When solving problems we sometimes reach conclusions that don't serve us well. In the less harmful cases, we discover our error before we make significant investments. In other cases, we commit resources and energy that lead only to the ends of blind alleys, compelling us to reconsider, or find alternatives, or to ultimately abandon efforts altogether. And that's if the organization survives. Human creativity ensures that we can create blind-alley "solutions" in endless variety. But one particular pattern is what I call the Newtonian Blind Alley.
Sir Isaac Newton (1642-1727) was a natural philosopher who created many of the early models of natural phenomena: optics, gravitation, and mechanics, to name a few. He was a revolutionary, in the sense that his conclusions were based on a method of reasoning not widely used at the time, but which we now identify as scientific. His work was founded on a limited number of assumptions about how the natural world works.
Those assumptions — often called "laws" — have since permeated Western culture. Nearly everyone knows the more famous examples: "For every action, there is an equal and opposite reaction." Or "A body in uniform motion tends to stay in motion unless an external force acts on it."
Unfortunately, these assumptions are routinely and often implicitly applied in domains for which there is little evidence of their relevance. And that's where the trouble begins.
For example, consider the assumption that the laws of physics are universal — so that a law that applies at Point A must necessarily apply everywhere. Newton used this assumption when he proposed his theory of gravitation, which states that the attractive force between two point masses acts along the line between them, is proportional to the product of the two masses, and is inversely proportional to the square of the distance between them. Newton proposed that this law is universal, applying to all masses throughout the universe.
Newton's theory We assume that the laws of physics
are universal — a law that applies here
must necessarily apply everywhereserved astronomers well until definitive experiments confirmed Einstein's theory of gravitation, but the assumption of universality stands: even for Einstein's theory, we continue to assume that what holds in one place in the universe holds everywhere.
The "laws" of physics might well be universal — we have scant evidence to the contrary. But applying an analogous universality assumption to managing organizations is risky. An example of an analogous assumption might be something like, "If Re-engineering worked in six companies, it will work here." Or "If social media helped the X foundation raise the funds it needed, it will help us." Many a management initiative has failed because it was patterned after initiatives that worked well in several other organizations, without thoroughly understanding how the context, culture, and history of those organizations affected the results of the initiative.
The flaw in their reasoning is that the past efforts might have succeeded because of particular features of those organizations that aren't present in every organization, and when those features are absent, the pattern doesn't work as well, or fails utterly. When the pattern does fail, Newtonian thinking has led to another blind alley.
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Forthcoming issues of Point Lookout
- Coming October 23: Power Distance and Teams
- One of the attributes of team cultures is something called power distance, which is a measure of the overall comfort people have with inequality in the distribution of power. Power distance can determine how well a team performs when executing high-risk projects. Available here and by RSS on October 23.
- And on October 30: Power Distance and Risk
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- The Race to the South Pole: Lessons in Leadership
On 14 December 1911, four men led by Roald Amundsen reached the South Pole. Thirty-five days later, Robert F. Scott and four others followed. Amundsen had won the race to the pole. Amundsen's party returned to base on 26 January 1912. Scott's party perished. As historical drama, why this happened is interesting enough. But to organizational leaders, business analysts, project sponsors, and project managers, the story is fascinating. We'll use the history of this event to explore lessons in leadership and its application to organizational efforts. A fascinating and refreshing look at leadership from the vantage point of history. Read more about this program.
Here's a date for this program:
- Baldwin-Wallace University, 275 Eastland Road, Berea, Ohio
44017: November 7,
Kerzner Lecture Series/International Project Management Day, sponsored by Baldwin Wallace University and the Northeast Ohio Chapter of the Project Management Institute.
- Baldwin-Wallace University, 275 Eastland Road, Berea, Ohio 44017: November 7, Kerzner Lecture Series/International Project Management Day, sponsored by Baldwin Wallace University and the Northeast Ohio Chapter of the Project Management Institute. Register now.
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Many people who possess real organizational power have a characteristic demeanor. It's the way they project their presence. I call this the power affect. Some people — call them power pretenders — adopt the power affect well before they attain significant organizational power. Unfortunately for their colleagues, and for their organizations, power pretenders can attain organizational power out of proportion to their merit or abilities. Understanding the power affect is therefore important for anyone who aims to attain power, or anyone who works with power pretenders. Read more about this program.