Some projects get into real trouble — real trouble, not just a speedbump. When that happens, we attribute the trouble to the usual suspects — misconceived plans, poor leadership, insufficient resources, and so on. But one suspect that's often ignored is team culture. Culture can limit how a team responds to trouble at any stage of the unfolding catastrophe. And sadly, even when we make risk plans, we rarely plan for the risks associated with the idiosyncrasies of team culture.
In a series of research papers, books, articles, and Web sites, over a period of five or six decades and still counting, Geert Hofstede developed, tuned, and applied a model of cultures that has predictive value for nations, for businesses large and small, and, as I'm suggesting here, for project teams as they respond to trouble. Hofstede's model, based on his cultural dimensions theory, describes cultures in terms of six dimensions: Power Distance, Individualism/Collectivism, Uncertainty Avoidance, Masculinity/Femininity, Long/Short Term Orientation, and Indulgence/Restraint. Of these, three are most relevant for project teams executing high-risk projects: Power Distance, Individualism/Collectivism, and Uncertainty Avoidance.
These cultural A cultural attribute known as
power distance can affect a
team's ability to execute high-
risk projects successfullyattributes suggest the possibility of dramatic differences in a society's — or a company's or a team's — ability to successfully undertake challenging, high-risk projects. I'll address Uncertainty Avoidance and Individualism/Collectivism in future posts. For now, let's examine Hofstede's concept of a culture's Power Distance, and next time discuss how it might affect a team's ability to deal with high-risk projects successfully.
Hofstede defines power distance as "the extent to which the less powerful members of organizations and institutions…accept and expect that power is distributed unequally." [Hofstede 2011] To measure the Power Distance of a culture, Hofstede developed an index or scale, as defined by the perceptions of the society's members with least power. But for purposes of this exploration, it's sufficient to compare Large Power Distance (Large-PD) teams to Small Power Distance (Small-PD) teams in terms of the way they deal with unequally distributed power.
Below is a selection of attributes of Large-PD and Small-PD teams. It follows a similar list of Hofstede's that applies to societies. I've rephrased the items somewhat to apply to teams and the organizations that charter them.
An intriguing question presents itself: To what extent do these cultural differences with respect to Power Distance affect the success of high-risk projects? An example might provide helpful motivation.
Between 1881 and 1894, Ferdinand de Lesseps, with French backing, undertook one of the more significant attempts to construct a canal in Panama. Having had such great success with his sea-level canal at Suez, de Lesseps was the obvious choice for this project. His concept for Panama was similar to that of Suez — a sea-level canal through the Isthmus of Panama. Though his concept was similar, the climate and terrain were not. Suez is relatively flat and a desert; the Isthmus of Panama is mountainous and rain-drenched.
De Lesseps' effort in Panama ended in failure, bankruptcy, and scandal.
In 1904, after resolving the political issues involving Panama and its sovereignty — by what some say were questionable means — the United States purchased from France for $40 million the construction equipment and progress to date. Under John Findley Wallace, the former chief engineer of the Illinois Central Railroad, work resumed along largely the lines laid out by de Lesseps — a sea-level canal through the mountainous isthmus. When Wallace resigned suddenly in 1905, John Frank Stevens, who had built the Great Northern Railway, running from St. Paul, Minnesota, to Seattle, Washington, replaced him. Stevens' experience with that effort seemed relevant to the Panama problem, as the route of the Great Northern Railway traversed the Rocky Mountains.
Stevens quickly made changes to both the canal construction process and the infrastructure, which dramatically improved operational effectiveness. Meanwhile, a U.S. design review of the project in 1905 approved the sea-level canal concept of de Lesseps, thereby committing the United States to the design as it then stood.
But by that point, Stevens had experienced the rains that drench the Isthmus every year. He regarded a sea level cut as unworkable because of the enormous volume of the water from those rains. He conceived a new approach that would manage the runoff most effectively, and which would dramatically reduce the amount of rock and earth to be moved. His approach used locks to raise and lower vessels in their traverse over the mountains, and in 1906, he presented his new design to President Roosevelt, who approved it.
Such radical re-thinking of high-risk projects is not uncommon. Because re-thinking often requires questioning the decisions of powerful people, it's reasonable to suppose that Small-PD organizational cultures are better able to re-think their projects when necessary; and the people working on those projects are more likely to take the risk of pointing out the need to re-think when the need arises. Indeed, Hofstede's research suggests that French culture is Large-PD, while the United States culture is Small-PD. Stevens might have been helped — and de Lesseps might have been hindered — by the power distances of their respective cultures.
Next time, we'll examine several mechanisms by which power distance can affect an organization's re-thinking processes. Next in this series Top Next Issue
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More articles on Project Management:
- Team Thrills
- Occasionally we have the experience of belonging to a great team. Thrilling as it is, the experience
is rare. How can we make it happen more often?
- Nonlinear Work: When Superposition Fails
- Much of the work we do is confounding, because we consistently underestimate the effort involved, the
resources required, and the time required to get it done. The failure of superposition can be one reason
why we get it wrong.
- Design Errors and Group Biases
- Design errors can cause unwanted outcomes, but they can also lead to welcome surprises. The causes of
many design errors are fundamental attributes of the way groups function. Here is Part II of our exploration.
- The Risks of Too Many Projects: II
- Although taking on too many projects risks defocusing the organization, the problems just begin there.
Here are three more ways over-commitment causes organizations to waste resources or lose opportunities.
- Seven Planning Pitfalls: II
- Plans are well known for working out differently from what we intended. Sometimes, the unintended outcome
is due to external factors over which the planning team has little control. Two examples are priming
effects and widely held but inapplicable beliefs.
See also Project Management and Problem Solving and Creativity for more related articles.
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