Reluctant change agent's guide - extended remix

DevOps - The reluctant change agent's guide John Clapham, Microsoft, Mix RadioFrustrated by myriad obstacles between your code and customers? Trying to improve efficiency and make the most of your team? Tired of how long it takes to get things done? Want to do something about it? Then like it or not, you're a change agent. Whether you're a lone voice or have business sponsorship, bringing about change isn't about spewing buzzwords; the art is to be effective, without getting fired. This talk is a plain speaking guide to bringing change, drawing on practical experiences from DevOps adoption.

“DevOps – The Reluctant Change Agent’s Guide”

@johnC_Bristol - @NokiaMixRadio

So, what is a change agent?

“Change agents are the type of people who haven't any marketable skills….”

“Anyone can go around complaining about things being a professional cry baby…”

“…I know as a former change agent.”

I don’t mean them.

Or them…

It’s you.

It’s you, someone trying to make a difference.

In 2010 we formed a team to encourage change…

Things are finealready.

That won’t work

Things are finealready.

That won’t work

Wasting my team’s time

Things are finealready.

You should be building features

That won’t work

Wasting my team’s time

Things are finealready.

You should be building features

That won’t work

Wasting my team’s time

Things are finealready.

Let’s delay until we’ve finished XYZ

"They are in front of us, behind us, and we are flanked on both sides by an enemy that outnumbers us 29:1.”

"They can't get away from us now!"

What next?

RTFM!

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Culture

“Culture is the sum of individual’sbehaviours”

Like Othello, those individual behaviours can flip…

To create emergent culture…

The Nature Of Change…

The theories I found really useful, or wish I’d known sooner…

1. Don’t learn everything the hard way.

DevOps is a new(ish) concept, built on earlier foundations.

2. Consider how far can you push change.

David Viney - J Curve Effect observed in change.

(Except this bit)

David Viney - J Curve Effect observed in change.

Where we want to be

Appetite for risk determines comfort in this area

Swan Song for Previous practice

3. Not everyone thinks like you.

How do you think about people who resist change?

People Who Agree with

me

Idiots.People Who Agree with

me

Why do people resist change?

Why do people resist your change?

Why do people resist change? - Comfortable where they are.

Why do people resist change? - Comfortable where they are. - Object to specific methods.

How do people resist change?

Things are finealready.

Let’s delay until we’ve finished XYZ

Passively…

You should be building features

That won’t work

Wasting my team’s time

…Actively

- Mike Cohn

Four Types of Resistors

4. It’s all about starting a movement.

- Derek Sivers @TED

“Have the courage to follow and show others how to follow”

Practicalities Of Change…

The things I learnt putting theory into practice…

If you only do one thing…

If you only do one thing……be a role model

Don’t give up – change takes time.

Influencers - seldom who you’d expect.

Dissent is valuable.

Create feedback loops

Be a polyglot - speak their language

Share when you succeed…

…and fail

…and what of the future?

It takes almost as much energy to keep moving.

It takes almost as much energy to keep moving.

We’re doing well, why change more?

Old behaviours return to haunt you…

Small negative changes bring fearthat we’re returning here

Change disparity can be just as destructive.

If change does gain traction, it doesn’t get any easier…

First the people break,

First the people break,then the tools break,

First the people break,then the tools break,the governance process breaks,

First the people break,then the tools break,the governance process breaks,the customer breaks,

First the people break,then the tools break,the governance process breaks,the customer breaks,financial controls break,

First the people break,then the tools break,the governance process breaks,the customer breaks,financial controls break,finally, the organisation structure breaks.

- Richard Durnall

Reflections…

Change does not always require a change program.

Change can be driven by individuals.

Change is easier if you listen, and try to understand people.

Activities that build trust are crucial.

The Five P’s might help.

1. Promotion – Be inclusive, share successes, and what was learned in failure.

1. Promotion – Be inclusive, share successes, and what was learned in failure.

2. Planning – Think about areas for change, and the approach to each.

1. Promotion – Be inclusive, share successes, and what was learned in failure.

2. Planning – Think about areas for change, and the approach to each.

3. Perseverance – Keep trying, it’s unlikely to work first time.

1. Promotion – Be inclusive, share successes, and what was learned in failure.

2. Planning – Think about areas for change, and the approach to each.

3. Perseverance – Keep trying, it’s unlikely to work first time.

4. Patience – Listen, choose the moment.

1. Promotion – Be inclusive, share successes, and what was learned in failure.

2. Planning – Think about areas for change, and the approach to each.

3. Perseverance – Keep trying, it’s unlikely to work first time.

4. Patience – Listen, choose the moment.5. Pizza – The second best way to

encourage feedback.

“Every organization must be prepared to abandon everything it does to survive in the future”

So…what is it you think you can’t do?

Thanks!

@johnC_Bristol

Further reading…

Story of DevOps and Continuous Delivery at Nokia Entertainmenthttp://www.infoq.com/articles/monthly-devops-01-nokia

Mix Radio Developers Blog:http://dev.mixrad.io/blog

MixRadio, a fine way to discover music:http://www.mixrad.io/gb/en

My blog:http://johnclapham.wordpress.com/

References…Richard Durnall – Agile Adoption Patterns (First the people break…)http://www.richarddurnall.com/?p=57

David Viney, J Curve (Book) – “The Intranet Portal Guide: How to Make the Business Case for a Corporate Portal, Then Successfully Deliver”

Kanban (Book) “Successful Evolutionary Change for Your Technology Business”

Derek Silvers – Three minute summary of how to Start a movement.http://www.ted.com/talks/derek_sivers_how_to_start_a_movement

Mike Cohn, Four types of resistorshttp://www.mountaingoatsoftware.com/blog/four-types-of-resistors-when-adopting-agile/

Picture CreditsAngry stick manhttp://justien16.deviantart.com/art/angry-stick-man-180591143

Othello Boardshttp://othelloacademy.blogspot.com/

Change Alleyhttp://www.flickr.com/photos/londonmatt/3163571645/sizes/o/

Detourhttps://www.flickr.com/photos/john_c/14690868

Polygotshttp://www.flickr.com/photos/magdalar/2950663799/

Crystal Ballshttps://www.flickr.com/photos/john_c/2806374889

Whisky Barrelshttp://www.flickr.com/photos/uk_pictures/3483034558/

Quotes“Every organization must be prepared to abandon everything it does to survive in the future.” - Peter Drucker

“They are in front of us, behind us, and we are flanked on both sides by an enemy that outnumbers us 29:1.” -Chesty Puller

“Have the courage to follow and show others how to follow” – Derek Sivers