Putting People First
Executing an adaptive process is not easy. In particular it requires a very effective team of developers. The team needs to be effective both in the quality of the individuals, and in the way the team blends together. There's also an interesting synergy: not just does adaptivity require a strong team, most good developers prefer an adaptive process.
Plug Compatible Programming Units
One of the aims of traditional methodologies is to develop a process where the people involved are replaceable parts. With such a process you can treat people as resources who are available in various types. You have an analyst, some coders, some testers, a manager. The individuals aren't so important, only the roles are important. That way if you plan a project it doesn't matter which analyst and which testers you get, just that you know how many you have so you know how the number of resources affects your plan.
But this raises a key question: are the people involved in software development replaceable parts? One of the key features of agile methods is that they reject this assumption.
Perhaps the most explicit rejection of people as resources is Alistair Cockburn. In his paper Characterizing People as Non-Linear, First-Order Components in Software Development, he makes the point that predictable processes require components that behave in a predictable way. However people are not predictable components. Furthermore his studies of software projects have led him to conclude the people are the most important factor in software development.
In the title, [of his article] I refer to people as "components". That is how people are treated in the process / methodology design literature. The mistake in this approach is that "people" are highly variable and non-linear, with unique success and failure modes. Those factors are first-order, not negligible factors. Failure of process and methodology designers to account for them contributes to the sorts of unplanned project trajectories we so often see.
-- [Cockburn non-linear]
One wonders if not the nature of software development works against us here. When we're programming a computer, we control an inherently predictable device. Since we're in this business because we are good at doing that, we are ideally suited to messing up when faced with human beings.
Although Cockburn is the most explicit in his people-centric view of software development, the notion of people first is a common theme with many thinkers in software. The problem, too often, is that methodology has been opposed to the notion of people as the first-order factor in project success.
This creates a strong positive feedback effect. If you expect all your developers to be plug compatible programming units, you don't try to treat them as individuals. This lowers morale (and productivity). The good people look for a better place to be, and you end up with what you desire: plug compatible programming units.
Deciding that people come first is a big decision, one that requires a lot of determination to push through. The notion of people as resources is deeply ingrained in business thinking, its roots going back to the impact of Frederick Taylor's Scientific Management approach. In running a factory, this Taylorist approach may make sense. But for the highly creative and professional work, which I believe software development to be, this does not hold. (And in fact modern manufacturing is also moving away from the Taylorist model.)
Programmers are Responsible Professionals
A key part of the Taylorist notion is that the people doing the work are not the people who can best figure out how best to do that work. In a factory this may be true for several reasons. Part of this is that many factory workers are not the most intelligent or creative people, in part this is because there is a tension between management and workers in that management makes more money when the workers make less.
Recent history increasingly shows us how untrue this is for software development. Increasingly bright and capable people are attracted to software development, attracted by both its glitz and by potentially large rewards. (Both of which tempted me away from electronic engineering.) Such schemes as stock options increasingly align the programmers interests with the company's.
(There may well be a generational effect here. Some anecdotal evidence makes me wonder if more brighter people have ventured into software engineering in the last ten years or so. If so this would be a reason for why there is such a cult of youth in the computer business, like most cults there needs to be a grain of truth in it.)
When you want to hire and retain good people, you have to recognize that they are competent professionals. As such they are the best people to decide how to conduct their technical work. The Taylorist notion of a separate planning department that decides how to do things only works if the planners understand how to do the job better than those doing it. If you have bright, motivated people doing the job then this does not hold.
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