Archive for the ‘Consulting’ Category
Zen and the art of project communication
Introduction
There is a curious disconnect between the theory and practice of project management: the former is epitomized by various BOKs and methodologies which lay out a rational framework for managing projects whereas the latter is the reality that project managers experience when they are immersed in the day-to-day activities associated with managing projects.
Although most organisations would claim that they have implemented a project management methodology of some sort, the actual day to day work of a project often proceeds with a logic of its own. Moreover, the requirements imposed by methodologies may even obstruct the progress of a project: it is not uncommon to hear of situations in which project managers and teams had to bypass their organisation’s processes in order to get things done.
The reason for this is not hard to find: projects – and indeed, organisations – are often faced with unexpected and unforeseen events. Typically, responses to such events have to be improvised, not planned. Although planners are expected to factor in uncertainty, what is not known cannot be foreseen. As we all know from experience, the future always manages to escape our carefully laid plans.
In this post I argue that the traditional (rational) mode of project communication – involving artifacts such as business cases, plans and status reports – is lacking when one has to deal with uncertainty. Instead of communication based on rationality (or arguments based on facts), an alternate mode that focuses on rhetoric (arguments based on values and emotions) may sometimes be more fruitful.
[Aside: in a strict sense of the term, rationality is a form of rhetoric, but in this article I’ll consider the latter term as applying to values and emotions.]
Shortcomings of “rational” project communication
Traditional project communication tends to be more about conveying information rather than encouraging debate. Specifically, project-related communications, be they verbal or written, emphasise facts and numbers rather than emotions and feelings. For example, a status report may convey the status of the project in terms of milestones achieved or figures such as percent complete. Moreover, even though a project manager may highlight qualitative information such as risks, he or she will do so in a way that assures the recipients that the assessments have been made in an objective manner. In short, project communications reflect the scientific-rational basis of project management itself.
In view of the above, it is no surprise that project communications tend to assume that the future can be predicted on the basis of clear cause-effect relationships. For example, project plans describe future deliverables that will be the outcome of certain planned actions. Indeed, that’s the whole rationale behind implementing project management processes – they are supposed to ensure that, if implemented right, the objectives will be achieved “on budget and on time” as envisaged.
That’s great in theory, but theory is good only for the classroom. As most of us know from experience, reality is messy: stuff happens; things turn unexpected in a thousand and one different ways. In short, our projects escape our plans.
How do people deal with this messiness? Closer home: what do you do when your project takes an unexpected turn south?
In such situations it is not unusual to feel that the seemingly rational edifice on which your project is based is not so sound after all. You may therefore be forced to examine the assumptions that you have taken for granted. Consequently, you may ask yourself questions such as:
Is my approach sound?
Am I doing the project right?
Or, even more basic: am I doing the right project?
It is difficult to answer questions with any certainty, particularly when the future events are yet to unfold. You need to make a decision, but to do so you need to get everyone on the same page. This is difficult to do because when facts are few, everyone seems to have a different opinion about what the “true” problem is and how it should be tackled. Some may even believe there is no problem at all.
A role for rhetoric
As we all know from experience, most people are attached to their opinions. It is going to take more than a logical argument to convince them to change their minds. Moreover, in situations of uncertainty and ambiguity, facts and numbers are scarce, and always prone to being contested by some recalcitrant stakeholders. So one has to work with opinions that are based on values and emotions rather than objective facts.
When one is attempting to convince people about something that depends on values rather than facts, the words and language constructs one uses are all important. That’s where rhetoric or the “art of debate” comes into its own. According to Wikipedia:
Rhetoric is the art of discourse, an art that aims to improve the facility of speakers or writers who attempt to inform, persuade, or motivate particular audiences in specific situations.
Of course, glib talkers (expert rhetoricians!) are often wrong, so it would be unwise accept rhetoric uncritically. One has to subject rhetorical arguments to scrutiny just as one would with any argument. The value of rhetoric, however, is that it gets people thinking along lines that they may not have considered otherwise.
In the present day, rhetoric has acquired a negative connotation because it is often used for dubious ends – for example, demagogues use it to whip up emotions and (some) politicians to vilify others. But conversely it might also motivate people to come up with creative ways out of difficult or even impossible situations. Some of the most inspiring and world-changing speeches in history are masterpieces of rhetoric (Martin Luther King’s, I have a dream being one that comes to mind)
…and so, to conclude
Most of us don’t want to change the world, we just want to get on with our jobs. My aim in this essay was to suggest the mode of communication that we have been programmed to use may not always be appropriate There is an alternative that may sometimes be better. Rhetoric isn’t just for lawyers and politicians; it has its place in the day to day work of managing projects. The “complete” project manager– if such a person exists –knows that there is no contradiction in this and, more important, tacitly recognizes when a particular mode of communication is appropriate.
…and in case you are wondering what on earth this has to do with Zen philosophy, the answer is: quite possibly, nothing at all.
The paradoxes of organisational change
Introduction
It is a truism that organisations are in a constant state of change. It seems that those who run organisations are rarely satisfied with the status quo, and their unending quest to improve products, performance, sales or whatever makes change an inescapable fact of organizational life.
Many decision makers and managers who implement change take a somewhat naïve view of the process: they focus on what they want rather than all the things that could happen. This is understandable because change projects are initiated and plans made when all the nitty-gritty details that may cause problems are not yet in view. Given that it is impossible to surface all significant details at the start. is there anything that decision-makers and managers can do to address the inevitable ambiguity of change?
One of the underappreciated facets of organizational change is that it is inherently paradoxical. For example, although it is well known that such changes inevitably have unintended consequences that are harmful, most organisations continue to implement change initiatives in a manner that assumes complete controllability with the certainty of achieving solely beneficial outcomes.
It is my contention that an understanding of the paradoxes that operate in the day-to-day work of change might help managers in developing a more realistic picture of how a change initiative might unfold and some of the problems that they might encounter. In this post, I look at the paradoxes of organizational change drawing on a paper entitled, The social construction of organizational change paradoxes.
Paradoxes are social constructs
More often than not, the success of an organizational change hinges on the willingness of people to change their attitudes, behaviour and work practices. In view of this it is no surprise that many of the difficulties of organizational change have social origins.
Change makes conflicting demands on people: for example, managerial rhetoric about the need to improve efficiency is often accompanied by actions that actually decrease it. As a result, many of the obstacles to change arise from elements that seem sensible when considered individually, but are conflicting and contradictory when taken together. This results in paradox. As the authors of the paper state:
We propose that paradox is constructed when elements of our thoughts, actions and emotions that seemed logical when considered in isolation, are juxtaposed, appearing mutually exclusive. The result is often an experience of absurdity or paralysis.
Again it is important to note that change-related paradoxes have social origins – they are caused by the actions of certain individual or groups and their effects or perceived effects on others.
Paradoxes of organizational change
The authors describe three paradoxes of organizational change: paradoxes of performing, belonging and organizing. I describe each of these below, but before I do so, it is worth noting that paradoxes are often exacerbated by people’s reactions to them. In particular, those affected by a change tend to interpret it using frames of reference that accentuate negative effects. For example, employees may view a change initiative as a threat rather than an opportunity to improve performance. Paradoxically, their perceptions may become a self-fulfilling reality because their (negative) reactions to the change may reinforce its undesirable effects.
That said let’s look at the three paradoxes of organizational change as described in the paper.
Paradoxes of performing
A change initiative is invariably accompanied by restructuring that results in wholesale changes in roles and responsibilities across the organisation. Moreover, since large-scale changes take a long time to implement, there is a longish transition period in which employees are required to perform tasks and activities associated with their old and new roles. During this period, employees may have to deal with competing, even conflicting demands. This, quite naturally, causes stress and anxiety.
Paradoxes of performing relate to contradictions in employees’ self understanding of their identities and roles within the organisation. As such, these paradoxes are characterized by mixed messages from management. As the authors state, people faced with such paradoxes often express feelings of rising frustration with/distrust of management, doubt (inability to choose) or nihilism (futility of choice). This paradox isparticularly common when organisations transition from a traditional (functional) management hierarchy to a matrix structure.
Paradoxes of belonging
Another consequence of organizational restructuring is that old hierarchies and workgroups are replaced by new ones. Adjusting to this requires employees to shift allegiances and develop new work relationships. Leaving the safety of a known group can be extremely stressful. Moreover, since the new structures are rarely defined in detail, at least at the start, there is a great deal of ambiguity as to what it really stands for. It is no surprise, therefore, that some employees attempt to maintain the status quo or even leave while others benefit from the change.
At the heart of this paradox is a double bind where a desire to maintain existing relationships competes with the realization that it is necessary to develop new ones. People react to this differently, depending on their values, motivations and (above all) their ability to deal with ambiguity. Inevitably, such situations are characterized by antagonistic attitudes that accentuate differences and/or peoples’ defensive attitudes that provoke defensiveness in others.
Paradoxes of organizing
The fact that organisations consist of people who have diverse backgrounds, motivations and interests suggests that the process of organizing – which, among things, involves drawing distinctions between groups of people based on their skills – is inherently paradoxical. The authors quote a couple of studies that support this contention. One study described how, “friendly banter in meetings and formal documentation [promoted] front-stage harmony, while more intimate conversations and unit meetings [intensified] backstage conflict.” Another spoke of a situation in which, “…change efforts aimed at increasing employee participation [can highlight] conflicting practices of empowerment and control. In particular, the rhetoric of participation may contradict engrained organizational practices such as limited access to information and hierarchical authority for decision making…”
As illustrated by the two examples quoted in the prior paragraph, a manifestation of a paradox of organizing is that the (new) groups created through the process of organizing can accentuate differences that would not otherwise have mattered. These differences can undermine the new structures and hence, the process of organizing itself.
As the authors suggest, paradoxes of organizing are an inevitable side effects of the process of organizing. The best (and perhaps the only) solution lies in learning to live with ambiguity.
Conclusion
In the end, the paradoxes discussed above arise because change evokes feelings of fear, uncertainty and doubt within individuals and groups. When such emotions dominate, it is natural that people will not be entirely open with each other and may do things that undermine the aims of the change, often even unconsciously.
An awareness of the paradoxes of organizing may tempt one to look for solutions. For example, one might think that they might be resolved by “better communication” or “more clarity regarding expectations and roles.” This is exactly what professional “Change Managers” have (supposedly) been doing for years. Yet these paradoxes remain, which suggests that they are natural consequences of change that cannot be “managed away”; those who must undergo the process of change must also suffer the angst and anxiety that comes with it. If this is so, the advice offered by the authors in the final lines of the paper is perhaps apposite. Quoting from Mihalyi Czikszentmihalyi’s book Finding Flow, they state:
Act always as if the future of the universe depended on what you did, while laughing at yourself for thinking that whatever you do makes any difference . . . It is this serious playfulness, this combination of concern and humility, that makes it possible to be both engaged and carefree at the same time.
…and that is perhaps the best advice I have heard in a long time.
A consulting tragedy in five limericks
The consultant said, “be assured,
my motives are totally pure.
I guarantee
my inflated fee
is well worth my ‘best practice’ cure.”
Although it was too much to pay,
this argument carried the day:
consultants hired
can always be fired
and assigned much of the blame.
After the contract was signed,
only then did the client find
the solution bought
would definitely not
help leave their troubles behind.
Cos’ the truth was plain to see,
the ‘best practice’ methodology
had only led
to the overhead
of a ponderous bureacracy.
The shock, the horror, the pain-
all that money and effort in vain,
but the tragedy
is the powers that be
would do it all over again.
Eight to Late 