MFH

Mike Harris – blog for binkydognose.com – yep

noodzWhat a long strange trip it’s been“. Flashback to the Amiga 1000 boxed up under my stairway. Prehistoric ray-tracing software that took days to render a simple reflecting sphere. Amiga World Magazine printed an article that included screen shots of Caligari, a program that might allow one to recreate the world (1993?). I bought my first PC about 5 years later, found a copy of trueSpace SE on a retail rack, and that’s when my relationship with trueSpace began. With web 1.oh just beginning to percolate, the trueSpace mailing list (tsml) was the means of communication and learning. Before forum software was available, these were exciting times on dial-up. A lot of us created web sites and dug into a creative digital world. 10 years ago? Seems like much longer ago now. The community of trueSpace users in 1998 were artists obsessed with a freely editable medium that was affordable and fascinating for its evolving technicality.

mirrorsCaligari has always been a lean close knit organization that appreciates it’s users and testers. I was fortunate to be included in one of the initial One Man Show presentations (behold the cheesy imagery of the day). Roman Ormandy keeps his company interesting by dreaming and exploring niches as he pursues a life long vision. One such diversion was iSpace, an attempt to create a true 3D workspace for web page authors. I began beta testing for Caligari at that time and remember well the shock of early versions where the actual interface was part of the 3D scene being manipulated. Absolutely unique. I contributed some sample pages (1)(2) and a button library. Very primitive stuff now, but it did allow me to gain entry to the trueSpace beta team and a real high point, Siggraph 2000, the last big appearance by Caligari at the annual computer graphics convention and exhibition.

newIBLfog1I’ve been active in the trueSpace world from trueSpace5.5 to present (though much less recently). There were more diversions from the main program such as a Flash plug in, as well as 3rd party additions to test, such as Dark Tree shaders and Primitive Itch plug ins, and Viewpoint Media. Caligari even released a specialty version of trueSpace for jewelers. Caligari has succeeded in selling training courses, hiring users as authors (my NURBS course among them).
But the very biggest development has been the rewrite of core code that has become half of trueSpace7+. It’s not been without controversy. Long in development, Caligari elected to bridge the older well-established version to preserve many tools and plug ins that haven’t been ported to the new code. It was perhaps the most ambitious development cycle. It added an incomplete version of the VRay renderer and included implementation of real time online collaboration that has yet to be fully fleshed out and exploited. It has a heavy emphasis on scripting capabilities through a Link Editor interface that is hard for many artists to grasp. But this new side of trueSpace is likely what’s led to the news… Microsoft acquires Caligari. Caligari customers are wondering whether there will be a new notch on the timeline or will trueSpace be absorbed and forgotten. Speculation is that Microsoft is desperate to be competitive with Google Earth, and intends to use trueSpace similarly to Google’s acquisition and use of Sketchup.

amiblueCaligari has always had a knack for staying alive in a market dominated by big dollar competition. Other “consumer” 3D companies have long since been absorbed, re branded, or disappeared, but Roman Ormandy has guided Caligari to adapt and persevere through the years. Sometimes bits and pieces of incompatibility have been left bobbing in the wake, such as the many add on “paks” that support a variety of trueSpace versions, but Caligari has a well deserved reputation for treating it’s customers right.

wertMy opinion? The artistic heart of trueSpace has suffered in recent years. It’s been replaced by a colder more technical side that meshes well with Microsoft. Roman and company will come out of this acquisition very well. But I believe that the artistic heart must be repaired back to health if Microsoft Virtual Earth and trueSpace are to have a chance to compete with Google Earth. This is an opportunity for trueSpace to increase its user base and community dramatically, to move beyond the stereotype of VRML/Virtual/eStuff by attracting artists to technology again. The trueSpace tool set is large and varied. As real time displays continue to develop as alternatives to off-line render engines, as games begin to merge with useful purpose, artists will embrace the right tool for the right end result. The make or break in this competition is the corporate vision of that end result. What’s meaningful to users goes far beyond virtual stereotypes and gimmicks. We embrace that which brings beauty to usefulness, even when usefulness is simply beauty itself. Apple and Google come to mind, physical and digital interfaces exhibiting pleasurable usability with purpose. Think iPod Touch and iPhone with live traffic status within Google Maps as a simplistic example. It’s entirely possible for trueSpace to thrive in a new home as a result of the Microsoft buyout. Roman is still in charge, developers and beta team remain active. What remains to be seen is the Microsoft vision of the fit w/Caligari.
Your comments are welcome…

It’s barely February and 2008 has “upheaval” as its theme. Personally, there’s been workplace role changes, a newlywed son away in the military. The very recent and very unexpected death of a father has shaken us. A 3D graphics company I’ve beta-tested for these past 8+ years has been absorbed by Microsoft. The world situation is contributing mightily. Nationally, more war, less work, a realigning election, public engagement driven by frustration.

Somehow, 40 years ago keeps coming to mind. I was a 14 year old growing up in Detroit in 1968. A last year of innocence transformed into adolescent messiness. It was the kind of year that changes everything and cements itself into your psyche, the kind of year scholars ponder ever after.

There’s got to be better things ahead in 2008 (after all, the Detroit Tigers beat the St. Louis Cardinals in the 1968 World Series and the Phoenix Suns just acquired Shaq). Despite dubious change and heartache I’m hopeful. How’s your 2008 shaping up? Will this be a benchmark year? Are you optimistic (or not)?

1/19/2009: Well, it certainly turned out to be a significant year and Loss was it’s theme so I’m glad 08 is gone. We lost Val’s dad, my Aunt Loey, both absolute shocks, and my brothers best friend Dan lost his battle with cancer. We also lost a bird and our 2 elderly cats (and those following our old dog Uma late in 07). Val’s job is in jeopardy, our retirement savings suffering mightily.
On the brighter side we’ve rescued a fantastic dog into the family and one loss was welcome, I’ve lost 35 unwanted pounds (and can run!). AND we voted for a winner. We remain hopeful!
Oh, and while the Suns haven’t panned out the Cards are Super Bowl bound. Life is so weird sometimes, always interesting…

“You’re an odd man” harrumph…
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Speaking from 29 years within a large corporate structure that has changed hands and flavors multiple times. These are my top tips for people who manage others directly. If this helps one person to avoid demotivating one employee I’ll consider the time taken to post well spent. :-) But I dream…

  • Play by the rules – or don’t expect your employees to play by yours. Upper-most management communicates their “vision” via complex and obscure sets of rules for which they lack the lower organizational structure to implement properly or measure honestly. It often seems to lower-most managers that their own manager is simply looking for you to fill in the corp-speak blanks after the fact (because your “real” job is taking care of the monthly bottom line). Fall into this routine and you’re certain to alienate your direct reports and loose their respect. You can’t play a different game, the game of trying to appear that you’re acting as a buffer between your workers and upper management’s wacky incomprehensible vision. Your job is to understand that vision and translate it meaningfully to your workers in a way that communicates your willingness to work in everyone’s best interest. This doesn’t mean that you endlessly regurgitate ridiculous buzzwords and acronyms. Rather, you make it obvious to your workers that you’ve taken the time to understand them yourself and you’re set to enable everyone to succeed.
  • Make setting aside regular time to meet one on one with your direct reports your top priority. These are the people that are buttering your bread, the people who make you look good or bad, the people who make or break success, the bottom line. Doing this will enable you to maintain a real understanding of the state of your business processes from everyones perspective and is the equivalent of routine maintenance, an oil change for your business. It also tunes up attitudes and fosters continual improvement. Meet in a quiet place free from interruption. Take notes, keep them, action them, follow up at each meeting. If you’ve got fewer than a dozen direct reports you should spend at least a half hour per month meeting with each one. If you’ve got more than a dozen and less than fifty make that a half hour per quarter (yes that’s up to 6 hours of your time each week talking directly with each of your 50 people). If you’ve got more than fifty you must fight the good fight with your own manager. Mileage may vary depending on your business. At my spouses workplace the rule is a maximum of fifteen employees per manager (who meets one hour every two weeks with each front line employee).
  • Don’t assume that anyone is happy with a daily grind – “they just want to be left alone to do their job” is a false assumption. People by nature want change for the good. They only fall into the daily grind after they’ve been exposed repeatedly to managers who aren’t working for them. Even experienced workers who have risen to the top of their pay grade years ago appreciate professional growth. It’s your job to give them a line of sight to growth possibilities and encourage them. Mentor, motivate, monitor, and continually ask those workers to do the same for their less experienced peers.
  • Don’t speak to the lowest common denominator during group meetings. Speaking down tells everyone that you’ve made assumptions about them all and you’re not likely to really listen to any of them. Instead, speak as though they are all top performers who have your ultimate respect, even when the employee you’re about to fire for poor performance is in the audience.
  • Continually and publicly reward and praise. Teach your workers by example how to do the same. Don’t less this falter as it typically does during the busiest and most stressful times, when sincere praise is needed most. Praise in front of the employees friends and family if you can.
  • Hold your fellow managers accountable as equal team members. It’s not a competition. You’re all in it together. Listen to each other and consider the impact of each others decisions. Don’t toss the ball over the wall, you know it’ll be tossed back and that game of catch continues until the ball is dropped and the organization suffers.
  • Gruntle that disgruntled worker. Yeah, I know gruntle isn’t a word, but it should be. If someone seems continually unhappy with work take the time to find out why. Maybe they’re experiencing trying times with life outside of work, having health issues etc. but you’ve got to investigate and not simply write them off. Are there wrongs to be righted? Why? Does the person feel like they’re not being listened to? Why? It’s often said that people don’t quit their jobs, they quit their managers. Give that person a sincere effort to understand and resolve whatever work issues are going on and you’ll likely earn loyalty and respect while salvaging an investment in time and experience shared by company and employee.
  • Don’t divvy up the merit pool before the reviews are written. There’s no objectivity without up front documentation of the facts. No one can possibly know or remember what every employee did nine months ago. Involve employees in the process throughout the year or merit is reduced to a personality/popularity contest. See “Playing by the rules” above.
  • Communicate. Take time to listen and to respond thoughtfully. Don’t allow employee satisfaction surveys be the only path that a worker has to your ears. Don’t assume that your front line workers aren’t interested in town halls etc. from corporate leadership. Some of your people want to know what’s going on outside of the immediate world so that they can advance.
  • Quick and dirty in Excel and PDF format, prints in landscape on letter paper.
    Had to throw this together for next weeks Super Bowl XLII neighborhood party, wanted something simple and legible that can be filled out without digital intervention. The logo is just for kicks of course, the NFL certainly doesn’t endorse gambling or sponsor our little low budget neighborhood get together, even if we are just 11 miles north of University of Phoenix Stadium.
    :-)
    Click here to download PDF
    Click here to download XLS
    UOP from Google Earth

    Last years Russian River Barrel Tasting came and went without a single photo or post about our annual trip. So what better way to toast the new layout than with a post about wine. Here, in no particular order, are my favorite wineries to visit and buy from during the spring barrel tasting event.

    Siduri
    There’s really no better way to begin a barrel tasting weekend morning than here! Siduri is in an industrial strip warehouse so you’re not here for the froo froo vineyard atmosphere, you’re here for a gigantic selection of top notch California Pinot Noir and Syrah at great prices. The employees are wonderful and there’s always some tasty food to nibble as you go. Expect to spend a good hour or more and to leave with a very pleasant glow.

    Another traditional 1st stop is Martenelli. Great munchies, cool gift shop, nice selection of well made wines. I like the humongous Giuseppe & Luisa Zinfandel. Good to hit early to avoid the crowd.

    Joseph Swan Fantastic affordable Zinfandel, Pinot Noir, Syrah.
    Christopher Creek Up the hill for more great quality affordable Zins, Pinots, Syrah and Petite Syrah. Very friendly and helpful staff. As you go back down the hill look to see if the doors are open at Mietz! You’ll find excellent Sangiovese, Claret, Petite Verdot among the mix.

    One rainy morning during the 2006 barrel tasting we discovered Hook & Ladder. We were the first group of the day and spent a good while tasting and talking about the winery with the staff, again great folk. Their wines are a bargain and can be found here in Phoenix.

    Gotta visit Talty Just Zin, but some of the most delicious I’ve ever had!

    In 2007 kids waving signs steered us to a relative newcomer, Zichichi. Small, family run, a couple of very yummy Zinfandels and an equally tasty Petite Syrah. Beautiful view of the vineyard off of the tasting room.

    Woodenhead. Wow. Buena Tierra Vineyard Zinfandel. Say no more!

    Ridge. Wow wow. Deep variety, everything exceptional. Wish more of the 02 Lytton Estate Petite Syrah was available!

    Did I say 10? Here’s a bonus. Not part of the barrel tasting event, it’s been our good fortune to party with the great folk at Brogan Cellars. The water coolers in Heaven must flow with My Father’s Vineyard Anderson Valley Pinot Noir and Buena Tierra “Helio Doro Block” Pinot Noir.

    Note: Starting a day at Siduri and finishing it at Brogan Cellars can make the following day “a little rough”!

    Hope you enjoyed this read, and hope you’ll be able to get out there and lick some barrels! To close, here’s a laugh from the last trip. One of those what the hell happened events caught by the camera…


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