New Post at AITS: Why #NoEstimates is a Rough Finish for Your IT Career

AITSBloggingAllianceMy newest post for AITS has been published: Why #NoEstimates Is a Rough Finish for Your IT Career. In it, I show what #NoEstimates sounds like to business people, with an example that’s close to home.

As a former programmer, I understand the mindset. But too many people who should know better are suggesting that #NoEstimates alternatives to planning and scheduling are viable. While it might have worked for one or two unusual cases, it is no more generally applicable than low-gravity golf clubs [obscure Apollo program reference].

As always, thanks for taking the time to read my stuff. After nearly six years of blogging, I’ve grown to really appreciate the people who care enough about the profession to stay current by reading. It’s a comfort to know that I ‘m in good company!

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About Dave Gordon

Dave Gordon is a project manager with over twenty five years of experience in implementing human capital management and payroll systems, including SaaS solutions like Workday and premises-based ERP solutions like PeopleSoft and ADP Enterprise. He has an MS in IT with a concentration in project management, and a BS in Business. He also holds the project management professional (PMP) designation, as well as professional designations in human resources (GPHR and SPHR) and in benefits administration (CEBS). In addition to his articles and blog posts, he curates a weekly roundup of articles on project management, and he has authored or contributed to several books on project management.

2 thoughts on “New Post at AITS: Why #NoEstimates is a Rough Finish for Your IT Career

  1. Dave, Itr seems the #NoEstimates tag got traction from disgruntled developers working for Dilbert Managers. And there many examples of bad management, bad decision making, bad most everything.
    So the simple way out of this is to simply stop doing what is hard.

  2. Thanks for stopping by, Glen. I always get a chuckle from people who complain about their pointy-haired bosses while exhibiting Wally behaviors. But you’re right: the proper cure for bad management practices is good management practices. Avoidance is a reasonable risk management strategy, but not a reasonable people management strategy.

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