by Rick Brenner
In this part of our exploration of nonlinear work, we consider the effects of interactions between the internal elements of an effort, as distinguished from the effects of external changes. Many of the surprises we encounter in projects arise from internals.
Dunlin flock at Nelson Lagoon, Alaska. Flocks of birds, schools of fish, and swarms of insects, among many other biological groups, exhibit a behavior called swarming. Swarms seem to act in perfect if mysterious coordination. Swarms have no designated leader and no pre-defined global plan. Their behavior is emergent — a group improvisation. As humans, we like to believe that when we act in concert, we usually follow a leader or a plan. My own guess is that much of our group behavior is more like swarming than not. If it is like swarming, then the behavior of projects that seem ungovernable might be a bit less mysterious.
Recent research is beginning to explain how flocks coordinate their behavior. See Biro, et. al., "Hierarchical group dynamics in pigeon flocks," Nature 464, 890-893 (8 April 2010), or listen to the story by National Public Radio, "Backpacked Birds Reveal Who's The Boss." Photo courtesy U.S. Geological Survey.
If we think of a project and its people as a system, we can regard as external inputs the project charter, the project's requirements, and its resources. Changes in these inputs produce changes in the project's outputs. Consternation and frustration arise when changes in the outputs violate our expectations with respect to changes in the inputs.
As we've seen, nonlinear work doesn't always obey the superposition principle. That is, the result of two sets of inputs acting together is not always equal to the sum of the results of each input acting separately. This failure is one reason why our predictions of project results are so wrong so often.
Internal interactions within the project can provide another reason for our frustration. Here are three examples of internal interactions whose effects can dominate the effects of any change in project inputs.
- In the course of development, the project team might discover something that nobody knew or understood before work began. It might be an unanticipated obstacle (bad news), or a wonderful new opportunity (possible good news). Sometimes these discoveries lead to changes in requirements, even though no external agent sought a change in requirements. Whatever the discovery is, it can affect both project performance and project outcomes. And with alarming frequency, these effects can be far larger than the effect of any changes anyone — customer, manager, executive, regulator, marketer — might impose on the project. From this perspective, such changes come from nowhere.
- In complex The only real surprise in any
project would be the
absence of surprisessystems, emergence happens when many small identical elements of the system organize themselves into coherent behavior. For example, the organized movement of a school of fish is emergent behavior. Emergent phenomena are also observable in projects or portfolios of projects. When one task encounters difficulty, the consequences of that difficulty can propagate across the project, with the result that many other tasks find themselves in similar straits, resulting in a form of gridlock. This can happen at any time, in the absence of any external stimulus.
- Outputs can change even when inputs don't
- Even when none of the inputs have changed, mistakes, miscommunications, insights, and creativity can cause the outputs to develop along paths that differ from what anyone expected. This happens because the system contains more internal degrees of freedom than those that are specified by the inputs. We tend to call these unexpected changes "surprises," but the only real surprise in any project would be the absence of surprises.
Nonlinear work is frustrating not so much because it is nonlinear, but because we insist on believing that it is linear. We consider a project most successful when it behaves according to our expectations: no discoveries, no emergence, and outputs fully determined by inputs. It's a nice fantasy, but it's a fantasy nonetheless. First in this series Top Next Issue
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More articles on Project Management:
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- Here's part one of a list of films and videos about project teams that weren't necessarily meant to be about project teams. Most are available to borrow from the public library, and all are great fun.
- See No Evil
- When teams share information among themselves, they have their best opportunity to reach peak performance. And when some information is withheld within an elite group, the team faces unique risks.
- My Right Foot
- There's nothing like an injury or illness to teach you some life lessons. Here are some things I learned recently when I temporarily lost some of my independence.
- Seven Ways to Get Nowhere
- Ever have the feeling that you're getting nowhere? You have the sense of movement, but you're making no real progress towards the goal. How does this happen? What can you do about it?
- Scope Creep and Confirmation Bias
- As we've seen, some cognitive biases can contribute to the incidence of scope creep in projects and other efforts. Confirmation bias, which causes us to prefer evidence that bolsters our preconceptions, is one of these.
See also Project Management for more related articles.
Forthcoming Issues of Point Lookout
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- Disagreeing with the majority in a meeting, or in some cases, merely disagreeing with the Leader, can lead to isolation and other personal difficulties. Here is Part II of a set of tactics used by Leaders who choose not to tolerate differences of opinion, emphasizing the meeting context. Available here and by RSS on December 2.
- And on December 9: Clearing Conflict Fog
- At times, groups can become so embroiled in destructive conflict that conventional conflict resolution becomes ineffective. How does this happen? What can we do about it? Available here and by RSS on December 9.
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- Managing in Fluid Environments
- Most people now work in environments that can best be characterized as fluid, because they're subject to continual change. We never know whats coming next. In such environments, managing — teams, projects, groups, departments, or the enterprise — often entails moving from surprise to surprise while somehow staying almost on track. It's a nerve-wracking existence. This program provides numerous tools that help managers who work in fluid environments. Read more about this program. Here's an upcoming date for this program:
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