Tools and Culture

Tools reinforce power relationships. If you want a more emergent power model within a group, you have to make sure your tools support that. Git is a beautiful example of how a tool can support the right power relationships.    (MRK)

However, just because a tool has affordances doesn’t mean people will pay any attention to them. Linus Torvalds alluded to an example in a software development context: Giving everyone commit access to a centralized repository. He refers to this happening in companies, but there’s precedent for it happening in Open Source communities as well. For example, TikiWiki gives commit access to anyone who asks. The underlying philosophy behind this policy is very Wiki-like: Empowering everyone to make things better offsets the risk of giving everyone the opportunity to screw things up. By not imposing a power structure, the right model can emerge.    (MRL)

In the case of git, the tool explicitly supports an emergent power model. In the case of the TikiWiki community, the tool’s inherent model is overridden by the community’s culture.    (MRM)

What can we learn from this? Tools have the potential to transform culture, but transformation never comes easily. In the Wiki community, the classic case of this is when users email an administrator about a typo in a Wiki rather than fixing it themselves. We in the Wiki community use this behavior as a leverage point to explain that they have Permission To Participate and can change the content themselves. Once people start modeling this behavior, transformation becomes a possibility.    (MRN)

When I saw Michael Herman last month, we talked about how tools do and don’t encourage emergent models of behavior and how often we need to catalyze this process by other means. Michael brought up the phenomenon of a few people gathering at a circle of movable chairs, then sitting on opposite sides of each other with many chairs between them rather than moving the chairs they needed into a tighter circle. Even though the environment was adaptable, people chose to go with the default rather than optimize it for their needs.    (MRO)

I saw a similar phenomenon a few weeks ago at TAG, where I sat in on Eugene Chan, Lucy Bernholz, and Suki O’Kane‘s session on Web 2.0 and philanthropy. They had a very interactive design, which in the context of TAG (a very traditional conference format for a very conservative community), was highly unusual. They kicked things off by doing a spectrogram.    (MRP)

https://i1.wp.com/farm3.static.flickr.com/2197/1914433901_f1acf95cf8_m.jpg?w=700    (MRQ)

Not only did this establish a sense of self-awareness and Shared Understanding among the participants, it also got people moving (and laughing), which was especially important since the session was right after lunch. Without saying anything, it was clear that this was not going to be your traditional talking heads session. Smart, smart, smart. Then they led a discussion. They gave people Permission To Participate by explicitly setting expectations, catalyzed the discussion by asking broad questions, then held space and exercised self-restraint whenever there were awkward silences. Again, very nice.    (MRR)

But they also did something dumb. Look at the space:    (MRS)

https://i2.wp.com/farm3.static.flickr.com/2296/1915270732_369c6fa3e3_m.jpg?w=700    (MRT)

Whereas the leaders of the session were saying, “Please talk! Participate! Learn from each other!”, the space was saying, “Look at the leaders! Keep quiet! Check your email while pretending to listen!” And the space was really, really loud, much louder than the leaders.    (MRU)

In fairness to Eugene, Lucy, and Suki, it would have been a major pain in the rear to rearrange the space, and there were strong disincentives to doing so (specifically, the wrath of Lisa Pool). But space makes a huge difference, and even super smart people don’t account for this as much as they should. Even people who are in the business of collaboration and are constantly preaching about this sort of thing (i.e. me) make these mistakes all the time. Old habits and thinking die hard.    (MRV)

The online tool space is rampant with these examples. How often do you see Wikis where the “Edit this page” button is impossible to find?    (MRW)

Tools can encourage or discourage certain types of behavior, and it is in our best interest to choose and adapt our tools to encourage the behavior that we want. That’s not always enough, but it’s generally a good start. Eliminating obstacles can be as much of a catalyst as a good kick in the pants, but a combination of both is even more effective.    (MRX)

Power Relationships and Collaboration

At the Open Collaborative Services Initiative meeting three years ago, I met David Hartzband, who at the time was VP of collaboration technology at EMC. We had several fantastic conversations, including this thought-provoking claim: True collaboration cannot exist in a hierarchical relationship.    (LQK)

I disagreed with him then, and I disagree with this now, but I think I understand why he made this point. I was reminded of it again a few months ago, when Eugene Chan and I were having a conversation about the foundation world. He said that he wished fundees would be open with their program officers about the challenges they faced, but that the natural power relationship between funder and fundee discouraged it.    (LQL)

This, I think, was the essence of David’s argument. Would you approach someone with a problem if that person was in the position to punish you for being in that predicament in the first place? This scenario applies to both hierarchical relationships within an organization and relationships between competitors. It’s further complicated by the presence of money.    (LQM)

Even if your answer is yes, the fact remains that power relationships affect interpersonal dynamics. When you’re trying to improve collaboration, it’s better to be explicit about these relationships than to wish them away.    (LQN)

A great example of this phenomenon emerged from the CIA workshop last September. Upper management there both encourages internal blogging it and are some of the most active practitioners. However, as the workshop revealed, there is still a tremendous fear of blogging amongst the analysts. The roadblock? Several people blamed middle management, whom they claimed actively discouraged blogging, even while upper management said and did the opposite. Many also cited an incident where an analyst got punished for writing something. (Others insisted that this was an oversimplification of what actually happened.)    (LQO)

In response to these and other comments, Jerry Michalski (my hero when it comes to pithy wisdom) said, “Familiarity and fascination trump fear.” The fear in this case was a consequence of the power relationships. A more accurate (although less alliterative) word for “familiarity” is “trust.”    (LQP)

Today’s San Francisco Chronicle reported the following stats from a recent Florida State University study:    (LQR)

  • 39 percent of employees surveyed said their supervisor failed to keep promises.    (LQS)
  • 37 percent said their supervisor failed to give credit when due.    (LQT)
  • 27 percent said their supervisor made negative comments about them to other employees or managers.    (LQU)
  • 23 percent said their supervisor blames others to cover up mistakes or minimize embarrassment.    (LQV)

The problem isn’t that power relationships are inherently bad for collaboration. The problem is that most organizations do not have enough trust. Building trust is hard and takes time. But it’s possible.    (LQQ)