Pia Andrews – The Mandarin
Pia Andrews has long been a powerful voice and a practical exponent of doing government better, not least doing government better in ways which confront and address the difficulties caused by the structures of governments themselves.
This article is a great summary of some of that thinking. Much of its power comes from the recognition that government is fundamentally about people and their relationships with each other, and that that is true as much of people within government as it is of the people that governments serve. Vertical organisational structures can easily be and often are barriers to collaboration and dampeners of motivation, reinforced by a concept of leadership derived from functional management. But none of those is immutable, and a combination of fresh approaches to teams and leadership internally with a readiness to look at the needs of the people governments serve more holistically has real power and potential (greater than either one considered in isolation).
Emma Stace – DfE Digital and Transformation
Transformation is one of those words which sounds good, without actually tying you down to meaning anything in particular. It sounds more daring than innovation, more glamorous than project management – and it’s got more syllables than change.
This useful post presents a view of transformation through six principles which together make it clear that it is fundamentally cultural in nature, and is only what is left once other kinds of change have been accounted for. And there is an interesting parallel between these ideas and Paul Taylor’s similar sense that transformation is too vague and self-serving a term to be useful, which he then addresses through a series of design principles.
Emma Stace – DfE Digital and Transformation
Delivery is hard. Delivering consistently and with high quality is harder. Sustaining that over time without damage to individuals, teams and the wider organisation is very hard indeed.
In the short run it is often possible to over deliver, but there is a price to be paid. Getting that right is not, of course, about organisational structures or project plans, it is about people and the shared culture of their working environment – or about ‘trying hard to strike a balance between delivery now, and delivery tomorrow’.
This post approaches that question from the perspective of recognising and nurturing culture. But there is also a strong parallel with the concept of organisational debt (itself derived from technical debt), the recognition that failing to keep the organisation’s structures and processes in line both with its changing internal needs and with its external environment stores up problems which might be avoidable for a time, but cannot be avoided indefinitely. Or to put it differently again, culture as strategy is one of the ways in which teams and organisations can better manage strategic drift.
Richard Pope – Platform Land
Government as a Platform is a phrase coined by Tim O’Reilly in 2011 and defined and redefined by all sorts of people, organisations and governments ever since. This post offers a whistle stop tour of about 20 definitions and descriptions before condensing them all into one:
Reorganizing the work of government around a network of shared APIs and components, open-standards and canonical datasets, so that civil servants, businesses and others can deliver radically better services to the public, more safely, efficiently and accountably.
There’s a lot of concise power in that and if the intention is to focus primarily on the platform, it works pretty well. But if the intention is to focus more on the government, it has two pretty serious drawbacks. One is that it makes the surprisingly common assumption that government is about service delivery, overlooking all the things which governments do which are not that and underplaying the place of government in a wider political system. The other is that ‘accountably’ is having to carry a very heavy weight: it is presented as ‘the equal’ of safety and efficiency, but only in relation to the provision of better services. That really matters, of course, but it is a long way from being the only thing that matters for the governments of 21st century democracies. But all that also illustrates, of course, the strength of this approach – by setting out assumptions and approaches so clearly, it becomes possible to have the debate in the right place.
Speaking truth to power is often talked about as though it is a heroic endeavour, a point of challenge and catharsis, a showdown when either the message is heard or the messenger is shot. And of course if the norm is that power does not hear truth, none of that is surprising. But perhaps the more interesting approach is to ask why that is assumed to be the norm, and what might change it.
This post doesn’t – and couldn’t – answer that question, but it does shed some interesting light on it. If what is actually at issue is as much or more competing belief systems rather than competing realities, then solutions can’t be about piling up more facts, but might have to do with building relationships in a different way. The difficult bit in that, of course, is not the speaking of truth to power. That just takes bravery. The difficult bit is creating the conditions for power to listen, and that takes a much broader set of skills and approaches.
But as the post hints at, it would be better still to reverse the question. The real challenge is for leaders to show more clearly that they want to listen, not for courtiers to have to balance honesty and self-preservation.
Catherine Howe – Curious?
It’s been clear for a good while that the boundary zone between an agile project and a less than agile host organisation is often rife with friction, incomprehension and frustration. The value of reducing the friction is obvious; the nature of the best lubricant rather less so.
There are various more or less mechanical ways of approaching this – treating it essentially as the alignment of two models of governance. This post comes at it at a rather different angle, with a strong emphasis on finding approaches which deliver psychological safety for those involved and which recognise the different (and ideally complementary) value of different perspectives. Agile projects should carry on being agile, but the right way of thinking about systems is systems thinking. That sounds ludicrously trite, but is both less obvious and much harder than it sounds. As ever, Catherine Howe provides thoughtful guidance through the complexity.
Richard Pope – Platform Land
The third part of Richard Pope’s strategic musings is as thought provoking a reflection as the earlier two, though this post is perhaps making a rather different point from the one the headline suggests.
It opens with the idea of small pieces loosely joined, which remains one best descriptions of the web and of quite a few other things besides and leads smoothly into the idea of shared components and services across different governmental organisations. On the face of it, that makes a lot of sense in terms both of system efficiency and of delivering coherent services. Institutional and power dynamics within governments don’t make that easy. The level of trust within governments can be surprisingly low to those who look from the outside and see something monolithic. There’s a whole host of reasons for that, but one of them is the lack of recourse if things do go wrong, with an understandable reluctance to place reputation and service quality on a foundation which is not itself robust. And so the post arrives at the fundamental question, which is not to do with components or APIs at all, other than as the visible symptom of a much deeper issue:
The question governments therefore need to answer is this: what are the appropriate characteristics of institutions capable of operating shared infrastructure for the greater good rather than the priorities of a thematic agency, while remaining accountable?
One answer is to create new institutions whose job is to do that – GDS in the UK is an example. But if, as this post suggests, that model is under threat, that may be a sign it might not be the optimal approach either. So the problem remains very real, the search for solutions continues. Networked government – of small pieces, loosely joined – remains elusive.
Hard on the heels of Mike Bracken’s pithy definition of digital transformation comes this longer post, exploring multiple meanings of digital through an extended metaphor of running a café. The two don’t contradict each other, but what this longer account draws out is that what counts as digital improvement is different at different stages of organisational and technical development. It offers nine questions to which digital is the answer, or is at least part of it. The eighth is organisational design and transition:
If I were to design the organisation again today, from scratch, how would I design it, based on the new needs and expectations people have, and how the wider context we are in is also changing?”
That comes pretty close to Mike’s one liner – which is a reminder both that digital change isn’t necessarily transformational and that digital as an unqualified descriptor doesn’t describe anything very precisely, a point further emphasised by Anthony Zacharzewski’s tongue in cheek tweet in response:
Digital is Facebook, right?
Mike Bracken – UCL IIPP Blog
‘Digital’ is an increasingly problematic word, ‘digital transformation’ a doubly problematic phrase – in both cases because they are used as much to obscure as to illuminate. One of the difficulties is that ‘digital’ is slapped on as a random qualifier of all sorts of things, to the point where it doesn’t (and probably shouldn’t) add much meaning at all. Arguably the underlying problem comes from the fact that ‘digital’ started by being a word which said something about technology, and has become a word which says something about it’s not quite clear what.
Mike Bracken has neatly sidestepped all that with a definition which might actually be useful:
digital transformation is the act of radically changing how your organisation works, so that it can survive and thrive in the internet era
As the post goes on to note, transformation may deliver some technology change; technology change does not deliver transformation. But confusion on that point is understandable, because it is often the case that transformation becomes visible externally precisely as a technology based changed – and there is some faint irony in the fact that GDS and its first flagship product, gov.uk provide an example of how that confusion can be created.
Richard Pope – Platform Land
The idea of describing things in terms of stacks is a familiar one in the worlds of technology and of operating models. It’s not such a familiar way of describing government, though it’s an idea with an honourable history, including Mark Foden’s essential summary in his gubbins video.
This post is a trailer for a series of forthcoming posts under the banner of Platform Land, which promises to be compelling reading. That promise rests in part on the recognition in this introduction of the fact that governments are both organisations with much in common with other kinds of organisation and at the same time organisations with some very specific characteristics which go well beyond service delivery:
Considerations of safety, accountability, and democracy must at all times be viewed as equal to considerations of efficiency.
The emergence of government platforms represents a new way of organizing the work of government. As such, the task at hand is not to understand how we patch existing systems of government, but of how we adapt to something new that will come with its own set of opportunities and challenges, risks and prizes.
Richard Pope and James Darling
What do you have to do to make government work better? People have been asking that question for a very long time (it’s over 150 years since the Northcote-Trevelyan report asked a version of it for the UK government), but answers continue to be elusive.
Ten years ago, there was an attempt to approach the problem bottom up rather than top down: demonstrating better government by building some small pieces of it to demonstrate what could be – and should be – possible. It was an attempt which was small to vanishing in its direct effect, but was an influential precursor of much of what followed. That influence is still visible in the way things get designed and built across government, but something of the radical edge has got lost along the way.
This post both celebrates what was done in those heady days and poses the challenging question of where the equivalent radicalism needs to come from now. Gradual change is not enough, it argues, now is not a time for patching. Given that build up, the call to action falls a little flat – a resounding cry for a committee of enquiry into the civil service hardly sets the heart racing. But the fact that better answers may be needed emphasises rather than undermines the power of the question.
Are organisations political systems? Yes, of course they are. Persuasion, negotiation, and coalition building are intrinsic to their operation; they are a cockpit for exit, voice and loyalty.
That’s using politics in the sense of the means by which collective choices get made rather than in the sense of the thing that politicians do. At one level that’s obvious, but at another it’s worth emphasising, because it’s all too easy to elide politics, bureaucracy and the public sector – they have much to do with each other, but they are very different.
Bureaucracy is fundamentally about being rules based. Rules are indeed constraining – that is their point – but they are also liberating (which is why estimates of the cost of bureaucracy can be more than a little tendentious). A society or polity without rules is hardly one at all and the more arbitrary and capricious the rules are, the worse the outcomes tend to be. So the question becomes whether it is useful to organisations to be rules based, or whether the associated costs of rigidity and hierarchy outweigh the benefits. That’s a pragmatic question, as is the consequential one of how best to minimise the costs and maximise the benefits of whatever level of bureucracy is appropriate for a given organisation and a given situation. That balance will be struck differently in different contexts, but it wouldn’t be surprising if public accountability and size were two relevant factors. That’s not to say that all organisations have the optimal level of bureaucracy (in a faint echo of Stafford Beer) – far from it – rather that it is not self-evident that the optimal level is zero.
All of that is prompted by this post on the politics of organisation design (the latest in a regular weekly series which is well worth following), which in turn draws heavily on a recent excoriation of organisational bureaucracy by Gary Hamel. That brings us full circle: organisations are political and assertions about their nature are intrinsically political too.
Prioritisation is hard. One reason why it’s hard is that starting new things is always more attractive than stopping old ones. There are all sorts of reasons for that – many nicely set out in this post – which include the ease with which we overlook the opportunity cost: if we start this new thing, what do we no longer have the capacity or attention span to do? That of course is a problem for the organisation as a whole, not for the proponents of the new shiny thing, so it all too easily becomes one which is brushed aside, because there isn’t anybody whose job is to address it.
There is a closely related problem, pithily described, it appears, by Kurt Vonnegut:
Another flaw in the human character is that everybody wants to build and nobody wants to do maintenance.
That can have consequences from the irritatingly inefficient to the utterly terrifying, but all contributing to the wider problem, that the more change there is going on, the more likely it is that the changes will collide with each other unproductively, and the more it becomes important to understand and manage the dependencies and interactions between projects, as much as to understand and manage each of the contributing initiatives.
Michael Graber – Innovation Excellence
This short post asks a question which falls to be answered all too often. The answer it gives is that failure comes from the misperception that the most important thing about digital transformation is that it is digital:
Digital transformations are actually transformations of mindset, business model, culture, and operations. These are people problems, in the main, not technology issues.
Tom Loosemore – Public Digital
This is a deceptively simple list which describes ways of working in internet-era organisations. The GDS design principles are clearly among its antecedents, but this is a broader and deeper approach, setting out how to make things work – and work well – in organisations. It’s hard to argue with the thrust of the advice given here, and in any case it ends with an admonition to do sensible things in the right way rather than stick rigidly to the rules.
That doesn’t make the approach beyond criticism, both in detail and in approach, though it does have the happy consequence that challenge and consequent improvement are themselves part of the model being advocated. With that starting point, there are a couple of places where a further iteration could improve things further.
One is the instruction to treat data as infrastructure. The thought behind that is a good one: data matters, and it matters that it is managed well. Well ordered data is part of infrastructure at every level from the national (and international) downwards. But data is also part of the superstructure. Managing, processing, and creating value out of data are fundamental to the purpose and activities of organisations. Both aspects need to be understood and integrated.
A more subtle issue is that while it might be clear what counts as good internet-era ways of working, much of that work happens in organisations which are barely of the internet era at all. Precisely because it does challenge established approaches, established power structures and established infrastructure of every kind, the path to adoption is far from straightforward. Looked at in that light, this list is oddly impersonal: it is couched in the imperative, but without being clear who the orders are addressed to. There is a dimension of behavioural and organisational change which never quite makes it to the centre of the narrative, but which for organisations which are not native to the internet era is critically important.
None of that is a reason for not following the advice given here. But some of it might be part of the explanation of why it needs to be given in the first place.
Kate Tarling and Matti Keltanen – Medium
This post is a deep and thoughtful essay on why large organisations struggle to find a clear direction and to sustain high quality delivery. At one level the solution is disarmingly simple: define what success looks like, work out how well the organisation is configured to deliver that success, and change the configuration if necessary – but in the meantime, since reconfiguration is slow and hard, be systematic and practical at developing and working through change.
If it were that easy, of course, everybody would have done it by now and all large organisations would be operating in a state of near perfection. Simple observation tells us that that is not the case, and simple experience tells us that it is not at all easy to fix. This post avoids the common trap of suggesting a simple – often simplistic – single answer, but instead acknowledges the need to find ways of moving forward despite the aspects of the organisational environment which hold things back. Even more usefully, it sets out an approach for doing that in practice based on real (and no doubt painful) experience.
If there were a weakness in this approach, it would be in appearing to underestimate some of the behavioural challenges, partly because the post notes, but doesn’t really address, the different powers and perspectives which come from different positions. The options – and frustrations – of a chief executive or board member are very different from those elsewhere in the organisation who may feel some of the problems more viscerally but find it harder to identify points of leverage to change things. The argument that in the absence of structures aligned to outcomes and goals we should fall back to alignment around purpose is a strong one, but the challenge of even achieving the fallback shouldn’t be underestimated.
It’s a pretty safe bet though that anybody struggling to find ways of helping large organisations to become fully effective will find ideas and insights here which are well worth reflecting on.
Rainer Kattel and Ines Mergel – UCL Institute for Innovation and Public Purpose
The story of how Estonia became the most e of e-governments is often told, but often pretty superficially and often with an implied – or even explicit – challenge to everybody else to measure themselves and their governments against the standard set by Estonia and despair. This post provides exactly the context which is missing from such accounts: Estonia is certainly the result of visionary leadership, which at least in principle could be found anywhere, but it is also the result of some very particular circumstances which can’t simply be copied or assumed to be universal. There is also a hint of the question behind Solow’s paradox: the real test is not the implementation of technology, but the delivery of better outcomes.
None of that is to knock Estonia’s very real achievements, but yet again to make clear that the test of the effectiveness of technology is not a technological one.
Rose Hollister and Michael Watkins – Harvard Business Review
The hardest bit of strategy is not thinking up the goal and direction in the first place. It’s not even identifying the set of activities which will move things in the desired direction. The hardest bit is stopping all the things which aren’t heading in that direction or are a distraction of attention or energy from the most valuable activities. Stopping things is hard. Stopping things which aren’t necessarily failing to do the thing they were set up to do, but are nevertheless not the most important things to be doing, is harder. In principle, it’s easier to stop things before they have started than to rein them in once they have got going, but even that is pretty hard.
In all of that, ‘hard’ doesn’t mean hard in principle: the need, and often the intention, is clear enough. It means instead that observation of organisations, and particularly larger and older organisation, provides strong reason to think that it’s hard in practice. Finding ways of doing it better is important for many organisations.
This article clearly and systematically sets out what underlies the problem, what doesn’t work in trying to solve it – and offers some very practical suggestions for what does. Practical does not, of course, mean easy. But if we don’t start somewhere, project sclerosis will only get worse.
Catherine Howe – Curious?
The eight tribes of digital (which were once seven) have become nine.
The real value of the tribes – other than that they are the distillation of four years of observation, reflection and synthesis – is not so much in whether they are definitively right (which pretty self-evidently they aren’t, and can’t be) but as a prompt for understanding why individuals and groups might behave as they do. And of course, the very fact that there can be nine kinds of digital is another way of saying that there is no such thing as digital
Billy Street – Transforming Together
This post provides a good introduction to The 7 Lenses of Transformation recently published by the UK government. Its power is in a form of modesty: there is no spurious promise that religiously following a methodology takes the risk and challenge out of transformational change, but instead provides a sensible framing of seven areas which need to be thought about and acted on to increase the chances of success. It is strewn with useful prompts, reminders and challenges. But it also prompts a couple of broader questions.
The first is what counts as transformation, as opposed to mere change. The definition in the guidance isn’t altogether satisfactory, as ‘reducing the costs of delivering services and improving our internal processes’ is sufficient to count. That’s not just a niggle about wording: if there is something distinctive about transformation, there needs to be some clarity about what it is. It’s tempting to fall back to simple scale – but some large scale changes aren’t particularly transformational, while some much smaller changes can have a really radical impact on the relationship between inputs, outputs and, most importantly, outcomes.
The second is an inherent problem with numbered lists, which is that they present themselves as self-contained. It’s worth reflecting on what an eighth item might be. One possible answer is that there is more – quite a lot more – to be said in expansion of the seventh lens, on people. The recognition that people need to be involved and enthused is a good start, but a communication campaign isn’t a sufficient means of achieving that: if change is transformational, it is almost certain that it expects – and depends on – people’s behaviour changing, and it is dangerous to assume that behavioural change is an automatic by-product of change programmes. And of course there will often be many more people affected than those in the programme team itself – a point the ‘red flags’ section seems to overlook.
And there is a small but subtly important issue in the title: the lens metaphor is an odd one, which doesn’t stand up to very much thought. That’s not to say that there is a single self-evidently better one, but moving away from language which implies inspection and distortion to language which hints more at engagement and multiple perspectives might be a stronger foundation for delivering real transformation.