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Continuous Learning Habits It may seem as though the habits that contribute most to continuous learning have been previously discussed: setting ground rules, routine self-assessments, and following active listening and consensus decision-making guidelines to promote honest discussion But teams can do all of these things and not reach their potential John Redding, author of The Radical Team Handbook, notes that routine selfassessment by project teams is fairly common What differs, he notes, is whether the assessments lead to new or deeper understanding of the problems the team is facing5 Likewise, many teams use ground rules to set norms without developing the habits that create original solutions What makes the difference Ground rules and self-assessments are designed to reinforce desired behaviors, so if you want outside-the-box thinking, ask for it! The following list describes the behaviors you can ask for with ground rules.

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This example also illustrates an issue that often arises: unspecified values Because there are fewer Type of Credit Card and Credit Card Number values than there are Expiration Date values, not all rows in the orthogonal array are required to exercise all the pairwise combinations involving them For some of the rows, the value of Type of Credit Card or Credit Card Number is left to the discretion of the test engineer The values can be chosen based on risk, highest usage, or highest problem area Table A4 provides an example American Express might have been chosen because it has been the card the bookstore s application traditionally has had the most trouble with, or is used most often A correct Credit Card Number might have been chosen because incorrect number input might not have been an issue in the past.

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Race Religion Color National origin or ancestry Sex Familial status (including children under the age of 18 living with parents or legal guardians, pregnant women, and anyone with custody of children under 18. There is an exemption to this law for housing for older persons) A mental or physical disability

T 2 sinc ( fT) df 0:903 T 2 sinc2 ( fT) df (2:83)

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In some cases combinations of test parameters and values can be invalid, and an invalid test case combination is generated (depending on business logic) For example, with three parameters (A, B, and C), it might be invalid for both A and C to have a value of 1, but the OATS tool would still generate that combination In that case it is up to the test engineer to make a decision Execute the test case as is (garbage in and garbage out) and determine how the system handles invalid combinations of input or decide to not use the invalid test case combinations in order to shorten the test case evaluation cycle, or in cases where the back-end system doesn t allow for invalid input combinations But choose carefully: If you throw out the invalid cases, you might also be throwing out other combinations.

The first area is differentiating partner track staff and nonpartner-track staff The skill sets required of staff in a professional services firm change significantly over the course of their progression from consultant to partner Consultants are rewarded for data gathering, analysis, and individual effort Partners are expected to perform in very different endeavors: direction setting, client relationships, sales, and business development Because of this disparity in requirements and expected skills, often firms find that high-performing consultants and individual contributors are ill suited for (or uninterested in) performing the duties and expectations of a firm partner.

As the project moves forward, when you debrief a meeting s effectiveness or run a periodic lessons-learned session, be able to cite specific examples of these actions Actively identify and question assumptions Assumptions constrain our thinking, often unconsciously When we define assumptions as a premise not supported by objective evidence or concrete information, we may find we are using more assumptions than facts to drive our thinking6 If you can t find facts to support an assumption, then be willing to question the assumption, and be cautious about letting it drive decisions Strive for honesty over conformance As discussed earlier in the chapter, some people avoid conflict in order to maintain harmony That leads to suppressing bad news or new information that contradicts our plans If the real problems are discussed in the hall after the meeting, it s a danger sign that people are avoiding the truth.

This phenomenon can be driven by personality, work style, interest, and capability of the individual staff member and means that firms are forced to make a choice: Should high-performing professional staff who show little affinity for the skills required of a partner be provided with a different professional track for advancement There are a variety of benefits to providing a parallel track Depending on the type of work being sold by the firm, the existence of subject matter experts who can be used for specific engagements can be a very powerful tool in the firm s business development arsenal Furthermore, an individual with proven project execution skills can be parachuted into difficult projects or can be counted on to manage projects and minimize overall delivery risk, freeing business-development-oriented partners to move on to more leveraged activities A proven, high-quality senior level resource can be of immense help to the firm.

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