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Little, Terry

Publications and source records attributed to Little, Terry.

ASK Magazine; No. 21

THIS ISSUE FEATURES A VISUAL DEPICTION OF THE ACADEMY of Program and Project Leadership (APPL). I imagine a variety of initial reactions to the drawing. One might be, "What is a cartoon doing in a magazine about project management?" Or perhaps, "Wow, nice colors-and fun." Another may be to closely search the image for signs, symbols and meaning. Still another, to read a new level of innovation and creativity into the picture. Undoubtedly, some readers will raise questions about the cost. Of course, any reaction is a sign of engagement. The stronger, the more energized the emotional and cognitive processing, the better. It is a sign of attention and interaction. For I've heard it said, "You only need to worry if they don t care one way or the other." So what is the point of the picture? To stimulate interest, raise questions, promote discussion, and maybe raise a smile.. .That, at least, was my initial reaction when I was introduced to the work of Nancy Hegedus, who helps to create these drawings for Root Learning Inc. At the NASA PM Conference, I was first shown the work Nancy had been doing with the help of Goddard s Knowledge Management Architect, Dr. Ed Rogers. I was immediately drawn into the power of visualization as a tool for more effective learning, communicating, and conveying complex knowledge concepts. We need new tools in today s world, where information and data overwhelms by sheer volume. There are articles, pamphlets, communications, and white papers-all aiming to convince and influence. Reactions to these tend to be either avoidance or mind-numbing, heavy-eyed consent; the message never registers or enters the soul. That s one of the reasons that APPL s Knowledge Sharing Initiative (KSI) has turned to storytelling as a memorable way of transfer- ring knowledge, inspiring imitation of best practices, and spurring reflection. ASK Magazine s recent fourth birthday marks an important milestone in APPL s continuing quest to provide ongoing support to project managers and to promote mission success. And similar to storytelling, the power of visualization is receiving increasing attention in recent years as a way to stimulate engagement. Pictures and visual graphs are viewed as one of the most effective ways for displaying, describing, and generating discussion about quantitative and technically complex information. Prototypes, models, and simulations are considered essential for stimulating innovation through open and engaging discussions. There has also been extensive writing on the use of visual graphics, pictures, and cartoons to facilitate memory, creativity, openness, attention-and even well-being. For many of these reasons, I am excited to have a colorful visual depiction of the APPL world included in ASK. Without the addition of text or slides, the intent is to invite people into the world of the APPL mission-as well as its products, services, customers, and partners- in a fun and engaging manner. As project leaders strive to find ways to encourage engagement, learning, and transmission of knowledge, traditional technologies are proving to be as valuable as modern technologies. (But for those who want more information in the form of texts and slide presentations, we certainly have an abundance of those as well.)

Laufer, Alexander

Passing the Baton: Lessons in Regret

I have led six major defense acquisition programs during my civil service career. For most of those, I was the first leader the program had and did not have to adjust to someone else's legacy. This was both good and bad. The obvious good was that I was able, for the most part, to fashion things as I wanted them. These included patterns of interaction inside and outside the project office. I chose who would be in leadership positions. I developed the managerial philosophy and leadership vision. I decided my role vis-a-vis others in the office. I created the expectations and goals. The bad part was that all the while I was doing this I never considered what I might be leaving my successor to deal with. My reasoning was simple: I never intended to leave. I should have known better.

Little, Terry

Sink or Swim

The traditional view of career development in the government goes something like this: Start your career as a functional apprentice. Become a functional expert over time by exhibiting technical leadership (whatever that means). Over time, seek out positions of increasingly greater responsibility with corresponding job titles. Make a gradual transition from a specialty focus to a managerial focus. Along the way submit to some vaccinations such as getting a Masters or PhD degree, attending some prestige courses, accepting a Headquarters assignment, and working at two or more field locations. Show some significant persistence and heaps of personal sacrifice. Avoid the big mistake. Burn no bridges.

Little, Terry

Requirements: The More the Better?

Nothing ever, ever, becomes a requirement until two things happen: (1) there is a solid understanding and acceptance of the requirement's cost and schedule implications; and (2) knowledgeable technical people are so confident that the program can meet the requirement within the cost and schedule that they are willing to bet their jobs on it. Yikes!! Does this mean that we never undertake high-risk projects? No. what it does mean is that when you undertake high-risk activities, you agree on an expectation or requirement that includes failure, or falling short, as a real possibility, and your cost and schedule reflect the risk. The other thing that it means is that you may have to start a project with some requirements open until after the work progresses to a point where the requirement meets the two criteria above. The process is also flawed because there are usually too many requirements. Something about the engineering or designer mentality seems to demand hosts of requirements as an input to the technical process.

Little, Terry

Prototyping "Rope-a-Dopes" and Other Pitfalls

My experience, both first-and second-hand, has been that people have misused prototyping almost as often as they have used it wisely. I will try and cite some of the ways I have seen people abuse the concept.

Little, Terry

Project Management: The Television Show

There are parallels between what goes on in the emergency room, with its host of accident and gunshot wound victims, and what goes on in successful project management.

Little, Terry

I Hate Reviews!

In our business we have all kinds of reviews: financial reviews, strategy reviews, technical reviews, test reviews, design reviews, baseline reviews, etc., etc. Some ways to avoid the most common pitfalls that I find specifically in these kinds of reviews are given.

Little, Terry

How Do We Work Together?

In essence, project management is about people. Virtually every successful project is defined by good relations between the people involved. In the same way, nearly every failed or troubled project is about poor relationships between the people involved. Let's consider one type of relationship: the one between the government and the contractor. It's easy to say that a contractor must earn the government's trust, but what does that mean in practice? Who needs to earn whose trust? What's the timeline for doing that? How does anyone know when he or she is trusted? What is the relationship supposed to be like before one feels like trust has really been established? So many questions it makes my head hurt. I have always found it better to begin a relationship assuming that everyone is trustworthy until, and unless, something occurs to belie trust.

Little, Terry

Three Insights About Change

Managers need to develop credibility, and need to base it upon new managerial accomplishments rather than previous ones. New and exciting jobs in management are challenging, but can lead to personal growth. Personnel who are afraid of potential negative consequences resulting from administrative changes are a hindrance to projects. An approval-seeking management style almost always fails.

Little, Terry

Willpower

I am struck by how often failure is blamed on a lack of discipline. You often hear losing coaches cite this as the reason for a big loss. I don't recall the last time I heard one say that his team lost a game because of his players' lack of skill. I think a breakdown in discipline is also one of the key reasons why program and project management teams fail to meet expectations. The first program I ever managed had a clear set of priorities. I understood the mandate, and so did everyone else on the team. We set an ambitious schedule and started to work fervently. Not too long into the program the customer wanted to know what performance he was going to get. I replied by categorizing the performance parameters into three bins: 1. Performance you will get. 2. Performance you may get. 3. Performance that there's no way you will get. Did that cause an uproar. The customer demanded everything in the second bin be moved to the first, and most everything in the third bin moved to the second. My immediate impulse was to agree, but I managed to overcome that. In my heart, I knew that we would never meet the already ambitious schedule if we had to deliver more performance. No was my answer. The program turned out to be a huge success, but the result would have been largely different had senior management or I failed to maintain discipline.

Little, Terry