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10 posts from July 2008

July 30, 2008

Business of Software 2008 - an update

Over the past few weeks I've announced bits of news about Business of Software 2008. Here are all those updates - and a couple of new ones - in one place.

Speakers finalised
All the speakers are now finalised. Most recently, Steve Krug and Noam Wasserman have agreed to speak. Steve is author of the best-selling (over 380 five star reviews on Amazon)  Don't Make Me Think! - a Common Sense Approach to Usability. Noam is a professor in the entrepreneurial management unit at Harvard Business School, and will be talking about Rich vs King: The Founder's Dilemma.

Updated program
If you want to see details of all the speakers (names, topics, times, etc.) then please download the updated Business of Software 2008 program.

Table sessions
Some of the best conference memories come from the people you meet. To encourage this, we're going to split people into groups of 8-10 and ask them to discuss a topic. People will choose the topic they want to discuss in advance, from a list. That means we need a bunch of topics to discuss. If you want to suggest one, then post it at this blog post.

Lodging
If you're coming to BoS 2008 then I recommend you stay at the Seaport. We've negotiated a special rate of $239 / night, but this is only guaranteed if you book your stay before August 2nd. To get the special rate, read the instructions on the BoS 2008 web site.

See you in Boston!

Rich vs king: The founder's dilemma

Found a company and you can be in control or you can be rich. It's hard to be both: you need to figure out what motivates you, and what's important to you, and then act accordingly.

According to Noam Wasserman, a professor at Harvard Business School, if you're an entrepreneur then you will often face situations where you need to confront this dichotomy.

When you start up, do you set off on your own (and stay king), or find a co-founder (losing control, but increasing the odds of success)?

Do you choose investors who stay in the shadows (remain king), or ones who are hands-on (get rich)?

When you reach your limits, do you remain CEO (and stay king) or take a back seat and hire somebody in to take your place (get rich)?

You can read more at Noam's blog. Or - even better - you can hear Noam speak in person at Business of Software 2008.

July 23, 2008

Steve Krug to speak at Business of Software 2008

Steve Krug has agreed to speak at Business of Software 2008.

If you haven't heard of Steve then you've probably heard of his book. Don't Make Me Think - a Common Sense Approach to Usability has over 380 five-star reviews at Amazon. We've got several copies floating around at Red Gate, and - along with other classics such as Tim Lister and Tom Demarco's Peopleware, Douglas Coupland's Microserfs and Don Norman's The Design of Everyday Things - it is on Joel Spolsky's Programmer's Bookshelf.

 

July 18, 2008

How to hire a manager

Earlier this year, I asked for advice on how to hire managers. Plenty of you answered - thank you. Since then, I’ve thought about the topic a lot. I’ve seen hundreds of CVs, sat through dozens of interviews, and hired a few managers. When I interview a manager there are plenty of things I look for - passion, cultural fit, talent, communication skills - but here are some less obvious ones that separate the cream from the milk.

You must be comfortable with ambiguity. You need to see the world in shades of grey, but still make decisions. Often, there are no right or wrong answers; no rules that always apply. You must be pragmatic, not dogmatic. The best answer you can give to many interview questions is ‘it depends’. Q: How do you manage people? A: It depends (on the situation and the person). Q: How do you motivate people? A: It depends (what are their buttons?). Q: How do you persuade people? A: It depends (some people like facts, some people like stories). Q: Your project is running late. How do you fix it? A: It depends (there are as many ways to fix it as there are projects). You get the picture.

In an interview, talk about the concrete. You need to show you can roll up your sleeves and plunge your hands into the blocked toilet bowl of software development. You can’t just strategise and theorise. When you tell me about how you deal with tricky people problems, don’t tell me about processes and rules. Tell me about the time that Bob turned up to work smelling of beer, or how you caught Fred snorting cocaine in the toilets. I want evidence that you’re seasoned, that you haven’t just read a book.

This demonstrates that you’ve done it before. For engineers, I hire for talent.  You need to demonstrate that you’re smart, and can get things done. But you don’t need 2 years of C# or SQL Server under your belt. For a manager it’s different. Management is something that you learn. It takes time. Sure, aptitude is still important, but you must show that your aptitude has crystallised into ability. Management is also about good judgement. Mulla Rasrudin once said that good judgement comes from experience, and experience comes from bad judgement. I’d like you to get that experience elsewhere.

You must be able to switch from the concrete to the abstract. Show me you can knit your particular examples into wider rules. Tell me how your experience contradicts, or confirms, other people’s theories. Tell me about the common thread that runs through your successful projects. Tell me about Herzberg’s motivational theory, and how you’ve seen it work. Or how it’s good in theory, but not in practice.

Of course, these guidelines are aimed at hiring external candidates. If you’re promoting from within - and that’s often a better choice - then different principles apply. I’ll write about my thoughts in a future post. Subscribe to the RSS feed to stay up to date.

 

Interview with Linus Torvalds on Simple-Talk

Over on Simple-Talk, Richard Morris interviews Linus Torvalds. Linus talks about Microsoft, patents, micro-kernels, the GPL, innovation, and much more. An awesome interview. Here's an excerpt, where Linus talks about 'free' software:

That word ‘free’ is actually a word I try to avoid using, because it means so many different things. And no, I don't mean just the trivial difference between ‘free of cost’ (as in ‘gratis’) and ‘freedom’. Even in just the ’freedom’ meaning, different people have so many different ideas of exactly what and who should have the ‘freedom’.  It's one reason I use the term ‘Open Source’, and one reason I'm actually known to butt heads with the FSF. They make a big deal about the "freedom" term, and they define it in just very particular way.

So what is ‘freedom’ to you? Is it ‘anarchy’ - the freedom to do anything you damn well want to do? If so, the BSD license is certainly much more free than the GPL is. Or is it any number of other ways to describe what "freedom" might mean? Often in very emotional terms, to boot? I'm not really interested in that kind of discussion. It's what I call "mental masturbation", when you engage is some pointless intellectual exercise that has no possible meaning.  So when I try to explain my choice of license, I use the term ‘Open Source’, and try to explain my choice of the GPLv2 not in terms of freedom, but in terms of how I want people to be able to improve on the source code - by discouraging hiding and controlling of the source code with a legal copyright license, everybody can build on the work of each other, and it basically encourages a model where people end up working together.

Here's the link to the full interview:

http://www.simple-talk.com/opinion/geek-of-the-week/linus-torvalds,-geek-of-the-week/

July 16, 2008

Breaking the ice - table sessions at BoS 2008

As well as top speakers, excellent content and free beer, there's one more thing you're going to get at Business of Software 2008: mild social anxiety.

We're going to try out an idea that Seth Godin blogged about, and split people up into groups of 10. Each group will get allocated a table and a topic to discuss.

That means that we're going to need 30 - 40 topics for people to discuss, fewer if we allow multiple tables to use the same topic.

Seth suggests entrepreneurship, shoe collectors and whining about the economy. If you've got any other topics you'd like to discuss at Business of Software 2008 then post them here. I'll send a copy of Meatball Sundae, Seth's latest book, to a couple of people who come up with the best suggestions.

Post here ...

July 15, 2008

Jumping to conclusions - rhinos, Big Macs and mental biases

A couple of weeks ago I blogged about the dangers of stories and how, if you’re unaware of the biases baked into our brains, stories and the storytellers who tell them can lure you into tar pits. In this post I’m going to write about another cognitive bias.

But first, of course, a story.

James, who manages our .NET division, is a smart guy. I grab him, and explain that I want to give him a quick test. I know he likes a good test. The way it works, I say, is that I write down sets of three numbers on a flip-chart. I have a rule in my head, which any set of three numbers either passes or fails. James’s task is to guess my rule. The way he’s got to do this is by giving me sets of three numbers. I will say whether each set passes or fails my rule. He can then guess the rule.

To get him started, I give two sets of three numbers. Both sets pass obey my rule:

1, 4, 7
9, 12, 15

James looks puzled. This is obviously a trick question, he thinks. He gives me three numbers:

5, 8, 11

These pass my rule, I say. At this point James is confident but, just to be sure, he gives three more numbers:

3, 6, 9

I tell him these pass my rule. James says he’s guessed the rule: each number is 3 higher than the previous number.

Wrong, I tell him.

Now James is confused. He guesses that it’s to do with the shape of the numbers. It isn’t. He gives 3 more numbers:

1, 2, 3

These pass my rule. James guesses that my rule is that numbers are increasing. Wrong, I say. James gives up, so I tell him what my rule is: the third number must be bigger than the second number.

This artificial experiment is an interesting illustration of a couple of human tendencies. First of all, we jump to conclusions. Secondly - more important, but also far more subtle - we tend to seek out evidence that confirms our hasty conclusions, rather than evidence that might contradict them.

James - understandably - had the hypothesis “each number is 3 higher than the previous number” in his head. He then tried to prove this by choosing sets of numbers that obeyed his hypothesis, rather than seek out sets of numbers that might falsify it. Every time he suggested a set of numbers that obeyed my rule he become more certain that he was correct. Wrongly.

My example of James and the numbers is contrived, but the principles apply in real life too. If your software isn’t selling well this month then you might jump to the conclusion that it’s because of a downturn in the economy, and then seek to verify that. Instead, you should think about how you would disprove your theory, or explore alternative hypotheses. If two people struggle to use your software you might conclude that they’re both idiots, and then seek out examples to prove it. Instead, you should examine alternative explanations - the problem might be that your software sucks. Or you might erroneously conclude that your software sucks – and seek out evidence to verify that - when the problem really is that the two people are idiots.

Why are we prey to this bias? Possibly, because our minds have evolved to make quick decisions based on scant data. On the savannah a hundred thousand years ago, if you’ve just seen your brother gored by a rhinoceros, the conclusion that “all rhinoceroses are dangerous” is a good one to jump to. Seeking counter-examples, or considering alternative hypotheses, would be logically correct, but evolutionarily limiting.

But we’re not in the savannah any more, and behaviour that was appropriate back then isn’t always useful now. The textbook example is our liking for sugar: a sweet tooth was useful back when food was scarce, but in an era of Coca Cola and Big Macs our instinct to grab calories whenever and wherever we can find them just makes us fat.

There are plenty of other examples of cognitive biases that sway the way we think. Over the next few weeks I’ll write some more about them and how they can help you in the business of software. Subscribe to my RSS feed to keep up to date.

July 14, 2008

Business of Software 2008 - one more week to bag the special price

If you want to come to Business of Software 2008 in Boston, September 3rd-4th, to hear Seth Godin, Joel Spolsky and many others speak then you've got until Friday 18th July Tuesday 22nd July to book for the special price of $1,495.

Find out more at the conference web site.

Dead psychologists and how they change the way we think

John Maynard Keynes wrote that “Practical men, who believe themselves to be quite exempt from any intellectual influences, are usually the slaves of some defunct economist.”

Replace economist with psychologist, and this still holds true. Many modern management practices are constructed on an architecture that was built thirty, fifty, even one hundred years ago. Unfortunately, the architecture is often shaky, sometimes rotten.

The granddaddy of all defunct psychologists is Freud - his fingernails are still stuck in our flesh a lifetime after his death. Freud claimed that we are driven by a need for sex, or pleasure. Since Freud, the drives have changed, but the idea that our behaviour is determined by the need to satisfy a handful of simple, universal, subconscious urges has stuck. In the latest Harvard Business Review, academics claim that “getting people to do their best work” requires satisfying four drives that are “hardwired into our brains”: the drive to acquire; the drive to bond; the drive to comprehend; and the drive to defend. The path back to Freud - the man who Newsweek called “History’s most debunked doctor” - is clear.

Freud isn’t the only dead psychologist who holds us in his thrall. The behaviourists - B.F. Skinner and John B. Watson are the most famous - viewed the mind as a black box. Its inner workings are unknowable, and irrelevant. There is no room for any internal mental states – no thoughts, no feelings, no free will. Given the inputs you can predict the outputs.

It follows that to control people’s behaviour, all you need to do is to control their environment. What’s more, you can correct behaviour using the simple mechanisms of rewarding, removing rewards and punishing. We are pigeons in boxes, pressing levers for pellets of food. If the pellets are correct – stock options, performance related pay, bonuses, regular praise – then we will learn to press the right levers – shipping software on time, being nice to customers, hitting sales targets.

The problem, of course, is that we aren’t pigeons in boxes. Our mental states are important. We can be happy, or sad. We can rebel against external factors. We can say screw the pellets and refuse to peck the lever.

I’ve described a couple of dead psychologists. But how about the ones who are still alive?

Just as it can take technology twenty or thirty years to get from the laboratory to the mainstream (think of the mouse, or multi-touch devices, or electronic ink), it can take decades for management ideas to percolate from theory to general practice. Some of the most interesting research over the past 20 years has been in cognitive psychology: the scientific study of how we learn, how we think and how we make decisions.

We can learn a lot from cognitive psychology. If you are late to work this morning it’s undoubtedly because you were held up in traffic. If Bob from marketing is late though, it’ll be because he’s lazy and a poor timekeeper. You attribute external factors (the traffic) when explaining your behaviour, but internal factors (personality) when explaining that of others. Similarly, you over-emphasize the role that your skill plays in your successes, but over-exaggerate the impact of the situation on your failures. If your software ships on time it’s because of your exceptional leadership. If it’s late, it’s because of buggy third party components.

These ideas are only now making it into the mainstream. Steven Pinker started popularising them a decade ago; Malcom Gladwell has brought them to an even wider audience since. Using the mouse analogy, if the founding fathers of cognitive psychology are Doug Engelbart and William English at Xerox PARC, then Steven Pinker is the first Apple Mac and Malcolm Gladwell is Windows 3.11. When we reach Windows 95 - a few years off still - these ideas will become ubiquitous.

John Maynard Keynes - himself now a defunct economist and enslaver of modern men - was right to warn us about the ghosts of dead intellectuals. But if we squint hard enough, we can just about discern their phantom forms, and choose to avoid them, or embrace them.

July 10, 2008

Pecha Kucha finalists

There's a Pecha Kucha session at Business of Software 2008. 45 people sent in their entries for the chance to present 20 slides @ 20 seconds a slide.

Joel Spolsky and I have narrowed down the 45 entrants to 8 finalists. How we did it will remain a mystery to everybody but Joel and me, but here's who we've chosen:

Alexis Ohanian, co-founder of reddit, on How to start, run and sell a web 2.0 startup

Jason Cohen
, founder of Smart Bear Software, on Agile marketing

Larry Port, founding partner of Rocket Matter, on How to launch your socks off for no money

Bob Pritchett, entrepreneur and author, on Fire someone today and other surprising tactics for making your business a success

Johnathan Mercer, founder of Xumbrus, on Turning data into profit: towards evidence based software management

Lou Franco, director of engineering at Atalasoft, on Engineering the evaluation funnel

Steve Goldenberg, founder of Interfolio, on Sales is not a four letter word

Jack Zoellner, president of Leading Edge, on It's the people, stupid

Well done guys, and thank you to everybody for entering!

About Neil Davidson

Joint CEO of Red Gate Software and organiser of the Business of Software conference. Read More.

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