DOES16 London - Charlotta Croiset van Uchelen - Choose Your Own Boss

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Choose Your Own Boss Mrs. Charlotta Croiset van Uchelen, Chief DNA Officier, Schuberg Philis When our company was growing we were faced with the fact how to keep our coaching model sustainable. The solution we found was that every colleague has to choose their own boss. DevOps Enterprise Summit London 2016

CHOOSE YOUR OWN BOSS
AND WHY ON EARTH WOULD YOU WANT THAT?

WHAT WE DO EXPERTS IN
THE LEAD
SELF-STEERING
TEAMS
PROBLEM WE
FACED
OLD SCHOOL
REACTION
CHOOSE YOUR
OWN BOSS
APPRAISSAL
TOOL
PEER
SELF REVIEW
TEAM
WELLBEING

MISSIONS
Become a data driven company
Become a software driven company
Bring landscapes to the cloud
Orchestrate the changing ecosystem
Shorten time to market
100% customer
satisfaction

CUSTOMER SATISFACTION SCORES
SCHUBERG PHILIS VS MARKET
Schuberg Philis
Market average
Source: Giarte, Amsterdam, 2016
0 20 40 60 80 100 (%)
2012 89
65
2011 85
61
2013 89
67
2015 92
72
2014 89
70

195 other stories
UNIQUE GROUP
OF PEERS
Information
science
In-house counselor
& Marketing
10 foster kids
Economics
Arthur
Philosopher
Jazz & Bass
Family
Remain Healthy

REFRESHING OUR MINDS: WELLBEING
• Support and ignite personal and professional development
• Choose your own Team… why not also your own “boss”?

OLYMPIC SCENARIO
1. Get consent for the plan
October 2015
2. Volunteers to be Coach
October 2015
3. Coach selection by engineers
November 2015
4. Matching
December 2015
5. Appraisal cycle done by old & new Coach
March 2016

COACH SELF TEST
•I have the urge and ability to connect at a deeper
level
•I went out of my comfort zone
•I bring calm to emotional situations
•I am able to balance long term growth and short term
output
•I challenge the (personal) status quo
•I live our shared believes and promises
•I have lived our DNA. We think this takes min 3 years
but/and it takes more than just time ;-)
•My colleagues trust me and I am already a
“go-to guy” (for personal stuff)
•I speak up
•I am vulnerable
•I peer with people and deeply believe we are
equal
•I am genuinely interest in my peers
•I act carefully
•I take responsibility

WHO BECAME A COACH
•Colleagues by own choice
• intrinsic purpose
• passion
• taking responsibility
•By (self) assessment
•By consent of the mandated group

THE APPROACH
•Tailored matching.
In the old days we connected randomly.
•It now is an ACTIVE CHOICE. Mutual consent:
coachee and coach
• Openness in all facets of coach/career guidance,
also in more troubled situations
•Learning on the job
• basic conversation (listening) techniques
• recurring intervision in a set group

HOW WE BENEFIT
• Motivated coaches
• More personal career attention
• More care in ‘difficult’ situations
• A model for scaling (flexibility)
• We killed old school management
• HR was a liability, now every talk is an opportunity
• Every Jack has his Jill
• Implicit > explicit (wellbeing)
• Ultimately more customer satisfaction

WHATS NEXT?
•Craftsmanship
•More continuous peer reviews
•Coaching process/Tools
•Call for new coaches
•Team wellbeing

DO TRY
THIS AT
HOME
Lotta Croiset van Uchelen
@LottaCvUF

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