“Stars” are simply more productive . . . Numerous studies show a 10-time difference in productivity and quality among software developers and teams. A tale of two developers . . . Jim Drew
There Are Two Types Of Dev Professionals Type X Dev Pro Type I Dev Pro
Self identifies (Is a developer)
Gets involved in side projects
Self invests in learning new skills
Does development (It’s a job)
Works 9-5, overtime if rewarded
Doesn’t invest in self improvement
Put food on table.
Send kids to college.
Source: Adapted from Daniel H. Pink, Drive: The Surprising Truth About What Motivates Us, Riverhead Hardcover, 2009
Three steps to a high performance team Get (and keep) the right players. Create conditions for them to thrive and team. Manage with lean techniques and selective measures
Creating a climate that attracts “stars” Three cultural elements that create space for (and attract) intrinsically motivated development team members: Autonomy Mastery Purpose Source: Daniel H. Pink, Drive: The Surprising Truth About What Motivates Us, Riverhead Hardcover, 2009
Wastes that impede flow Manufacturing sources of waste: App dev. equivalents: Overproduction Waiting (time on hand) Unnecessary transport or conveyance Overprocessing or incorrect processing Excess inventory Unnecessary movement Defects Unused employee creativity Too many superfluous artifacts Broken builds Too many tool transitions Rigid architectures Analysis paralysis Late discovery of defects Rising downstream labor costs Polluted supply chain management (SCM) streams High null-release ratios
Key ALM processes that improve “flow” Portfolio management Production planning closed loop Project management JIT Demand Management Build and software configuration management Deployment Release management Change management Service management Testing and quality assurance Change aware continuous integration Change aware configuration management Release management closed loop Production control closed loop
Measures that matter for the end result
Forrester case studies on high performance teams Atlassian Ultimate Software Sabre Holdings CI&T Netflix Funambol For more, see: www.forrester.com/masstlc
A game plan changing culture The next 90 days
Share these concepts with your management team.
Explore the suggested bibliography.
Ask your performers about “out-of-job innovations.”
Run a “flow analysis” with your development teams.
Create an “engagement plan” to spur intrinsic motivation.
Thank you Jeffrey Hammond +1 617.613.6164 firstname.lastname@example.org Twitter: jhammond www.forrester.com
Selected Forrester research November 3,2010, “Best Practice: Building High-Performance Application Development Teams” April 8, 2011, “Case Study: Sabre – A Culture Of Engagement” March 7, 2011, “CI&T – High Performance, Brazilian Style” January 14, 2011, “Atlassian Creates An Innovation Culture That Produces Results” November 3,2010, “Ultiamate Software Reinvents Its Development Shop To Stay On Its Game” November 2, 2010, “Software Development Archetypes – What’s Your Sign?”
Selected bibliography Netflix: Reference Guide on our Freedom & Responsibility Culture (http://www.slideshare.net/reed2001/culture-1798664) Daniel H. Pink, Drive: The Surprising Truth About What Motivates Us, Riverhead Books, 2009 Malcolm Gladwell, Outliers: The Story of Success, Little, Brown & Co., 2008 10X Software Development (http://forums.construx.com/blogs/stevemcc/default.aspx)