As I was researching this story, not many sources stepped forward to dispel those stereotypes. Emails from business executives liberally sprinkled in terms like propeller-heads, introverts and Aspergers.
IT, meanwhile, didnt hesitate to point out that the typical business executive is tech-illiterate and so irresponsible when it comes to data security that, as one person said off the record, If I were I hacker, Id target executives before the elderly. Theres more money to be made, and theyre as easy, if not easier, to dupe.
Okay. Fine. So they dont like one another, but whos to blame already?
This isnt the most satisfying answer in the world, but you probably guessed it going in: theres plenty of blame to go around.
These conversations [to assign blame] are counter-productive, [and they] deter participants from giving unbridled feedback. Its a little difficult giving honest feedback when your head lies on the chopping block, said Larry Pritchard, managing partner, Pritchard Enterprise Solutions, a technology consulting firm.
Meanwhile, business efficiency coach Laura Rose argues that the person to blame is the person searching for someone to blame. The act of finger-pointing is the breakdown. Individuals are no longer working as a team to contribute collectively to the shared vision or goal. Finger-pointing is actually a great tool to indicate something is amiss.
The trick, then, is to stop worrying about blame (easier said than done), figuring out how to move past it (ditto), and, eventually, learning how to redefine business processes so that when technology projects start to fail in the future, your organization will know how to get them back on track (like pulling teeth).
According to William Hartman, managing director, Brand Velocity, a firm that specializes in project acceleration, problems with technology projects are almost never technology problems ... they are invariably business ones. Hartman has been on both sides of the business-IT divide, previously serving as CIO for Coca-Cola Enterprises and as CEO of Ernst & Youngs Global Client Consulting practice for the Americas, Europe, Asia, and Latin America.
Hartman notes that ultimately it is up to business leaders to accept responsibility for technology projects and not abdicate responsibility simply because they dont understand technology. Business leaders can delegate authority, but they should never abdicate it. Thats an important distinction.
On most large important projects there should be five key constituencies working towards a shared goal: 1) the executive team, 2) the specialized project team, 3) IT and system administrators, 4) the specific technology team (usually a vendor from outside the organization, such as a VAR or ISV), and 5) the board of directors (on very large projects).
It is critical that every constituency has a well-defined role and that they are held accountable for certain project goals and benchmarks. If anyones role is nebulous and if no one can be held accountable for things like missed deadlines or cost overruns, youd better go back to the drawing board.
Its common for a project to be authorized and then just put on a shelf, Hartman said. Business isnt held accountable for the realization of goals going forward and IT isnt responsible for ensuring that the new technology is actually used and has a direct impact on the bottom line.
Clear roles and responsibilities are just a start, though.
Often, failed projects would have a better chance at success if team members knew earlier in the process that the project was straying off course. With corporate culture these days placing so much emphasis on being a team player and exhibiting outright hostility towards dissenters and whistle-blowers, people often hesitate to express their concerns because they fear being regarded as negative. That perceived negative attitude can affect performance reviews, raises and promotions.
The eight warning signs of failing projects include:
Another perceptual problem is people tend to be optimistic at the beginning stages of things. At the beginning of projects, theres a shared delusion where no one is willing to realize that things can go wrong. Early on, people tend to be optimistic, even bordering on euphoric, said Michael Krigsman, CEO of Asuret, Inc., a technology consulting firm.
Of course, in any reasonably successful organization there will be professionals on board who should know better. They know firsthand that projects can and do go sideways, yet amnesia sets in, he said.
Working against these delusions is incredibly hard and that a project often must start failing before people are willing to realize that failure is a possible outcome. For consultants like Krigsman, they benefit from the fact that it often requires a set of outside eyes to see a project for what it is.
Group psychology is tricky and incredibly hard to counter. However, there are much easier symptoms to spot that warn of sick projects. Overtime is a big one, said Todd Williams, president of eCameron, Inc., which specializes in project auditing and recovery. "The first thing I do when Im brought in is cancel all overtime. Companies where overtime is common are ones where good planning is scarce."
Williams next audits projects and looks for policies that pretty much guarantee failure. For instance, he has worked with companies where policies dictate that in-house employees must staff projects. Never mind that the employees may not have the requisite skills to lead the project to successful completion.
You have a choice, Williams said. If you want to keep staffing projects in-house, youd better hire some experts or devote the time and money necessary to train your employees so that they become experts.
Policies like these arent arbitrary. Often, theyre instituted in down times like the current recession. They are cost-cutting measures. You cant hire new people; you cant bring in outside contractors, yet the stable of projects you had lined up before the economy tanked must still be completed. Too often, cost-cutting policies are so removed from business realities that they end up costing far more than they intended to save in the first place.
Policies like that pretty much guarantee failure, no matter whom you put on the project team.
As they say in various twelve-step programs, acknowledging that you have a problem is the critical first step. Awareness is important, but itll only get you so far.
Based in Santa Monica, California, Jeff Vance is the founder of www.sandstormmedia.net, a copywriting and content marketing firm. He regularly contributes stories about emerging technologies to this publication and many others. If you have ideas for future stories, contact him at email@example.com or visit.