Tuesday, July 5, 2016

Introduction to Chapter 5: Assess Effectiveness

(An excerpt from the upcoming book: Fundamentals of Complex System Sustainment)


It’s amazing what you can see by looking.
  
In order to be prepared for your risk meeting, as discussed in the previous chapter, some amount of system observation must have occurred. In other words, the “O” of O-I-F.

Experts know that observation carries with it the potential to misunderstand or misinterpret. Preconceived notions of what the shadows on Plato’s cave wall[1] should mean could get in the way of understanding the truth behind the estimates. That is, after all readiness metrics are estimated for all parts of the weapon system, the system is still likely not fully understood.

For example, when a guidance engineer takes all the data from a test flight, one of the first steps is to make the best guess as to the actual trajectory. Even the most accurate global positioning data has enough error in time and position to affect any subsequent analysis. If the analyst doesn’t even know for sure where the missile was, how can any kind of accurate assessment of the missile accuracy be made? How can potential creeping accuracy degradations be found? This is accomplished by understanding potential observation errors and characterizing them to provide estimates of confidence in the observations. Small errors in observation can be tolerated. Larger errors call for more efforts.

This risk that the system remains incompletely understood is also mitigated by double-checking between different kinds of observations. This is a kind of “active observing”. If a set of factory battery tests predict 50% reliability for 10-year-old batteries, yet 9 missiles have flown with 10-year-old batteries with no failures, perhaps the factory tests need some improvements.

What should be obvious in all this is that good observations depend heavily upon excellent configuration tracking. How can you really know what your system is doing if you might have some errant component, perhaps an early production lot of gyroscopes, that consistently creates problems? Yet you don’t recognize the problem is limited to only those few gyros.

Yet another complexity must be laid upon the system sustainment function of “observing”. Your risk meeting participants will rightfully wonder if your observation has spotted a trend. Does the risk describe an emerging failure mode that will exponentially degrade the system over the next few years? Although widely regarded as impossible, the future must be predicted with some certainty.

Unchecked, all this becomes ridiculously expensive.

It was mentioned how serious a business it is to extract sustainment funding from decision-makers. This is appropriate, of course, as these top executives must be good guardians, typically of someone else’s wealth. So assessment must be efficacious, but it also must avoid using too much scarce funding.




[1] See Plato’s Theory of Forms

Monday, July 4, 2016

Risk Integrator

(Another excerpt from the upcoming book)

This specialized process (sustainment risk management) needs a midwife to help give birth to healthy risk statements.

As an aid to holding risk meetings, forms will be needed that help the risk identifier to not forget key information. As in many walks of life, it is helpful to split the work between two experts. One expert knows as much as possible about the risk being identified and the other knows, and has significant experience, in communicating that risk to the team and its managers. The latter is the “risk integrator”.

Typically, “risk integrator” can be an additional duty for a member of the team. That person need not be a senior engineer with vast experience of the system, as long as they have the ability to draw that knowledge out of the expert and understand it.[1]

A few techniques will help the risk integrator and the team.
  • ·      Keep a list of concerns that are not quite risks yet. The team becomes more open in sharing concerns if they know they don’t have to immediately declare them risks, and the risk integrator has a to-do list to help keep track
  • ·      Keep personal (not-to-be-shared[2]) metrics on how well your team identifies risks, how quickly they come up with mitigation plans after identifying risks, and how often concerns become risks.
  • ·      Review the entire list often, not just during the organization’s annual or semi-annual review, ask questions, go to technical discussions and take note of concerns that might become risks.





[1] This is an ideal additional duty for an up and coming younger member who needs exposure to the managers who will make the decision to promote them someday.
[2] If you have a great relationship with your boss, this kind of information can be shared and discussed with the understanding that it is not widely shared.

Monday, June 27, 2016

Start of Chapter 7: Lead People

More excerpts from my upcoming book, Fundamentals of Complex System Sustainment.

This is the start of the chapter on the first of three enabling elements: people, tech, and process.

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The farther you are from a person, the more they appear to be evil, stupid, or both.

Chapter 7: Lead People


This chapter discusses the most intensely complex part of any complex system, people.

Your team, whether you are the manager or team member, will have brilliant, captivating, and far-thinking folks. It will also consist of the most aggravating, foolish, and stubborn individuals. Many times, these will be the same people. Most will have frustrating characteristics that pop up consistently or at random. Most will think the same of you, if they think of you at all.

Unproductive arguments pop up by surprise and monopolize entire meetings. Anxious managers make clumsy attempts to motivate teams. Rumors break out and destroy relationships. Sadly, you can’t really cure it all.

But some steps can be taken. People, after all, are also the most critical part of any strategy to sustain your complex system. So effort here pays off a hundred-fold.

This chapter discusses in 7 sections the most important 7 techniques that help all of us to stay on a useful path.

1.     Everyone benefits when everyone is a leader
2.     Leaders remind people their purpose is worthy, useful, and valued
3.     Coach as needed, but keep corrections private and focused on behavior
4.     Don’t pretend you can accurately peer into the other person’s inner world
5.     Notice those losing heart and encourage them
6.     If you have the power, organize people to achieve their purpose, not yours
7.     Don’t descend into stereotypes, get to know the person

Everyone benefits when everyone is a leader. You, yes you, are a leader. It does not matter how you see yourself in your mind or on the organizational chart. Practice leadership techniques and you, and those around you, will be better off.

Leaders remind people their purpose is worthy, useful, and valued. One of the most loving things that great leaders do is they remind people, one at a time or in groups, that they, and you, are pursuing something important, perhaps even critical. At the core of every human being is a desire to be needed and valued. This is especially amplified at work where even the less astute realize that unneeded people could be “let go”.

Coach as needed, but keep corrections private and focused on behavior. Praise in public. Criticize in private. It just works better for everyone that way. Sincere praise should be plentiful, but it takes practice. Criticism of another, done well and away from audiences, often results in you finding out things about you – things that you, personally, could have done better. Good coaches know that they can improve as well.

Don’t pretend you can accurately peer into the other person’s inner world. The Bible’s command of “Judge not!” combined with other commands to “correct your brother” means that people have always had a hard time separating a person’s actions from their motivations. It is better to say: “Marcia, we can’t charge toys to our business travel credit cards. It really has to stop. Can we agree that you will do that?” If you start with: “Marcia, I know you love your kids and you feel bad you can’t provide them all they need and you want to use your company credit card in places you know you shouldn’t…” you will soon find yourself in a self-made quagmire.

Notice those losing heart and encourage them. It may seem that nothing is sadder than a person who has quit in place. But that person can be “patient zero” who starts to rot the organization’s morale and make everyone feel hopeless. THAT is much sadder. Help them before they are excised and discarded like surgery to remove an infection. Lend an ear. Try to help. But don’t get infected yourself.

If you have the power, organize people to achieve their purpose, not yours. There are good organizations that make the work flow easier and there are bad ones that seem designed to stop all progress. The perfect organization for sustainment is described in this chapter under the “organizing people” section. These organizational constructs come with helpful rules to be applied in sustainment organizations.   

Don’t descend into stereotypes, get to know the person. There are more prejudices deeply buried in your psyche than the obvious racial, religious, or political ones. In a Department of Defense multi-faceted team, for instance, it is easy to think every contractor is looking only for company profit, every civil servant is there to homestead inside a comfortable bureaucracy, and every uniformed military member focuses their thinking on how to attain their next rank. Your team will have similar prejudices. Don’t fall for them. Everyone is an individual.


In the final sum, it all starts with you, not the other guy. And it starts with you seeing yourself as a leader. However, leadership is a life-long pursuit. Seek out other books, forums, classes, experiences, and people who will help you become a better leader.