This document discusses establishing a DevOps mentality and culture by restoring trust between development and operations teams. It argues that a lack of trust leads to inefficiency, while trust increases speed and decreases costs. The speaker outlines 13 behaviors for building trust, such as talking straight, demonstrating respect, creating transparency, and keeping commitments. Fostering these behaviors can help move from self and relational trust to organizational trust. Reducing bureaucracy, politics and turnover can also increase organizational trust. Overall, the document promotes a collaborative approach focused on shared goals and understanding between teams.

1. a devops
mentality
@patrickdebois
http://spencerfry.com/how-to-bootstrap

2. Thank you!

3. devops
Cultural and
Professional Movement
http://www.youtube.com/watch?v=Fx8OBeNmaWw Adam Jacob

4. My Background
• Independent consultant
• Have worked in different roles
• Agile and Infrastructure
• Just Enough Developed Infrastructure - http://jedi.be
• Started organizing devopsdays
• Recently joined Cutter Consortium

5. Background check?
analysts database
developer security
operations middleware
testers sales
network manager
storage hr people

6. The movement is inclusive
Awesome
Happy
Cool
Built neat stuff!
Adam Jacob

8. There are exclusive people
Grumpy
Tool Centric
Us vs Them
I’m a devop you’re a sysadmin
Adam Jacob

9. Looking for tools?

10. Looking for tools?
You can still leave ...

11. DEV OPS
The
problem

12. “It’s NOT a technical
problem”

13. “It’s a human
problem”

14. We don’t trust We don’t trust
the guys from the guys from
operations. development.
They suck They suck
We don’t trust
the guys from
management.
They suck

15. Premise today
“It’s a trust problem”

16. Starting a devops
culture =
restoring trust
http://voetstappen.blogspot.com/

18. Traditional Business Formula
(Strategy X Execution)
= Results

19. Factor
(Strategy X Execution)
* Trust = Results

20. of
Trust
(-) Trust = (-) Speed (+) Cost
(+) Trust =(+) Speed!(-) Cost!

21. Tax Dividend
• 10 x 10 = 100 (- Tax 40 %) = 60
• 10 x 10 = 100 (- Tax 10 %) = 90
• 10 x 10 = 100 (+ Div 20%) = 120

22. Trust = f(character, competence)

23. Waves of Trust
Self
Relationship
Organizational
Market
Societal

24. 1. Self Trust

25. “We trust people,
who make things happen”

26. But ...
Can others
trust you?

27. “We judge others by their behavior,
we judge ourselves by our intentions”

28. Principle of Credibility
“The 4 Cores”
• Trust = f(character, competence)
• Character = f(integrity, intent)
• Competence = f(capabilities, results)

29. Capability
Talents
Attitudes
Skills
Knowledge
Style

30. Ah, so this is where the
(cool)tools come in !

31. Chef Ruby Mysql Linux
Puppet Java Redis Mac OSX
Event
EC2
Machine
Node.js I <3 technology Vmware
Fog Nginx Vagrant Sinatra
Jclouds Thin Virtualbox Rails

32. Craftsmanship

33. Technology Management
But there’s a *lot* more
Social Financial
Communication

34. WTF, do I need to
learn all that?

35. Broader knowledge,
will make your actions
more balanced

36. It’s NOT about devs
taking over ops or ops
taking over devs.

37. It’s about
collaboration
with people you trust.

38. Results:
• Take responsibility for results not just your
action. Avoid , my job is only to ...
• Expect to finish the job
• Finish strong

39. Bootstrapping

40. Make a personal backlog
• Plan an item you can really make happen
• No too big, make it feasible
• (Result)Define what you want to achieve
• (Competence)Learn what you need
• Do : trust comes if you make things happen
• Check the result
• Act on it

41. As a person
• I want to develop these capabilities
• I want to achieve results
• When I fail , I want to learn and improve!

42. As a manager, I want to
• help people develop these capabilities
• help people achieve results
• (support the people)
• help people fail and learn and improve!
(+) Trust =(+) Speed!(-) Cost!

43. 2. Relational Trust

44. Reach out to others

45. Agile already did a great job

46. Get
together
find allies
forward links
organize meetups
distribute books
find people with real issues
kindly ignore nay sayers (for now)

47. You can use technology
to get the
conversation started
• Continuous Delivery • Testing, Monitoring
• Automation • Fixing a problem
• Scalability • Infrastructure as code
• Performance • <whatever>

48. “Seek to establish trust”
Technology Trust by Testing, Monitoring
Human Trust by Behavior

49. 13 Behaviors
“trust is established through action”
• Needs to be • Sweet Spot
balanced (Strength)
• Too Little • Too much
(Weakness) (Weakness)
• f.i. talk straight vs demonstrate respect

50. #1 Talk Straight
• We really need this tool vs I want to
learn this tool
• It needs to be finished by X (that
leaves me some time)
• The user/my boss wants this now
• It’s urgent, it’s important

51. #2 Demonstrate Respect
• we judge a person’s character, by how he
treats people who can’t help or hurt him
• little things , making things helpful

52. #3 Create Transparency
• no more Bob’s directory
• check in your code
• expose logfiles, config files ...
• visualize progress (Kanban, Burndown)
• share your information
• make results repeatable

53. #4 Right wrongs
“to know what is right and not to
do it is the worst cowardice” - Confucius
• when you know there is a short cut, fix it
and don’t leave it
• fix a bug when it occurs, write a test
• fix it, fix it all the way

54. #5 Show loyalty
• give credits
• talk as if people were
present
• represent others

55. #6 Deliver Results
• Clarify Results upfront
• your definition vs my definition
• Small steps = Validation test (Userstories)

56. #7 Get Better
“Illiterate are those who can not
learn, unlearn, relearn” - Alvin Toffler
• seek feedback (Retrospectives)
• learn from mistakes (5 whys)
• ask: what to continue, what to stop, what to
start now!
• metrics (Neutral , not emotional)
• change the system (Systems Thinking)

57. #8 Confront Reality
• avoid 99% finished
• burn down chart
• only measure of progress is working
software (in production)

58. #9 Clarify Expectations
• deadlines vs. cut corners (win-win or no
deal), negotiate them (who vs trust)
• talk to devs, what do they expect
• talk to admins, what do they expect
• talk to customers

59. #10 Practice Accountability
• Accountability requires facing Truth
• yourself and others
• Don’t blame others , no pointing fingers

60. #11 Listen First
“If there is any secret, it lies in the ability
to put yourself in the other person’s place”
- Henry Ford

61. #12 Keep Commitments
• don’t PR your way out
• make them careful
• group is committed to results (not manager)
• mgt supports team to keeping commitments

62. #13 Extend Trust
• Make it an action
• here is the password
• here is the code
• everybody can check in and
deployed to prod (with tests :)
remember it’s inclusive not exclusive!

63. As a person,
• Given my capabilities
• I want to practice these 13 behaviors
• Help others to practice these 13 behaviors

64. As a manager, I want to
encourage behavior that increases trust
(+) Trust =(+) Speed!(-) Cost!

65. “Don’t change culture,
change behavior!”

66. Organizational Trust
Eli
mi
na
• Redundancy te
Ta
xe
• Bureaucracy s
• Politics
• Disengagements (quit and stay)
• Turnover (employee)
• Churn (stakeholders)
• Fraud

67. Interesting Books

68. Want to know more?
#devops on twitter & irc
http://devopsdays.org
http://devopscafe.org
http://planetdevops.net
devops googlegroup
devops-toolchain googlegroup

69. QUESTIONS?

70. Thank you!
Patrick Debois - http://jedi.be/blog - @patrickdebois