On Readiness

In his presentation on Enterprise Agility at the SCiO meeting yesterday, Patrick Hoverstadt introduced the concept of Yarak.

In falconry, the word Yarak describes a trained hawk that is fit and in a proper condition for hunting. According to the Oxford Dictionary, the word entered the English language in the 19th century, perhaps from Persian yārakī ‘strength, ability’ or from Turkish yaraǧ ‘readiness’.

Patrick explained that Yarak involves a balance between two forces – motivation and strength. The falcon has to be hungry enough to want to hunt, and strong enough to hunt effectively. So the falconer has to get the balance right: too little food and the creature cannot hunt, too much food and it can’t be bothered.

When I talk to people about building organizational intelligence in their own organizations, I hear two forms of resistance. One is that the organization has so little inherent intelligence at present that the task is daunting; the other is that the bosses wouldn’t want it.

When I take examples from glamorous high-tech companies like Microsoft and Google, this can provoke a somewhat fatalist reaction. People say: This kind of intelligence may be all very well for these hi-tech birds of prey, but ordinary companies like us simply don’t have the resources or capability to do any of this stuff. 

So it’s important to see examples from ordinary companies as well as from the glamorous ones. Every company has some intelligence, although it may be patchy, fragmented and inconsistent. So we need to find ways of linking and leveraging this intelligence to create a positive spiral of improvement.

As for the question of motivation, there will still be many organizations where the senior management team, perhaps lacking confidence in its own intelligence, will lack enthusiasm for developing intelligence across the rest of the organization. This may be a generation thing – the younger generation of management may be much more comfortable with new styles of management (such as “Theory Y”) as well as with social networking and other technologies.

Does this mean we have to wait for a generation, until the current bosses have shuffled off to the golf course or the Caribbean cruise? Not if the organization can start to develop intelligence in a bottom-up piecemeal fashion. In which case, what matters is the motivation and strength of the people and groups across the organization, and not just the motivation and strength of the bosses. Can we achieve some useful results without top-down support?

On Readiness

In his presentation on Enterprise Agility at the SCiO meeting yesterday, Patrick Hoverstadt introduced the concept of Yarak.

In falconry, the word Yarak describes a trained hawk that is fit and in a proper condition for hunting. According to the Oxford Dictionary, the word entered the English language in the 19th century, perhaps from Persian yārakī ‘strength, ability’ or from Turkish yaraǧ ‘readiness’.

Patrick explained that Yarak involves a balance between two forces – motivation and strength. The falcon has to be hungry enough to want to hunt, and strong enough to hunt effectively. So the falconer has to get the balance right: too little food and the creature cannot hunt, too much food and it can’t be bothered.

When I talk to people about building organizational intelligence in their own organizations, I hear two forms of resistance. One is that the organization has so little inherent intelligence at present that the task is daunting; the other is that the bosses wouldn’t want it.

When I take examples from glamorous high-tech companies like Microsoft and Google, this can provoke a somewhat fatalist reaction. People say: This kind of intelligence may be all very well for these hi-tech birds of prey, but ordinary companies like us simply don’t have the resources or capability to do any of this stuff. 

So it’s important to see examples from ordinary companies as well as from the glamorous ones. Every company has some intelligence, although it may be patchy, fragmented and inconsistent. So we need to find ways of linking and leveraging this intelligence to create a positive spiral of improvement.

As for the question of motivation, there will still be many organizations where the senior management team, perhaps lacking confidence in its own intelligence, will lack enthusiasm for developing intelligence across the rest of the organization. This may be a generation thing – the younger generation of management may be much more comfortable with new styles of management (such as “Theory Y”) as well as with social networking and other technologies.

Does this mean we have to wait for a generation, until the current bosses have shuffled off to the golf course or the Caribbean cruise? Not if the organization can start to develop intelligence in a bottom-up piecemeal fashion. In which case, what matters is the motivation and strength of the people and groups across the organization, and not just the motivation and strength of the bosses. Can we achieve some useful results without top-down support?

Antifragile (or maybe Liquid) Organizations

Following a tweet from Tom Graves, I came acoss this article:
http://continuousdelivery.com/2013/01/on-antifragility-in-systems-and-organiz…
It resonates with a number of my earlier posts:
http://servicefab.blogspot.hk/2009/06/balancing-reliabi…

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Can it get any Worse?

A little time back, I’m being deliberately vague which is a sin for an architect, to avoid embarrassing the presenter it’s not their fault. I had the somewhat dubious pleasure of attending a vendor briefing. The vendor in question had just been acquired by a very big software company and was on a road trip […]

Enterprise Architecture Roadmap for success: Adopting an open approach to Enterprise Architecture

<p style=”line-height: 18.99147605895996px;”><span style=”font-size: 11px; line-height: 19px;”>This is the fifth posting in our “EA Roadmap for success” series. In this posting we zoom in on the use of an </span><em style=”font-size: 11px; line-height: 19px;”>Open</em><span style=”font-size: 11px; line-height: 19px;”> approach to enterprise architecture.</span></p><p style=”line-height: 18.99147605895996px;”> </p><div class=”captionImage left” style=”width: 600px;”><img class=”left” src=”http://www.bizzdesign.com/assets/BlogDocuments-2/_resampled/resizedimage600375-Enterprise-architecture-roadmap.png” alt=”Enterprise Architecture Roadmap” title=”Enterprise Architecture Roadmap” width=”600″ height=”375″/><p class=”caption”>Enterprise Architecture Roadmap</p></div><h2>Frameworks and approaches?</h2><p style=”line-height: 18.99147605895996px;”>One of the key challenges of getting started with enterprise architecture (EA) is to agree on goals for the EA practice, and subsequently to find and agree on a framework / approach / method that helps the organization to realize those goals.</p><p style=”line-height: 18.99147605895996px;”>In the early days of EA (1990’s and the early 2000’s), we saw many organizations growing their own approaches and frameworks. By working with business sponsors, architects experimented with different processes for EA, frameworks to structure EA products, modeling languages and notation and so on.</p><p style=”line-height: 18.99147605895996px;”>While this worked well in the ‘old days’, many best practices have emerged and ultimately led to the major frameworks / approaches / methods we see today: ArchiMate, TOGAF, IAF, Zachman, DYA, and so on.  Some of these are ‘general purpose’, while others (e.g. MODAF/DODAF) appear to be particularly useful in a single branch.</p><h2>Build or Adopt? Open or closed?</h2><p style=”line-height: 18.99147605895996px;”>While organizations in theory face a choice of ‘build or adopt’ where it comes to frameworks, we see that many chose the latter. With all the experiences and best practices that have been developed, most organizations realize that there is little point in re-inventing the wheel all over again.</p><p style=”line-height: 18.99147605895996px;”>The question that remains, then, is this: do we adopt an open approach, or a proprietary / closed approach?</p><p style=”line-height: 18.99147605895996px;”>This question can be answered on many different levels. One could argue that “open vs closed” doesn’t really matter, as long as the selected framework does what it is supposed to do. While this may seem true at first glance, we do believe that there is a lot to be said about principally going for an open approach. The main advantages here are as follows:</p><ul><li>Know what you will get: all details about open frameworks tend to be available in the public domain.</li><li>Choose your partners: because the frameworks are in the public domain, you’ll often be able to select which vendor can help you get started – if needed at all. Along the same lines: if the vendor doesn’t deliver what was requested, switching is easier.</li><li>Get involved: perhaps most importantly, if the framework is lacking in certain areas, organizations can often join and publish their own best practices, furthering the framework for all other users.</li></ul><h2>Adopt as-is, or tailor to specific needs?</h2><p style=”line-height: 18.99147605895996px;”>To conclude this posting: there is one more choice that organizations have to make when adopting a framework, be it an open or a closed/ proprietary one: should we adopt the framework as is, or tailor it to our needs?</p><p style=”line-height: 18.99147605895996px;”> </p><div class=”captionImage left” style=”width: 348px;”><img class=”left” src=”http://www.bizzdesign.com/assets/BlogDocuments-2/Enterprise-architecture-framework.png” alt=”Enterprise Architecture Framework” title=”Enterprise Architecture Framework” width=”348″ height=”400″/><p class=”caption”>Enterprise Architecture Framework</p></div><p style=”line-height: 18.99147605895996px;”>The best practice here is simple: pick and choose! Most approaches explicitly recommend users to tailor the framework to organizational needs. In TOGAF this is being done as part of the <em>preliminary phase</em>.  While TOGAF recommends that certain parts <em>not</em> to be skipped, it is of course entirely up to the individual organization to decide what is useful and what is not!</p><h2>Next posting</h2><p style=”line-height: 18.99147605895996px;”>If you’d like to know more, please contact the authors directly at <a title=”b.vangils@bizzdesign.com” href=”mailto:b.vangils@bizzdesign.com”>b.vangils@bizzdesign.com</a> / <a title=”s.vandijk@bizzdesign.com” href=”mailto:s.vandijk@bizzdesign.com”>s.vandijk@bizzdesign.com</a>, or leave a comment. The next post in this series covers project based implementation of EA. It is scheduled to be posted on January 29. </p>

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How to make change happen in government

Steve Hilton, David Cameron’s one-time policy adviser currently on mid-term sabbatical in California, has given Stanford students some frank insights into the workings of Government.

  • The Prime Minister sometimes opposes the measures his own ministers put forward. He often finds out about these policies from the radio or newspapers.
  • Only 30 per cent of what the government is doing is actually delivering what we are supposed to be doing.
  • It’s a brilliant system for paper-shuffling people to be in control.  The bureaucracy masters the politicians.

I just wanted to make a few comments about collective intelligence and the role of the policy adviser.

Some Prime Ministers and Presidents have had an extraordinary ability to get through large quantities of paperwork and master the critical points. Cameron has many strengths as a leader, but this doesn’t seem to be one of them. As a consequence of this, he is effectively leaving journalists to perform a filtering function – thus he pays attention to an issue only when it is drawn to his attention by the media, and of course, this delayed attention may cause some irritation or embarrassment sometimes. Perhaps a more diligent policy adviser should have picked up some of these issues earlier?

In the system we may infer from Hilton’s description, journalists are not only performing a filtering function but also a sensemaking function. There is clearly a difference between the way a policy looks in some bundle of government papers and how it looks when it appears in the media. Again, we might have expected a diligent policy adviser to have anticipated how policies would appear to the public.

But it seems that the politicians and their advisers don’t control the volume of paperwork they are given to wade through. In his seminar, Hilton dramatically produced a pile of paper one foot high (representing four days committee output), prompting gasps from students. “The idea that a couple of political advisers read through all this and spot things that are bad, things that are contradictory, is just inconceivable”, pleads Hilton.

Of course it is, say members of the previous government including Damian McBride, Gordon Brown’s former political press secretary. Which is why the previous government had a greater number of political advisers, and a coordination process (known as the “grid”) allocating a manageable number of pages to each. McBride acknowledges that the grid sometimes resulted in leaks to journalists, and suggests that Hilton may have downgraded the grid in order to reduce these leaks, but argues that the grid was a key mechanism for effective government and that the problems Hilton complains about are an inevitable consequence of abandoning this mechanism.

It may also be a consequence of regarding the civil service as a malignant force, trying to pull the wool over the politicians’ eyes. (This was a great theme in the original “Yes Minister” series, but has turned into a tired joke in the 2013 series.) Edward Pearce stands up for the independence of the civil service, and complains that it is Hilton who is unrepresentative and unelected.

When Hilton talks about “delivering what we are supposed to be doing”, this presumably refers to some kind of top-down strategic plan, formulated before the election and presented in the manifesto. But this raises some important questions about the relationship between strategy and execution, and the possibility for strategies to emerge and evolve during execution.

Which in turn raises some questions about government as a learning system. Recent governments (including Blair’s New Labour) have had a focus on delivery, which emphasizes single-loop learning – getting better at achieving a fixed set of goals. However, this has to be balanced against double-loop learning – changing the goals to fit changing circumstances.

In an earlier analysis of New Labour and Delivery, two MORI analysts argued that delivery and achievement was at least partially subjective and rhetorical.

  • “Delivery” is not keeping your promises, it is convincing the public that you have kept your promises.
  • What matters is not what you promise, but what the public understands by those promises, and what expectations they arouse.

Hilton clearly agrees about the importance of external communication. He encourages his students to think about how policies can be “branded”, and suggests that policies often fail not because they weren’t very good policies in the first place but because they are poorly presented. That might be true, but it is also a common excuse: politicians genererally find it easier to admit to errors in presentation than to errors in policy.

Which part of this ecosytem has the longest memory?  Presumably the civil servants. And which part has the shortest memory? With some honourable exceptions, probably the media. According to one theory of change, when there are several subsystems operating on different timescales, it is the slowest system that controls the whole. And the Purpose Of the System Is What It Does.


Roger Mortimore and Mark Gill, New Labour and Delivery (IPSOS MORI May 2004)

PM’s aide exposes No 10’s lack of control (Sunday Times, 13 January 2013) (subscription)

John Harlow and Eric Kiefer, Shoes off, feet up, the dude lifts lid on No 10 (Sunday Times, 13 January 2013)

Patrick Hennessy, David Cameron finds out about policies from the newspapers, reveals Steve Hilton (The Telegraph 13 January 2013)

Damien McBride, Whither the Grid? (13 January 2013) Why did the Grid Wither? (14 January 2013)

Edward Pearce, The Unelected (LRB 25 January 2013)

James Tapsfield, Prime Minister often finds out about policies from the radio or newspapers, says former advisor Hilton (The Independent 13 January 2013)

Richard Veryard (ed), Fragile Strategy or Fragile Execution (Storify, December 2012)

Nicholas Watt, David Cameron’s ex-policy guru Steve Hilton criticised over policy remarks (Guardian, 13 January 2013)

updated 25 January 2013

How to make change happen in government

Steve Hilton, David Cameron’s one-time policy adviser currently on mid-term sabbatical in California, has given Stanford students some frank insights into the workings of Government.

  • The Prime Minister sometimes opposes the measures his own ministers put forward. He often finds out about these policies from the radio or newspapers.
  • Only 30 per cent of what the government is doing is actually delivering what we are supposed to be doing.
  • It’s a brilliant system for paper-shuffling people to be in control.  The bureaucracy masters the politicians.

I just wanted to make a few comments about collective intelligence and the role of the policy adviser.

Some Prime Ministers and Presidents have had an extraordinary ability to get through large quantities of paperwork and master the critical points. Cameron has many strengths as a leader, but this doesn’t seem to be one of them. As a consequence of this, he is effectively leaving journalists to perform a filtering function – thus he pays attention to an issue only when it is drawn to his attention by the media, and of course, this delayed attention may cause some irritation or embarrassment sometimes. Perhaps a more diligent policy adviser should have picked up some of these issues earlier?

In the system we may infer from Hilton’s description, journalists are not only performing a filtering function but also a sensemaking function. There is clearly a difference between the way a policy looks in some bundle of government papers and how it looks when it appears in the media. Again, we might have expected a diligent policy adviser to have anticipated how policies would appear to the public.

But it seems that the politicians and their advisers don’t control the volume of paperwork they are given to wade through. In his seminar, Hilton dramatically produced a pile of paper one foot high (representing four days committee output), prompting gasps from students. “The idea that a couple of political advisers read through all this and spot things that are bad, things that are contradictory, is just inconceivable”, pleads Hilton.

Of course it is, say members of the previous government including Damian McBride, Gordon Brown’s former political press secretary. Which is why the previous government had a greater number of political advisers, and a coordination process (known as the “grid”) allocating a manageable number of pages to each. McBride acknowledges that the grid sometimes resulted in leaks to journalists, and suggests that Hilton may have downgraded the grid in order to reduce these leaks, but argues that the grid was a key mechanism for effective government and that the problems Hilton complains about are an inevitable consequence of abandoning this mechanism.

It may also be a consequence of regarding the civil service as a malignant force, trying to pull the wool over the politicians’ eyes. (This was a great theme in the original “Yes Minister” series, but has turned into a tired joke in the 2013 series.) Edward Pearce stands up for the independence of the civil service, and complains that it is Hilton who is unrepresentative and unelected.

When Hilton talks about “delivering what we are supposed to be doing”, this presumably refers to some kind of top-down strategic plan, formulated before the election and presented in the manifesto. But this raises some important questions about the relationship between strategy and execution, and the possibility for strategies to emerge and evolve during execution.

Which in turn raises some questions about government as a learning system. Recent governments (including Blair’s New Labour) have had a focus on delivery, which emphasizes single-loop learning – getting better at achieving a fixed set of goals. However, this has to be balanced against double-loop learning – changing the goals to fit changing circumstances.

In an earlier analysis of New Labour and Delivery, two MORI analysts argued that delivery and achievement was at least partially subjective and rhetorical.

  • “Delivery” is not keeping your promises, it is convincing the public that you have kept your promises.
  • What matters is not what you promise, but what the public understands by those promises, and what expectations they arouse.

Hilton clearly agrees about the importance of external communication. He encourages his students to think about how policies can be “branded”, and suggests that policies often fail not because they weren’t very good policies in the first place but because they are poorly presented. That might be true, but it is also a common excuse: politicians genererally find it easier to admit to errors in presentation than to errors in policy.

Which part of this ecosytem has the longest memory?  Presumably the civil servants. And which part has the shortest memory? With some honourable exceptions, probably the media. According to one theory of change, when there are several subsystems operating on different timescales, it is the slowest system that controls the whole. And the Purpose Of the System Is What It Does.


Roger Mortimore and Mark Gill, New Labour and Delivery (IPSOS MORI May 2004)

PM’s aide exposes No 10’s lack of control (Sunday Times, 13 January 2013) (subscription)

John Harlow and Eric Kiefer, Shoes off, feet up, the dude lifts lid on No 10 (Sunday Times, 13 January 2013)

Patrick Hennessy, David Cameron finds out about policies from the newspapers, reveals Steve Hilton (The Telegraph 13 January 2013)

Damien McBride, Whither the Grid? (13 January 2013) Why did the Grid Wither? (14 January 2013)

Edward Pearce, The Unelected (LRB 25 January 2013)

James Tapsfield, Prime Minister often finds out about policies from the radio or newspapers, says former advisor Hilton (The Independent 13 January 2013)

Richard Veryard (ed), Fragile Strategy or Fragile Execution (Storify, December 2012)

Nicholas Watt, David Cameron’s ex-policy guru Steve Hilton criticised over policy remarks (Guardian, 13 January 2013)

updated 25 January 2013

In Quest of Consciousness

Oh you ponderous and in intellectual trifle lost, knows not of my existence. Should you be conscious, will not I be in your consciousness. The continuum from singularity – Big Bang all the way to Dark Hole all the manifest, past present and future in the whole; is consciousness. The oriental and occidental battled different […]

In Quest of Consciousness

Oh you ponderous and in intellectual trifle lost, knows not of my existence. Should you be conscious, will not I be in your consciousness. The continuum from singularity – Big Bang all the way to Dark Hole all the manifest, past present and future in the whole; is consciousness. The oriental and occidental battled different […]

Learning : Traveling the Order of Consciousness

Learning (Old Article – 1999) – My First Blog  Life is a series of decisions made on choices. Choices are made available by opportunities. Learning creates opportunities. Quality of our life is an index of our learning. Relatively, ‘Learning’ is among the easiest phenomenon. But it is arduous to put it into action. It is in […]

GLUE Framework – Fixed Circulatory GLUE Cube

In my last post Glue Journeys – Obvious Missed Take 2 I fixed a small but very relevant diagram mistake in my circulatory GLUE Cube.I found this mistake while exploring the need for Enterprise Architecture Domains.Therefore here also the updated versio…

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GLUE Journeys – Obvious missed take 2

It is a while ago since I was exploring the GLUE Journeys and found a diagram and explanation mistake and fixed it in my post GLUE Journeys – Obvious Missed. And of course, there is more mistakes and in the very same diagram I made another mistake.Only…

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