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Transforming Organizations – from the Perspective of a Technical Mind #GHC15

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Intuit's Annette Beatty talks about transforming organizations from an engineering mindset at the 2015 Grace Hopper Celebration of Women in Computing Conference.

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Transforming Organizations – from the Perspective of a Technical Mind #GHC15

  1. 1. 2015 Transforming Organizations – from the Perspective of a Technical Mind Annette Beatty October 15, 2015 #GHC15 2015
  2. 2. 2015 Agenda  Engineering Mindset  Transformation Examples (ok – Case Studies)  Tools
  3. 3. 2015 Engineering Mindset 3
  4. 4. 2015 Problem Solving as an Engineer  Understand the environment  Analyze the issue  Narrow down the problem area  Experimentation iteration − Troubleshoot the issue Resolution!!
  5. 5. 2015 Serving a Web Page Content Application Operating System (Linux/Windows) Hardware (IBM/HP/SUN)
  6. 6. 2015 Career Journey S/WEng S/WDevelopment Manager StaffS/WEng SrS/WEng
  7. 7. 2015 Annette’s Journey Line Career/Job Timeline +EmotionalEnergy/- MotivationalState Programmer 1st real job Got a shot at doing Software engineering Company direction poor– survived 2 layoffs, then left Another small company, 1st s/w engineer Moved to Sun combining technical & social skills Oppty to do formal mgmt work Job scope increases – 3rd line mgmt Global mgmt oppty in different org Re-org merge into another group Career growth stopped Engagement Mgr Tech geek years Lobotomy years
  8. 8. 2015 Team isn’t performing well PROBLEM
  9. 9. 2015 Technical Problem Solving Algorithm…
  10. 10. 2015 Tools
  11. 11. 2015 Examples 11
  12. 12. 2015  First line management UNIX team − 8 systems administrators  Team dominated by senior staff − No collaboration − Limited innovation • It’s always been done this way
  13. 13. 2015 Development OperationsArchitecture
  14. 14. 2015 Employee Satisfaction 4.35 4.09 4.02 4.19 3.45 4.20 4.04 3.90 4.26 4.33 3.46 4.06 4.13 0.00 1.00 2.00 3.00 4.00 5.00 (2.1) Do I know what is expected of me at work? (2.2) Do I have the materials and equipment I need to do my work right? (2.3) At work, do I have the opportunity to do what I do best everyday? (2.4) Do I have the materials and equipment I need to do my work right? (2.5) In the last seven days, have I received recognition or praise for doing good work? (2.6) Does my supervisor or someone at work seem to care about me as a person? (2.7) Is there someone at work who encouragesmy development? (2.8) At work, do my opinions seem to count? (2.9) Do you know how your work impacts the company? (2.10) Are my co-workers committed to doing quality work? (2.11) Do I have a best friend at work? (2.12) In the last six months, has someone at work talked to me about my progress? (2.13) This last year, have I had the opportunity at work to learn and grow? SMG Climate Survey Organization Overall Avg In the last 7 days, have I received recognition or praise for doing good work? 3.45 At work, do my opinions count? Do I have a best friend at work? 3.90 3.46 Overall Average – 4.04
  15. 15. 2015 Show Me the Money!!  $25M in licensing cost savings  23 to 9 days average for open tickets
  16. 16. 2015  Service Delivery Group  IT infrastructure delivery mechanism − Between business units and IT entities
  17. 17. 2015
  18. 18. 2015
  19. 19. 2015  Table stakes − Regular 1-on-1’s − Staff meetings  Reorganization
  20. 20. 2015 Business Integration Architecture Project Run the Business Service Delivery Project Life Cycle 20 Priority High level scope Project definition Infrastructure architecture Sustainable infrastructure Design Implementation MaintenanceCoordination “Always on”
  21. 21. 2015 A New Way of Doing Business 21
  22. 22. 2015 Employee Survey Results Manager Leadership FY11 FY12 FY13 FY14 Overall Increase Participation 86 93 100 +14 Employee Engagement 74 77 83 86 +12 Decision Making 59 74 66 82 +23 Innovation Practices 63 63 81 87 +24 Job satisfaction 76 79 89 90 +14 Personal Growth & Development 59 73 76 90 +31 Resources & Work Processes 67 71 64 73 +6 Teamwork & Community 67 78 95 96 +29 Manager Support 79 95 +16 Performance Management 77 77 77 87 +10 Average 67.8 75.3 80.3 88.6 +18
  23. 23. 2015 What I’ve Learned 23
  24. 24. 2015 Patterns  Feelings of under-appreciation  Team not connected  No “higher purpose”
  25. 25. 2015 Low Hanging Fruit  Organizational “table stakes” being met? − Regular staff meetings, 1-on-1’s − Regular staff appreciation  Key staff members alignment?  Structure/logic of organization make sense?
  26. 26. 2015 Successful Things I’ve Tried  Prioritize − Regular staff meetings, 1-on-1’s − Donuts!  Different “programs” − Move people around − Small, consistent staff appreciation events − Ticket Tues/Communication Thursday − 100,000 Grand Game − Coffee Monday/Beer Friday stand up − Kanban boards
  27. 27. 2015 Committed Proactive • Process-centric • HR-aligned processes • Competency centers • Fire prevention focus • Trending metrics •Tiered support •Process roles •Formal staff development •Training pgms. •Staff utilization metrics • Service-centric. • New roles • "Trusted service provider" • Skills mgmt. • Service quality goals • Utilizes industry best practices Service-Aligned Business Partner •Informal org. •Virtual teaming •Relationship mgrs. focus on business •Very effective sourcing skills •Business-IT staff rotation •CREATES industry best practices Awareness • Staff by technology • Decentralized • Hero-oriented culture • Low customer confidence • Informal reviews Informal Individual Staff Leverage Business Focus Formal Team Staff Leverage Service Focus Process Focus Level 2 Level 3 Level 1 Level 4 Level 5 Invest in People Management Maturity
  28. 28. 2015 Parting gifts… (How I’ve done org transformation)  Studied organization books  Analyzed how best to use those tools  Applied logic to organizational structure
  29. 29. 2015 WIIFM 29
  30. 30. 2015 Got Feedback? Rate and review the session on our mobile app Download at http://ddut.ch/ghc15 or search GHC 2015 in the app store
  31. 31. 2015 Questions? 31 annette_beatty@intuit.com

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