Uploaded byMike McGarr
Shepherding change: leading your DevOps transformation
The document discusses leading an organizational transformation to DevOps. It outlines a change management process including planning the change by selecting change agents and determining the scope. It also discusses marketing the change by using influencers and avoiding buzzwords, then executing the change by starting small, demonstrating value, and building momentum through iteration and communication. The process concludes by institutionalizing the changes through tools, documentation, and cultural evolution.
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Shepherding change: leading your DevOps transformation
- 1. Shepherding Change Leadingyour DevOps transformation Mike McGarr mmcgarr@netflix.com @SonOfGarr http://www.MikeMcGarr.com
- 2. about me •J. Michael (Mike) McGarr • Engineering Manager, Netflix Build Tools • Founder, DC Continuous Delivery Meetup • Former Director of DevOps, Blackboard • Excella Consulting • Booz Allen Hamilton 11/18/14 2
- 3. we want devops! https://flic.kr/p/bpQFTw 11/18/14 3
- 4. then learn allthis… • lean • kanban • monitoring • cycle time, lead time • MTTR • the Three Ways • CALMS • The Toyota Way • virtualization • continuous integration • Deming • infrastructure as code • continuous delivery • test automation • MVP • DevOpsDays • TDD • culture/silos • deployment pipelines • acceptance testing • the cloud • The Phoenix Project 11/18/14 4
- 5. are you kiddingme? 11/18/14 5
- 6. just do it 11/18/14 https://flic.kr/p/fAeVDP 6
- 7.
- 8.
- 9. ok, that still sounds hard… 11/18/14 9
- 10. organizational change management 11/18/14 10
- 11.
- 12.
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- 14. change agents 11/18/14https://flic.kr/p/4CrgL7 14
- 15. scope of change Bitbucket to Github Perforce to Github use version control wanted! devs who know Git! low friction high friction 11/18/14 15
- 16. organizational pulse •who has the power to make change? • who influences changes? • what is the tolerance for change? 11/18/14 16
- 17.
- 18. create urgency •capitalize on crisis • allow for failure • align change with a crisis 11/18/14 18
- 19. elevator pitch https://flic.kr/p/3kFft 11/18/14 19
- 20.
- 21.
- 22. • creditable influencers • may not be leadership • choose wisely! collaborators – a poor choice here can derail the effort 11/18/14 22
- 23. avoid buzzwords •devops • continuous delivery • agile • test driven development • reduce time-to-market • improve quality • increase team velocity • reduce lead time • reduce delivery costs 11/18/14 23
- 24. intrinsic motivators •curiosity • honor • acceptance • mastery • power • freedom • relatedness • order • goal • status 11/18/14 http://bit.ly/1snPugM 24
- 25.
- 26. start small 11/18/14https://flic.kr/p/95nufb 26
- 27. show, don’t tell • lead by example • demonstrate a change, then show it off • let the value speak for itself 11/18/14 27
- 28. communication • email • meetings • brown bags • posters • system messages • repeat, repeat, repeat http://bit.ly/1zEyITc 11/18/14 28
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- 31. adoption curve http://bit.ly/1AGV9bL 11/18/14 31
- 32.
- 33. remove obstacles 11/18/14https://flic.kr/p/a6yAbC 33
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- 36.
- 37. don’t declare victorytoo early 11/18/14 37
- 38. make it easy • build/buy tools • solid documentation • make it self service 11/18/14 38
- 39.
- 40. change the environment • update policies • update values statements • update hiring practices • culture slowly changes 11/18/14 40
- 41. cultural change isan outcome 11/18/14 41
- 42. “The most importantpeople to the culture are those who leave” - Andy Dunn, CEO/Founder Bonobos Inc. http://buswk.co/1xjTs00 https://medium.com/@dunn/creating-culture-21a117803f80 11/18/14 42
- 43. change is aconstant 11/18/14 43
- 44. We are Hiring! Senior Tooling Integration Engineer http://nflx.it/1xyhkeD Senior Cloud Tools Engineer http://nflx.it/140BnJN Mike McGarr mmcgarr@netflix.com @SonOfGarr http://www.mikemcgarr.com 11/18/14 44
Editor's Notes
- #4 We are all here because we want devops ----- Meeting Notes (11/11/14 21:51) ----- add more context and structure - voice track
- #7 just make a change…where ever possible isolate the change and prove it’s worth
- #8 work in an organization devops requires other change need alignment across the org learn new behaviors add new tools
- #15 This is you! evangelist -- requires passion maven – information specialists (want to solve problems) salesman – promote the idea connector – know many different types of people
- #16 consider where a change falls people are likely a constraint
- #18 not “just because” map to organizational initiatives - profits - subscribers - availability
- #19 capitalize on crisis allow for failure align change with a crisis
- #20 keep it simple make sure it’s catchy this is your battle cry
- #23 creditable influencers may not be leadership choose wisely! - a poor choice here can derail the effort
- #25 Curiosity - the need to think Honor - sharing values with a group Acceptance - the need for approval Mastery - the need to feel competent Power - the need for influence of will Freedom - being an independent individual Relatedness - the need for social contracts Order - the need for stable environments Goal - the need for purpose Status - the need for social standing
- #27 small targets first short-term wins reward those who help you
- #28 lead by example demonstrate change let others see value
- #31 Plan – set objectives Do – execute plan Check – measure execution Act – improve based on measurements
- #32 each group requires different approaches and messages
- #34 change agent + mgmt directly address concerns silos may be obstacle vision is powerful
- #36 documentation videos training katas mentoring pairing
- #44 creating a culture comfortable with change kaizen