Archive for the 'Project Management' Category

Tim Harford at LSE: Dirigisme in action

Published
by
peter
on 2011-06-11
in Decision theory, Economics, Forecasting, Global Economic Crisis and Project Management
. 2 Comments

This week  I heard economic journalist Tim Harford talk at the London School of Economics (LSE), on a whirlwind tour (7 talks, I think he told us, this week) to promote his new book.   Each talk is on one topic covered in the book, and at LSE he talked about the GFC and his suggestions for preventing its recurrence.

Harford’s talk itself was chatty, anecdotal, and witty.    Economics is still in deep thrall to its 19th century fascination with physical machines, and this talk was no exception.   The anecdotes mostly concerned Great Engineering Disasters of our time, with Harford emphasizing the risks that arise from tightly-coupling of components in systems and, ironically, frequent misguided attempts to improve their safety which only worsen it.

Anecdotal descriptions of failed engineering artefacts may have relevance to the preventing a repeat of the GFC, but Harford did not make any case that they do.  He just gave examples from engineering and from financial markets, and asserted that these were examples of the same conceptual phenomena.    However, as metaphors for economies machines and mechanical systems are worse than useless, since they emphasize in people’s minds, especially in the minds of regulators and participants, mechanical and stand-alone aspects of systems which are completely inappropriate here.   Economies and marketplaces are NOT like machines, with inanimate parts whose relationships are static and that move when levers are pulled, or effects which can be known or predicted when causes are instantiated, or components designed centrally to achieve some global objectives.  Autonomous, intelligent components having dynamic relationships describes few machines or mechanical systems, and certainly none from the 19th century.   

A better category of failure metaphors would be ecological and biological.   We introduce cane toads to North Queensland to prey upon a sugar cane pest, and the cane toads, having no predators themselves,  take over the country.    Unintended and unforeseen consequences of actions, not arising merely because the  system is complex or its parts tightly-coupled, but arise because the system comprises multiple autonomous and goal-directed actors with different beliefs, histories and motivations, and whose relationships with one another change as a result of their interactions.  

Where, I wanted to shout to Harford, were the ecological metaphors?  Why, I wanted to ask, does this 19th-century fascination with deterministic, centralized machines and mechanisms persist in economics, despite its obvious irrelevance and failings? Who, if not rich FT journalists with time to write books, I wanted to know, will think differently about these problems?

Finally, only economists strongly in favour of allowing market forces to operate unfettered would have used the dirigismic methods that the LSE did to allocate people to seats for this lecture.  We were forced to sit in rows in our order of arrival in the auditorium. Why was this?  When I asked an usher for the reason, the answer I was given made no sense:   Because we expect a full hall.    Why were the organizers so afraid of allowing people to exercise their own preferences as to where to sit?  We don’t all have the same hearing and sight capabilities, we don’t all have the same preferences as to side of the hall, or side  of the aisle, etc. We don’t all arrive in parties of the same size.  We don’t all want to sit behind a tall person or near a noisy group.

The hall was not full, as it happened, so we were crammed into place in part of the hall like passive objects in a consumer choice model of voting, instead of as free, active citizens in a democracy occupying whatever position we most preferred of those still available.  But even if the hall had been full, there are less-centralized and less-unfriendly methods of matching people to seats.  The 20 or so LSE student ushers on hand, for instance, could been scattered about the hall to direct latecomers to empty seats, rather than lining the aisles like red-shirted troops to prevent people sitting where they wanted to.

What hope is there that our economic problems will be solved when the London School of Economics, of all places, uses central planning to sit people in public lectures?

Update: There is an interesting critical review of Harford’s latest book, here.




Red River

Published
by
peter
on 2011-01-30
in Film, Getting-things-done intelligence and Project Management
. Closed

One of my favourite films is Howard Hawks’ Red River (1948), which pitted John Wayne against Montgomery Clift.   I came across an insightful review of the movie by Roderick Heath, here. The one aspect of the movie not mentioned in that review is the context in which the movie was made, immediately after World War II.    At the time, the allies had large military forces being demobilized, with men – they were mostly men – returning with all deliberate speed to civilian life.  Many of these men had played responsible and important roles in the war effort, roles requiring intelligence, personal initiative, courage, and the leadership of others.  They returned to Civvy Street to find senior management posts occupied by the generation before them, and only subordinate roles available for themselves; they were often immensely frustrated.  I once heard of a businessman’s club memorial dedicated To the Men Whose Sons had Given Their Lives in World War II, which sums up for me the self-regard of the elder of these two generations.

With this context in mind, I see Red River as a parable about the struggle between the two generations for the control of business and society in the post-war world.   Clift’s caring and listening leadership style resonated much more with returning military men than Wayne’s deaf and inflexible approach, as it does also in the film with Wayne’s cattle drovers.   In Japan and Germany, of course, the generation before had made a mess of things, and so there were greater opportunities in the post-war period for the next generation to take immediate charge.




On Getting Things Done

Published
by
peter
on 2011-01-27
in Anthropology, Argumentation, Getting-things-done intelligence, Joint-Action Society, Planning, Project Management and Team working
. 2 Comments

New York Times Op-Ed writer, David Brooks, has two superb articles about the skills needed to be a success in contemporary technological society, the skills I refer to as Getting-Things-Done Intelligence.  One is a short article in The New York Times (2011-01-17), reacting to the common, but wrong-headed, view that technical skill is all you need for success, and the other a long, fictional disquisition in The New Yorker (2011-01-17) on the social skills of successful people.  From the NYT article:

Practicing a piece of music for four hours requires focused attention, but it is nowhere near as cognitively demanding as a sleepover with 14-year-old girls. Managing status rivalries, negotiating group dynamics, understanding social norms, navigating the distinction between self and group — these and other social tests impose cognitive demands that blow away any intense tutoring session or a class at Yale.

Yet mastering these arduous skills is at the very essence of achievement. Most people work in groups. We do this because groups are much more efficient at solving problems than individuals (swimmers are often motivated to have their best times as part of relay teams, not in individual events). Moreover, the performance of a group does not correlate well with the average I.Q. of the group or even with the I.Q.’s of the smartest members.

Researchers at the Massachusetts Institute of Technology and Carnegie Mellon have found that groups have a high collective intelligence when members of a group are good at reading each others’ emotions — when they take turns speaking, when the inputs from each member are managed fluidly, when they detect each others’ inclinations and strengths.

Participating in a well-functioning group is really hard. It requires the ability to trust people outside your kinship circle, read intonations and moods, understand how the psychological pieces each person brings to the room can and cannot fit together.

This skill set is not taught formally, but it is imparted through arduous experiences. These are exactly the kinds of difficult experiences Chua shelters her children from by making them rush home to hit the homework table.”

These articles led me to ask exactly what is involved in reading a social situation?  Brooks mentions some of the relevant aspects, but not all.   To be effective, a manager needs to parse the social situation of the groups he or she must work with – those under, those over and peer groups to the side – to answer questions such as the following:

  • Who has power or influence over each group?  Is this exercised formally or informally?
  • What are the norms and practices of the group, both explicit and implicit, known and unconscious?
  • Who in the group is reliable as a witness?   Whose stories can be believed?
  • Who has agendas and what are these?
  • Who in the group is competent or capable or intelligent?  Whose promises to act can be relied upon?  Who, in contrast, needs to be monitored or managed closely?
  • What constraints does the group or its members operate under?  Can these be removed or side-stepped?
  • What motivates the members of the group?  Can or should these motivations be changed, or enhanced?
  • Who is open to new ideas, to change, to improvements?
  • What obstacles and objections will arise in response to proposals for change?  Who will raise these?  Will these objections be explicit or hidden?
  • Who will resist or oppose change?  In what ways? Who will exercise pocket vetos?

Parsing new social situations – ie, answering these questions in a specific situation – is not something done in a few moments.  It may take years of observation and participation to understand a new group in which one is an outsider.  People who are good at this may be able to parse the key features of a new social landscape within a few weeks or months, depending on the level of access they have, and the willingness of the group members to trust them.     Good management consultants, provided their sponsors are sufficiently senior, can often achieve an understanding within a few weeks.   Experience helps.

Needless to say, most academic research is pretty useless for these types of questions.  Management theory has either embarked on the reduce-and-quantify-and-replicate model of academic psychology, or else undertaken the narrative descriptions of successful organizations of most books by business gurus.   Narrative descriptions of failures would be far more useful.

The best training for being able to answer such questions – apart from experience of life – is the study of anthropology or literature:  Anthropology because it explores the social structures of other cultures and the factors within a single lifetime which influence these structures, and Literature because it explores the motivations and consequences of human actions and interactions.   It is no coincidence, in my view, that the British Empire was created and run by people mostly trained  in Classics, with its twofold combination of the study of alien cultures and literatures, together with the analytical rigor and intellectual discipline acquired through the incremental learning of those difficult subjects, Latin and Ancient Greek languages.

UPDATE (2011-02-16): From Norm Scheiber’s profile of US Treasury Secretary Timothy Geithner in The New Republic (2011-02-10):

“Tim’s real strength … is that he’s really quick at reading the culture of any institutions,” says Leslie Lipschitz, a former Geithner deputy.

The profile also makes evident Geithner’s agonistic planning approach to policy – seeking to incorporate opposition and minority views into both policy formation processes and the resulting policies.




Complex Decisions

Published
by
peter
on 2010-06-27
in Decision theory, Economics, Forecasting, Game theory, Joint-Action Society, Market planning, Military strategy, Planning, Project Management and Team working
. Closed

Most real-world business decisions are considerably more complex than the examples presented by academics in decision theory and game theory. What makes some decisions more complex than others? Here I list some features, not all of which are present in all decision situations.

  • The problems are not posed in a form amenable to classical decision theory.

    Decision theory requires the decision-maker to know what are his or her action-options, what are the consequences of these, what are the uncertain events which may influence these consequences, and what are the probabilities of these uncertain events (and to know all these matters in advance of the decision). Yet, for many real-world decisions, this knowledge is either absent, or may only be known in some vague, intuitive, way. The drug thalidomide, for example, was tested thoroughly before it was sold commercially – on male and female human subjects, adults and children. The only group not to be tested were pregnant women, which were, unfortunately, the main group for which the drug had serious side effects. These side effects were consequences which had not been imagined before the decision to launch was made. Decision theory does not tell us how to identify the possible consequences of some decision, so what use is it in real decision-making?

  • There are fundamental domain uncertainties.

    None of us knows the future. Even with considerable investment in market research, future demand for new products may not be known because potential customers themselves do not know with any certainty what their future demand will be. Moreover, in many cases, we don’t know the past either. I have had many experiences where participants in a business venture have disagreed profoundly about the causes of failure, or even success, and so have taken very different lessons from the experience.

  • Decisions may be unique (non-repeated).

    It is hard to draw on past experience when something is being done for the first time. This does not stop people trying, and so decision-making by metaphor or by anecdote is an important feature of real-world decision-making, even though mostly ignored by decision theorists.

  • There may be multiple stakeholders and participants to the decision.

    In developing a business plan for a global satellite network, for example, a decision-maker would need to take account of the views of a handful of competitors, tens of major investors, scores of minor investors, approximately two hundred national and international telecommunications regulators, a similar number of national company law authorities, scores of upstream suppliers (eg equipment manufacturers), hundreds of employees, hundreds of downstream service wholesalers, thousands of downstream retailers, thousands or millions of shareholders (if listed publicly), and millions of potential customers. To ignore or oppose the views of any of these stakeholders could doom the business to failure. As it happens, Game Theory isn’t much use with this number and complexity of participants. Moreover, despite the view commonly held in academia, most large Western corporations operate with a form of democracy. (If opinions of intelligent, capable staff are regularly over-ridden, these staff will simply leave, so competition ensures democracy. In addition, good managers know that decisions unsupported by their staff will often be executed poorly, so success of a decision may depend on the extent to which staff believe it has been reached fairly.) Accordingly, all major decisions are decided by groups or teams, not at the sole discretion of an individual. Decision theorists, it seems to me, have paid insufficient attention to group decisions: We hear lots about Bayesian decision theory, but where, for example, is the Bayesian theory of combining subjective probability assessments?

  • Domain knowledge may be incomplete and distributed across these stakeholders.
  • Beliefs, goals and preferences of the stakeholders may be diverse and conflicting.
  • Beliefs, goals and preferences of stakeholders, the probabilities of events and the consequences of decisions, may be determined endogenously, as part of the decision process itself.

    For instance, economists use the term network goods to refer to a good where one person’s utility depends on the utility of others. A fax machine is an example, since being the sole owner of fax is of little value to a consumer. Thus, a rational consumer would determine his or her preferences for such a good only AFTER learning the preferences of others. In other words, rational preferences are determined only in the course of the decision process, not beforehand.Having considerable experience in marketing, I contend that ALL goods and services have a network-good component. Even so-called commodities, such as natural resources or telecommunications bandwidth, have demand which is subject to fashion and peer pressure. You can’t get fired for buying IBM, was the old saying. And an important function of advertising is to allow potential consumers to infer the likely preferences of other consumers, so that they can then determine their own preferences. If the advertisement appeals to people like me, or people to whom I aspire to be like, then I can infer that those others are likely to prefer the product being advertized, and thus I can determine my own preferences for it. Similarly, if the advertisement appeals to people I don’t aspire to be like, then I can infer that I won’t be subject to peer pressure or fashion trends, and can determine my preferences accordingly.

    This is commonsense to marketers, even if heretical to many economists.

  • The decision-maker may not fully understand what actions are possible until he or she begins to execute.
  • Some actions may change the decision-making landscape, particularly in domains where there are many interacting participants.

    A bold announcement by a company to launch a new product, for example, may induce competitors to follow and so increase (or decrease) the chances of success. For many goods, an ecosystem of critical size may be required for success, and bold initiatives may act to create (or destroy) such ecosystems.

  • Measures of success may be absent, conflicting or vague.
  • The consequences of actions, including their success or failure, may depend on the quality of execution, which in turn may depend on attitudes and actions of people not making the decision.

    Most business strategies are executed by people other than those who developed or decided the strategy. If the people undertaking the execution are not fully committed to the strategy, they generally have many ways to undermine or subvert it. In military domains, the so-called Powell Doctrine, named after former US Secretary of State Colin Powell, says that foreign military actions undertaken by a democracy may only be successful if these actions have majority public support. (I have written on this topic before.)

  • As a corollary of the previous feature, success of an action may require extensive and continuing dialog with relevant stakeholders, before, during and after its execution.

    This is not news to anyone in business.

  • Success may require pre-commitments before a decision is finally taken.

    In the 1990s, many telecommunications companies bid for national telecoms licences in foreign countries. Often, an important criterion used by the Governments awarding these licences was how quickly each potential operator could launch commercial service. To ensure that they could launch service quickly, some bidders resorted to making purchase commitments with suppliers and even installing equipment ahead of knowing the outcome of a bid, and even ahead, in at least one case I know, of deciding whether or not to bid.

  • The consequences of decisions may be slow to realize.

    Satellite mobile communications networks have typically taken ten years from serious inception to launch of service.  The oil industry usually works on 50+ year cycles for major investment projects.  BP is currently suffering the consequence in the Gulf of Mexico of what appears to be a decades-long culture which de-emphasized safety and adequate contingency planning.

  • Decision-makers may influence the consequences of decisions and/or the measures of success.
  • Intelligent participants may model each other in reaching a decision, what I term reflexivity.

    As a consequence, participants are not only reacting to events in their environment, they are anticipating events and the reactions and anticipations of other participants, and acting proactively to these anticipated events and reactions. Traditional decision theory ignores this. Following Nash, traditional game theory has modeled the outcomes of one such reasoning process, but not the processes themselves. Evolutionary game theory may prove useful for modeling these reasoning processes, although assuming a sequence of identical, repeated interactions does not strike me as an immediate way to model a process of reflexivity. This problem still awaits its Nash.

In my experience, classical decision theory and game theory do not handle these features very well; in some cases, indeed, not at all.  I contend that a new theory of complex decisions is necessary to cope with decision domains having these features.

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Silicon millenarianism

Published
by
peter
on 2010-06-18
in Corporate culture, Getting-things-done intelligence, Joint-Action Society, Project Management and Prophecy
. Closed

Here we go again! We have another blogger predicting the end of the office.   Funny how it’s almost always bloggers and journalists and thinktank-swimmers doing this – always people whose work, most of the time, is by themselves, and who therefore fail to understand the nature of actual work in modern organizations.   As I’ve argued before, workplace interactions are primarily about the co-ordination of actions and the assessment of people’s intentions concerning these actions, not (or not merely) about sharing information.  Why did Barack Obama summon the Chairman and CEO of BP to the Oval Office earlier this week?  Why was the CEO also called to testify before Congress?   Why didn’t the President or the Congressional Committee simply place a conference call?  Because it is very difficult, perhaps even impossible, to accurately assess another person’s intentions without immediate physical proximity and face-to-face interaction with said person.

If all you are doing is writing a blog or researching a story, perhaps you don’t ever appreciate this fact about work.  But anyone tasked with doing something other than writing knows it.   Seth Goodin thinks that within 10 years TV programs about office work will seem to be “quaint antiques”.  I bet him they will not at all.  Moreover, I bet the people in those offices will still be using paper, still having meetings, and still talking by the water-cooler.   In fact, while you’re placing my bets, put me down for 100 years, not 10.




Bonuses yet again

Published
by
peter
on 2009-09-09
in Africa, Corporate culture, Decision theory, Forecasting, Market planning, Planning and Project Management
. Closed

Alex Goodall, over at A Swift Blow to the Head, has written another angry post about the bonuses paid to financial sector staff. I’ve been in several minds about responding, since my views seem to be decidedly minority ones in our present environment, and because there seems to be so much anger abroad on this topic.  But so much that is written and said, including by intelligent, reasonable people such as Alex, mis-understands the topic, that I feel a response is again needed.  It behooves none of us to make policy on the basis of anger and ignorance.

Continue reading ‘Bonuses yet again’




Shame!

Published
by
peter
on 2009-06-14
in Corporate culture, Planning and Project Management
. Closed

Visiting my local dojo this week, I saw an advert for a Workaholics Anonymous meeting that also takes place there.  They meet fortnightly, on Saturdays from 10 am to 12 noon. What  a pity, since Saturday mornings are my most productive work-times of the week!




Commuting in the age of email

Published
by
peter
on 2009-05-26
in Argumentation, Corporate culture, Decision theory, Joint-Action Society, Planning, Post-Industrial Nomads, Project Management and Team working
. Closed

If you believe, as the prevailing social metaphor would have it, that this is the Age of Information, then you could easily imagine that the main purpose of human interactions is to request and provide information.   That seems to be the implicit assumption underlying Lane Wallace’s discussion of commuting and working-from-home here.   Wallace is surprised that anyone still travels to work, when information can be transferred so much more readily by phone, email and the web.

But the primary purpose of most workplace interactions is not information transfer, or this is so only incidentally.  Rather, workplace interactions are about the co-ordination of actions – identifying and assessing alternatives for future action, planning and co-ordinating future actions, and reporting on past actions undertaken or current actions being executed.    To engage in such interactions about action of course involves requests for and transfers of information.    To the extent that this is the case, such interactions can be and indeed are undertaken with participants separated in space and time.   But co-ordination of actions requires very different speech acts to those (relatively simple) locutions seeking and providing information:     speech acts such as proposals, promises, requests, entreaties, and commands.  These speech acts have two distinct and characteristic features – they usually require uptake (the intended hearer or actor must agree to the action before the action is undertaken), and the person with the power of retraction or revocation is not necessarily the initial speaker.   An accepted promise can only be revoked by the person to whom the promise is made, for instance, not by the person who made the promise. So, by their very nature these locutions are dialogical acts, not monolectical.   You can’t meaningfully give commands to yourself, for example, and what value is a promise made in a forest?  Neither of these two features apply to speech acts involving requests for information or responses to requests for information.

In addition, inherent in speech acts over actions is the notion of intentionality.    If I promise to you to do action X, then I am expressing an intention to do X.  If your goals requires that action X be commenced or done, then you need to assess how sincere and how feasible my promise is.  Part of your assessment may be based on your past experience with me, and/or the word of others you trust about me (my reputation).   Thus it is perfectly possible for you to assess my capability and my sincerity without ever meeting me.  International transactions across all sorts of industries have taken place for centuries between parties who never met; the need to assess sincerity and capability is surely a key reason for the dominance of families (eg, the Rothschilds in the 18th and 19th centuries) and close-knit ethnic groups (eg, the Chinese diaspora) in international trade networks.  But, if you don’t know me already, it is generally much easier and more reliable for you to assess my sincerity and capability by looking me in the eye as I make my promise to you.

Bloggers and writers and professors, who rarely need to co-ordinate actions with anyone to achieve their work goals, seem not to understand these issues very well.  But these are issues are known to anyone who actually does anything in the world, whether in politics, in public administration or in business.   One defining feature of modern North American corporate culture, in my experience, is that most people find it preferable to make promises of actions even when they do not yet have, and when they know that they do not yet have, the capabilities or resources required to undertake the actions promised.  They do this rather than not make the promise or rather than making the promise conditional on obtaining the necessary resources, in order to appear “positive” to their bosses.   This is the famous “Can Do” attitude at work, and I have discussed it tangentially before in connection with the failure of the Bay of Pigs;  its contribution to the failures of modern American business needs a separate post.

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Geithner at the NY Fed

Published
by
peter
on 2009-04-27
in Corporate culture, Project Management and Team working
. Closed

The NYT has published the daily schedules of Tim Geithner between January 2007 and January 2009, when he was President of the NY Federal Reserve Bank.  Given the extent to which most of his working days were filled with meetings, one wonders just how he managed to do any intellectual work!

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A plan for infrastructure projects

Published
by
peter
on 2009-02-11
in Economics, Planning, Politics and Project Management
. Closed

While on the subject of infrastructure, and the UK Government’s lack of any apparent action to start new infrastructure projects despite the economic crisis, here is a draft plan of action:

  • Start with a national competition for suggestions for new infrastructure projects.  People and businesses in regional communities have loads of ideas for projects – should anyone in Westminster bother to listen.   Perhaps allow 1 month for this, so Month 1 is spent soliciting proposals.  Creating a press release to announce the competition and a web-site to receive suggestions could be done within a day.
  • In the meantime (also during Month 1), create a temporary government agency like Australia’s national infrastructure agency, to receive these proposals and do a preliminary filtering in terms of (say): employment impact, wider business impact, social impact, cost, and long term potential for follow-on benefits.   A leading management consulting firm or two could be used to detail the criteria, assess all the proposals against the criteria (tedious but necessary work), and produce this long listing, winnowing down from (say) hundreds of proposals to (say) 5o.   Month 2 could be devoted to this effort.  
  • Then, have an appointed national committee, comprising politicians from all three major national parties, people from business and industry, the trades unions, people and politicians from the regions (say about 20 people) assess the 50 long-listed proposals and winnow them down to (say) 10.   This should be done in closed session in one, dedicated, all-day-and-all-night effort, over (say) 7 days.   We want the committee to bond, because we want their conclusions to be unanimous.
  • Then, prepare detailed technical and financial plans for each project on the shortlist.   This could be achieved within (say) 21 days.    As with the earlier stages, this work could be undertaken with the assistance of consulting and/or engineering firms, major corporations or banks  – there are currently lots of bankers at a loose end, I hear.  Hell, I’d even volunteer for this myself, because of the fun it would be and the importance of the work.
  • Then, fund the final 10 projects immediately and start digging ground (or spinning fibre, or whatever).  These projects should be give short, sharp names (eg, Fibre-up; Fast-Track) and short descriptors, so that every person over 16 can identify with them, and support them.  Insist that each team’s management produce detailed progress reports online each month, with (say) quarterly public hearings.   We want this work done, done well and done properly. 

Total time, from start of campaign to shoveling: 3 months. 

Of course, I realize getting major projects to shovel-ready normally takes longer than 3 months.  THIS FACT SHOULD NOT STOP ALL THESE PROJECTS STARTING SOMETHING WITHIN 3 MONTHS.  A key task will be creating semi-permanent, quasi-independent parastatal bodies (quangos) to run each project, to acquire land, employ people, etc.   That can all be done after the projects start, since the first main purpose of these projects is to boost aggregate demand and employment in the short run.    Our models here should be the  USA’s Tennessee Valley Authority and Australia’s Snowy Mountains Scheme, updated for the Internet age.

Not all infrastructure projects need to involve alteration to the earth’s physical landscape. My own proposal would be to create a major national organization – part-research lab, part-investment bank – to identify, to prototype, to seed, and to invest-in business ideas for future-generation Internet applications, starting from about Web 6.0 (whatever that will be) and upwards – a Xerox Parc for 21st-century e-services, with an investment budget of (say) USD 5 billion or so to start.  I would start this with public funding, with the aim of privatizing it once it becomes successful.

And (added 2009-02-12), if 3 months is too long (and it is), here are three potential major national infrastructure projects suggested by journalist Andrew Rawnsley: 

  1. A national high-speed rail network (I would call this Fast-Track, or similar)
  2. A national, super-fast broadband fibre optic network (Fibre-Up), and
  3. A large-scale renewable energy production program, connected to the National Electricity Grid (Green-Power-to-go!).

There would be nothing stopping the Government spending (say) GBP 1 million on each of these to prepare outline feasibility and financial plans, with the aim of launching one of them within a month. 

Building a national fibre broadband network without thinking also about what would run on it would not be sensible, which is why I propose the Web6.0 idea above.  But a little creativity could generate lots of proposals for non-physical infrastructure, which would create UK employment here and now, train people, stimulate demand, and leave something behind for future generations, for example:

  • Digitizing the contents of ALL Britain’s art galleries and museums, something which could employ artists, photographers, and lots of those unemployed media studies and IT graduates.
  • Digitizing the contents of the British Library, the main University Libraries and the national archives.
  • Digitizing ALL past census records.
  • Recording the life story of every citizen over 65.
  • Recording a performance at every live music venue in the country, including pubs and churches.
  • Producing online visitor guides to every locality in the country, annotated by people resident in the locality.
  • Producing a digital record (films, interviews, oral histories, photos, etc) of every factory facing downsizing or closure, with a record of the skills and networks being lost.

It should not need saying that all this digitized information, if paid for from the public purse, should be made freely accessible online.  These projects could be our generation’s equivalent of the Works Progress Administration.   I am sure there are many more ideas, both sensible and wacky, than these.

Well, Mr Brown?  What are you waiting for?  How about some vision?  If not these projects, then what?  If not now, then when?

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