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QA Fest 2017. Claudiu Draghia. Management !=managing horses

QA Fest 2017. Claudiu Draghia. Management !=managing horses

You might wonder why this title? Because the word manage comes from the Italian maneggiare (to handle, especially tools or a horse) and because if there is a team it does not need to be managed, it needs a goal and support. This talk if for you if are in a “management” or leadership position, if you are working within a team, if you want to work in a team but cannot move on from being a group, if you are working within a team and cannot find your place and especially if you want to have some knowledge in what it takes to create a team.

You might wonder why this title? Because the word manage comes from the Italian maneggiare (to handle, especially tools or a horse) and because if there is a team it does not need to be managed, it needs a goal and support. This talk if for you if are in a “management” or leadership position, if you are working within a team, if you want to work in a team but cannot move on from being a group, if you are working within a team and cannot find your place and especially if you want to have some knowledge in what it takes to create a team.

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QA Fest 2017. Claudiu Draghia. Management !=managing horses

  1. 1. Managing a team is not managing horses Claudiu Draghia brainforit.com
  2. 2. About me brainforit.com I worked as Quality Manager @ I have my own projects brainForIT.com
  3. 3. Why the title • Manage etymology • 1560s, probably from Italian maneggiare "to handle," especially "to control a horse," • Influenced by French manège "horsemanship" (earliest English sense was of handling horses), which also was from Italian. • Extended to other objects or business from 1570s brainforit.com
  4. 4. brainforit.com The difference between a group and a team.
  5. 5. brainforit.com The difference between a group and a team. 2.928 Jobs that have in their description “TEAM” 102 + “SCRUM TEAM” 149
  6. 6. brainforit.com The difference between a group and a team. What did I do to understand Teams better? Is the team important for testing?
  7. 7. What to do with all these knowledge? brainforit.com
  8. 8. What to do with all these knowledge? brainforit.com
  9. 9. brainforit.com What to do with all these knowledge? aboutTEAMS.brainforit.com
  10. 10. brainforit.com aboutTEAMS.brainforit.com
  11. 11. Warning 1 brainforit.com Trying to acquire experience with theory, it’s like trying to satisfy your hunger by reading the menu.
  12. 12. Warning 2 brainforit.com 0 20 40 60 80 100 Romania Ukraine Germany Geert Hofstede Cultural dimensions
  13. 13. Team Effectiveness Models refers to the system(s) of getting people to work together effectively and efficiently 10 models that overlap or are complementary
  14. 14. brainforit.com A clear picture of Team Effectiveness Models managingTEAMS.brainforit.com/all models
  15. 15. brainforit.com Team effectiveness models • To get to the point of being a team a group has to go through several stages ( Regress )
  16. 16. Performing Norming Storming Forming brainforit.com Tuckman's stages Bruce Tuckman in 1965 Cog’s ladder Polite stage Why we're here stage Power stage Cooperation stage Esprit stage
  17. 17. brainforit.com Team effectiveness models • To get to the point of being a team a group has to go through several stages ( Regress ) • There are certain activities that you should do
  18. 18. brainforit.com GRPI Model Rubin, Plovnick, and Fry 1977 Goals Roles Procedures Interpersonal relationship
  19. 19. brainforit.com Team effectiveness models • To get to the point of being a team a group has to go through several stages ( Regress ) • There are certain activities that you should do People need to be reminded more often then they need to be instructed.
  20. 20. Team effectiveness models • To get to the point of being a team a group has to go through several stages ( Regress ) • There are certain activities that you should do People have to hear things seven times before they believe it. brainforit.com
  21. 21. brainforit.com Team effectiveness models • To get to the point of being a team a group has to go through several stages ( Regress ) • There are certain activities that you should do • You need to keep your ears and eyes open for trouble
  22. 22. brainforit.com Lencioni Model Patrick Lencioni 2005 Inattention to results Lack of commitment Fear of conflict Absence of trust Avoidance of accountability
  23. 23. brainforit.com Team effectiveness models • To get to the point of being a team a group has to go through several stages ( Regress ) • There are certain activities that you should do • You need to keep your ears and eyes open for trouble • Certain behaviors and activities need to be encouraged
  24. 24. Guide: Understand team effectiveness brainforit.com rework.withgoogle.com
  25. 25. Identify dynamics of effective teams brainforit.com Team members feel confident that no one on the team will embarrass or punish anyone else for admitting a mistake, asking a question, or offering a new idea.
  26. 26. Identify dynamics of effective teams brainforit.com Team members reliably complete quality work on time
  27. 27. Identify dynamics of effective teams brainforit.com Team members understand job expectations, the process for fulfilling these expectations
  28. 28. Identify dynamics of effective teams brainforit.com Financial security, supporting family, helping the team succeed, or self- expression for each individual
  29. 29. Identify dynamics of effective teams brainforit.com Seeing that one’s work is contributing to the organization’s goals can help reveal impact
  30. 30. brainforit.com Team effectiveness models • To get to the point of being a team a group has to go through several stages ( Regress ) • There are certain activities that you should do • You need to keep your ears and eyes open for trouble • Certain behaviors and activities need to be encouraged • You need management support and coaching
  31. 31. brainforit.com T7 Model Task Thrust Trust Talent Teaming execute successfully common purpose in each other collective skills operate effectively Michael Lombardo and Robert Eichinger 1995
  32. 32. brainforit.com Real Team Expert Coaching Hackman Richard Hackman 2002
  33. 33. brainforit.com What should be your takeaways? aboutTEAMS.brainforit.com
  34. 34. Growth mindset brainforit.com effort, criticism, success of others (not)
  35. 35. Introvert vs shy brainforit.com Introverts Are most alive and their most switched- on and their most capable when they're in quieter, more low-key environments. Shy Fear of social judgment.
  36. 36. 30% to 50% of people are introverts Introvert vs shy brainforit.com Introverts Are most alive and their most switched- on and their most capable when they're in quieter, more low-key environments.
  37. 37. Moses, Jesus, Buddha, Mohamed Introvert vs shy brainforit.com transcendent power of solitude
  38. 38. Growth mindset brainforit.com effort, criticism, success of others (not)
  39. 39. Goals brainforit.com •Personal related •Company related Is there a clear line between these two? The dentist story
  40. 40. Goals brainforit.com OKRs Objectives Key Results Measurable A little uncomfortable Public evaluation of results Derived from company goals Defined quarterly Public
  41. 41. Goals brainforit.com It’s not that we don’t want to.. we don’t have the time/resources/will/effort Break down your big goals into small daily tasks. Schedule time to do those daily tasks. Enter your daily tasks into your calendar each day.
  42. 42. brainforit.com Goals Draw your future
  43. 43. brainforit.com
  44. 44. Moving Motivators Management 3.0 brainforit.com
  45. 45. Moving Motivators Management 3.0 brainforit.com Does this influence my work in a good way? If this is really important for me, what have I done about it? Is there something I can improve?
  46. 46. Fixed vs Growth mindset brainforit.com Your goals will reflect your mindset
  47. 47. Fixed vs Growth mindset brainforit.com Avoid challenges Embrace challenges Challenges
  48. 48. Fixed vs Growth mindset brainforit.com Give up easily Persist in the face of setbacks Obstacles
  49. 49. Fixed vs Growth mindset brainforit.com See effort as fruitless or worse See effort as the path to mastery Effort
  50. 50. Fixed vs Growth mindset brainforit.com Ignore useful negative feedback Learn from criticism Criticism
  51. 51. Feedback brainforit.com Compliment Compliment Criticism Sandwich / hamburger
  52. 52. Feedback brainforit.com Describe your context List your observations Express your emotions Sort by value End with suggestions wrap
  53. 53. in software testingFeedback Describe your context List your observations Express your emotions Sort by value End with suggestions brainforit.com I started testing on build… I feel we are I have found several more bugs and I have some questions Here they are… It will be very helpful if the first 3 bugs could be fixed by … not done yet with the functionality
  54. 54. Growth mindset • Your mindset depends on how you look at challenges, obstacles, • Use the power of YET brainforit.com effort, criticism, (not) success of others
  55. 55. Growth mindset • Your mindset depends on how you look at challenges, obstacles, • Use the power of YET • With a growth mindset intelligence can be developed brainforit.com effort, criticism, success of others (not)
  56. 56. brainforit.com Growth mindset With a growth mindset intelligence can be developed
  57. 57. Growth mindset • Your mindset depends on how you look at challenges, obstacles, • Use the power of YET • With a growth mindset intelligence can be developed • Growing is a human need brainforit.com effort, criticism, success of others (not)
  58. 58. Tony Robbins’s 6 human needs Certainty/Comfort Uncertainty/Variety Significance Love & Connection Contribute beyond yourself brainforit.com Grow
  59. 59. Growth mindset • Your mindset depends on how you look at challenges, obstacles, • Use the power of YET • With a growth mindset intelligence can be developed • Growing is a human need • Change slows down (but not as fast as we think) brainforit.com effort, criticism, success of others (not)
  60. 60. brainforit.com Dan Gilbert’s “end of history” illusion Change Predicted Change Reported Change
  61. 61. brainforit.com Dan Gilbert’s “end of history” illusion it probably has to do with the ease of remembering versus the difficulty of imagining
  62. 62. Final words brainforit.com • You can contribute to your group becoming a team There are Team Effectiveness Models that can guide your journey • Set and reach your goals Mindset and values •Make the team happen
  63. 63. Final words brainforit.com aboutTEAMS.brainforit.com claudiu@brainforit.com
  64. 64. references • Geert Hofstede Cultural dimensions • Erikson's stages of psychosocial development • Tony Robbins: 6 Basic Needs That Make Us Tick • Dan Gilbert The psychology of your future self • Carol Dweck, The power of believing that you can improve • Nigel Holmes' interpretation of Carol Dweck's "Mindset“ • Draw your future - Take control of your life Patti Dobrowalski • Cog's ladder • Shifting from Unilateral Control to Mutual Learning By Fred Kofman • Guide: Understand team effectiveness • Every Generation Wants Meaningful Work — but Thinks Other Age Groups Are in It for the Money Kelly Pledger Weeks • Management 3.0 • How google set OKRs • Motivational psychologist: This is why you're not achieving your goals • Moving Motivators • Susan Cain The power of introverts brainforit.com

Editor's Notes

  • Ì come form Bucharest, Romania it is my 3rd time in Kiev….
    For the past 8 years I have worked @ Capgemini as quality manager and I say worked because starting this January I am on parental leave.
    I am part of testing community in Romania it is called Tabara de Testare, trasted into English is testing camp
    But I have also my own projects that you can fin on brainforit.com
    It is my 3rd time in Kiev. I have also been last year @ qa fest and this year I attend another conerence.. In February I beleiv eit was.
  • Why this title
    A horse is alive
    And also if you have a team it does not any management … it needs goals and directions

  • There is a competitive advantage in having a team and incense for other people to join if there is a team
    Assault on TEAMs
  • Ejobs
    TEAM almost 3000 work places that have in their title or description the word TEAM
    SCRUM guide: word TEAM 102 SCRUM TEAM 149 – 18 pages
  • Is the team important for testing?

    SCRUM MASTER COMMUNITY OF PRACTICE

    SCRUM + TEAMS
  • Until it came to this final form.
  • Until it came to this final form. Let’s have a closer look.
    LINK…
    HOW YOU CAN USE IT…
  • `80 AREAS
    NEXT TOPICS
    TEAM EFECTIVNESS MODELS
    GOALS –> Growth Mindset and Moving Motivators
    2 WARNINGS !!!!
  • Trying to acquire experience with theory,
    it’s like trying to satisfy your hunger
    by just reading the menu.
    You need to experiment, you need to try, to observe behavior and actions
  • We will look at 2 of these indexes.
    Power Distance Index The degree to which the less powerful members of a society accept and expect that power is distributed unequally.
    WHY does this happen? - comunism
    Indiv - individuals are expected to take care of only themselves and their immediate families

    There are 4 more indexes but we will not bother with them know. The point that I want to make is that you should never take what you read about teams and believe they will definitely work within your context. You have to experiment, try/ be prepared to fail and remember that in every failure there are information.


    Masc. preference in society for achievement, heroism, assertiveness and material rewards for success
    Uncertainty avoidance the degree to which the members of a society feel uncomfortable with uncertainty and ambiguity. strong UAI maintain rigid codes of belief and behaviour and are intolerant of unorthodox behaviour and ideas.
    Long Term Orientation low on this dimension, for example, prefer to maintain time-honoured traditions and norms while viewing societal change with suspicion. Those with a culture which scores high, on the other hand, take a more pragmatic approach: they encourage thrift and efforts in modern education as a way to prepare for the future.
    Indulgence - allows relatively free gratification of basic and natural human drives related to enjoying life and having fun
  • Tem effectiveness model refers to the system(s) of getting people to work together effectively and efficiently
    Sometimes TEAMS just happened to form. But in many situation there is something you to do.
    Drexler Sibbet
  • 10 models that might overlap or are complementary
    Environment models,
    growth mindset,
    goals,
    Introverts vs shy
    feedback.
    moving motivators
  • A Map
    May areas overlap or are complementary
  • 5 key points that you should always take into account when dealing with teams
  • To get to the point of being a team a group has to go through several stages ( Regress )
  • Tuckman's stages of group development
    Forming Storming Norming Performing
    He later introduces another stage adjourning
    Cog’s ladder
    Polite stage Why we're here stage Power stage Cooperation stage Esprit stage




  • There are certain activities that you should do
  • Interpersonal relationships: good communication, trust, and flexibility
    Because of its simplicity, the GRPI model is great when starting a team or when encountering a team-related problem with an unknown cause.
  • Samuel Johnson 1709 1784
  • patrik lencioni
  • You need to keep your ears and eyes open for trouble
  • Absence of trust
    Fear of conflict
    Lack of commitment
    Avoidance of accountability
    Inattention to results
  • In their quest to identify and Understand team effectiveness they discovered that a team needs 5 things in order to become effective
  • Team members feel confident that no one on the team will embarrass or punish anyone else for admitting a mistake, asking a question, or offering a new idea.
    Psychological safety: Psychological safety refers to an individual’s perception of the consequences of taking an interpersonal risk or a belief that a team is safe for risk taking in the face of being seen as ignorant, incompetent, negative, or disruptive. In a team with high psychological safety, teammates feel safe to take risks around their team members. They feel confident that no one on the team will embarrass or punish anyone else for admitting a mistake, asking a question, or offering a new idea.
  • Team members reliably complete quality work on time

    Dependability: On dependable teams, members reliably complete quality work on time (vs the opposite - shirking responsibilities).
  • Team members understand job expectations, the process for fulfilling these expectations
    Structure and clarity: An individual’s understanding of job expectations, the process for fulfilling these expectations, and the consequences of one’s performance are important for team effectiveness. Goals can be set at the individual or group level, and must be specific, challenging, and attainable. Google often uses Objectives and Key Results (OKRs) to help set and communicate short and long term goals.
  • Financial security, supporting family, helping the team succeed, or self-expression for each individual
    Meaning: Finding a sense of purpose in either the work itself or the output is important for team effectiveness. The meaning of work is personal and can vary: financial security, supporting family, helping the team succeed, or self-expression for each individual, for example.
    Every Generation Wants Meaningful Work — but Thinks Other Age Groups Are in It for the Money
    Kelly Pledger
  • Impact: The results of one’s work, the subjective judgement that your work is making a difference, is important for teams. Seeing that one’s work is contributing to the organization’s goals can help reveal impact
  • You need management support and coaching
  • Task, Thrust, Trust, Talent, Teaming
  • Management 3.0 (Martie) and Drexler Sibbet
    Stages, Activities that you should do, eyes for trouble, encourage behaviors, support form mangers

    Being part of a team is too important to leave it to the team lead and others… you have to participate, you have to engage, don’t expect to be in a team.. Make it a team regardless of your role…
  • Your mindset depends on how you look at challenges, obstacles, effort, criticism, success of others
    Use the power of YET
    With a growth mindset intelligence can be developed

  • Susan Cain
    their most alive and their most switched-on and their most capable when they're in quieter, more low-key environments.
    fear of social judgment.

  • Susan Cain
    their most alive and their most switched-on and their most capable when they're in quieter, more low-key environments.
    fear of social judgment.

  • If you look at most of the world's major religions, you will find seekers -- Moses, Jesus, Buddha, Muhammad -- seekers who are going off by themselves alone to the wilderness, where they then have profound epiphanies and revelations that they then bring back to the rest of the community. So, no wilderness, no revelations.
  • Growing can be done in a control way with setting goals or a ad hoc way… you follow the wind (which is not that bad but might not deliver the desired results)
  • they require somehow different approaches
    Let’s look at one work related…
    alessandro mancuso
  • In 1954 Petr Druker defined Management by objectives
    Let’s have a look at 2 way of dealing with personal objectives.

    Derived from company goals but also should take into account your needs
    Defined quarterly or with a shorter time frame
    Public – directory listing increase cooperation Focus on goals …

    Measurable
    A little uncomfortable a little out of reach
    Public evaluation of results

    HOW ABOUT PERSONAL GOALS


  • So how to achieve your goals?
    everything we do with time and money is a trade off
    The problem is we don't always see what we're giving up

    Break down your big goals into small daily tasks.
    Schedule time to do those daily tasks.
    Enter your daily tasks into your calendar each day.
  • patti dobrowalski
    The odds against you of making a change in your life? 9 to 1
    Get control of what you want to change
  • But the question is what you want… what you want depends on what moves you.. What makes you tick
  • Your goals depend a lot on your values. But how to determine your values.
    Motivation and engagement area
  • After doing some research guys and girls form M3.0 identified 10 Moving Motivators Ten Intrinsic Desires.
    And they build as et of cards that you can download for free from their website.

  • Does this influence my work in a good way?
    If this is really important for me, what have I done about it?
    Is there something I can improve?
    Once we come up with some actions stick them together with transparent tape… come back in month…


  • Why is growth mindset important for a tester?
    Linda Rising: The Power of an Agile Mindset
    As a tester you have to be adaptive… you cannot do it without a growth mindset
  • Carol S. Dweck
  • Carol S. Dweck
    Challenges
    Avoid challenges
    Embrace challenges
  • Obstacles
    Give up easily
    Persist in the face of setbacks

  • Effort
    See effort as fruitless or worse
    See effort as the path to mastery
  • Criticism
    Ignore useful negative feedback
    Learn from criticism


    FEEDBAKKKKKKKKKKKK
  • Since I am a tester.. Let’s see how a tester’s feedback should look like
  • Let’s imagine a context where you have received a new build for a challenging functionality but it is not at the quality level you expected….
    Some teachers experimented with instead of grading F they graded it not yet
  • Your mindset depends on how you look at challenges, obstacles, effort, criticism, success of others
    How do you think someone with a grow mindset looks @ the success of others?
    Use the power of YET

  • With a growth mindset intelligence can be developed

  • Give a problem to someone with a fix mindset…
    The brain becomes more active… Carol concluded that it leads to intelligence
  • Grow mindset is a way of looking on how we evolve in time.
    How we grow. I believe the model Carol Dweck describes has a tight connection with growing.
    And Growing is a human need…
  • Tony Robbins identifies 6 human emotional needs… and one of them is Growth

    Emotions are the driving force of life
    What makes a difference in people’s life?
    Art of fulfillment – appreciations and contribution
    We live in a therapy culture: biography is destiny -> CVs
    Decision is the ultimate power !!!
    Claims to missing resources – resoursfulness
    Total certainty – you get bored out of your mind
    https://www.ted.com/talks/tony_robbins_asks_why_we_do_what_we_do#t-925628

  • Change slows down (but not as fast as we think)

  • But way does this happen?
  • it probably has to do with the ease of remembering versus the difficulty of imagining

    all of us are walking around with an illusion, an illusion that history, our personal history, has just come to an end, that we have just recently become the people that we were always meant to be and will be for the rest of our lives.

    We change but we need to control that change…. We need to have goals

    is that we have a fundamental misconception about the power of time.
    Every one of you knows that the rate of change slows over the human lifespan / what is the name of this magical point in life where change suddenly goes from a gallop to a crawl..the answer is now
    change does slow down as we age, but second, you're wrong, because it doesn't slow nearly as much as we think.
    people vastly underestimated how much change they would experience over the next 10 years. We call this the "end of history" illusion
    but at every age, people underestimate how much their personalities will change in the next decade
    it probably has to do with the ease of remembering versus the difficulty of imagining. Most of us can remember who we were 10 years ago, but we find it hard to imagine who we're going to be, and then we mistakenly think that because it's hard to imagine, it's not likely to happen. Sorry, when people say "I can't imagine that," they're usually talking about their own lack of imagination, and not about the unlikelihood of the event that they're describing.
    Human beings are works in progress that mistakenly think they're finished.

    all of us are walking around with an illusion, an illusion that history, our personal history, has just come to an end, that we have just recently become the people that we were always meant to be and will be for the rest of our lives
  • SUM UP WHAT WE TALKED ABOUT
  • You have to contribute to your group becoming a team
    There are team effectiveness model that can guide your journey
    Be a keen observer of your mindset, values and goals;
    Make the team happen … learn about you and your team.. I believe I can help you.. But it is up to you to look at the articles… draw conclusions and adopt behaviors…
  • Go on and discover what a group needs to become a team and if you find anything you thing should be included in this please send me a e-mail and I will do it…
  • Human beings are works in progress that mistakenly think they're finished.

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