decoding culture: beyond the fluff and back to business by jeff gallimore
TRANSCRIPT
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Decoding CultureBeyond the Fluff and Back to Business
Jeff Gallimore
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“Culture eats strategy for breakfast.”
– Peter Drucker
https://upload.wikimedia.org/wikipedia/commons/e/ea/Drucker5789.jpg
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Merriam-Webster’s 2014 Word of the Year
Culture.
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Culture is a key aspect of DevOps.
(So is Sharing, which is related to culture.)
Culture
Automation
Lean
Measurement
Sharing
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Please describe your organization’s culture.
https://c1.staticflickr.com/2/1206/874357185_e02e570cdd_b.jpg
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And then words…
https://17eb94422c7de298ec1b-8601c126654e9663374c173ae837a562.ssl.cf1.rackcdn.com/Images//umbrella%20redesign/careers/Careers_CulturePage_InfoGraphic.png
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Culture is hard to describe.
https://muskmellon.files.wordpress.com/2012/05/i-cant-explain-2.jpg
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Culture is hard to measure.
http://metro.co.uk/2011/10/12/researchers-begin-counting-grains-of-sand-on-cornish-beach-182702/
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Culture is hard to change.
https://s-media-cache-ak0.pinimg.com/originals/83/8e/c7/838ec73c30a14adda966c04553bb09d0.jpg
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Why is culture important?
http://img06.deviantart.net/bd80/i/2011/300/1/6/so_what_button_by_blueberryblack-d4e49uz.jpg
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200x more frequent deploys.
2,555x faster lead times.
24x faster MTTR.
3x lower change failure rate.
https://puppet.com/sites/default/files/inline-images/Puppet-DOR-cover.jpg
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Culture predicts both IT performance and organizational performance.
(p. 15)
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Because science.
Forsgren, N., J. Humble (2016). “The Role of Continuous Delivery in IT and Organizational Performance.” (p. 10)
https://papers.ssrn.com/sol3/papers.cfm?abstract_id=2681909 (p. 10)
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More successful organizations.
http://i.cdn.turner.com/nba/nba/.element/media/2.0/teamsites/celtics/media/history-championships-970x442.jpg
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Happier employees.
https://c1.staticflickr.com/5/4129/4972978130_bc61453ffa_b.jpg
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What is culture?
http://i.vimeocdn.com/video/454221405_1280x720.jpg
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Westrum’sCulture Typology
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“Having a Just Culture means that you’re making effort to balance safety and accountability.”
https://codeascraft.com/2012/05/22/blameless-postmortems/
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“Work that gets learned-by-doing lives by this pact: Technical errors and their consequences are to be acknowledged and transformed into an occasion for positive experience, learning, improvement.” (p. 38)
“The world is complex – live with it. And learn from it what you can.” (p. 117)
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"An air traffic control provider reported a 50% drop in incidents reported in the year following criminal prosecution of controllers involved in a runway incursion incident.” (p. 109)
The organization lost the opportunity to learn from the unreported incidents.
Creating a climate of fear.
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Balance accountability and learning.
https://www.flickr.com/photos/mikecogh/8035396680
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Psychological safety.
“If I make a mistake on our team, it is not held against me.”
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A Google study found psychological safety was “far and away the most important” dynamic that set successful teams apart from other teams.
https://rework.withgoogle.com/blog/five-keys-to-a-successful-google-team/
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Because more science.
Edmondson, A. (1999). “Psychological Safety and Learning Behavior in Work Teams.” (p. 9)
http://www.jstor.org/stable/2666999?origin=JSTOR-pdf&seq=1#page_scan_tab_contents
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The safer you feel, the more you learn.
The more you learn, the better you perform.
SafetyLearningPerformance
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How do you change culture?
https://media.licdn.com/mpr/mpr/AAEAAQAAAAAAAATsAAAAJGNhYjkzMDRmLThhZTUtNDBjYi1iOTRhLTA2Nzc0YWFlMTU3Mw.jpg
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Assess.
https://content.linkedin.com/content/dam/business/talent-solutions/global/en_us/blog/2014/10/measure-quality.jpg
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Stronglydisagree
Disagree Somewhatdisagree
Neitheragreenor disagree
Somewhatagree
Agree Stronglyagree
Failure causesinquiry. 🔘 🔘 🔘 🔘 🔘 🔘 🔘
How strongly do you agree or disagree with the following? On my team...
https://devops-research.com/img/dora.png
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DORA can provide insights on cultural capabilities, like
• Westrum organizational culture.
• Climate for learning.
• Collaboration between teams.
• Job satisfaction.
…against industry benchmarks.
https://devops-research.com/
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Assessing culture.
All items measured on a Likert-type scale, 1=Strongly disagree to 7 = Strongly agree
1. On my team, information is actively sought.
2. On my team, failures are learning opportunities, and messengers of them are not punished.
3. On my team, responsibilities are shared.
4. On my team, cross-functional collaboration is encouraged and rewarded.
5. On my team, failure causes enquiry.
6. On my team, new ideas are welcomed.
7. On my team, failures are treated primarily as opportunities to improve the system.
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Educate.
http://www.supportingeducation.org/wp-content/uploads/2012/11/Apple-chalkboard-book.jpeg
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Knowing is half the battle.
http://cdn.churchm.ag/wp-content/uploads/2014/03/knowing-is-half-the-battle.jpg
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Speak to the head and the heart.
http://lauriehaller.org/wp-content/uploads/2015/05/20150518-1.jpg
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Winning IT and organizational performance.
http://i2.cdn.cnn.com/cnnnext/dam/assets/150606190815-american-paharoah-crossing-line-super-169.jpg
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Burnout is real and has a human toll.
Read John Willis’ “Karojisatsu” post on the IT Revolution blog.
https://www.flickr.com/photos/44534236@N00
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Think.
https://upload.wikimedia.org/wikipedia/commons/1/12/The_Thinker_close.jpg
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Change your mindset.
http://inutile.club/estatis/brain-transplant/img/scheme.png
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People do not come to work to do a bad job.
Everyone is doing the best they can given the information they have at the time.
New Assumptions
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Shift from ”Who?” to “Why?”
Why did you do what you did?
Why did that action make sense to you at the time?
Why did the system allow you to do that?
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What would you think if this happened to you?
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Act.
https://www.flickr.com/photos/atoach/8094737104
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Model the behavior.
1. Frame work as learning problems, as opposed to execution problems.
2. Acknowledge your own fallibility.
3. Model curiosity by asking a lot of questions.
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You’re taking risks.
Show courage.
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You can be a hero.
https://www.flickr.com/photos/mleung311/8854935471
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To the supervisors, managers, leaders, and anyone who considers themselves a boss…
http://static.spin.com/files/120628-bruce.png
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"The supposition is prevalent the world over that there would be no problems in production or service if only our production workers would do their jobs in the way that they were taught. Pleasant dreams. The workers are handicapped by the system, and the system belongs to the management.”
Deming, “Out of the Crisis” (p. 121)
https://www.census.gov/history/img/deming.jpg
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Speed of the leader. Speed of the team.
https://c1.staticflickr.com/2/1049/5142119589_1aaf74ded4_b.jpg
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You control consequences and rewards.
http://lvannorman.weebly.com/uploads/1/9/5/8/19580573/2662697_orig.jpg?241
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It reflects how we think and what we value.
It shows up in how we act.
It is changeable.
Culture.
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Think different.
http://alumni.sae.edu/wp-content/uploads/2016/03/growth-fixed-mindset.jpg
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Act different.
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We can make some beautiful changes.
https://www.flickr.com/photos/esqenzo/268064771
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Perform better.
https://pbs.twimg.com/media/CAJjx9dVAAAimmQ.jpg
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Feel better.
https://c1.staticflickr.com/8/7244/7291435622_7639b9faf4_b.jpg
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Culture matters.
It affects each of us.
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We each have personal experience with culture.
http://bournedirectory.com/uploads/3/4/6/1/34614287/912045_orig.jpg
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We each have power for change.
http://refe99.com/wp-content/uploads/2014/07/Im-going-to-change-my-life-today.jpg
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Jeff [email protected]
@jgallimore
http://itsanicelife.com
https://www.linkedin.com/in/jgallimore
Me
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