Monday, September 26, 2016
This isn’t the first time I have had my differences with Wells Fargo. They were involved in a financial literacy campaign which denigrated humanities majors and liberal arts students. Now thanks to federal regulators they are paying a $185 Million dollar fine for creating new accounts for customers without consent. This gets to something the agile community call perverse incentives.
One of the central tenants of “scientific management” is that you measure how an employee does their job and then based on the data, as a manager, you figure out how to make that employee more efficient. On the surface it seems like a smart idea. A business person measures how work is done and then they strive to use that data to improve the speed and quality of the work. This is where the perverse incentives come into play. If you measure something and then use it as a performance incentive it ceases to be useful because it will force people to game the system to meet the metric. This is called the “cobra effect” and I have blogged about it repeatedly.
Based on his testimony to congress, Well Fargo CEO John Stumpf said that he set up the incentives to “cross-sell” bank services to improve the company stock price. This was the beginning of over two hours of uncomfortable questions and criticism from both Democratic and Republican congress members. You know that you have done something bad when both Democrats and Republicans denounce you in public.
It did not have to be this way. Stumpf could have measured performance and created training and education programs to make his staff learn how to better “cross-sell” products. Instead, he used the blunt instrument of job incentives and it worked for a while until regulators and congress got involved. Wells Fargo now faces additional investigation and possible criminal penalties. It did not have to be this way but “cobra effect” can claim another victim and it could be a major American financial institution.
Until next time.
Monday, September 19, 2016
|Listen to Ben, hang together or hang separately.|
The Scrum Guide is pretty clear about the members of a scrum team. They are the developers who do the work. The scrum master is the servant leader of the team and helps remove obstacles. Finally, there is the Product owner. The product owner sets priorities writes stories, and acts as the liaison between the business and the development team. What most product owners do not know is the job includes so much more than what the scrum guide says.
A product owner needs to understand the internal politics of the organization so they can work with in it and sometimes around it to get things done. Product owners need to understand the customer. Not only understand the customer but be able to differentiate what software improvements will add value and which ones will waste money. The product owner is under constant pressure to write stories and to create stories which can be transformed into testable code. It is a grind and they need to practice mindfulness to separate what is important from what is trivial.
It is not an easy job and as a scrum master or coach you need to help them succeed. This means spending time showing them how to write user stories. Take time out to explain the agile manifesto and what developers need to succeed. Take time to listen about the operations of the business and the politics of the organization.
A scrum master and product owner are equal partners. To paraphrase Ben Franklin, you will hang together or you will hang separately. When things go wrong it is usually the product owner who receive the blame. As a scrum master it is up to you to make sure things do not go wrong.
Business today is not easy but a successful product owner can smooth off many of the rough edges to a software development team. That is why it is the hardest job in Agile.
Until next time.
Monday, September 12, 2016
|I want liberal arts in my business|
I graduated from Illinois State University with a major in Mass Communication’s and a minor in philosophy. I pursued the minor because it was a subject which interested me. I pursued the Mass Communications degree because I was going to work in radio. I could not have picked a worse major as the radio business outside Chicago began to contract and the recession of 1990 evaporated any other jobs. As a child of the Reagan 1980’s who said no to drugs, worked hard in school and strived to better himself; it was a very bitter pill to swallow. I did everything expected of me by society and my elders and I was rewarded with underemployment and ridicule.
It would take me eight years from when I graduated from college to find a career in the technology field. It was the giddy and stupid days of the dot com bubble and I went back to community college to learn visual basic. At the ripe old age of 30, I was starting my career from scratch. I was a self-taught technologist. Funny thing was that my experience in newspaper, radio, and mass media made me a natural fit as a web developer. I could discuss typography with print professionals in a language they understood. I understood the shorthand of marketing professionals. I knew things about color, shape and art which didn’t have to be explained. As technology changed with the addition of CSS and XML, I was able to quickly adapt and retrain myself because I learned those concepts in school studying alien concepts like monads, existential nausea, and the payola scandals of the 1960’s.
As a liberal arts and humanity’s student, I had an advantage over my more technical colleagues because I had the “soft” skills and communications abilities to help software projects get done. So when a bank like Wells Fargo says these skills are not necessary as part of financial literacy education it makes me want to become a hulking green rage monster. Furthermore, when that bank is the second largest provider of private student loans in the United States, it looks like that a financial institution is trying to pick and choose which majors students should pursue. It looks fishy at best and market manipulative at worst.
We need humanities and liberal arts in American culture. We need humanities and liberal arts in American business because these graduates have the writing, speaking, learning and teaching skills that businesses need. They understand different cultures. Someone with a background in gender studies could help reduce sexual harassment in the workplace. A worker with an understanding of Langston Hughes, Nina Simone or the Harlem Renaissance might be better explain diversity issues or #BlackLivesMatter to people who might not have that understanding. Finally, an art history major would be a perfect choice for a UX designer or Web designer.
This is why we need liberal arts and humanities. We need it because life is more than ones and zeros. It is about people and inspiring them, understanding them, and helping them be better people. It is about developing open minds and optimism about the future. It is about understanding the past and the way our culture has evolved over the last 3000 years to become what it is today and what it might be tomorrow. Liberal arts helps build better technology and better businesses and it is about time that others begin to see that.
Until next time.
Monday, September 5, 2016
|These are more than resources|
I have worked in the technology business for over 18 years. I have experienced the giddy and stupid times of the dot.com boom and the fear and uncertainty of the great recession. The common thread through all of these periods was that work needed to get done. In order to get that work completed many companies relied on consulting companies to augment their staff. These “contract workers” were often treated poorly and given tremendous responsibility for the success of the project with none of the financial and career benefits if it did. Add to this situation that many of these contract workers were working under H1-11 visas and you had a situation which resembled indentured servitude. I remember working for one company and being in a staff meeting where everyone was afraid to speak because if they did they would be rolled off the project and they risked being deported.
I blame most of this misconduct on how technology work is funded in a corporate environment. For instance, much of the technology work is considered an overhead expense. Thus, to keep expenses down many business people only hire the bare minimum of technology staff. There are a few help desk people. Network engineers dot the organization chart and you see a manager keeping everything running on time. Software developers and User Experience professionals are not considered “necessary” for the operation of the business until new software needs to be written. Thus, when they are needed they are brought in like mercenaries to try and build software they have little professional or personal investment to build with any sense of craft. They get paid for showing up and billing. They are not compensated for creating shippable code.
Many of the people who do the work are referred to by other business people as “resources”. People ask questions such as, “Do we have enough resources, to do this project?” or “Do we have the right resources with the correct skills?” Every time I hear technology workers referred to as resources, it makes my flesh crawl. It treats highly educated and smart people like they were rivets in a giant construction project. I have never heard of iron workers referred to as “resources” by construction managers but every project manager I have known has referred to developers as resources. It is so prevalent that I even catch myself saying it from time to time.
People who build software are not resources. They are flesh and blood. They work in cubicles and offices around the world from Chicago, to Belfast, to Chennai. They are the people who are building to global economy one web page and user class at a time. They take the vague ideas of a sales person on the back of a napkin and transform it into working software. They maneuver through corporate politics and red tape to get things put on production servers. They tolerate not having office supplies because there is no budget for paper clips from finance. They work late hours and early mornings to communicate with off shore teams. They make your business successful. You just don’t see it because we keep all the lights on and everything working even if it requires metaphorical duct tape.
So show a little respect to your developers and the people who employ them. They are more valuable than you know and they are more than just “resources”.
Until next time.