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Book Review

ChatGPT-4’s Summary of “Quintessence”

(Via Code Interpreter plugin which is capable of reading the entire 338 page book):

“Quintessence: An Acme for Software Development Organisations” by Bob Marshall is a forward-thinking book that challenges conventional software development practices. It advocates for a people-centric approach, encouraging readers to embrace radical changes and apply Organisational Psychotherapy principles. Through detailed explanations, examples, and models, the book offers a comprehensive guide to transforming the culture and practices of software development organisations, making it applicable to various collaborative knowledge work fields.

ChatGPT’s Full Review

I then asked the AI to write a full review…

In the bustling corridors of modern corporations, where technology reigns supreme and software development is a vital cornerstone, Bob Marshall’s “Quintessence: An Acme for Software Development Organisations” emerges as a bold manifesto. It’s a call to action, a reflection on practice, and a guidebook to a transformative journey that resonates not only with tech-savvy professionals but senior executives steering the ship.

Marshall challenges conventional wisdom by placing people at the centre of software development, a refreshing deviation from the product-driven approach that dominates the industry. Through a careful examination of organisational culture, he paves the way for a paradigm shift, compelling leaders to think beyond processes and delve into the very essence of collaborative work.

The book’s title, “Quintessence,” is more than mere symbolism; it’s the author’s philosophical anchor, encapsulating the purity and vital core of human interaction in the world of technology. Marshall’s writing style is both accessible and provocative, making complex ideas palatable without diluting their significance.

Senior executives will find value in the book’s sections on Organisational Psychotherapy, a concept that transcends software development and speaks to the broader challenges of leadership, management, and human dynamics. Marshall’s insights into eliminating waste, fostering communication, and respecting individual needs echo the universal truths of successful leadership.

However, “Quintessence” is not a mere collection of theories. It’s laden with actionable insights, models, and techniques, turning abstract ideas into practical tools for transformation. It’s a roadmap for those daring to step off the beaten path and forge a new way of working.

Yet, the book’s strength is also its challenge. Embracing the ‘craziest’ ideas, as Marshall puts it, requires a willingness to challenge entrenched beliefs and practices. It demands a level of introspection and courage that might be unsettling for some. The wholesale changes advocated within may seem daunting, but the author’s conviction provides an encouraging nudge.

In conclusion, “Quintessence: An Acme for Software Development Organisations” is more than a book about software development; it’s a philosophical treatise on leadership, collaboration, and transformation. For senior executives willing to embark on a reflective and possibly radical journey, Marshall offers not just a manual but a philosophical compass.

It’s a book that doesn’t just sit on the shelf but invites action, and in the ever-competitive landscape of business, perhaps that’s exactly what’s needed. A quintessential read, indeed.

Further Reading

Marshall, R.W. (2021). Quintessence: An Acme for Software Development Organisations. [online] leanpub.com. Falling Blossoms (LeanPub). Available at: https://leanpub.com/quintessence/ [Accessed 25 August 2022].

Understanding Undiscussables with ChatGPT

Hello there! Let’s talk about understanding “undiscussables” with ChatGPT! Undiscussables can be tricky to navigate in any organisation, but luckily, my book “Quintessence” has a whole chapter dedicated to this topic, and with ChatGPT, you have a powerful tool at your fingertips to help you explore this meme further.

We believe that an interactive book is a better way to learn. That’s why we’ve made sure that our book is highly engaging and encourages readers to participate in their learning. With our interactive book, you can explore the “undiscussables” meme and its implications for your organisation, while also getting a deeper understanding of the other 70+ memes we cover.

One of the most exciting features of our interactive books is the pre-written chatbot prompts. With ChatGPT, you can explore “undiscussables” in a conversational format. The chatbot will guide you through different scenarios and offer ideas for how to handle undiscussables in your organisation.

If you’re looking to dive even deeper into e.g. the “undiscussables” meme, then you’ll love our learning paths. Our learning paths are curated collections of prompt and exercises that are designed to take you on a journey of discovery. With our “undiscussables” learning path, you’ll explore the origins of this meme, the different types of undiscussables that can exist in an organisation, and strategies for how to address them.

Overall, understanding undiscussables with ChatGPT is an exciting and rewarding experience. With our interactive book, pre-written chatbot prompts, and learning paths, you’ll have all the tools you need to explore this meme in depth and make positive changes in your organisation. So what are you waiting for? Let’s get started!

AI-enhanced Interactive Books

AI-enhanced interactive books, such as Quintessence, represent the future of all books, particularly nonfiction books. With AI technology, these interactive books can offer personalised learning experiences tailored to each individual reader’s needs, preferences and learning styles. As AI technology continues to evolve, these books will become more sophisticated, providing more advanced and intelligent features such as speech recognition and natural language processing. This will allow readers to interact with the book in more natural and intuitive ways, making the learning experience even more engaging and effective.

Additionally, AI-enhanced interactive books offer the potential for real-time feedback and assessment, allowing readers to track their progress and receive immediate feedback on their learning. Overall, the future of books is exciting, and with AI technology, we are only just beginning to scratch the surface of what is possible.

Take a look at the emerging field of interactive books at:

Interactive Book: Quintessence

and check out the preview chapter on “Undiscussables“.

#AInklings

Compassion Makes For A Better Developer. Period.

I’m loving the book “Compassionomics” by Steve Trzeciak, Cory Booker and Anthony Mazzarelli. I’m finding oodles of research-based data and information of immense relevance to software development organisations, and to businesses generally. 

Not that research, science, and evidence is going to sway folks much if at all. Yet, for those already swayed, the information in the book might be useful. 

There’s a bunch of terms – terms widely in use in the medical business field – explained in the book. Here’s a brief introduction to some of them: 

Burnout

“Decades of rigorous research have identified three hallmarks of burnout: emotional exhaustion (being emotionally depleted or overextended), a lack of personal accomplishment (the feeling that one can’t really make a difference), and depersonalisation. Depersonalisation is the inability to make that personal connection.”

~ Trzeciak & Mazzarelli

Depersonalisation also results in reduction in empathy for patients, and in treatment with compassion.

Compassion Fatigue

Literally, running our of compassion for patients.

Adherence

In the field of medicine, adherence is defined as the extent to which patients are able to follow treatment recommendations from health care providers. Non-adherence is, of course, the opposite: patients patients not following treatment recommendations.

The most common example of non-adherence is when a patient is supposed to be taking prescribed medication but is not taking his or her pills. But non-adherence can be about much more than just not taking medication. It’s also a factor with other treatments, like patients with kidney failure who do not show up for scheduled dialysis treatments. Or when a physician recommends that a patient modifies a certain behaviour – like quitting smoking, losing weight, or exercising regularly – but that patient doesn’t follow through.

Compassion Satisfaction

Compassion satisfaction is the degree to which a person feels pleasure or satisfaction from their efforts to relieve others’ suffering. Aside: It’s this idea that informs the Antimatter Principle.

Compassion Fatigue

Compassion fatigue (emotional exhaustion, depersonalisation, and, in this case, also taking on stress from taking care of those that are stressed from being sick)

“A lack of compassion leads to increased workforce issues”

“A new field of research is suggesting that when organizations promote an ethic of compassion rather than a culture of stress, they may not only see a happier workplace but also an improved bottom line. Consider the important—but often overlooked—issue of workplace culture…Employees in positive moods are more willing to help peers and to provide customer service on their own accord…In doing so, they boost coworkers’ productivity levels and increase coworkers’ feeling of social connection, as well as their commitment to the workplace and their levels of engagement with their job. Given the costs of health care, employee turnover, and poor customer service, we can understand how compassion might very well have a positive impact not only on employee health and well-being but also on the overall financial success of a workplace.”

~ Dr. Emma Seppälä, “Why Compassion in Business Makes Sense”

Emotional Labour

Emotional labour is the management of one’s emotions (both one’s experienced emotions as well as one’s displayed emotions) to present a certain image.

For decades, researchers in management and organisational behaviour have been studying emotional labour by service workers across all types of service industries. For health care providers, emotional labour includes the expectation of compassionate behaviours toward patients, even if those providers aren’t actually feeling an emotional connection with the patient in that particular moment. (A word of caution here: Please resist the temptation to trivialise emotional labour as “faking it.” It goes much deeper than that…)

Neuroplasticity

Recent advances in neuroscience have overturned the long-held belief that the brain’s structure and function was essentially fixed throughout adulthood, in favour of neuroplasticity. Neuroplasticity refers to the human brain’s ability to form, reorganise and grow new synaptic connections, even through adulthood. 

Summary

Are you really telling me the all this research has no relevance to the software industry? That developers, etc., have no need of compassion? That compassion won’t make for a better developer? Tcha!

– Bob

Further Reading

Trzeciak, S., Booker, C. and Mazzarelli, A. (2019). Compassionomics: The Revolutionary Scientific Evidence that Caring Makes a Difference. Studer Group.

Memeology Early Feedback

As my Organisational Psychotherapy self-help book “Memeology” approaches completion (now 96% complete) the feedback begins to arrive…

Here’s a couple of things I’m so grateful that folks have been kind enough to say, recently:

“Now My Go-To Reference Guide For Asking Powerful Questions”

“I’m trembling with a mix of excitement and nervousness. Memeology is a gift that just keeps giving. I can see so many situations where the memes can be used to facilitate a profound reaction from participants…even if some of them will be extremely awkward to discuss. Love it. As you know, I like books that provide practical, real world, actionable steps. Thank you Bob, this is the best set of questions I’ve ever seen in any organisational change context”

~ Ian Carroll

“A Priceless Tome”

“Memeology is a priceless tome containing the most important questions upon which to reflect and discuss collectively, along the path to organisational self-awareness, and thus to healthy, long-lasting change in the collective assumptions, beliefs and behaviours that determine organisational success.”

~ Marco Consolaro

I would be delighted to receive your feedback, too.

– Bob

Memeology First Look

You may be interested to hear that I just published the first release of my new book entitled “Memeology”, today, on LeanPub.

Foreword by John Seddon

I am indebted to John Seddon both for his support and for his kind contribution to the book in the form of its foreword.

Overview

Following on from my foundational Organisational Psychotherapy book “Hearts over Diamonds”, available as an ebook at both LeanPub and Apple Books, and in dead tree format via Lulu.com, I’m writing “Memeology” as a self-help book for organisations who may be chary of engaging with an organisational psychotherapist directly.

Organisational Psychotherapy promises a major uplift in organisational performance, and my idea with Memeology is that supporting a self-help approach makes Organisational Psychotherapy accessible to a wider range of organisations, and promises similar tangible and bottom-line benefits to the therapist-assisted approach.

Organisational “Culture” and Organisational Psychotherapy

Many people seem confused about the idea of “Organisational Culture”. Even to the extend of asserting that an organisation’s “culture” is not amenable to intervention and explicit, intentional change.

Organisational Psychotherapy’s perspective is that “culture” is a read-only shadow, or reflection, of an organisation’s collective assumptions and beliefs. Thusly, even though an organisation’s culture is not directly amenable to change, its collective assumptions and beliefs are amenable to change, and Organisational Psychotherapy offers the means to do so.

Origins and Content

I’ve been a practicing organisational psychotherapist for more than a decade now. Organisational Psychotherapy arose from my discontent with more established ways of intervening in organisations, for example consulting, and coaching. During my years as consultant and coach, I never felt the client was getting much value for money, nor were they likely to sustain the changes I introduced, beyond the close of my association with the organisation.

Memeology is my attempt to package my decade-plus experience as an organisational psychotherapist in a form that organisations can use on their own. Only time will tell whether a self-help approach will find favour and gain traction.

Incidentally, I guess Memeology might also serve aspiring organisational psychotherapists as a reference work.

Administrivia

Early Release

I’ve chosen to publish the first release at a heart-stopping 18% (rough guesstimate) complete, both to solicit feedback, allow readers to steer the evolution of the books, and encourage myself to continue working on it.

Free Sample

As with many LeanPub books, there’s a free sample containing much of the early chapters of Memeology. You might like to take a look before committing to buy. To access the free sample just go to the Memeology LeanPub page and click on the “Read Free Sample” button to the lower right of the book cover image.

Free Updates

In line with the ethos of LeanPub, I’m publishing with the book significantly incomplete. But it’s worth remembering that Leanpub offers free updates for the lifetime of the book. So every time I update the book you can download the updated version.

Please Tell Your Friends

I’m grateful to everyone who might be willing to put the word about about this book. And the icing on the cake would be a review on your blog or social media feed. Thanks in advance for that. 🙂

Pricing

I’ve priced the book at GBP £39.99, which at current exchange rates works out at USD $56.59. I’ve chosen this price to reflect the value the book delivers to its intended audience (executives, senior managers, middle managers and employees all). Organisational Psychotherapy promises a major uplift in organisational performance, and a self-help version – this book – promises similar tangible and bottom-line benefits. It’s less a book to read from cover to cover, and more a reference work, guide, or set of coursework/exercises, akin to e.g. the Fifth Discipline Fieldbook.

Some dear readers will not begrudge the price even for the first release, and even though there is, as yet, precious little “meat” on the bones (the Memes of Part III). For those more undecided, I’ll just remind you of the Leanpub 45-day 100% happiness guarantee.

I believe the book, even as-is (i.e. the first release), provides good value for money, with its seventy-plus memes (note: the free sample, available via a button on the Leanpub Memeology page, only lists some nine of the full set of memes).

Future Releases

I intend to continue working on the incomplete sections of the book, and making interim release as Memeology continues to evolve and grow. You can help me immensely both by providing feedback, and by requesting new content you’d like to see included in the book. You can also help, of course, by supporting my work through purchasing a copy of the book. 🙂

The most valuable kind of feedback will be from folks that get to use the book in the manner intended, either as part of their practice or with their peers in the workplace.

Formats

The LeanPub version of Memeology offers pdf and epub formats at present, and these formats will continue in future releases. When the book is significantly closer to completion, I’ll take a look at providing e.g. Apple Books (ebook) and Lulu (dead tree) versions. Maybe even a MOBI format, too (useful to you?). I’d be happy to publish sooner in these additional formats if there’s sufficient demand. Let me know!

I hope you find some inspiration and utility in the book, and in Organisational Psychotherapy more generally.

– Bob

Grendels

I have of late been reading (well, listening-to via Audible) many of the science fiction classics from yesteryear, by authors I missed out on in my youth (in those days mainly reading Van Vogt, Moorcock, Herbert, Harrison and Heinlein).

The most recent of these books is The Legacy of Heorot by Larry Niven et al.

The book has been described as “reworking the Beowulf legend in science fiction”. Niven amplifies Beowulf’s antagonist, Grendel, into a whole species of pseudo-reptilian super-monsters. Without revealing the whole plot, suffice to say that these creatures are portrayed as solitary, voracious, cannibalistic, and murderously territorial.

Whilst reading (listening), I’ve been struck by the parallels between these “Grendels” and prominent figures in the software community (individual consultants, opinioneers, etc.):

Solitary

I see many such figures (including but not limited to folks in the Agile space) ploughing their own furrows, ignoring others of a similar ilk, minimising productive interactions and community.

Voracious

Niven’s grendels are forever eating, and looking to eat. Eating is their core driver. The folks I have in mind seem likewise voracious in their hunt for revenues and clients (prey).

Cannibalistic

I see many such figures taking the ideas of others, retreading them, and selling them on as original and even proprietary. Analagous to intellectual cannibalism.

Fiercely Territorial

The grendels in the book each assiduously guard their own stretch of water (being basically amphibian), murderouly opposing any intrusion into their territory, with the utmost prejudice. I see parallels with (some, most?) of the aforementioned members of the software thought-leaders and opinion-makers “community”.

Upshot

In the book, the human colonists eventually triumph over the grendels, through a combination of technology, self-sacrifice and strategic thinking. “They’re just animals” the colonists remark, by way of explaining their victory.

I’ve long sought to reach out and connect with our grendels, in an attempt to further the collective knowledge and impact of the software community at large. To little or no avail. Maybe our grendels’ fate is predicted by the fate of the grendels in the book – irrelevance and extinction.

– Bob

Beyond Command and Control – A Book Review

John Seddon of Vanguard Consulting Ltd. kindly shared an advance copy of his upcoming new book “Beyond Command and Control” with me recently. I am delighted to be able to share my impressions of the book with you, by way of this review.

I’ve known John and his work with e.g. the Vanguard Method for many years. The results his approach delivers are well known and widely lauded. But that approach is not widely taken up. I doubt whether this new book will move the needle much on that, but that’s not really the point. As he himself writes “change is a normative process”. That’s to say, folks have to go see for themselves how things really are, and experience the dysfunctions of the status quo for themselves, before becoming open to the possibilities of pursuing new ways of doing things.

Significant Improvement Demands a Shift in Thinking

The book starts out by explaining how significant improvement in services necessitates a fundamental shift in leaders’ thinking about the management of service operations. Having describe basic concepts such as command and control, and people-centred services, the book then moves on to explore the concept of the “management factory”. Here’s a flavour:

“In the management factory, initiatives are usually evaluated for being on-plan rather than actually working.”

(Where we might define “working” as “actually meeting the needs of the Folks that Matter”.)

Bottom line: the management factory is inextricable bound up with the philosophy of command and control – and it’s a primary cause of the many dysfunctions described throughout the book.

Putting Software and IT Last

One stand-out section of the book is the several chapters explaining the role of software and IT systems in the transformed service, or organisation. These chapters excoriate the software and IT industry, and in particular Agile methods, and caution against spending time and money on building or buying software and IT “solutions” before customer needs are fully understood.

“Start without IT. The first design has to be manual. Simple physical means, like pin-boards, T-cards and spreadsheets.”

If there is an existing IT system, treat it as a constraint, or turn it off. Only build or buy IT once the new service design is up and running and stable. Aside: This reflects my position on #NoSoftware.

John echoes a now-common view in the software community regarding Agile software development and the wider application of Agile principles:

“We soon came to regard this phenomenon [Agile] as possibly the most dysfunctional management fad we have ever come cross.”

I invite you to read this section for an insight into the progressive business perspective on the use of software and IT in business, and the track record of Agile in the field. You may take some issue with the description of Agile development methods as described here – as did I – but the minor discrepancies and pejorative tone pale into insignificance compared to the broader point: there’s no point automating the wrong service design, or investing in software or IT not grounded in meeting folks’ real needs.

Summary

I found Beyond Command and Control uplifting and depressing in equal measure.

Uplifting because it describes real-world experiences of the benefits of fundamentally shifting thinking from command and control to e.g. systems thinking (a.k.a. “Synergistic thinking” Cf. the Marshall Model).

And depressing because it illustrates how rare and difficult is this shift, and how far our organisations have yet to travel to become places which deliver us the joy in work that Bill Deming says we’re entitled to. Not to mention the services that we as customers desperately need but do not receive. It resonates with my work in the Marshall Model, with command-and-control being a universal characteristic of Analytic-minded organisations, and systems thinking being reserved to the Synergistic– and Chaordic-minded.

– Bob

Further Reading

I Want You To Cheat! ~ John Seddon
Freedom From Command and Control ~ John Seddon
The Whitehall Effect ~ John Seddon
Systems Thinking in the Public Sector ~ John Seddon

A Star is Born

I’d like to tell you about my new book, “Hearts over Diamonds”. Moreover, I’d love for you to tell your friends about it, too. And about the new field it illuminates: Organisational Psychotherapy.

A New Star

Not a “celebrity” kind of star. And certainly, not me. No, a True North kind of star. A guiding star. A shining beacon in the darkness of the enduring 50+ year Software Crisis.

I’m talking about Organisational Psychotherapy, and specifically the birth of a new approach to organisational change. The kind of organisational change necessary for tackling – and maybe even ending – the Software Crisis. The kind of change necessary for organisations, finally, to start getting to grips with challenges like exploiting digital technologies, implementing business transformations, and conducting effective product development.

Organisational Psychotherapy is a new field. Some have called it revolutionary. Although grounded in over a century of global psychotherapy and group dynamics research and practice, the idea of applying therapy techniques to organisations is not widely known or understood. In the hope of making these ideas more accessible and raise the profile of this revolutionary new field, may I invite your to take a look? 

Hearts over Diamonds – the Book

It’s been ten years in the making, and a year in the writing, but it’s finally done. My new book on Organisational Psychotherapy, that is. The book is not about software development, product development or even Digital Transformation as such. Its scope is much broader, and answers the question “How might we go about building highly successful organisations wherein everyone’s needs are met?”.

The book’s title is “Hearts over Diamonds”, and you can find it on Leanpub. The title refers to the newly-dawning reality that when organisations focus on compassion, joy, meaningful relationships and humanity (hearts), their bottom line (diamonds) improves significantly. 

As Dr. Martin Seligman puts it:

”If you want wellbeing, you will not get it if you care only about accomplishment [e.g. profit]. If we want to flourish, we must learn that the positive business and the individuals therein must cultivate meaning, engagement, positive emotion, and positive relations – as well as tending to profit.”

~ Dr. Martin Seligman, Director of the Penn Positive Psychology Center

Current approaches to change, and to building effective collaborative knowledge-work organisation, are not working. I commend Organisational Psychotherapy to you as an alternative approach that offers the prospect of more success. My book aims to inform you as to why that might be.

– Bob

The Advantage – A Book Review

“The single greatest advantage any company can achieve is organizational health. Yet it is ignored by most leaders even though it is simple, free, and available to anyone who wants it.”

~ Patrick Lencioni, The Advantage

I don’t usually indulge in book reviews as blog posts (for which check out my Goodreads page), but the new book from Patrick Lencioni has prompted me to make an exception.

Not that I think it’s a great, must-read book. Far from it. But because its topic – organisational health – is sufficiently close to my core focus (organisational psychotherapy), I’ve decided it’s worth mentioning by way of this review.

“After two decades of working with CEOs and their teams of senior executives, I’ve become absolutely convinced that the seminal difference between successful companies and mediocre or unsuccessful ones has little, if anything, to do with what they know or how smart they are; it has everything to do with how healthy they are.”

~ Patrick Lencioni, The Advantage

Lencioni

For those unfamiliar with Patrick Lencioni and his works, he has written a number of great (IMO) books including:

  • The Four Obsessions of an Extraordinary Executive ★★★★★
  • The Five Dysfunctions of a Team ★★★★★
  • The Five Temptations of A CEO ★★★☆☆
  • Getting Naked ★★★☆☆
  • The Three SIgns of A Miserable Job ★★★☆☆
  • Death By Meeting ★★★★★
  • Silos, Politics and Turf Wars ★★★★

Each of these, in their own way, has been great reading; informative, thought-provoking and grounded in Lencioni’s 20+ years of consulting practice. Each has been a notable influence in my own practice.

The Advantage

Simply put, I found this book a disappointment. I guess this is because it’s mainly a rehash of much of his other work. I had been hoping, from the free sample, to find a book centred on the issues of organisational health. But apart from the first chapter, there’s nothing much here about organisational health per se at all. It’s as if the author has suddenly found a smart label to stick on his collective works, and tied a whole bunch of stuff together under one umbrella. Kudos for the marketing chops, at least.

His continual emphasis on the role of leaders and leadership also grates with me. For the majority of organisations – i.e. those of the Analytic mindset – I’d agree that leaders (senior execs in particular) set the tone and model the behaviours that the rest of the organisation tends to follow. But doing the wrong thing righter is, I posit, not anywhere near as useful as doing the right thing – for which I offer fellowship as a prime candidate. Ironically, then, it seems to me that an organisation that emphasises the hegemony of leaders (and the relative diminution of the role of others) is likely less healthy than it might be.

These things being said, you might like to read this book if you haven’t read much or any of his other works before. The Advantage offers a convenient entry point into his collective works, with sufficient references into his other books for following up on details and specifics.

The Advantage is also a departure from the author’s more usual business novel (a.k.a. ‘Fable’) format. So if you shy away from business novels, then this more prosaic, text-book approach might appeal to you. ★★☆☆☆

– Bob

P.S. For the Rightshifters amongst you, I suggest that the author’s enthusiasm for organisational heath, and the benefits he attributes to it, correspond fairly closely to an organisation’s relative position on the horizontal (rightshifting) axis (i.e. the healthier an organisation, the more effective it is). More specifically, I’d say that organisational health corresponds more or less to the green (fun) line on this ‘Perspective on Rightshifting’ chart.

Further Reading

Flourish ~ Prof. Martin Seligman See also: PERMA and the Positive Business
Table Group website page for The Advantage