Problems at work where Authority is NOT the solution.
Technical Design – who make the Requirements, BOM, SOW, Drawings, and Site Survey – we have historically made rules and authority to push the Tech Design to do what management wants.
I realized having learned from the past, more authority breeds more Rules and more gamification and exploitation of those rules. Especially with our Immature Decision making based on the “the FIRST to bias” – the first to RAT out to the Managers.
So we will try that we will require that the Stakeholders Negotiate and Settle their own matters with the witness and approval of the supervisors.
RULES are great IF we had great decision making – if we made Information based on DATA and Evidence – not the first one to exploit our ignorance.
Let peoples natural Tit-for-Tat senses manage the relationships. If you want KIND people to win, then the system should allow Considerate people who plan and coordinate carefully be Rewarded – than those people who exploit the authority biases in the system.
Honestly I wanted to talk about the SURVIVORSHIP bias inherent in our assignment of Supersivors to Projects instead of the Supervisors focused in Correction and Prevention and improving the Technicals Ability as well as their Own. The technical Debt of this system of Management Decision making and how we WASTE our good will in sustaining this system – than taking the HITS of the skill curve of having a Good Correcting and Preventing System in place.
But the Discussion turned to what was in the mindset of the stakeholder and the stakeholder was having problems with how being the GUy who helped out, the Work becomes your Problem (context switching) and there is no Hand-over process to the
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