Some years ago, at an “all hands” meeting at a company where I worked, the head of the company enthused at length about Jack Welch’s famous ruthlessness. At the time I said to various people that if I wanted to work for General Electric then I knew where to find them. I wasn’t joking: GE have an office in easy walking distance of my house. However, I never set foot in there until last night, when I attended a talk by Richard Berry—part of their series of “agile talks”.
The talk was about management and leadership, and the differences in management style (command-and-control vs. facilitation) and the importance of different personality types in how teams work. Management theory, then. (And yes, there were flip-charts, and a 2×2 matrix, and book recommendations at the end.)
I’ve seen some disappointment expressed about the content of the talk. Surely this is all rather old hat: no-one now believes that command-and-control is a sensible way to organize a software development team. I’d have two responses to that, the first of which is that overt command-and-control may be rare but that the common alternative—insisting that people “take ownership” without giving them any meaningful control isn’t really the same thing as facilitation.
My other response would be that even if the broad outline of Richard’s talk didn’t hold any surprises, it’s possible to do this sort of thing badly or well, and Richard did it well. The last presentation I saw that covered this rough area was given by some ex-marketing guy who seemed to speak largely in clichés taken from trashy pop psychology books (“don’t sweat the small stuff”, “change is the only constant”, etc.). Regardless of the big picture being peddled, there were telling little details in Richard’s talk that, for me, showed that he knew what he was talking about. This wasn’t an occasion for buzzword bingo.
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