AllDayDevOps - Growing your DevOps Mindset
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Practicing DevOps successfully requires knowledge of hard skill areas such as continuous delivery and automated testing. But even if you have all these tools in place, you are not necessarily successful. And why is that? In most cases, the people are not in the right "state" or mindset, to actually use these new practices and tools. Fear of failure, of speaking up, motivation and drive are all factors that play an important role. Creating a culture where people show courage, work on team building, practice DevOps leadership and have a continuous improvement mindset is hard but extremely important. In this session, I will talk about what a DevOps MindSet. How to recognize fears and counter-productive behavior and give you some tips and insights on how to start growing a DevOps Mindset for yourself and your colleagues.
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AllDayDevOps - Growing your DevOps Mindset
- 1. N OV E M B E R 6 , 2 0 1 9 RENÉ VAN OSNABRUGGE - @RENEVO GROWING YOUR DEVOPS MINDSET
- 4. “DEVOPS IS THE UNION OF PEOPLE, PROCESS AND PRODUCTS TO ENABLE CONTINUOUS DELIVERY OF VALUE TO OUR END-USERS”DONOVAN BROWN @RENEVO
- 5. STRENGTH LIES IN DIFFERENCES, NOT IN SIMILARITIES STEPHEN R. COVEY @RENEVO
- 6. SOURCE: STATE OF DEVOPS REPORT 2018
- 7. BY CHANGING NOTHING, NOTHING CHANGES TONY ROBBINS @RENEVO
- 8. ACCEPTING THE STATUS QUO In here, it takes two weeks to get VPN access… “We have always worked like this. And management wants it this way.” @RENEVO
- 9. It’s my stapler SILO’S AND TURF WARS “I thought that I am responsible for making the right technical choices, NOT him” @RENEVO
- 10. CULTURE OF FEAR Uh… yeah. So I guess we should probably go ahead and have a little talk. Hmm? We all know that it was caused by some major flaws in the software design and implementation that did not follow the architectural guidelines. So, I have written a new software architecture document with rules and guidelines, but people just don't follow it @RENEVO
- 11. PLEASERS People doing exactly what managers ask, not what is needed“If they want ME to change the organization they should make ME a manager” @RENEVO
- 13. THE TWO MINDSETS
- 15. INDIVIDUAL FEAR IS THE PATH TO THE DARK SIDE. FEAR LEADS TO ANGER, ANGER LEADS TO HATE, AND HATE LEADS TO SUFFERING.Yoda @RENEVO
- 18. FEAR OF LOSING YOUR JOB @RENEVO
- 19. OVERCOME YOUR FEARS Always help instead of interfere Give away your knowledge
- 21. Patrick Lencioni BUILD A TEAM @RENEVO
- 22. @RENEVO
- 23. AND IN DEVOPS? BLAMELESS POST MORTEMS / LEARNING REVIEWS TAKE A BULLET FOR THE TEAM GIVE HONEST FEEDBACK CHALLENGE THE WORK, NOT THE PERSON SPEND TIME WITH EACH OTHER FAILURE IS OK, AS LONG AS YOU LEARN BE RESPONSIBLE EVERYBODY IS EQUAL @RENEVO
- 26. YOU CANNOT MANAGE WHAT YOU CANNOT MEASURE PHIL MURPHY @RENEVO
- 27. KEY KILL PERFORMANCE INDICATORS @RENEVO #BUGS PER SPRINT CODE COVERAGE NUMBER OF COMMITS
- 28. MANAGEMENT STYLES Uh… yeah. So I guess we should probably go ahead and have a little talk. Hmm? @RENEVO
- 29. THE PRICE OF GREATNESS IS RESPONSIBILITY WINSTON CHURCHILL @RENEVO
- 31. FOSTER A GROWTH MINDSET @RENEVO
- 32. WRAP UP • DEVOPS IS A TEAM SPORT • DEVOPS IS NOT THE GOAL • BE AWARE OF YOUR CURRENT ORGANIZATION • DO YOU WANT A FIXED OR A GROWTH MINDSET • CHANGE INDIVIDUALS • CHANGE TEAMS • CHANGE ORGANIZATIONS @RENEVO
- 35. RENÉ VAN OSNABRUGGE XPIRIT @RENEVO RVANOSNABRUGGE@XPIRIT.COM HTTPS://ROADTOALM.COM Attributions Pictures: https://unsplash.com / https://www.flickr.com/photos/wocintechchat Gifs: https://giphy.com Music: https://open.spotify.com/user/rvanosnabrugge/playlist/ 0BWgsNPM5iwgk8ZGlMHeoY?si=l9-tV8FTR8S1J7AbKBz-KA Video: https://www.youtube.com/watch?v=SGAnLY46zAk Thanks: Martijn, Xpirit
Editor's Notes
- ## Rene - V ## * So this is me. Your personal gate for today * I work as a DevOps consultant * Normally with Dev Teams and such. But one of my latest assignments was at a bank * Security was something I never had a particular interest in. Just like many of us * Boring stuff, not nice. And very very restrictive * Until that moment when I needed to create "Secure Pipelines"
- Photo by Markus Spiske on Unsplash
- As Eliyah Goldratt mentions in his book the Goal, there is ultimately one goal of every (commercial) organisation. And that is .. to make money. And nowadays, making money is to be better than your competitor, or even worse, your future competitor. * Cloud enables really small organisations to compete with really large ones. * With only a credit card, a good idea and some skillfull people you can make a difference Photo by Pepi Stojanovski on Unsplash
- * Ultimately, the definition that is widely used, especially in our Microsoft eco-system is the definition of Donovan Brown. * DevOps is the union of Process, People and Products to enable continuous delivery of value to our end-users * Important to mention that most sessions, also of me cover the products and a bit of the process part but this session is really about the people part. Because, ultimately that is what it is all about. * This session talks mainly about the people part
- When we focus on the part of Enabling Continuous Delivery of value to our end-users in order to meet our goal and compete with all the new startups. We need to take a look those end users. What do they look like. Probably this is a mixed group of people that all use your product. The people that use the product should be reflected in the organisation tha actually builds the product. And that brings us to a very important theme in our industry right now. Diversity and Inclusiviness. So what this means is that DevOps implementation does not only fuel techology transformation, but surely also organizational changes. Both in organizing the people differently, but also the composition of these groups of people. So besides that is morally the right thing to have it is also neccesary to have this diversity to acutally optimize the value you can deliver. But IT is typically an industry that is lacking behind, this needs to change Photo by Jacek Dylag on Unsplash IMPACT ON THE WORKFORCE
- * Conclusion of this all, is that if you want to do DevOps you need to change a whole lot of things. You need to change the technology stack, the way that people work together, but, eventually, also the composition of the groups of people within your organization. And that is hard. Because you cannot change organizations. An organization is nothing. It is a group of people working together towards a shared goal. And the way to change people is to change their behavior. And there is a lot of behavior that we see in current organizations that actually are not very usefull when we want to go this way. Question hre. How do you recognize behavior. Photo by Ross Findon on Unsplash
- * When I talk about mindset, I talk about Growth mindset as described in the book of Carol Dweck * Over 30 years ago, Carol Dweck and her colleagues became interested in students' attitudes about failure. They noticed that some students rebounded while other students seemed devastated by even the smallest setbacks. After studying the behavior of thousands of children, Dr. Dweck coined the terms fixed mindset and growth mindset to describe the underlying beliefs people have about learning and intelligence. When students believe they can get smarter, they understand that effort makes them stronger. Therefore they put in extra time and effort, and that leads to higher achievement. * 2 different mindsets. Fixed Mindset and a Growth mindset. We will get to the theory, but for now...
- Photo by Ross Findon on Unsplash NOW WHAT?
- NOW WHAT?
- Handover naar Roy
- Handover Martijn > Roy
- Photo by Mimi Thian on Unsplash
- Handover Martijn > Roy
- Photo by Tim Mossholder on Unsplash
- PRESENT CLARIFY REACT ADJUST CONSENT INTEGRATE
- Photo by Vincent Delegge on Unsplash
- Photo by Tim Mossholder on Unsplash
- Photo by Tim Mossholder on Unsplash
- Photo by Tim Mossholder on Unsplash
- Photo by Derek Thomson on Unsplash Make people responsible 4-types of money
- * When I talk about mindset, I talk about Growth mindset as described in the book of Carol Dweck * Over 30 years ago, Carol Dweck and her colleagues became interested in students' attitudes about failure. They noticed that some students rebounded while other students seemed devastated by even the smallest setbacks. After studying the behavior of thousands of children, Dr. Dweck coined the terms fixed mindset and growth mindset to describe the underlying beliefs people have about learning and intelligence. When students believe they can get smarter, they understand that effort makes them stronger. Therefore they put in extra time and effort, and that leads to higher achievement. * 2 different mindsets. Fixed Mindset and a Growth mindset. We will get to the theory, but for now...
- Photo by Clark Tibbs on Unsplash
- Marcel
- ## Rene - V ## * So this is me. Your personal gate for today * I work as a DevOps consultant * Normally with Dev Teams and such. But one of my latest assignments was at a bank * Security was something I never had a particular interest in. Just like many of us * Boring stuff, not nice. And very very restrictive * Until that moment when I needed to create "Secure Pipelines"