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Public Sector IT Enemy Number One: Policy

We all know that scope creep, lack of resources and change are the three greatest enemies of cost-effective IT development projects. In the commercial sector we move heaven and earth to avoid these risks – and yet they seem to be endemic to the management culture within public sector computing.

public enemy by annie ok on flickrWhereas, for a start, in the private sector, the key business drivers for IT are all about sustaining and developing the profitability of the venture – so everything is geared towards balancing costs with benefits.

So, generally speaking new technology investment in the commercial world depends on the existence of a viable business case. Delivering the anticipated benefits is how we measure our success.

But when we look at the public sector situation, we find that the key drivers for IT are all about enabling policy initiatives – and, more often than not, “the policy initiatives” are subject to arbitrary change, or cancellation. Sometimes at very short notice, because Government policy, as opposed to legislation, is subject to the trials and tribulations of the Political world so what seems to be a very good Ministerial idea one year, may well become completely undesirable the next.

That’s the way that “democratic” politicians have to operate and the possible reason why so many public sector computing initiatives are inherently susceptible to failure from the outset.

And, of course, we are not just dealing with a single, mega-sized IT division – the problem is compounded many-fold by the existence of myriad Government departments, each with their own agenda and policies.

Is it any wonder then, that we get so many high profile public IT fiascos?

In fact, the more I look at this problem, the more that I feel that we are lucky to get any working IT at all from the public sector; given their highly complex organisations which are constantly pounded by unremitting tidal waves of Political policy.

And, it’s not going to get any better – unless we can persuade our Political masters to change their ways, radically, by applying the same rigour and quality of thought to their political strategy management, as their counterparts in industry.

At the moment, it seems like this fundamental problem is not properly recognised by the Government – they simply lay any fault firmly at the door of those poor souls tasked with implementing their polymorphic policies, without understanding their own contribution.

Instead of understanding that the complexity and cost of public sector computing are direct functions of the Political agenda, the only “solution” so far to rising IT costs has been to outsource more and more Government IT to third-party providers, in the hope that the cost of public sector computing can be contained, or reduced.

But what we really need is at least a root and branch overhaul of the structure of public sector IT so that it can handle the impact of policy change.

Or better still, to move beyond the IT-centric perspective and introduce properly joined-up-management for a joined-up-world.

Until we take these basic steps, I can’t think of a worse possible scenario for IT governance – we might just as well print Government IT Change Requests on pads made from Million Pound notes. :mrgreen:

90% of this article was written and published in November 2002

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Parliament investigates effective governance of IT

Public Administration Committee

Good governance: the effective use of IT

Tuesday 8 March 2011

Committee Room 6
Meeting started at 10.33am
ended at 12.33pm

Witnesses
Professor Helen Margetts, Oxford Internet Institute, Dr Ian Brown, Oxford Internet Institute, and Dr Edgar Whitley, London School of Economics
Professor Nigel Shadbolt, University of Southampton, and Sir Ian Magee, Institute for Government.

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Dynamic discussion, sans frontieres

Geopolitical events of 2011 have demonstrated the power of so-called Social Media, leading to terms being coined such as “Facebook revolution.” However, I believe that it is Twitter that has now matured into the de facto interactive, multi-channel broadcasting media that facilitates effective, dynamic discussion at every level: parochial, regional, national and global.

clowns sans frontieres by jeff-bauche on flickrQuite simply, Twitter is a great example of a genuinely emergent, multi-purposed System that has developed exponentially, due to the ingenuity of subscribers and regardless of the apparent absence of any coherent commercial strategy.

Politicians and business leaders are now taking due notice of Twitter and I suspect that few, if any, would now be as dissmissive of the medium as David Cameron speaking on Absolute Radio in July 2009:

Twitter knows few boundaries and tweets easily skip over many traditional gatekeepers, before you can say Mark Zuckerberg :mrgreen:

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do Organizational scars and stretch-marks last forever?

Organizational scars, like bodily scars, are borne forever and affect us long after the causal events. This may seem very simplistic. But it is an important perspective for every business to recognise the persistently damaged areas of the organizational nervous system.

scar by daliborlev on flickrI began thinking about organizational scars when I saw a so-called “odd fact” from @robinbloor on Twitter:

“Except for the minerals in the enamel of teeth, every molecule in the human body is replaced every 7 years. #odd facts”

This chestnut comes up fairly often on the web and you have probably seen articles [such as this interesting example from Tony Crisp] that make play of similar claims.

But Robin’s tweet made me wonder: why then do I still bear the scars of a car crash in 1972, why hasn’t my cellular refresh healed those wounds from nearly 40 years ago – and is there an analogy to business/ organizational wounds?

It seems that bodily scars persist beyond the process of routine molecular refresh; once cells become scarred they refresh to that state, rather than revert to their previously pristine condition.

So is this phenomenon also true of organizational scars, once scarred do these historical wounds persist beyond the routine cycles of personnel and process changes?

I think so, especially in the modern world of ubiquitous search and persistent, electronic memories.

Organizational scars take many forms, such as: the self-inflicted wounds of misadventure and misbehaviour; the ‘war’ wounds suffered in the cut and thrust of corporate combat and, of course, the ‘stretch-marks’ which remind us of the laborious processes of business growth and birth.

Our people and process may change, many times over the years. But the organizational scars seem to persist.

So, notwithstanding the perhaps long-forgotten causes of our scars, we do need to distinguish between those scars that brand us negatively, in the memory and perceptions of stakeholders, and those scars that speak to our courage, in struggles past.

I suppose what I am really saying is: How can we help heal the wounds of time? Any ideas?

There are few undertakings that haven’t been wounded, somewhere along the way, leaving scars on the ‘soul’ of the organization – for good and bad. :mrgreen:

No related posts.

Shotgun Wedding strategy for Government IT

According to Tony Collins, the UK Government CIO Council will be asked, by the Cabinet Office, to approve an interim ICT strategy that looks fundamentally flawed before the ink is dry: a shotgun wedding strategy.

Tony’s article sets out a new IT supplier strategy, based on flexible very short term contracts designed to give public sector CIOs the option of changing suppliers at the drop of a hat.jayne by lamont_cranston on flickr

I look forward to seeing more details of the strategy. However, my initial reaction to the description in Tony’s article, is that there are serious flaws associated with the concept of letting short-term/ instant monthly contracts on a per user/month basis.

This would be fundamentally flawed because of the practical issues of chopping and changing services, with large volumes of data involved, let alone any contingent security concerns.

But we must realise that there would be substantial cost and unnecessary risk involved in such flipping.

Of course, the idea of switching suppliers for poor service is attractive but some performance issues do need time to resolve and the potential discontinuity of service would open the door to diminished accountability when problems arise, possibly on both sides.

It always takes two to tango so I am very concerned that this new Government strategy does not reflect the necessary bi-lateral commitment to mutually beneficial outcomes. The threat of losing a contract within weeks is not conducive to effective resourcing of essential IT services by the providers.

I am not endorsing poor service, or long lock-ins either. But taxpayers and IT pros deserve better and properly joined-up-management, especially in straitened times like these.

Working with a gun against your head is not a recipé for effective partnership. :mrgreen:

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are recruitment agents a taboo subject?

This is a sincerely serious question, without any inferior motive: I wonder why we don’t see more people writing about their experiences with recruitment agents? Is it just a co-incidence, or is it a really taboo subject that candidates and publishers deliberately avoid writing about?
recruitment poster by Metropolitan Police on flickr
As a sometime user of recruitment services, both as candidate and employer, this phenomenon genuinely intrigues me because the topic seems to be a big black hole in the business story.

Despite the huge volume of transactions carried out each day, nothing seems to permeate the online and print commentary of our working lives.

For sure, I realise that the absence of recruitment experience reportage may be entirely due to universal satisfaction with the process. But I also recognise the possibility that the true reason why almost everyone keeps quiet is by no means mysterious.

I suspect that when people are not happy with agents, they won’t go ‘on the record’ in case they damage their future prospects. Making the process a most unhelpful taboo.

Perhaps better reporting of our recruiting experiences, both positive and unfortunate, would help everyone – agents, candidates and employers alike – by improving transparency and integrity. :mrgreen:

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