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DEVOPSDAYS DOWN UNDER
there is no talent shortageAndrew Clay Shafer @littleidea
12 JULY 2013
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start with history
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you can either easily manage complex systems at scale...
or you can’t...
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developer sysadmin
3 people
2008
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developer sysadmin
more people
2013
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confession:I was never particularly passionate about operations
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confession:I was never particularly passionate about development
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I was paid to develop
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I am easily impassioned
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I became fascinated with the dynamics of high performance
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fascinated with the dynamics of high performing organizations
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and the individuals that comprise them
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a master
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mentally and physically unprepared for reality
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the game had changed
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In the 1960s, GM averaged a 48.3% share of the U.S. car and truck market
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the game had changed
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the game has changed
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the game has changed
10 deploys a day 50 deploys per day
infrastructure is code
continuous this, that, and the other
all about culture
tools really do matter
all about the business
what about ITIL?
understand the flow of work
antifragile
quit your job feedback and visibility
measure everything
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the game has changed
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the game has changed
What should we DO? Who should we HIRE?
devops isn’t working!We can never do that!
WE CAN’T FIND TALENT!
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the game has changed
A WAR FOR TALENT!
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fail
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the game has changed
What makes the difference?
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devops doesn’t workpeople do
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a word about jobs
stone cutting doesn’t work?
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Three Stone Cutters
“I’m paid to cut stones”
“I use special techniques to shape stones in an exceptional way, here let me show you.”
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I build cathedrals.a sense of purpose
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we reduce people to their job
dev ops
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we talk about culturelike culture is a checkbox on a list
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we talk about culturethen abstract everything into boxes with labels
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we talk about culturethen hire based on a laundry list of buzzwords
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we talk around culture
‘commitment’
‘cultural fit’ ‘motivation’
‘values’ ‘vision’
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do we cultivate culture?
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do we cultivate individuals?this is the original meaning
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incentives and behaviorsthe games people play
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game theorythe study of mathematical models of conflict and
cooperation between intelligent rational decisions makers
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rationalchooses to maximizing utility function
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Nash Equilibriumno players have anything to gain by changing
only their own strategy unilaterally.
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Pareto Efficiencyan allocation of resources in which it is
impossible to make any one individual better off without making at least one individual worse off
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Pareto Inefficient Nash Equilibriumpossible to make an individual better off without making any individual worse off
no one will change their strategy
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Pareto Inefficient Nash Equilibrium
until the game changes
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the game has changed
software is eating the world
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remember dvds?
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we are in the middle of inventing our culture.--Patty McCord
http://www.youtube.com/watch?v=o3e1lnixKBM
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The real company values, as opposed to the nice sounding values, are shown by who gets rewarded, promoted, or let go.
--Patty McCord
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real values determine incentives
incentives determine behaviors
rational agents maximizing utility functions
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you are either building a software business...
or you will be losing to someone who is...
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everyone is starting to understand this
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you are either building a learning organization...
or you will be losing to someone who is...
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organizational learning“a dynamic process of creation, acquisition and integration of
knowledge aimed at the development of resources and capabilities that contribute to better organizational performance”
“support the acquisition of information, the distribution and sharing of learning, and that reinforce and support continuous learning and its application to organizational improvement”
“Thus, organizational learning culture is under constant construction, moving along an infinite continuum towards a
harmonious learning environment”
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7 dimensions of Organizational Learning
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continuous learningrepresents an organization’s effort to create continuous
learning opportunities for ALL of its members
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inquiry and dialoguean organization’s effort in creating a culture of
questioning, feedback, and experimentation
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team learningspirit of collaboration and the collaborative skills that
undergird the effective use of teams
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empowermentencourage feedback and action to address the gap between
the current status and the vision regardless of rank
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embedded systemestablish systems to capture and share learning
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system connectionactions to connect the organization to its
internal and external environment
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strategic leadership
the extent to which leaders act strategically using learning to create change
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In my organization?
dimensions of the learning organization questionnaire (DLOQ)http://www.partnersforlearning.com/questions2.asp
Questions
Watkins and Marsick
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In my organization, people openly discuss mistakes in order to learn from them
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In my organization, people identify skills they need for future work tasks
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In my organization, people are encouraged to ask “why” regardless of rank
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In my organization, teams/groups focus both on the group’s task and on
how well the group is working
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My organization builds alignment of visions across different levels and work groups
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In my organization!
Statements
not only exist in spirit, but are incentivized!
if they are not incentivized, they won’t exist
rational agents maximizing utility functions
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stop conflating learning with academics
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stop conflating learning with training
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stop conflating learning with education
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there is no ‘school’
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the organizations that build the future become ‘graduate studies’ in
the skills they require to do so
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The learning organization is one that has the capacity to integrate people
and structures in order to move toward continuous learning and change.
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learning cannot be something that happens outside of the process
learning is the point of the process
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continuous learning
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a learning organization not only has the advantage of the increasing capacity of cultivated talents, but has advantages
attracting and retaining talent
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there is no talent shortagethere is a shortage of vision and courage
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you are not your job
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I build the future
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build the future
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we build the futuretogether
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the game has changed
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come at me
@littleidea
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✤ Netflix - culture unleashed http://www.youtube.com/watch?v=o3e1lnixKBM
✤ dimensions of the learning organization questionnaire (DLOQ) - http://www.partnersforlearning.com/questions2.asp
✤ Maverick - the worlds most unusual workplace - http://en.wikipedia.org/wiki/Maverick_(book)
✤ The Fifth Discipline - The Art and Practice of the Learning Organization - http://en.wikipedia.org/wiki/The_Fifth_Discipline
✤ Organizational Learning Culture's Influence on Job Satisfaction... - http://conservancy.umn.edu/bitstream/53624/1/Hsu_umn_0130E_10474.pdf
✤ Yang, B. (2003). Identifying valid and reliable measures for dimensions of a learning culture. Advances in Developing Human Resources
✤ Fred Ettish - http://www.youtube.com/watch?v=Z5maknndsas
Resources