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Leading DevOps Teams - Ben Rockwood - DevOpsDays Tel Aviv 2017

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DevOpsDays Tel Aviv 2017

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Leading DevOps Teams - Ben Rockwood - DevOpsDays Tel Aviv 2017

  1. 1. Leading DevOps Teams Hire, Grow, and Manage Ben Rockwood Director of IT & Operations Chef Software @benr
  2. 2. SYSTEMS THINKING
  3. 3. Key’s for Growth Culture emerges as a result 1. Diversity 2. Vision 3. Strategy 4. Management 5. Tools
  4. 4. Diversity Diversity doesn’t happen despite our differences, It happens because of them. ● “Diversity of Thought” ● Innovation requires new ideas ● Create an environment in which radically new ideas can flow ● Control the process, not the people
  5. 5. Vision Unity of purpose & Shared Identity ● Individuals rally to a cause ● Aligned vision unlocks passion, energy and innovation ● “Where there is no vision, the people perish” - Prov. 29:18
  6. 6. Strategy Channeling Vision into Action ● Vision without Strategy is wishful thinking ● “In preparing for battle I have always found that plans are useless, but planning is indispensable.” -Eisenhower ● Resources: ○ Business Model Canvas ○ Playing to Win -Martin
  7. 7. Management Direction of Individuals and Assets to execute the Strategy ● Managers in fast-moving organizations must also be Leaders ● Managers continuously assess and direct in changing circumstances ● Emphasis on the system lifecycles and “big picture” ● Build process and policy to reduce friction ● Resources: ○ The Fifth Discipline -Senge ○ The New Economics -Deming ○ Recreating the Corporation -Ackoff ○ Management -Drucker
  8. 8. Tools Continuously building and enhancing organizational tools to increase velocity ● Continuous Improvement: LEAN ● Problem Solving: A3 ● Operations: ITIL & COBIT ● Execution: Kanban/Scrum ● Systems Thinking ● Design Thinking ● Complexity Theory & Cynefin
  9. 9. Key’s for Growth Culture emerges as a result 1. Diversity 2. Vision 3. Strategy 4. Management 5. Tools
  10. 10. Employee Lifecycle
  11. 11. Life Cycle Breakdown Attraction Recruitment Onboarding Development Retention Separation Processes
  12. 12. Life Cycle Breakdown Attraction Recruitment Onboarding Development Retention Separation H i r e I n s p i r e A d m i r e R e t i r e Managerial Duties
  13. 13. Life Cycle Breakdown Attraction Recruitment Onboarding Development Retention Separation H i r e I n s p i r e A d m i r e R e t i r e High Engagement Variable Engagement Low Engagement Employee Engagement
  14. 14. Life Cycle Breakdown Attraction Recruitment Onboarding Development Retention Separation H i r e I n s p i r e A d m i r e R e t i r e High Engagement Variable Engagement Low Engagement Vision Strategy Vision Personal Development Opportunity Motivational Source
  15. 15. Life Cycle Breakdown Attraction Recruitment Onboarding Development Retention Separation H i r e I n s p i r e A d m i r e R e t i r e High Engagement Variable Engagement Low Engagement Position & Pay Culture Learning & Challenge Organization/Promotion Knowledge Transfer Key Managerial Focus Vision Strategy Vision Personal Development Opportunity
  16. 16. Life Cycle Breakdown Attraction Recruitment Onboarding Development Retention Separation H i r e I n s p i r e A d m i r e R e t i r e High Engagement Variable Engagement Low Engagement Position & Pay Culture Learning & Challenge Organization/Promotion Knowledge Transfer Key Managerial Focus Vision Strategy Vision Personal Development Opportunity
  17. 17. Life Cycle Breakdown Job 1 Job 2 Job 3 Job 4 Average Employee Tenure: 2 - 3 years
  18. 18. Your Assignment 1. Step back and look at the big picture 2. Question yourself and your alignment to vision and strategy 3. Be realistic 4. Keep it simple 5. Embrace failure (quickly) 6. Continuously learn and improve
  19. 19. Thank You. Ben Rockwood Director of IT & Operations Chef Software benr@cuddletech.com @benr

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