DevOps - The reluctant change agent's guideJohn Clapham, Cotelic

Frustrated by myriad obstacles between your code andcustomers? Trying to improve efficiency and make the most ofyour team? Tired of how long it takes to get things done? Wantto do something about it? Then like it or not, you're a changeagent. Whether you're a lone voice or have businesssponsorship, bringing about change isn't about spewingbuzzwords; the art is to be effective, without getting fired. Thistalk is a plain speaking guide to bringing change, drawingon practical experiences from DevOps adoption.

John Clapham@JohnC_Bristol

Cotelic

www.cotelic.uk

DevOps: The Reluctant Change Agent’s Guide

So, what is a change agent?

“Change agents are the type of people who

haven't any marketable skills….”

“Anyone can go around complaining about things

being a professional cry baby…”

“…I know as a former change agent.”

I don’t mean them.

Or them…

It’s you.

It’s you, someone trying to make a difference.

In 2010 we formed a team to encourage

change…

Things are fine

already.

That won’t

work

Things are fine

already.

That won’t

work

Wasting my

team’s time

Things are fine

already.

You should be

building features

That won’t

work

Wasting my

team’s time

Things are fine

already.

You should be

building features

That won’t

work

Wasting my

team’s time

Things are fine

already.

Let’s delay until

we’ve finished XYZ

"They are in front of us, behind us, and we are

flanked on both sides by an enemy that

outnumbers us 29:1.”

"They can't get away from us now!"

What next?

RTFM! *

RTFM! *

*Reading, Training, Feedback, Mentoring.

Automation

Culture

Sharin

g

Auto

matio

n

Lean

Me

asure

me

nt

DevOps

Culture

Culture

Sh

arin

g

Au

tom

atio

n

Le

an

Me

asu

rem

ent

DevOps

Culture

“Culture is the sum of individual’s

behaviours”

Like Othello, those individual behaviours can flip…

To create emergent culture…

The Nature Of Change…

Five theories I found really useful, or wish I’d

known sooner…

1. Don’t learn everything the hard way.

DevOps is a new(ish) concept, built on

earlier foundations.

1. Don’t learn everything the hard way.

2. Understand how far you can push change.

David Viney - J Curve Effect observed in change.

(Except this bit)

David Viney - J Curve Effect observed in change.

Where we want to be

Appetite for risk determines

comfort in this area

Swan Song for

Previous practice

Be patient – change takes time.

1. Don’t learn everything the hard way.

2. Understand how far you can push change.

3. Remember, not everyone thinks like you.

How do you think about people and change?

People Who

Agree with

me

Idiots.

People Who

Agree with

me

Why do people resist change?

Why do people resist your change?

Why do people resist your change?

- Comfortable where they are.

Why do people resist your change?

- Comfortable where they are.

- Object to specific methods.

How do people resist change?

Things are fine

already.

Let’s delay until

we’ve finished XYZ

Passively…

You should be

building features

That won’t

work

Wasting my

team’s time

…Actively

- Mike Cohn

Four Types of Resistors

1. Don’t learn everything the hard way.

2. Understand how far you can push change.

3. Remember, not everyone thinks like you.

4. Use feedback to keep yourself honest.

Dissent is valuable.

Create feedback loops

Create feedback loops

Please

Don’t

Change

Anything!

Share when you succeed…

…and fail

Be a polyglot - speak their language

1. Don’t learn everything the hard way.

2. Understand how far you can push change.

3. Remember, not everyone thinks like you.

4. Use feedback to keep yourself honest.

5. It’s all about starting a movement.

- Derek Sivers @TED

“Have the courage to follow and show

others how to follow”

If you only do one thing…

If you only do one thing…

…be a role model

…and what of the future?

It takes almost as much energy to keep moving.

It takes almost as much energy to keep moving.

We’re doing well,

why change more?

Old behaviours return to haunt you…

Small negative changes bring fear

that we’re returning here

Change disparity can be just as destructive…

Change disparity can be just as destructive…

…forming silos by adoption level

If change does gain traction, it doesn’t get any

easier…

First the people break,

First the people break,

then the tools break,

First the people break,

then the tools break,

the governance process breaks,

First the people break,

then the tools break,

the governance process breaks,

the customer breaks,

First the people break,

then the tools break,

the governance process breaks,

the customer breaks,

financial controls break,

First the people break,

then the tools break,

the governance process breaks,

the customer breaks,

financial controls break,

finally, the organisation structure breaks.

- Richard Durnall

Reflections…

The burning questions:

• How quickly can things change?

The burning questions:

• How quickly can things change?

• How do I affect change?

The burning questions:

• How quickly can things change?

• How do I affect change?

• Is it working?

How quickly can things change?

1. Understand how far you can push

change.

How quickly can things change?

1. Understand how far you can push

change.

How do I affect change?

2. Remember, not everyone thinks like you.

3. It’s all about starting a movement.

How quickly can things change?

1. Understand how far you can push

change.

How do I affect change?

2. Remember, not everyone thinks like you.

3. It’s all about starting a movement.

Is it working?

4. Use feedback, and metrics, to keep

yourself honest.

Change does not always require a change

program.

Change can be driven by individuals.

Change is easier if you listen, and try to

understand people.

Activities that build trust are crucial.

The Five P’s might help.

1. Promotion – Be inclusive, share successes,

and what was learned in failure.

1. Promotion – Be inclusive, share successes,

and what was learned in failure.

2. Planning – Think about areas for change, and

the approach to each.

1. Promotion – Be inclusive, share successes,

and what was learned in failure.

2. Planning – Think about areas for change, and

the approach to each.

3. Perseverance – Keep trying, it’s unlikely to

work first time.

1. Promotion – Be inclusive, share successes,

and what was learned in failure.

2. Planning – Think about areas for change, and

the approach to each.

3. Perseverance – Keep trying, it’s unlikely to

work first time.

4. Patience – Listen, choose the moment.

1. Promotion – Be inclusive, share successes,

and what was learned in failure.

2. Planning – Think about areas for change, and

the approach to each.

3. Perseverance – Keep trying, it’s unlikely to

work first time.

4. Patience – Listen, choose the moment.

5. Pizza – The second best way to encourage

feedback.

So…what is it you think you can’t do?

John Clapham@JohnC_Bristol

Cotelic

www.cotelic.uk

Thanks!

Further reading

About Cotelic:

www.cotelic.co.uk

My blog, Erratic Mumblings:

http://johnclapham.wordpress.com/

Bath Scrum User Group (Not just in Bath, and not just for Scrum!)

http://www.meetup.com/Bath-Scrum-User-Group/

Mix Radio – Developers blog

http://dev.mixrad.io/

DevOps & change at Nokia Mix Radio

http://www.infoq.com/articles/monthly-devops-01-nokia

References…

Richard Durnall – Agile Adoption Patterns (First the people break…)

http://www.richarddurnall.com/?p=57

David Viney, J Curve (Book) – “The Intranet Portal Guide: How to Make the Business Case

for a Corporate Portal, Then Successfully Deliver”

Kanban (Book) “Successful Evolutionary Change for Your Technology Business”

Derek Silvers – Three minute summary of how to Start a movement.

http://www.ted.com/talks/derek_sivers_how_to_start_a_movement

Mike Cohn, Four types of resistors

http://www.mountaingoatsoftware.com/blog/four-types-of-resistors-when-adopting-agile/

Picture CreditsAngry stick man

http://justien16.deviantart.com/art/angry-stick-man-180591143

Othello Boards

http://othelloacademy.blogspot.com/

Change Alley

http://www.flickr.com/photos/londonmatt/3163571645/sizes/o/

Detour

https://www.flickr.com/photos/john_c/14690868

Polygots

http://www.flickr.com/photos/magdalar/2950663799/

Crystal Balls

https://www.flickr.com/photos/john_c/2806374889

Whisky Barrels

http://www.flickr.com/photos/uk_pictures/3483034558/

Quotes“Every organization must be prepared to abandon everything it does to survive in the future.”

- Peter Drucker

“They are in front of us, behind us, and we are flanked on both sides by an enemy that

outnumbers us 29:1.” -Chesty Puller

“Have the courage to follow and show others how to follow” – Derek Sivers