Discipline and teams – Part 1
Posted by Yannick Martel on September 10, 2009
I have recently read the french translation of The road less traveled from Scott Peck. I particularly appreciated his arguments on discipline as the base for any progress, including spiritual growth. I would like here to share some of what I noted in the book, and then some thinking on teams which it lead me to. As it will be a bit longish, I am going to split the post in two or three. So bear with me, we are for today talking about discipline.
Scott Peck presents discipline as necessary for any progress or growth. Discipline is necessary for succeeding in any difficult learning situation, any spiritual evolution or any improvement process. The opposite of discipline is laziness, which leads to stagnation, and allows entropy to take over – and thus regression and return to mediocrity. Discipline here is meant as self-discipline, I believe, the one which is coming from inside, not enforced from the outside.
I see everywhere real life proof of the pertinence of this model. Let us imagine that I have just received an e-mail which makes me angry. I know, intellectually, that I should not answer it immediately, but wait a bit to cool down before doing so, or not answering at all. I can succeed first because I know it, second because I have the discipline to wait for a moment that I know is right – thus deferring my reaction. On the longer term, I can learn about situations in which I can answer immediately and other situations in which I would better defer my reactions – thus being a bit wiser and less subject to my emotions.
Or another example: it is clear to me that producing working software applications is a difficult activity, requiring creativity and inner strength to put it to work, day after day. We find people who are strong enough to put their hearts in working for the progress of the group or company they are in, putting things in perspective and making sure everyday that they do whatever they find the best for this progress. We find other people who are just doing whatever is fun and pleasant at the moment, doing barely enough to avoid trouble, ignoring what they indeed know they should be doing. They just don’t have the discipline to inquire really on what is best to be done today and stick to it. They wait for external guidance and act minimally on it.
A last, more complex example, from some typical mission of OCTO Technology: we can explain to a software developer good practices and convince him. But the practices will actually stick and bring progress only with discipline. One such good practice consists in first creating a new automated test each time a bug is found in an application, and then only to try correcting the defect. Then you make sure that the next time somebody makes a change to the application which provoke to the same bug it will be detected very soon, during unit testing and not in production. We produce arguments, explain rationally how defects found early and much less costly than found later, how it is a good practice to stop and set this test first because you will not do it later. Still a lot of people will not have the discipline to stick to the practice and will just correct again and again the same defects – or transfer them to unfortunate colleagues…