The logic of failure

is an excellent book by Dietrich Dorner (isbn 0-201-47948-6). As usual I'm going to quote from a few pages:

The English psychologist James T. Reason thinks that this kind of error is the result of a general propensity for "similarity matching," that is a tendency to respond to similarities more than differences.

The effectiveness of a measure almost always depends on the context within which the measure is pursued.

A rule such as … is too general to be useful, and measures based on it will be wrong much of the time.

We often overlook time configurations and treat successive steps in a temporal development as individual events.

Go make yourself a plan,
And be a shining light.
Then make yourself a second plan,
For neither will come right.

People look for and find ways to avoid confronting the negative consequences of their actions.

If we never look at the consequences of our behaviour, we can always maintain the illusion of our competence.

The results also support the idea that activity may foster an illusion of competence.

Other investigators report a similar gap between verbal intelligence and performance intelligence and distinguish between "explicit" and "implicit" knowledge.

Mistakes are essential to cognition.

We humans are creatures of the present.

It is impossible to do just one thing alone. Any action in one area affects others.

On becoming a person

is an excellent book by Carl Rogers (isbn 978-1-84529-057-3). As usual I'm going to quote from a few pages:

The first stage… There is an unwillingness to communicate self. Communication is only about externals… He is structure-bound in his manner of experiencing. That is, he reacts "to the situation of now by finding it to be like a past experience and then reacting to that past, feeling it".

The concept of "cure" is entirely inappropriate, since in most of these disorders we are dealing with learned behaviour, not with a disease.

Thus scientific methodology is seen for what it truly is - a way of preventing me from deceiving myself...

It is a type of learning which cannot be taught. The essence of it is the aspect of self-discovery.

Involved in this process of becoming himself is a profound experience of personal choice. He realises that he can choose to continue to hide behind a facade, or that he can take the risks involved in being himself.

He is more open to his feelings of fear and discouragement and pain. He is more open to his feelings of courage and tenderness, and awe.

Such living in the moment mean an absence of rigidity, of tight organisation, of the imposition of structure on experience. It means instead a maximum of adaptability, a discovery of structure in experience, a flowing, changing organisation of self and personality.

The good life is a process, not a state of being. It is a direction, not a destination.

He has changed, but what seems most significant, he has become an integrated process of changingness.

The process involves a shift from incongruence to congruence.

The incongruence between experience and awareness is vividly experienced as it disappears into congruence.

Separation of concerns

Freedom from command and control

is an excellent book by John Seddon (isbn 978-0-9546183-0-8). As usual I'm going to quote from a few pages:

You cannot 'motivate' someone… You can provide conditions in which employees are more likely to be motivated or demotivated, but it is a conceit to believe that managers can motivate people.

There are two jobs: job one to serve the customer and job two to improve the work.

If design is separated from process, work becomes a prescription.

Deming often asserted that knowledge should not be thought of as experience.

The value of knowledge is its use not its collection.

Leadership , in my view, is about influencing.

Some followers of Deming are unhappy with this adaptation [Check,Plan,Do] of his cycle. I believe Deming wrote about 'plan-do-check-act' on the assumption that managers who started at 'plan' were already systems thinkers. He saw 'plan' as 'have an idea based on what you "know"'; 'do' was followed by 'check' to see if the idea was right; finally 'act' meant 'put it in the line'. His model was built on manufacturing, where changes were tested off-line.

Without doubt the most important system condition affecting performance is measurement. It goes hand in hand with command-and-control hierarchical structure.

The first-level manager works with people on the work, not on the people.

Consultants who see culture change as something distinct from the work and, as a corollary, something that can be the subject of an intervention, miss the point. When you change the way work is designed and managed, and make those who do the work the central part of the intervention, the culture changes dramatically as a consequence.

The psychology of computer programming

is an excellent book by Jerry Weinberg. As usual I'm going to quote from a few pages:
I know I've snippeted this before, but I've read it again and I don't see why a really good book shouldn't get repeat snippets. It was published in 1971. If there's an earlier software-related book still in print I don't know what it is.

We must deal with one other problem, which is important because of a seldom questioned view of programming - a view which this book will spend a great deal of time questioning. That view is that programming is an individual activity.

In the end though, it's their method of learning that distinguishes teams from groups… team members always have a common goal, regardless of the product - the goal of helping each other learn to perform better.

If egoless programming is used, everyone in the group will have the opportunity to examine the work of everyone else at some time, thereby tending to prevent the establishment of strong hierarchy.

The greatest challenge, then, is not creative thinking, but creative communicating: representing our thoughts in a way that other persons - each with a unique style - can understand.

The programming business relies more than any other on unending learning.

The XP question

What can you tell me about XP?

That's the question.

Take a moment to think about it.

What thoughts immediately pop into your head?

What words would you use if I was an alien and you were telling me about XP?
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Pair Programming is a common first choice. Also common are Testing (TDD), Refactoring, Collective Ownership. These are all fine things but notice that they're all directly related to the code. Programming the code in pairs, testing the code, refactoring the code, ownership of the code.

When I'm coaching or consulting I often ask the XP question. The overwhelmingly most common replies relate to the technical practices and not to the underlying values. I think that's a shame. I feel my understanding of XP's technical practices became much deeper when I thought about them in the light of XP's values.

Can you name the Four XP Values?
That's what the question is really about.
Can you name one XP Value?
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If you did name a value what was it?
Was it Simplicity or Feedback, the values with a technical aspect?
Or was it Courage or Communication, the values with a stronger social focus?

Reading chapter 7 of Kent's book it's clear to me that the four values are core to XP. Kent writes (my emphasis)...

We need some criteria for telling us if we're going in the right direction... Short term individual goals often conflict with long-term social goals. Societies have learned to deal with this problem by developing shared sets of values... Without these values, humans tend to revert back to their own short-term best interest.

The four values - communication, simplicity, feedback, and courage... tell us how software development should feel.

How you should feel!
Do those words surprise you?
How do you feel about your answer to the XP question?

Bordeaux kanban 1's game

Philippe Launay is an Agile team lead and Coach for AGFA in France.

Phillipe recently organized a Kanban 1's game in Bordeaux after he and Fabrice Aimetti translated the slide-deck into French.

Way to go Phillipe.



Phillipe gave me some great feedback

• printed handouts of the rules on each table.
• instead of story-cards with numbers on why not have story-card with dots on. Instead of a 4 have 4 dots.

He writes:

We really had some fun and we learned a lot. The feedback is very very positive... All attendees, the two observers, and the two organizers are more than satisfied with the result. So again thank you to for providing the game.

It's my pleasure Phillipe. And in case any else is wondering, please feel free to translate the Kanban 1's Game slide-deck if you want to. Just send me an email and I'll collect links in this blog.

Understanding comics - the invisible art

is an excellent book by Scott McCloud (isbn 0-06-097625-X). As usual I'm going to quote from a few pages:

Do you hear what I'm saying? If you do, have your ears checked, because no one said a word.

For now I'm going to examine cartooning as a form of amplification through simplification.

Since cartoons already exists as concepts for the reader, they tend to flow easily through the conceptual territory between panels. Ideas flowing into one another seamlessly.

These first symbols - cartoons really - gradually evolved away from any resemblance to their subject, toward the highly abstracted forms of modern languages… and eventually to our totally abstract sound-based system.

The longer any form of art or communication exists, the more symbols it accumulates.

In this chapter, we've dealt with the invisible worlds of senses and emotions, but in fact all aspects of comics show it to be an art of the invisible.

The more an artist devotes him/herself to either of these two focal points (form and idea/purpose), the more dramatic the change if he/she decides to switch.

Symbols are the stuff of which gods are made.

All media of communication are a by-product of our sad inability to communicate directly from mind to mind. Sad, of course, because nearly all problems in human history stem from that inability.

The wall of ignorance that prevents so many human beings from seeing each other clearly can only be breached by communication. And communication is only effective when we understand the forms that communication can take.