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?

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

Soft Skills, Leadership, and now Empathy

A recent post by @mikejwalker on a new Soft Skills course by Architecting the Enterprise rightly points out the importance of soft skills for the EA discipline. I think this is a great addition to the profession and shows formal recognition of the importance of soft skills in the industry.
The EA positions I’ve seen in companies are generally at a 1st or 2nd line management grades. Corporations seem to recognize at some level the need for a “higher stature” for the EA professional. The leadership skills take more cultivation than just updating the HR records, however. It takes a skillful balance of things perhaps even learned outside the scope of the office such as running a youth organization or planning other non-profit events. Corporations are wise to invest in leadership training – often only slated for management – for EA professionals. 
The EA profession is both strategic and change-oriented impacting people far more than the bucket of bolts on your data center floor. Changing behaviors in humans is at the core of the discipline. 
The above was written last week. This week @nickmalik rightly opines on the importance of empathy EAs. I only scanned this article (which deserves a good read by the fire with my favorite scotch). He’s definitely onto something here…
Bottom line – soft skills are becoming increasingly important!!! So, fellow EA professional, what do you do to hone your soft skills? Who do you draw upon for leadership lessons?

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Like last year, I focus my predictions on how current trends will impact Enterprise Architecture in 2013. I see three things coming: 1. Make sense of big data. Big data will continue to get a lot of press, and vendors will be keen to show off new tricks with data integration. The enterprise architecture teams need Read more

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The post Quick Strategy Assessments and Scoping with Business Capability Wheels appeared first on Louise A Harris on Enterprise Business Architecture.

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