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Meri Williams, ChromeRose @Geek_Manager 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture Turing Fest August ...
Meri Williams, ChromeRose @Geek_Manager
Meri Williams, ChromeRose @Geek_Manager http://www.flickr.com/photos/kodomut/3667608102/
Meri Williams, ChromeRose @Geek_Manager #1: DRY DOESN’T WORK FOR HUMAN COMMUNICATION
Meri Williams, ChromeRose @Geek_Manager “DON’T REPEAT YOURSELF” IS A NICE PROGRAMMING PRINCIPLE IT IS A TERRIBLE HUMAN COM...
Meri Williams, ChromeRose @Geek_Manager https://www.flickr.com/photos/psd/9613972159/
Meri Williams, ChromeRose @Geek_Manager https://commons.wikimedia.org/wiki/File:TinFoilHat002.jpg
Meri Williams, ChromeRose @Geek_Manager BE CLEAR BE CONSISTENT REMEMBER OTHERS STILL NEED TO HEAR BEYOND THE POINT WHEN YO...
Meri Williams, ChromeRose @Geek_Manager REMEMBER WE DON’T JUST COMMUNICATE IN THE PRESENT USE ARCHITECTURAL DECISION RECOR...
Meri Williams, ChromeRose @Geek_Manager #2: SCALING TEAMS IS ABOUT CREATING CONDITIONS FOR SUCCESS
Meri Williams, ChromeRose @Geek_Manager WE ALL HATE BAD BOSSES WE DESCRIBE THEM AS •Clueless •Empty suits •Pointless •Seag...
Meri Williams, ChromeRose @Geek_Manager
Meri Williams, ChromeRose @Geek_Manager https://twitter.com/Caterina/status/6715084157
Meri Williams, ChromeRose @Geek_Manager Across industries, across countries, the best performing teams answer certain ques...
Meri Williams, ChromeRose @Geek_Manager Predictors of High Performance 1. Do I know what is expected of me at work? 2. Do ...
Meri Williams, ChromeRose @Geek_Manager
Meri Williams, ChromeRose @Geek_Manager UNDERSTAND MOTIVATION • Purpose • Autonomy • Mastery
Meri Williams, ChromeRose @Geek_Manager MOTIVATION = + PURPOSE (Do I believe in WHY?) + AUTONOMY (Do I get a say in WHAT?)...
Meri Williams, ChromeRose @Geek_Manager Predictors of High Performance (remix) PURPOSE • Does the mission/purpose of my co...
Meri Williams, ChromeRose @Geek_Manager And What Else? OTHER FACTORS: • In the last 7 days, have I received recognition or...
Meri Williams, ChromeRose @Geek_Manager Predictors of High Performance (remix) PURPOSE • Does the mission/purpose of my co...
Meri Williams, ChromeRose @Geek_Manager SPACE TO BE AWESOME = + PURPOSE (Do I believe in WHY?) + AUTONOMY (Do I get a say ...
Meri Williams, ChromeRose @Geek_Manager EVERY PERSON IS CAPABLE OF VIRTUOSITY
Meri Williams, ChromeRose @Geek_Manager #3 INFLECTION POINTS Semper in excretum, sed altuit variunt
Meri Williams, ChromeRose @Geek_Manager DIFFERENT THINGS COME “FOR FREE” AT DIFFERENT INFLECTION POINTS
Meri Williams, ChromeRose @Geek_Manager
Meri Williams, ChromeRose @Geek_Manager
Meri Williams, ChromeRose @Geek_Manager FOCUS ON THE RIGHT PROBLEMS AT THE RIGHT TIME
Meri Williams, ChromeRose @Geek_Manager #4: WITH PEOPLE, OBSERVABILITY > TESTING
Meri Williams, ChromeRose @Geek_Manager SOMETIMES HOWEVER WELL WE PLAN, HOWEVER HARD WE TRY, OUR IMPACT MAY NOT EQUAL OUR ...
Meri Williams, ChromeRose @Geek_Manager REGULARLY CHECK WHETHER WHAT YOU INTENDED MATCHES UP TO THE ACTUAL IMPACT
Meri Williams, ChromeRose @Geek_Manager https://speakerdeck.com/madtypist/retrospectives-look-back-to-move-forward https:/...
Meri Williams, ChromeRose @Geek_Manager https://labs.spotify.com/2014/09/16/squad-health-check-model/
Meri Williams, ChromeRose @Geek_Manager https://speakerdeck.com/thesambarnes/people-are-weird-im-weird-the-lead-developer-...
Meri Williams, ChromeRose @Geek_Manager #5: CULTURE ADD MATTERS A LOT MORE THAN CULTURE FIT
Meri Williams, ChromeRose @Geek_Manager https://www.flickr.com/photos/psd/8451589322/in/set-72157633230231221
Meri Williams, ChromeRose @Geek_Manager “DO I HAVE THE OPPORTUNITY TO DO WHAT I DO BEST EVERY DAY?”
Meri Williams, ChromeRose @Geek_Manager WE NEED TO STOP LEVELLING PEOPLE OUT TO EQUAL CONSISTENT MEDIOCRITY AND INSTEAD FO...
Meri Williams, ChromeRose @Geek_Manager WE JUST NEED A SHIFT IN PERSPECTIVE
Meri Williams, ChromeRose @Geek_Manager
Meri Williams, ChromeRose @Geek_Manager WE ARE NOT INTERCHANGEABLE RESOURCE UNITS
Meri Williams, ChromeRose @Geek_Manager WE ARE COLOURS … OR FLAVOURS WE ARE BETTER IN COMPLEMENT, IN CONCERT WITH EACH OTH...
Meri Williams, ChromeRose @Geek_Manager
Meri Williams, ChromeRose @Geek_Manager WHAT IF WE THINK OF PEOPLE AND ROLES AS A MATTER OF CASTING?
Meri Williams, ChromeRose @Geek_Manager HOW DO WE ASSEMBLE A GREAT TEAM WITH COMPLEMENTARY ABILITIES?
Meri Williams, ChromeRose @Geek_Manager
Meri Williams, ChromeRose @Geek_Manager CRAFT INCLUSIVE ENVIRONMENTS 1. Am I EXPECTED here? 2. Am I RESPECTED here? 3. Can...
Meri Williams, ChromeRose @Geek_Manager IN SUMMARY…
Meri Williams, ChromeRose @Geek_Manager 5 Things I Wish I’d Known Sooner About Scaling Teams 1. DRY Doesn’t Work for Human...
Meri Williams, ChromeRose @Geek_Manager
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5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 1 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 2 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 3 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 4 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 5 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 6 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 7 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 8 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 9 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 10 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 11 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 12 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 13 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 14 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 15 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 16 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 17 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 18 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 19 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 20 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 21 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 22 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 23 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 24 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 25 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 26 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 27 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 28 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 29 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 30 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 31 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 32 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 33 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 34 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 35 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 36 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 37 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 38 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 39 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 40 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 41 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 42 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 43 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 44 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 45 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 46 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 47 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 48 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 49 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest Slide 50
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Engineering
Aug. 02, 2018
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5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest

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Engineering
Aug. 02, 2018
10,696 views

In engineering we (rightly) talk a lot about how to scale our systems and our infrastructure. Yet some of our very hardest challenges come when scaling the people side of things. How do you survive your team doubling, tripling or perhaps even a 10x growth in a short period of time? What does it take to grow fast AND retain the bits of your culture as a team or organisation that made you great to begin with? How do you know when to change how you do things, without just cargo culting?

Having scaled a number of teams at different speeds, Meri talks through some of the inflection points you'll experience, how to navigate them, and reflect on all the things she wishes she'd known just a little bit earlier..

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5 Things I Wish I'd Known Sooner About Scaling Teams & Culture - at Turing Fest

  1. 1. Meri Williams, ChromeRose @Geek_Manager 5 Things I Wish I'd Known Sooner About Scaling Teams & Culture Turing Fest August 2018
  2. 2. Meri Williams, ChromeRose @Geek_Manager
  3. 3. Meri Williams, ChromeRose @Geek_Manager http://www.flickr.com/photos/kodomut/3667608102/
  4. 4. Meri Williams, ChromeRose @Geek_Manager #1: DRY DOESN’T WORK FOR HUMAN COMMUNICATION
  5. 5. Meri Williams, ChromeRose @Geek_Manager “DON’T REPEAT YOURSELF” IS A NICE PROGRAMMING PRINCIPLE IT IS A TERRIBLE HUMAN COMMUNICATION PRINCIPLE YOU NEED TO REPEAT IMPORTANT THINGS CONSISTENTLY (7 TIMES)
  6. 6. Meri Williams, ChromeRose @Geek_Manager https://www.flickr.com/photos/psd/9613972159/
  7. 7. Meri Williams, ChromeRose @Geek_Manager https://commons.wikimedia.org/wiki/File:TinFoilHat002.jpg
  8. 8. Meri Williams, ChromeRose @Geek_Manager BE CLEAR BE CONSISTENT REMEMBER OTHERS STILL NEED TO HEAR BEYOND THE POINT WHEN YOU ARE WORRIED YOU HAVE BEEN REPETITIVE
  9. 9. Meri Williams, ChromeRose @Geek_Manager REMEMBER WE DON’T JUST COMMUNICATE IN THE PRESENT USE ARCHITECTURAL DECISION RECORDS TO COMMUNICATE (TO FUTURE FOLKS) WHAT YOU WERE THINKING WHEN YOU MADE A CHOICE
  10. 10. Meri Williams, ChromeRose @Geek_Manager #2: SCALING TEAMS IS ABOUT CREATING CONDITIONS FOR SUCCESS
  11. 11. Meri Williams, ChromeRose @Geek_Manager WE ALL HATE BAD BOSSES WE DESCRIBE THEM AS •Clueless •Empty suits •Pointless •Seagulls
  12. 12. Meri Williams, ChromeRose @Geek_Manager
  13. 13. Meri Williams, ChromeRose @Geek_Manager https://twitter.com/Caterina/status/6715084157
  14. 14. Meri Williams, ChromeRose @Geek_Manager Across industries, across countries, the best performing teams answer certain questions positively
  15. 15. Meri Williams, ChromeRose @Geek_Manager Predictors of High Performance 1. Do I know what is expected of me at work? 2. Do I have the materials & equipment I need to do my work right? 3. At work, do I have the opportunity to do what I do best every day? 4. In the last 7 days, have I received recognition or praise for good work? 5. Does my supervisor, or someone at work, seem to care about me as a person? 6. Is there someone at work who cares about my development? 7. At work, do my opinions seem to count? 8. Does the mission/purpose of my company make me feel like my work is important? 9. Are my co-workers committed to doing quality work? 10. Do I have a best friend at work? 11. In the last 6 months, have I talked with someone about my development? 12. At work, have I had opportunities to learn and grow?
  16. 16. Meri Williams, ChromeRose @Geek_Manager
  17. 17. Meri Williams, ChromeRose @Geek_Manager UNDERSTAND MOTIVATION • Purpose • Autonomy • Mastery
  18. 18. Meri Williams, ChromeRose @Geek_Manager MOTIVATION = + PURPOSE (Do I believe in WHY?) + AUTONOMY (Do I get a say in WHAT?) + MASTERY (Am I proud of HOW?) - ANY NEGATIVE FACTORS THAT DETRACT
  19. 19. Meri Williams, ChromeRose @Geek_Manager Predictors of High Performance (remix) PURPOSE • Does the mission/purpose of my company make me feel like my work is important? AUTONOMY • Do I know what is expected of me at work? • At work, do my opinions seem to count? MASTERY • Do I have the materials & equipment I need to do my work right? • At work, do I have the opportunity to do what I do best every day? • Is there someone at work who cares about my development? • Are my co-workers committed to doing quality work? • In the last 6 months, have I talked with someone about my development? • At work, have I had opportunities to learn and grow?
  20. 20. Meri Williams, ChromeRose @Geek_Manager And What Else? OTHER FACTORS: • In the last 7 days, have I received recognition or praise for good work? • Does my supervisor, or someone at work, seem to care about me as a person? • Do I have a best friend at work? ESSENTIALLY, AM I RESPECTED & REWARDED HERE? CAN I BE MYSELF AND SUCCEED HERE? I CALL THIS INCLUSION.
  21. 21. Meri Williams, ChromeRose @Geek_Manager Predictors of High Performance (remix) PURPOSE • Does the mission/purpose of my company make me feel like my work is important? AUTONOMY • Do I know what is expected of me at work? • At work, do my opinions seem to count? INCLUSION: • In the last 7 days, have I received recognition or praise for good work? • Does my supervisor, or someone at work, seem to care about me as a person? • Do I have a best friend at work? MASTERY • Do I have the materials & equipment I need to do my work right? • At work, do I have the opportunity to do what I do best every day? • Is there someone at work who cares about my development? • Are my co-workers committed to doing quality work? • In the last 6 months, have I talked with someone about my development? • At work, have I had opportunities to learn and grow?
  22. 22. Meri Williams, ChromeRose @Geek_Manager SPACE TO BE AWESOME = + PURPOSE (Do I believe in WHY?) + AUTONOMY (Do I get a say in WHAT?) + MASTERY (Am I proud of HOW?) + INCLUSION (Do I BELONG HERE?) - ANY NEGATIVE FACTORS THAT DETRACT
  23. 23. Meri Williams, ChromeRose @Geek_Manager EVERY PERSON IS CAPABLE OF VIRTUOSITY
  24. 24. Meri Williams, ChromeRose @Geek_Manager #3 INFLECTION POINTS Semper in excretum, sed altuit variunt
  25. 25. Meri Williams, ChromeRose @Geek_Manager DIFFERENT THINGS COME “FOR FREE” AT DIFFERENT INFLECTION POINTS
  26. 26. Meri Williams, ChromeRose @Geek_Manager
  27. 27. Meri Williams, ChromeRose @Geek_Manager
  28. 28. Meri Williams, ChromeRose @Geek_Manager FOCUS ON THE RIGHT PROBLEMS AT THE RIGHT TIME
  29. 29. Meri Williams, ChromeRose @Geek_Manager #4: WITH PEOPLE, OBSERVABILITY > TESTING
  30. 30. Meri Williams, ChromeRose @Geek_Manager SOMETIMES HOWEVER WELL WE PLAN, HOWEVER HARD WE TRY, OUR IMPACT MAY NOT EQUAL OUR INTENT
  31. 31. Meri Williams, ChromeRose @Geek_Manager REGULARLY CHECK WHETHER WHAT YOU INTENDED MATCHES UP TO THE ACTUAL IMPACT
  32. 32. Meri Williams, ChromeRose @Geek_Manager https://speakerdeck.com/madtypist/retrospectives-look-back-to-move-forward https://www.youtube.com/watch?v=UIU6P9HRYzo
  33. 33. Meri Williams, ChromeRose @Geek_Manager https://labs.spotify.com/2014/09/16/squad-health-check-model/
  34. 34. Meri Williams, ChromeRose @Geek_Manager https://speakerdeck.com/thesambarnes/people-are-weird-im-weird-the-lead-developer-london-2015 https://vimeo.com/139910836
  35. 35. Meri Williams, ChromeRose @Geek_Manager #5: CULTURE ADD MATTERS A LOT MORE THAN CULTURE FIT
  36. 36. Meri Williams, ChromeRose @Geek_Manager https://www.flickr.com/photos/psd/8451589322/in/set-72157633230231221
  37. 37. Meri Williams, ChromeRose @Geek_Manager “DO I HAVE THE OPPORTUNITY TO DO WHAT I DO BEST EVERY DAY?”
  38. 38. Meri Williams, ChromeRose @Geek_Manager WE NEED TO STOP LEVELLING PEOPLE OUT TO EQUAL CONSISTENT MEDIOCRITY AND INSTEAD FOCUS ON GETTING THE MOST OUT OF DIFFERENCE
  39. 39. Meri Williams, ChromeRose @Geek_Manager WE JUST NEED A SHIFT IN PERSPECTIVE
  40. 40. Meri Williams, ChromeRose @Geek_Manager
  41. 41. Meri Williams, ChromeRose @Geek_Manager WE ARE NOT INTERCHANGEABLE RESOURCE UNITS
  42. 42. Meri Williams, ChromeRose @Geek_Manager WE ARE COLOURS … OR FLAVOURS WE ARE BETTER IN COMPLEMENT, IN CONCERT WITH EACH OTHER
  43. 43. Meri Williams, ChromeRose @Geek_Manager
  44. 44. Meri Williams, ChromeRose @Geek_Manager WHAT IF WE THINK OF PEOPLE AND ROLES AS A MATTER OF CASTING?
  45. 45. Meri Williams, ChromeRose @Geek_Manager HOW DO WE ASSEMBLE A GREAT TEAM WITH COMPLEMENTARY ABILITIES?
  46. 46. Meri Williams, ChromeRose @Geek_Manager
  47. 47. Meri Williams, ChromeRose @Geek_Manager CRAFT INCLUSIVE ENVIRONMENTS 1. Am I EXPECTED here? 2. Am I RESPECTED here? 3. Can I BE MYSELF and BE SUCCESSFUL here?
  48. 48. Meri Williams, ChromeRose @Geek_Manager IN SUMMARY…
  49. 49. Meri Williams, ChromeRose @Geek_Manager 5 Things I Wish I’d Known Sooner About Scaling Teams 1. DRY Doesn’t Work for Human Communication – repeat, consistently, 7+ times. ADRs rock. 2. Scaling Teams is About Creating the Conditions for Success – Purpose, Autonomy, Mastery, Inclusion. 3. Inflection Points Exist – focus on the right problems at the right times. Borrow solutions from folks facing YOUR problems. 4. With People, Observability > Testing – use tactics to check whether you impact is matching your intent (and adjust!). Retros rock. 5. Culture ADD Matters a Lot More Than Culture FIT – cultivate inclusion, outperform the homogenous teams Every. Damn. Day.
  50. 50. Meri Williams, ChromeRose @Geek_Manager

  • StuHirst1

    Feb. 11, 2020

  • JefferyYeary

    Mar. 18, 2019

  • LiamGove

    Aug. 6, 2018

In engineering we (rightly) talk a lot about how to scale our systems and our infrastructure. Yet some of our very hardest challenges come when scaling the people side of things. How do you survive your team doubling, tripling or perhaps even a 10x growth in a short period of time? What does it take to grow fast AND retain the bits of your culture as a team or organisation that made you great to begin with? How do you know when to change how you do things, without just cargo culting? Having scaled a number of teams at different speeds, Meri talks through some of the inflection points you'll experience, how to navigate them, and reflect on all the things she wishes she'd known just a little bit earlier..

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