium, Seoul, South Korea, April 19, 2015.


Author Page on Amazon

Find and Cultivate Allies

14 Monday May 2018

Posted by petersironwood in America, management, psychology, Uncategorized

≈ 4 Comments

Tags

allies, Business, collaboration, cooperation, HCI, IBM, organizational change, pattern language, politics, teamwork, usability

Find and Cultivate Allies

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Prolog/Acknowledgement: 

The idea for this Pattern comes from personal experience although I am sure there must be many other writers who make a similar point.

Author, reviewer and revision dates: 

Created by John C. Thomas in May, 2018.

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Abstract: 

Human beings are highly social beings by nature. We work more effectively in groups (for many tasks) and it’s also more pleasurable. In a group of any size and complexity, people will have a large variety of goals and values. To achieve a goal, including but not limited to change within the group itself, it is useful to make common cause with others within the larger group. Whenever it becomes useful to promote social change of any kind, it is important to seek out and then cultivate allies. You will achieve greater success, enjoy the process, and learn much.

Context: 

Complex problems and large problems can often only be solved by groups. Within a large group, there will be many sub-groups and individuals whose motivations, expertise, and values are partially different from those in other sub-groups or from those of other individuals. In order to achieve any kind of goal including but not limited to changes within the group itself, a great deal of knowledge must be brought to bear and a large number of actions will be required. Generally, an individual or a small group will not have the knowledge, power, or resources to take all of these actions.

The variety of goals, values, experiences, and scope of power of various individuals and subgroups within a larger group can be viewed as a resource. The interactions among such individuals be a source of creativity. In addition, in order to accomplish some goal, you may seek and find among these individuals and groups those whose goals are compatible with yours and whose power and resources allows them to do things you cannot do yourself.

Individuals are subject to a variety of perceptual and cognitive illusions and these may be exaggerated by being in a large group. Changing a group, team, organization, corporation, NGO may be even more difficult than changing an individual even if the change would benefit the group, team, organization, corporation or NGO. Within any organization, there come to be entrenched interests that are orthogonal to, or even antithetical to, the espoused purposes of the group.

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Problem:

Over time, organizations eventually begin to behave in ways that are ineffective, inefficient, or even antithetical to their purpose. Whatever the cause, an individual who recognizes these infelicities in the organization will typically not, by acting alone, have the power to change them. Force of habit, custom, the culture, and the entrenched power of others will tend to make change by an individual extremely difficult or impossible despite their pointing out that the current way of doing things is counter-productive.

Forces:

  • People who wield local power in an organization are often afraid that any change will weaken their power.
  • Changing one part of the organization generally means that other parts must also change, at least slightly.
  • What works best for an organization must necessarily change over time because of changes in personnel, society, technology, competition, the environment, and so on.
  • Organizations typically codify the way they currently work by documenting procedures, providing training, incorporating current processes into software systems, floor layouts, and so on.
  • Each person in an organization is typically rewarded according to the performance of a small area of the organization that centers on or near them.

* People within an organization of any size will exhibit large variations in knowledge, skill, values, goals, and the resources available to them.

* In many organizations, a valid reason for continuing to do X is simply to say, “That’s the way we’ve always done it.”

* It is not considered a valid reason for change from doing X to doing Y to simply say, “We’ve never done it this way before.”

* Organizations are therefore prone to continuing along a path long after it is a fruitful, ethical, or lawful path.

Solution:

If a person wishes to change how a large organization does things, they need to find and cultivate potential allies within the organization. Allies may be people who can be convinced that the change is best for something that is best for that individual, their department, the organization as a whole, for society or for life on earth. These allies will have crucial information, power, friends, or resources to help make the change possible.

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Example: 

For two years, in the early 1980’s, I worked in the IBM Office of the Chief Scientist. My main mission was to get IBM as a whole to pay more attention to the usability of its products. No-one worked for me. I had no budget. I did, however, have the backing of the Chief Scientist, Lewis Branscomb. Among his powers, at the time, was the ability to “Non-Concur” with the proposed plans of other parts of IBM. This meant that if other IBM divisions did not have usability labs or adequate staff, the Chief Scientist could block the approval of those plans. Lewis himself was a great ally because he had a lot of personal credibility due to his brilliance. Having the power to block the plans of other divisions was also critical.

IBM at this time already had some Human Factors Labs who had done excellent work for years. However, there were large areas such as software that were mainly untested. In addition, most of IBM’s users were technical people and many of the usability tests had been done on other technical people. This had been appropriate but with the extension of computing into other areas of life, many of IBM’s “end users” were now people with little technical computer background. This included administrative assistants and clerks; even chemists, physicists, MD’s, lawyers and other people with advanced education found IBM products hard to use. None of these fairly new groups of users had typically used computers much or had been taught their use in their schooling.

I needed to find allies because the changes that were necessary to IBM were widespread. One important ally was already provided: Tom Wheeler had a similar position to mine within another corporate staff organization called “Engineering, Products, and Technology.” Tom could also get his boss to non-concur with the plans of divisions who were unwilling to “get on board” with the changes. But I needed more allies.

One obvious source of allies were the existing Human Factors Groups. Where they existed, they were typically staffed and managed by excellent people; however, they were often understaffed and often brought in near the end of the development cycle. In many cases, only their advice on “surface features” or documentation could be incorporated into the product. This was frustrating to them. They knew they could be more effective if they were brought in earlier. Often, this did happen, but typically because they had developed personal reputations and friendships (allies) within their organization. It was not mandated by the development process.

Who else would benefit from more usable IBM products? There’s a long list! A lot of “power” within IBM came from Sales and Marketing. The founder, Thomas J. Watson was himself primarily a sales and marketer. Most of the CEO’s had been from this function of the organization. Many in Sales and Marketing were beginning to see for themselves that IBM products were frustrating customers. Finding people within such organizations who were willing to stand up and “be counted” was critical. It was especially useful to find some allies in Europe who were on board with suggested changes. In many countries in Europe, there were various social and legal constraints that gave even more weight to having products that did not cause mental stress, repetitive motion injuries, eyestrain, hearing loss and so on.

In many parts of IBM, there were also “Product Assurance” organizations that required products to be tested before final release. In this case, two simple but crucial and fundamental changes needed to be made. Again, people who worked in Product Assurance wanted these changes to be made. First, we needed to convince development to work with Product Assurance earlier rather than later so that any problems would not be the cause of product announcement slippages (or ignored). Second, we needed to convince Product Assurance to test the procedures and documentation with people outside the development teams. Current practice was often for the Product Assurance people to watch people on the development team “follow” the documented process to ensure that it actually worked. The problem with this process is that language is ambiguous. The people on the development team already knew how to make the product work, so they would interpret every ambiguity in instructions in the “proper” way. IBM customers and users, however, would have no way of knowing how to resolve these ambiguities. Instead of making sure that the documentation was consistent with a successful set-up, the process was changed to see whether documentation actually resulted in a successful set-up when attempted by someone technically appropriate but outside the development team.

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People within IBM product divisions did care about budgets. Adding human factors professionals to existing labs or, in some cases, actually setting up new labs, would obviously cost money. We needed to show that they would save money, net. Some of the human factors labs had collected convincing data indicating that many service calls done at IBM’s expense were not due to anything actually being wrong with the product but instead were because the usability of the product was so bad that customers assumed it must not be working correctly. In most cases, fixing the usability of products would save far more money than the additional cost of improving the products.

In some cases, developing allies was a fairly simple business. For example, IBM had a process for awarding faculty grants for academic research relevant to its technologies and products. These were awarded in various categories. Adding a category to deal with human-computer interaction required a single conversation with the person in charge of that program. Similarly, IBM awarded fellowships to promising graduate students in various categories of research. Again, adding the category of human-computer interaction resulted from a single conversation. It should be noted that the ease of doing that resulted much more from the fact that it was known throughout the company that usability was now deemed important and the fact that I worked for the well-respected Chief Scientist than from any particular cleverness on my part.

In at least one case, an ally “fell in my lap.” Part of how I operated was to visit IBM locations around the world and give a talk about the importance of usability for IBM’s success. Generally, these talks were well-received although that did not guarantee any success in getting people to change their behavior. When I gave the talk to the part of IBM that made displays, however, I got a completely hostile reaction. It was clear that the head of the division had somehow made up his mind before I started that it was complete nonsense. I had no success whatever. Only a few months later, the head of this division got an IBM display of his own. He couldn’t get it to work! He did a complete 180 and became an important supporter, through no fault of my own. (Of course, there may have been additional arm-twisting beyond my ken).

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There were also two important, instructive, and inter-related failures in lining up my allies. First, it was very difficult to line up development managers. An IBM developer’s career depended on getting their product “out the door.” Not every product development effort that began resulted in a product being shipped. Once the product was shipped, the development manager was promoted and often went to another division. So, from the development manager’s perspective, the important thing was to get their product shipped. If it “bombed” after shipment, it wasn’t their problem. In order for the product to be shipped, it had to be forecast to make significant net revenue for IBM. No big surprise there! However, these predictions did not take into account actual sales, or the actual cost of sales, or the actual service costs, or even the actual production costs. The only thing that was really known were the development costs. So, for every additional dollar the development manager spent during development, there was one dollar added to the development costs, but also an additional dollar added to predicted service costs and predicted manufacturing costs. Moreover, there were an additional five dollars added to the predicted sales and marketing costs. If they spent an extra dollar doing usability tests, for example, it added not just one but eight dollars to estimated overall costs. Moreover, since IBM was in business to make a profit, an increase of 8 dollars in costs, meant an increase of nearly 20 dollars in projected price. This meant fewer predicted products sold.

In actuality, spending an additional dollar to improve usability of products should reduce service costs and sales and marketing costs. But that is not the formula that was used. The logic of the formula, corroborated by correlational data, was that bigger, more complex products had higher development costs and also had higher service, manufacturing and sales costs. When one compared a mainframe and a PC, this formula made sense. But when used as a decision tool by the development manager, it did not make sense. (By analogy, there is a strong correlation between the size of various species of mammals and their longevity. This, however, does not mean that you will live twice as long if you double your own body weight!).

Recall however, that the development manager’s career did not much depend on how successful the product was after release; it mainly depended on showing that they could get their product shipped. Development managers proved to be difficult to get “on board.” In some cases, despite the organizational pressures, some development managers did care about how the product did; were interested in making their products usable; did spent additional money to improve their product. Making such allies, however, relied on appealing to their personal pride of ownership or convincing them it was best for the company.

Some development managers suggested that perhaps I could get the Forecasters to change their formula so that they would be given credit for higher sales to balance the projected increase in price (and attendant reduction in sales volume forecasts). It would have been an excellent leverage point to have gotten the Forecasting function as an ally. I was not, however, sufficiently wise to accomplish this.

The organizational payoff matrix for the forecaster was quite skewed toward being conservative. If they used the existing formula and ended up thereby “killing” a product by reducing the sales forecast because of the money spent improving usability, no-one would ever find out that the forecaster might have erred. On the other hand, if I had convinced them by giving them evidence (which would necessarily be quite indirect) that the product, by virtue of its being more usable, would therefore sell many more units, there were at least two logical possibilities. First, I might be right and the product would be a success. The forecaster would have done the right thing and would keep their job (but not be likely to receive any special recognition, promotion, or raise). Second, I might be wrong (for a variety of reasons having nothing to do with usability such as unexpected competition or unexpected costs) and the product might tank. In that case, the company would lose a lot of money and the forecaster might well lose their job. While I occasionally found development managers I could convince to be allies because I could get them to value making the most excellent product over their own career, I never was able to gain any allies in the Forecasting function. In retrospect, I think I didn’t take sufficient time to discover the common ground that it would have taken to get them on board.

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Resulting Context:

Finding allies will often enable the organization to change in ways that will benefit the organization as a whole and most of the individuals and sub-groups within it. If done with the best interests of the organization in mind, it should also increase internal mutual trust.

There is a related Anti-Pattern which is finding allies, not to change the organization in a positive way, but to subvert the organization. If, instead of trying to make IBM be more effective by making its products more usable, I had tried to ruin it by finding allies who, in the process of ruining IBM would also profit personally, that would have been highly unethical. Such a process, even if it ultimately failed, would decrease internal mutual trust and decrease the effectiveness of the organization. Of course, one could imagine that some competitor of IBM (or of a government or team) might try to destroy it from the inside out by favoring the promotion of those who would put their own interests ahead of the company or its customers. Finding allies is likely to be ethical when it is for the best interests of the overall organization and all its stakeholders and if is a known initiative (as was the case for improving the usability of IBM products).

References: 

https://gps.ucsd.edu/faculty-directory/lewis-branscomb.html

Branscomb, L. and Thomas, J. (1984). Ease of use: A system design challenge. IBM Systems Journal, 23 (3), pp. 224-235.

Thomas, J. (1984) Organizing for human factors. In Y. Vassilou (Ed.) Human factors and interactive computing systems. Norwood, NJ: Ablex.

Thomas, J.C. (1985). Human factors in IBM. Proceedings of the Human Factors Society 29th Annual Meeting.  Santa Monica, CA: Human Factors Society. 611-615. 

——————————————————

Author Page on Amazon: https://www.amazon.com/author/truthtable

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