totient: (Default)
Mirrored from Bluesky.

Seventy years ago, at the very dawn of the jet age, American Airlines got so tired of taking airline reservations on index cards that they did an absolutely audacious thing: they decided to write a computer program to do it.

In those days this was the sort of thing that only militaries did, and well-funded militaries at that. It cost them fifty million dollars. Those are 1957, gold-standard dollars, enough of them to buy ten or a dozen jet airliners.

A few other airlines also thought of writing computer programs but American's was the best and pretty soon most other airlines were using it. It grew new features, most of which its customers couldn't live without once they had them.

A few decades passed and the system got larger and clunkier. It did an awful lot of things, none of them especially well. And because the underlying technology was so ancient, it was brittle and hard to update and expensive to keep running. But too much depended on it, and so it kept on going.

About twenty years ago, a few very very smart people had enough hubris to think they could replace it. "How hard could this be?", they asked. Ten or a dozen of them sat down to start writing code, expecting it to take a month or two.

A year later there were 250 people working on the project.

Two years and another fifty million dollars later, the project was canceled, having failed to produce a usable airline reservation system.

At least this time they were 2007 dollars, not 1957 dollars.

(this is not a story about airline reservation systems)
totient: (Default)
As many people who have ever stood still for five minutes within my earshot know, I believe that organizations pass through phase transitions as they grow, with the major inflection points being at 10, 50, 250, 1250, and I speculate 2x5^n for any integer n. The two major ways that I model this are organizational fanout, wherein the maximum number of reports is 10 and the best achievable indirect reporting efficiency is 50%; and communications modes, which relate to Dunbar's number and the limits of human comprehension. Communications mode shifts each have a different description and there is enough material that I will probably eventually write a book about them, so I won't describe them here.

A consequence of this, as again many of my readers will have heard me say already, is that as organizations approach one of these inflection points from below, they begin to adapt to keep their communications and control structures working. They optimize for output from individual contributors at the expense of encouraging teamwork and delegation to keep their headcount from rising. They put infrastructure in place to smooth the existing, but fraying, means of communication. There are countless such knobs and I'm sure my book will include descriptions of many of them.

But for the organization to successfully pass through a transition point, all of these knobs, having been turned all the way up, will have to be turned all the way in the other direction. The organization suddenly needs entirely new communications infrastructure. Organizational cohesion will have to be replaced by unit cohesion. Delegation and teamwork suddenly takes priority over individual output. Schedules and timelines will suddenly be driven from different points as communications modes shift1. And so on.

Note, importantly, that it is not enough to recognize an optimization as being specific to the lower approach to the phase transition. To turn the knobs the other way, you have to know what the other way is. You can't just rip the knob off.

Big Ops is a knob. We use it in volunteer organizations of 249 people to keep the singly-indirected, centralized communications flowing. When the organization reaches 251 people it begins to drop information -- sometimes critical information.

Boskone recognized this as a problem and tried to solve it by ripping the knob off, with predictable results. Arisia seems to have found the other end of the knob, because the Ops desk at Arisia 2013 was positively boring. Information was flowing around it, and getting where it needed to go. We threw so many replacement options at the problem that it is hard to say which one is the other end of the knob, but I think one thing that really helped was having so many people still reading their email at con, so that information could reach, for instance, hotel liaisons directly from the departments that needed to reach them, without Ops having to get involved.

We do still need an Ops desk. They will still need to be prepared to deal with the kinds of big-Ops activities that used to happen there. But if this year is indicative, Big Ops is withering away.



1. more on this in another post, because it is a brand new discovery for me.
totient: (space)
Day 8 by one reckoning, and the first supernumerary day by the other. Either way, the last day of daily updates.

At some point last night, some food functions people dropped off an enormous pile of food, explaining that it was breakfast for the Art Show staff. It was vastly too much food for the five or so people we were expecting, and it was all crap anyway, so we sent it back. This morning I got downstairs for my 8am call to find that it (and some less-unhealthy stuff) had been set back up overnight, squarely in the way of where we were going to need to work, with the explanation that it was breakfast for the entire staff. Kerry had gotten it moved to a less dumb place in the room but was irked that no one had asked or indeed even mentioned that this was going to happen. And of course none of the staff had any idea it was coming, so we'd all had breakfast before coming downstairs. Of the well over 100 pounds of food we managed to consume probably a quart of orange juice before the food services people decided that breakfast time was over and that they needed the coolers and such to go on a truck. This pretty much typifies communication at this Worldcon. There aren't any cons in Chicago that need a staff of more than 50, and indeed few of the home cons of anyone working on Chicon 7 are that large. People, and especially upper management, expect information to propagate by osmosis, because that's how it works when you have a staff of no more than 50. But it's not how it works for a Worldcon, and Arisia would do well to check that we're being explicit enough in our communication as we grow.

We were planned to get four carpenters and two electricians at 8:00. In fact we got two of each. One of the carps was totally awesome, better even than the setup carps. The other was inefficient and surly. So I put the awesome one on taking down spines since that requires interacting with volunteers a lot, and then on taking electrical boxes off of helicopter arms since that's done to only some of the arms, and then on disassembling the electrical trees since there's a right way and a wrong way. The other guy got to take A-frames apart. I set the electricians to taking down lightbulbs and disassembling the rear end cap light fixtures, and gave them helpers to put the lightbulbs in boxes. They unplugged the helicopter arms unbidden, but took off without unplugging the electrical trees or the front endcap fixtures. I waited a while for them to come back in case they were on break but they never did so I just had volunteers do that so we could get the spines down. Not that I really thought they were on break after only half an hour of work.

I had plenty of volunteers to sort pipe and kee klamps, and the union folks stuck around for a little while to put electrical trees in the coffin and a few other things -- I think they hadn't hit their minimum, and even if they had the one carpenter was awesome enough and my volunteers tired enough that it'd have been worth paying him. By 10:00 everything from the Art Show was ready to go and I sent everyone but one volunteer off to help with other things, the rest of logistics now being behind two eight balls instead of only one. But that's another story.

Around this time some folks from the show after us came in to see if they could drop off some fastfolds. I told them fine, as it wasn't in the way and anyway I was pretty sure our teamsters were going to gaily ignore our noon deadline just as our electricians had gaily ignored our circuit game earlier, so I might as well let them ignore the pickup time too. This progressed immediately to setting up the fastfolds, which they started to do right in front of my pallets where the teamsters would have to drive their forklift to get them out of the room. But they were willing to move over and set up not in front of the pallets when I insisted, even knowing as I'm sure they did that there was no way the teamsters were going to be there on time, being as how they shared with the setup electricians a total freedom from arbitrary hotel rules.

Kim from Logistics and I spent another hour or 90 minutes putting some last minute treasury boxes on the pallets, and tie strapping and pallet wrapping everything, and putting a few more pieces of paperwork together. At 11:30, just as I was finishing the last of the paperwork, a couple of teamsters came in, looked around approvingly, and said they'd be back at 12:30. I headed upstairs and got lunch with Eugene and Crystal and Lucky, and then Crystal and Lucky headed for the airport and Eugene and I went upstairs to grab the last of our stuff from the room. We got down and checked out at 12:58 on a 1:00 late checkout and settled the bill. I'd joined Hyatt Gold Passport on this trip to get a week worth of free wifi and sure enough there was no charge for internet access on the bill. I put my suitcase in the back check that the hotel had set up on the skybridge and spent most of the next couple of hours hanging out in the lobby, punctuated by checking to see if the teamsters had moved anything in the Art Show. I'm not really sure why I bothered as I knew the con had dragooned the teamsters to help them load their truck, but it made me feel better to see that the incoming group, despite now legitimately having the space, had not managed to hide my pallets behind anything especially large.

I love the move-in/move-out days of a convention. I'm often working, often hard, but I also often have time for great conversations, and so do the people I want to have conversations with. Besides Eugene and Caycee, I had a long conversation with Dave Cantor. He's the second person in the last month to try to convince me to join MCFI, and I laid out what I think the problem with MCFI is: Mark and Priscilla Olson. (Priscilla, if you're reading this, the backstory of why I think you are the problem is in an unlocked post about six years ago, but I'm writing this on an airplane so I'm not able to go find the link.) I don't think MCFI is really going to be able to dilute Mark and Priscilla away. There's some chance a new member of MCFI might piss them off enough that they stormed off in a huff the way they have done with Boskone, but I don't think I am that new member, and I don't think that MCFI is likely to offer membership to someone like Crystal who is. We also chatted about a bunch of other things and I have a lot of food for thought, particularly as to whether it is a good idea to sign up for things -- like taking on the title of assistant Art Show director at Chicon -- that I can only give partial attention to. I did this with Cashier in Montreal, really, in that I counted on my staff and the Treasurer to handle the last bank run. Perhaps it is better to agree only to the things I can follow all the way through on, even if I think having part of my attention would be better than having all of the alternative. (This was certainly true for assistant ASD, the alternative being leaving the position empty.)

I didn't really have much to do after Dave went off to get ready for dinner with his Chicago cousins, but I ran downstairs to check on the Art Show one more time. Most of the stuff was out of the room, including two of the pallets. A couple of teamsters were trying and failing to get one of those into the freight elevator on a motorized pallet jack, and nearly managed to tip it over trying. Really? This is not rocket science. They eventually gave up and went in search of a manual jack. Unimpressed as I was, there was only one useful thing for me to do and that was get the hell out of the way, so I headed out to the airport. I got there a few minutes before checked-baggage closing time for my flight, so that made me less nervous even though I'd known it was going to be delayed. Having left behind some things that came out to Chicago with me, my bag was down to 48 pounds from 49.8, so it got another HEAVY tag. There's a reasonably good non-chain greek restaurant airside at MDW so I had a little bit of dinner, and a bit of computer time too. In the end the flight took off a little more than two hours late, and my seatmate offered me a free drink coupon. And on that note I think I'm going to close my Worldcon blog experiment and finish my drink.
totient: (arisia)
I posted last week wondering what would be different about a 3000 person con from a 2500 person one. As [livejournal.com profile] londo points out, really the question is what is different about a con with 300+ people on staff vs more like 250. And the answer (or at least an answer) turns out to be that 300+ people passes the size at which chains of trust encompass the whole committee. We will need new mechanisms for when a volunteer who appears to have authority for something violates that trust. We will need to establish and publicize an escalation mechanism. We will need to establish and publicize our expectations of our volunteers. We will need to establish a way of finding problems that we ourselves are causing before our attendees bring them to us, because we can no longer trust ourselves not to be the problem.

I'm so, so glad we had a chance to learn this gently, as Boskone and Minicon (which jumped straight to larger sizes) could not.

more data

Jan. 5th, 2011 05:49 pm
totient: (arisia)
Arisia registration figures are pointing to a con of around 2900 or perhaps 3000 people. This is squarely in the middle of a strange no-man's land: there's very little data about how conventions of this size work. Boskone went directly from a 2700 person con in the Park Plaza in 1984 -- something the dynamics of which Arisia understands intimately -- to the largest SF convention in the world, and already too big for its new and bigger hotel, in a single year (1985). Minicon likewise skipped over 3000 as an attendance figure, and found (as Boskone did) that a 3300 person con is very different to run from a 2000-2500 person one.

I'm sure everyone will fit in our enormous new hotel, but I'm really quite curious to find out which things will be the same and which will be different at that number, because almost no one has done it before.

And I'm glad that we still have a membership cap, even if it's higher than it was before.

dreamtime

Apr. 9th, 2010 11:44 pm
totient: (Default)
A few nights ago, I had a dream that I was at Aussiecon Four and some SMOFs were trying to convince me that Arisia (or rather, a group with some Arisia people at its core) should bid for the 2015 Worldcon. I responded "But we just ran a Worldcon! It's too soon". They looked at me uncomprehendingly and pointed out that 2004 was six years ago and that it had been 11 years since the previous Australian Worldcon, at which point I said "No no, Arisia wasn't all that involved with Noreascon IV. I'm talking about Anticipation".

It's certainly true that Arisia the organization and many of the individual movers and shakers of Arisia put a lot more effort into Anticipation than we did into N4. It's also true that Anticipation was... disorganized. And much as I'd like to think that the bright spots are the ones I and my friends were in charge of -- areas like Logistics and Treasury and Staff Den which are either easily scalable or points of particular excellence at Arisia or both -- there are some dim spots which I can't escape thinking were due to the way Arisia approaches running conventions, and we would have to make structural changes before we were really capable of running a con with some of the features people expect from a Worldcon. Maybe we don't really care about those things, I don't know. But even if we did, when I say it's too soon, I'm not really talking about how long it has been since the previous con.
totient: (Default)
A while ago I posted speculating that as conventions get larger it becomes harder to run them as three-day events and easier to run them as four-day events. But I was talking about conventions twice the size of Arisia, and so it took my by surprise how much easier this Arisia was to run than last year's three-day event.

We had 200 more badges picked up than last year, and yet traffic was easier and everyone was noticeably calmer. Everyone seemed to be having a genuinely good time. Some of it was having a chance to work out how to use the hotel well, and some of it was not getting as far behind on the schedule during the leadup. But I was expecting logistics to fall down hard because of the extra day and instead it worked *better*. Maybe people were getting some actual sleep instead of pushing themselves during the con trying to squeeze everything in.
totient: (justice)
I just got into a long discussion in someone else's LJ that I don't even ordinarily read, which has me thinking about what kinds of people you need to staff an organization. The particular topic at hand was a Worldcon, but it applies to Arisia or to a company or a club or anything else.

The goal in staffing, I think, is to provide area expertise, big picture understanding, and historical context, for each position you need to fill.

The question comes from when you're short on one of those, and how to make up for it.

A good generalist can often fake it on area expertise.

Knowing or being able to influence the inclinations of candidates for the position can help you select someone who will tend to act in accordance with the big picture without necessarily understanding it.

Good documentation can help fill in historical context.

Teams of people can hold these qualities collectively.

Right now at work I feel like I'm a generalist who was selected for his process inclinations and handed a big pile of documentation. Eventually this will translate into expertise, understanding, and context, but in the meantime it's a little unnerving. I wonder if the folks I gave level-skipping promotions to in Arisia felt the same way?
totient: (arisia)
Every SF convention of more than 4200 people ever has been at least a 4-day con. We have no data to say, but I suspect that it's simply impossible to run a 5000-person 3-day event. It just won't fit.
totient: (arisia)
Magic things happen to SF conventions at around 3000 people. Where exactly is hard to tell; Boskone and Minicon both jumped from noticeably under 3000 to substantially over in a single year. But two things happen. First, management tricks to shoehorn the staff into a structure appropriate for a 2500-person con stop working. Another level of indirection, of convention management, is needed; you need a larger cadre of experienced managers, and they and the chair have to think in a more abstracted manner. At the same time, your volunteer base gets distracted; there are just as many or more of them, but they're not willing to give you their weekends.

Put more concretely, a convention has a run-time volunteer need of a little less than two hours per attendee. Arisia meets this need by having 100 people who work 25 hours each, and 150 who work 12 hours each. We push our management structures to be able to handle that many people; this model might work for 2700 but it wouldn't work for 3000, because three-level management can only handle 250 or so people. But with new incentive and a four-level management structures, we could have the same 100 people working 25 hours each, and 500 people who worked 4 to 8 hours, and that would take us to 3000 people pretty comfortably. The doubling in the size of the staff requires rethinking how volunteers works, but that's a rethinking you have to do to get past 2500 people anyway. Once you do it, the management reasons to keep your volunteer count down are obviated. By adding more casual workers, this management structure scales from here to probably around 5000 attendees before you have to worry about incenting your workers to work longer hours. Which is good, because it's a lot easier to find people who'll work a couple of hours than people who'll work all weekend.

Will we reinvent volunteers this way? We don't have to; at this size we have the luxury that the current structure does more or less work. But if we get a lot bigger, we'll have to lower our incentive requirements, and that's one of the counterintuitive conclusions that I think other big conventions like Boskone and Minicon missed.
totient: (arisia)
Back in '96, I used to send out minutes to the concom meetings on paper, to about 100 addresses. I made this into a little newsletter and included things like budgets or org charts, and also announcements and a few other tidbits that had not come up at the meeting. The minutes themselves were formatted into a little newsletter the way I'd done newsletters before: two columns, with section headers in a distinctive font. What I did not realize is that the newsletter is a nonlinear form. The side-by-side format encourages jumping from one section to another, and the headlines provide an easy visual hierarchy. Of course, sending such a thing on paper would be considered archaic today; it comes in email instead. But I had not realized until just recently how much structure I was losing by putting everything in one email message. People would read the first three sentences, not see anything they cared about, and delete the message. Then they would complain that I hadn't told them something important. So now I take care to send out my concom meeting minutes in a nonlinear format. Right now that's multiple email messages, of varying length, separated thematically. But it might not be long before we move to something capable of supporting a more complex structure.
totient: (Default)
1. I remember throwing snowballs at your window to make you come out and have a snowball fight with the rest of us, freshman year. What's one memory you have of that time that's particularly vivid?

The first one that comes to mind is of half a dozen of us up late at night doing problem sets and writing bad poetry on a Wednesday night in my dorm room, and getting sillier but somehow not any less productive as the night wore on.

2. I don't know much about the road rallying stuff you do. How'd you get into it?

When I moved back to Boston, I lived for a year with Will Turano, who was into various motorsports. He bought me to an autocross, which is a speed event on a short closed course, and then to a road rally, which is much more about math than it is about adrenaline. We did terribly on my first one, and my reaction is my usual problem-solving reaction: write a computer program to automate it. (This is in large part the approach I'm taking to running Arisia, too.) This I did, and itwe did well at the next few rallies -- and oddly, taking home a bunch of $5 plastic trophies seems to have been quite a motivating factor.

3. What brought you back to the Boston area after being away from it?

Uh, it's home? Mostly by that I mean that my friends are all here, but I also love that the city is bikeable and is also full of fascinating people who aren't (yet) my friends. Other contributing factors included that my job in DC, while intellectually stimulating, was rather dubious morally. I like to tell people that I held a Top Secret clearance for three days, with the implication being that I quit after learning something dreadful. Actually I had already given notice when the clearance came through, and never officially handled any TS material, though I inferred a few nasty things during that time that I'm sure are classified at that level.

4. Our friendly secretive organization have offered you the chance to fix one problem you see in your town. What problem do you fix, and why?

Wow, can I fix how tremendously and underlyingly racist Boston is? We can start by providing transit that actually connects black and white neighborhoods without two changes.

5. Why did you choose the job you have now?

When I interviewed at Permabit, Sam didn't give me a non-disclosure agreement, explaining that in his opinion they're not worth the paper they're printed on. Instead he picked up a pen and recited, "I wave the +3 wand of non-disclosure at you". I thought this was an organization that would have the agility I was looking for, and ultimately I was right, though it later turned out that Sam wasn't really part of the solution on that one.

You know how the meme works: comment here to get questions from me.
totient: (space)
NASA has just spent $1B on the return to flight program, with the result of one very lucky but successful flight and back to square one otherwise. This likely does not include the cost of actually launching Discovery, which probably approaches $1B on its own. I've always thought the Shuttle program was a bad idea anyway: it's an agglomeration of technical decisions made for political reasons, and without going through the litany of reasons they're a mistake technically, let's just say that I've seen enough product development cycles to know that that's not a good way to build something that works.

However, NASA has three orbiters on hand, and the space station is lacking in several capabilities that the orbiters possess.

Why not modify the orbiters so that they could fly attached to the ISS for extended periods of time, and leave one up there to provide boost, environmental, and emergency crew return capabilities to the station?

We could even continue to launch ISS components in the other two orbiters in the face of potentially fatal damage, by flying unmanned, or (if flying unmanned is not practical) by having seats available in a lifeboat orbiter on station so that a second orbiter could be abandoned with no loss of life.

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