I got a real aha moment when I saw this graph:
The blog post where I saw it was talking about "management by ..." but I think it also applies to the motivation that individuals are moved by. That is, relative newbies to a job tend to do things a certain way because those are the rules. As they progress over time, most of them move on to "this is the method I use" and then to "my team's objectives are" and finally "this is what my team values." I think this is a hugely important progression to understand.
Let's take one little thing, say source control behaviour - do you check in too often, not often enough, are your comments any good, are your changesets too big or too little, and so on. If I want to direct your source control behaviour I need to know what zone you are in.
In contrast to the blog where I found this graph, I don't see it as just being a matter of how managers choose to manage their projects and people. I see that some people cannot be motivated by values alone, or objectives alone. Either they lack the career maturity to recognize that supporting the team's objectives is always in their own self-interest, or they lack the skill and knowledge to choose correctly (should I check in now? or wait till I have tested? or wait till I do those other changes?) knowing only what outcomes are important to the team.
I personally don't care for the rules-oriented phase. Writing out exhaustive "if this happens do that" documents is not really fun work. Hearing that a flaw in the document is why something went wrong also doesn't really work for me. Yet it seems all team members (and by this I mean not just my own staff, but my clients and their staff, other vendors, and so on) need to go through this phase when adapting to a new process. Well, knowing it's going on makes it easier for me to cope with it.
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