A lot of discourse and argument foment around people’s blind spots, and interaction often fails when we try to fight blind spots. Nobody wants to keep a blind spot — we either want to resolve it, or send it back beyond the purview of our consciousness. Understanding how blind spots work can help us navigate them when we encounter them.
Disregarding intention for a moment, let’s borrow the four levels of knowledge/proficiency/whatever-it’s-called:
1. We don’t know that we don’t know.
2. We know that we don’t know.
3. We don’t know that we know.
4. We know that we know.
Picture a kindergarten classroom. Every kid has a space to hang up their coat, their bag, and maybe to store their lunch. While it’s technically possible that one kid may steal another kid’s lunch, more likely a kid will take home the wrong bag by accident. Organizing a bunch of on-the-run kindergartners is an exercise in identity management. Whose coat is this? Where did you last see your bag?
Contrast that with lockers at the local gym. While it’s also unlikely that anyone will steal anything, you get a lock and key. You carry the key. If you forget your stuff or if you lose the key, the staff can open the locker for you (or get rid of your stuff after you leave it there, forgotten, for several months). If you do lose your key, the staff will probably ask you to identify what’s in the locker before they open it. Some places won’t be so nice, and stand by a “use at your own risk” policy. Managing gym locker contents is an exercise in security. Who has access? Who needs help getting into a locker?
The two seem pretty similar, but they actually serve very different purposes, and understanding the differences can provide critical insight into how an IT department can help (or hinder) the people whom it serves.
We easily take for granted the systems we learn, especially after we leverage those skills for a long time. In turn, we may become intolerant of people who either have not learned or even refuse to learn the systems we take for granted. Why won’t they just figure it out, like we did? Why would they want to continue to struggle with working at such a low level? As much as we may want to dismiss some people as lazy or dumb, the truth is that systems are not as intuitive as we think.
There’s nothing intuitive about desktop computers. People forget about that, once they pick up basic computer literacy. I mean, for crying out loud, we use a mouse to provide 2D horizontal input that proportionally but NOT commensurately maps to 2D vertical movement on a screen? The only thing worse than that is a control pad for a game console, where navigation input is neither proportional nor commensurate.
How often do we hear about “how to find your calling”, “do what you love”, and “you only have one life to live, so follow your heart”? We may read about or even know some people who found their calling, how they live their passion. For the majority of us, the idea of a calling brings one of two frustrations: either we don’t know how to follow our calling in any practical sense, or much more often, we don’t know if we even have a calling.
Let’s challenge the second of these frustrations. Based on the people I met in my life who did find callings, we need to reframe and expand our conception of a calling, before asking if we have one.
(Or, How Information Technology Became a Utility)
Information Technology, as a profession and as a field of study, has reached maturation. To understand how and why requires three concepts: the growth pattern of a resource, the four stages of technology, and the difference between complex and complicated problems.
The Growth Pattern of a Resource
A resource is a technological means to an end, serving as the foundation for other technologies. The growth pattern of a resource follows four geographic stages: central, distributed, standard distribution, and supplanted. When a resource first appears in a location, people go to that location to use the resource or get more of that resource. The first printed books, the first cars, and the first internet websites all required going to a place, worldly or virtual, to obtain the resource you wanted. Continue reading
Every time I read an article about the ever looming shortage of technical talent, I shake my head. Typically, a parade of comments supports the article, alongside rants about how the people who run businesses are just too dumb to understand how they’re hurting themselves by shortchanging technical aspects of their business. Really? Do we really think all those business owners are idiots? Consider another pattern here.
My brother and I often talk about the difference between the yellow shirts and the red shirts in Star Trek. Starting with The Next Generation, and going through Deep Space Nine and Voyager (reverse the colors for the original Star Trek series), the yellow shirts are engineering. They’re the geniuses that come through with an awesome solution, and are shining stars for about 2% of any given show. The rest of the time, we’re watching the red shirts sort out problems, drama, context, and mystery. Continue reading
An old college friend asked me a provocative question. “If you were hiring people, and you had the time to watch them play a game, what game do you think would show you the best people?”
Let’s start with this: most games are crappy when determining decent employees.
Two reasons support this assertion. First, games are much, much easier than they used to be. Which is to say, designers are much, much better about making games that don’t bring the ridiculously steep, variable learning curves they used to bring. Consequently, watching people play a game won’t tell me much about the players unless the players are good enough to display the nuances that make a real difference in their performance. That, in turn, requires me to be good enough to recognize those nuances, limiting me to World of Warcraft. I could determine certain traits from the Street Fighter series, Tetris, and some old-school Nintendo and Atari games, but World of Warcraft offers a much more rich, nuanced view of players. Continue reading