Mutual Admiration Society

Be careful what you hear, it may not have been what was said (or what was meant).

I just finished Malcolm Gladwell's wonderful podcast series "Revisionist History".  There are many interesting threads through the various episodes, but the big meta-theme that loomed large for me was the danger of confirmation bias.  I think it was the second episode  (the one about Saigon) that really hit on the issue.  It is worth the listen.

This problem is giant when you're building a business model.  It is very hard to keep somebody in the room who honestly thinks your idea is stupid, but that person is essential.  I'm not talking about some devil's advocate who will throw out half-baked objections before rolling over and giving you a false sense of accomplishment.  I mean somebody who really thinks the idea won't work and is willing to try hard to articulate why.

"Oh, you're so smart and your new business idea can't fail!"

What comes naturally is that you will find somebody else who is enthusiastic about your idea and will be supportive.  Often this is somebody you already know, and probably you're on friendly terms. After all, that's why you brought the idea to her in the first place.  She'll talk up how great your idea is and you'll recognize what a genius she is for liking your idea.  The two of you will add more friends until you've built up a real, proper mutual admiration society around self-love as represented in lavish praise for one another's brilliance.

"We're all so smart and funny and we're all going to be super-successful!!"

This is great when you're starting out!  Everybody except the most ruthlessly anti-social people need external approval of some kind.  The trick is knowing when it is time to stop bolstering your confidence and adding good news and start sorting out the potential problems, doing your pre-mortems with serious abandon and sorting out the real contingency plans.

At that point, it's essential to realize that sometimes the smartest people in the room are the ones who are willing to say "I don't get it" and your best friends are the ones who are willing to say "that's stupid."

Management Fail!

A developer in my org came to me with a technical question she was working on puzzling out around something we call "Decision Units" in portfolio.  Decision units itself is a topic worth its own post, and not really important here, but the gist of it boiled down to this:

Her: "We have a problem handling decision units that exist in multiple business units, where analysts in different groups aren't aware of all of the logic relationships that might exist for that project."

Me: "What's the problem?"

Her: "Well, the way we're handling things right now, if anybody makes a change to the logical relationships for a given project --if they add a dependency or some sort of optional relationship or anything-- it will wipe out all the stored values for that project.  Worse yet, the analyst who loaded them before won't know they were wiped out, and when they go back to load them again, there will be a bunch of new alternatives there that they never heard of!"

Me: "That is a problem!  What do you think we can do about it?"

She gave me a good explanation of the issue that indicated she understood both the technical character of the problem and the business character of the problem. 

She really had her head around the thing.  She then delivered a very technical, possible solution that involved setting some flags and having users determine several things in advance and some other business rules around the process flow.

Me: "I think we can do something simpler.  Here's what I think..."

And then I went on to sort of brainstorm out a couple of default states and business rules that eliminated most of the possible sources of trouble.  Lastly, I sketched out an approach that would handle the last situations elegantly and simply and without requiring the users to do anything they weren't already doing.

Her: "Wow! That was really great!  I'm glad I came to you.  Here I was, thinking of something super-complicated and all I needed was to talk to you and you had a simple answer right away!  Thanks!"

I felt pretty good about myself for a few minutes and then realized I had totally failed her as a manager.

With a little coaching I'm pretty sure that she could have come with the answer on her own.  Maybe a few questions, or at the very least I could have structured the conversation more collaboratively.  I sort of pontificated how I think it should work and we were done.  My developer was left maybe feeling good about my skills, but probably a little less confident in her own.  That's a big fail as a manager.

this is a clever metaphor!

I think this sort of thing is why it's very hard for managers to make those "Career Pipeline" transitions from independent contributor (IC) to manager.  We build up these technical skills and are rewarded for them, and often they become a source of pride and self-worth.  When problems come along that are in the sweet spot, we think immediately of a fix.  We miss the chance to do our new job, which is coach the person bringing the problem as they figure out a fix.