In 1987, I decided to leave what I loved for a little while, to earn an MBA. Fortunately, at that time, it was possible to earn an MBA in a year. After a year of very difficult work, I had my degree and a new perspective on business. I interviewed with Oracle, and about a week later I had a job with a company that a month prior I had never heard of.
By the mid-1990s, circumstances and my natural gravity had matched to create a career in which I was again a software developer, optimizer, and teacher. By 1998, I was the manager of a group of 85 performance specialists called the System Performance Group (SPG). And I was the leader of the system architecture and system management consulting service line within Oracle Consulting's Global Steering Committee.
My job in the SPG role was to respond to all the system performance-related issues in the USA for Oracle's largest accounts. My job in the Global Steering Committee was to package the success of SPG so that other practices around the world could repeat it. The theory was that if a country manager in, say, Venezuela, wanted his own SPG, then he could use the financial models, budgets, hiring plans, training plans, etc. created by my steering committee group. Just add water.
But there was a problem. My own group of 85 people consisted of two very different types of people. About ten of these 85 people were spectacularly successful optimizers whom I could send anywhere with confidence that they'd thrive at either improving performance or proving that performance improvements weren't possible. The other 75 were very smart, very hard-working people who would grow into the tip of my pyramid over the course of more years, but they weren't there yet.
The problem was, how to you convert good, smart, hard-working people in the base of the SPG pyramid into people in the tip? The practice manager in Venezuela would need to know that. The answer, of course, is supposed to be the Training Plan. Optimally, the Training Plan consists of a curriculum of a few courses, a little on-the-job training, and then, presto: tip of the pyramid. Just add water.
But unfortunately that wasn't the way things worked. What I had been getting instead, within my own elite group, was a process that took many years to convert a smart, hard-working person into a reasonably reliable performance optimizer whom you could send anywhere. Worse yet, the peculiar stresses of the job—like being away from home 80% of the time, and continually visiting angry people each week, having to work for me—caused an outflow of talent that approximately equaled the inflow of people who made it to the tip of the pyramid. The tip of my pyramid never grew beyond roughly 10 people.
The problem, by definition, was the Training Plan. It just wasn't good enough. It wasn't that the instructors of Oracle's internal "tuning" courses were doing a poor job of teaching courses. And it wasn't that the course developers had done a poor job of creating courses. On the contrary, the instructors and course developers were doing excellent work. The problem was that the courses were focusing on the wrong thing. The reason that the courses weren't getting the job done was that the very subject matter that needed teaching hadn't been invented yet.
I expect that the people who write, say, the course called "Braking System Repair for Boeing 777" to have themselves invented the braking system they write about. So, the question was, who should be responsible for inventing the subject matter on how to optimize Oracle? I decided that I wanted that person to be me. I deliberated carefully and decided that my best chance of doing that the way I wanted to do it would be outside of Oracle. So in October 1999, ten years and one week after I joined the company, I left Oracle with the vision of creating a repeatable, teachable method for optimizing Oracle systems.
Ten years later, this is still the vision for my company, Method R Corporation. We exist not to make your system faster. We exist to make you faster at making all your systems faster. Our work is far from done, but here is what we have done:
- Written white papers and other articles that explain Method R to you at no cost.
- Written a book called Optimizing Oracle Performance, where you can learn Method R at a low cost.
- Created a Method R course (on which the book is based), to teach you how to diagnose and repair response time problems in Oracle-based systems.
- Spoken at hundreds of public and private events where we help people understand performance and how to manage it.
- Provided consulting services to make people awesome at making their systems faster and more efficient.
- Created the first response time profiling software ever for Oracle software applications, to let you analyze hundreds of megabytes of data without drudgery.
- Created a free instrumentation library so that you can instrument the response times of Oracle-based software that you write.
- Created software tools to help you be awesome at extracting every drop of information that your Oracle system is willing to give you about your response times.
- Created a software tool that enables you to record the response time of every business task that runs on your system so you can effortlessly manage end-user performance.
Cary, Thanks so much for all you have done. I hope your company is a huge success. It is great to have a "voice of reason" out there in performance-tuning-land.
I'll never forget starting with Oracle in the early 90's. All my hit ratios were dang near 100% *just like all the books said they should be*. And yet, the users were still so angry!
Thank you, Jerry.
Method-R may be the most important intellectual achievement since the invention of calculus.
I truly appreciate passion to continually teach how
to steer the dynamic of the interaction between (myself) people with different agendas and different levels of understanding
- Give a person method-r and optimize the proper action scope
- teach a person method-r and optimize the proper time scope
- teach a person how to teach method-r and optimize the correct action and time scope
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