Thursday, September 22, 2011

Designing a Formal IT Program Management Career Path

For me, probably the most interesting point in the 25 Point Plan to Reform Federal IT is the one dealing with creating a Program Management career path. In fact, that is what my job is supposed to be, but I am listed as a Project Manager because what I actually do isn't yet a real position.

I've written in the past about how there is an apparent distinction between the Project Manager and the Business Analyst roles (PM vs. BA). My point back then was that the most effective PMs do not recognize this distinction and in fact are BAs at heart.

I've also written about the different responsibilities between the Project Manager and the Contract Officer Representative (PM vs. COR). On this issue both the PMI and acquisition side both want to make these duties different and carve out nice and neat roles.

The truth is that you can be a good Project Manager without performing the BA functions. Similarly you can be a good PM without performing the COR functions. However a good Program Manager will not be able to avoid the bleed in functions on either of these fronts. As such, I think the first three areas in which the Program Management career path must focus are in Project Management, Business Analysis and Acquisition.

The first pillar in the Program Management career path should be rooted in the business. IT exists to support the mission or the organization. It is easy to tell from my description of the friction between the BA and PM positions what I'm going to advocate for on this issue. A Program Manager who doesn't understand the business is doomed to fail.

Second on these, Project Management, I believe that the Project Management Professional certification is important because it allows the Program Manager to baseline the language that he or she uses when communicating about the portfolio. When we talk about schedule, scope, risk, cost, quality and satisfaction (the anti-triple constraint), we all understand what the other people are intending. But don't for 1 second believe that I am praying at the PMI alter. I don't believe that receiving a PMP credential makes any person a good Project Manager. It only baselines the language that we use so that we can more effectively communicate with each other. Although I don't have the credential, I do not thing that the Program Management Professional (PgMP) is necessary. If there is commonality in how we communicate at the Project Management level, I just don't think that we are going to achieve that much more at the Program Management level.

Lastly, as the core set of competencies, I believe a firm knowledge in acquisition is critical. Acquisition plays off of both the business and Project Management capabilities in that you must deliver value to your stakeholders and you have to know how to build a schedule and deliver within a budget. But specifically to the acquisition series, you must know how to structure the work in a way that can get the best competition and support the mission without breaking the budget. This would be consistent with the FAC P/PM levels. Perhaps the Level I, II and III there equate to grade levels with increasing degrees of responsibility.

So, for my money, the three core elements in a Program Management series include:
  • Business Analysis
  • Project Management
  • Acquisition

Friday, September 16, 2011

How do you prevent scope creep on big projects?

There is a point in Section 2 of the 25 Point Plan to Reform IT that reads, " Preventing scope creep by defining high-level requirements upfront, locking down the current release, and pushing additional non-critical functionality to future release".

This idea or concept will be found in every book about Project Management and systems development published from about 1996 on. Everyone believes it and feels that it is true and a worthwhile endeavor. I wrote about this some time ago in my A Time for Change piece, but I'm going to try to be even more practical here. The first thing to know is that change is inevitable. If you think you have a project that is immune to scope creep then stop now and find another job.

It is a chicken and egg problem. Which comes first? But in this case, the stakeholders can't respond to a set of functionality until they have an opportunity to play with that functionality. See it is only through the process of testing that people are able to ferment their ideas about what does and does not work. They will give it a try in the requirements and design process but those exercises are purely theoretical and not practical. This is why the previous bullet in the 25 Point Plan is so meaningful, "Regularly capturing and incorporating user feedback through an iterative process that assesses user satisfaction with each release, continuously refining design to ensure alignment with business need".

The important thing that I do in my development projects, projects in which we are going from zero to finish in a year, is that we must be testing Iteration 1 no later than 90 days after the kickoff. This seems crazy to many people because most times we are less than 20 percent complete with requirements by then. My response to these people is that they are correct, they are less than 20% of the way to getting the customer to sign in blood that they correctly understand the requirements. But remember, these exercises are all on the theoretical side of the project, not the practical side. So people will tell you what think the best way to proceed is, but they will only have about 10% certainty with what they are telling you because the entire system is so fuzzy.

This is what McConnell calls the Cone of Uncertainty. As you begin a project, how long it will take, how much it will cost, what it will actually do is very unsettled. As you progress through the project each of these estimates begins to crystallize and become more accurate. Finally in the last phase of the project there is certainty about how long it will take, how much it will cost and what it will do. My point here is that we must accept that the cone of uncertainty exists and work to chunk and time-box the project to mitigate the risk to these constraints.

So by saying that we will be playing with functionality within 90 days of the kickoff I am saying that we will be moving from the theoretical side to the practical side in less than 90 days (Schedule). I am saying that the ideas about what this thing will do will move from theoretical to practical (testing) in 90 days (Scope). Finally, by establishing the contract or task order to be Firm Fixed Price (see my discussion on the variety of contract types) we have mitigated the cost risk.

The trick here is how we make this work on a real project. This has been very successful for me. It is a balancing act. You have to implement change so that, in the end, the stakeholders receive the product they need. But if you swing the pendulum too far in that direction then the vendor will complain that they are expending too much energy implementing the changes and that is affecting their cost. They will make the case that they are performing re-work because the government doesn't know what we want. We will say that we can't know what we want until we are testing the functionality. This is the classic chicken and egg scenario.

The way out of this dilemma is to work with the vendor to identify the pool of free development hours. I have actually heard of some metrics about how we decide the right amount of free development. Some people use 10 or 20 percent of the overall development effort. Thus if we are buying what is estimated to be 10,000 hours of development on a project, we would have 1,000 (10%) or 2,000 (20%) hours that would be available for Free Development. You take those free development hours and put them in a pool. Then you start capturing the changes that people want to make against the requirements baseline.

It is important to highlight the distinction between a change (scope) and a defect (quality). Changes are not bugs. The vendor is required to perform to the standards that will be indicated in the Quality Management Plan. The time to implement changes that are required to address a defect or bug do not count against the pool of free development. Changes in which the functionality is working correctly but the government doesn't want it to work like that are indeed changes to the requirements baseline. The cost of implementing those changes counts against the pool of free development.

This simple technique does a few really important things. First, it characterizes the maximum amount of effort the vendor will be required to bring to the project and that should yield lower prices in the proposals. Without this idea of free development vendors have to price in their worst case scenarios and that will inflate the cost. Second, it forces the stakeholders to make value-based decisions about which changes are most important. When you are sitting at 1,000 or 2,000 hours, those first changes are relatively easy and painless to approve. When you get to 100 hours remaining, trust me, that is where the rubber hits the road and the business will have that real conversation about what is most important. So it forces the stakeholders to be more deliberate about the changes they approve. Finally, it establishes a commodity formula for changes. I have seen this several times. We spend that last 100 hours on really important changes, but you know, we have a few more that we think are also really important, we want to buy another 100 hours of change. That is fair to both the business and the vendor. The vendor is justly compensated for the extra effort that is required for the project and the business recognizes the cost of implementing the changes. Once the project is done, any changes not yet implemented or pushed to later releases automatically populate the change list when the project pivots from development to operations and maintenance releases.

This process has work over and over for me. It is fair to both the business and the vendor.

Tuesday, September 13, 2011

25 Point IT Reform Plan

I've been thinking about the 25 point plan put out by the OMB CIO late last year. It is broad and sets some very specific and practical targets. I think that is what I like best about this plan, it doesn't get mired down in policy issues and is very action-oriented. Over the next few weeks I'm going to try to walk through a few points on the plan.

The Federal Data Center Consolidation Initiative is one that everybody ought to agree with. It is based on sound economic principles. A data center requires specialization. The bigger the scale of the operation translates into driving the unit costs down. However there is friction in the time in which you are ramping up to try to achieve that greater cost efficiency. Those first movers in this space, Amazon and Google are way ahead, and have already achieved a level of efficiency and capability that is hard to match. In order for another organization to try to achieve that same level of efficiency and cost savings, they need their customers to bite the bullet in terms of higher costs in the near term. That is really hard to do, especially when people are so nervous about the budget. Agencies may feel like they don't have the time to allow the new data center to mature and drive those unit costs down, and may instead want to jump to something like EC2. Every time that happens it affects the opportunity for the Agency to achieve that greater efficiency.

Thus the nervousness that I have about the FDCCI project is whether the government is inclined to limit competition to achieve a level of consolidation in the near term to achieve the efficiency that will allow them to compete with the first movers. The next point on the plan, a Marketplace for Data Center Availability may address this point. The question here is whether this marketplace will be limited to just federally owned and operated data centers or whether the commercial sector will be allowed to compete. My opinion is that if the companies are allowed to compete then they will win. They have a competitive advantage by being the first movers into this space. Their offerings are more mature and stable and they have achieved a price point that cannot be matched by the government.

Tuesday, September 6, 2011

Primal Leadership

A while back I wrote about Leadership that Gets Results. It was based on that HBR piece by Daniel Goleman et. al. that built upon the emotional intelligence competencies that he developed. Well I recently finished his extended work on this topic, Primal Leadership: Learning to Lead with Emotional Intelligence.

Have you ever made chili? Chili is a good analogy to use in describing this book. First, let me say that I still liked the book and found value in it. However, when you make chili you put all of these ingredients in and then you simmer it. You let it boil down and reduce. Eventually you end up with this mixture that is really concentrated and flavorful. My opinion is that the HBR piece is the chili that is derived from Primal Leadership's ingredients. It all exists in this longer form of the work but there is a lot of filler and that became mundane over time. The HBR article is the distilled content with no wasted effort.

It is useful to note that the scheme of the emotional intelligence competencies have changed slightly since the HBR pieces. They are now structured as:

Self Awareness
  • Emotional Self Awareness
  • Accurate Self Assessment
  • Self Confidence
Self Management
  • Self Control
  • Transparency
  • Adaptability
  • Achievement
  • Initiative
  • Optimism
Social Awareness
  • Empathy
  • Organizational Awareness
  • Service
Relationship Management
  • Inspiration
  • Influence
  • Developing Others
  • Change Catalyst
  • Conflict Management
  • Teamwork and Collaboration