The document discusses leading an organizational transformation to DevOps. It outlines a change management process including planning the change by selecting change agents and determining the scope. It also discusses marketing the change by using influencers and avoiding buzzwords, then executing the change by starting small, demonstrating value, and building momentum through iteration and communication. The process concludes by institutionalizing the changes through tools, documentation, and cultural evolution.
DevEX - reference for building teams, processes, and platforms
Shepherding change: leading your DevOps transformation
1. Shepherding Change
Leading your DevOps transformation
Mike McGarr
mmcgarr@netflix.com
@SonOfGarr
http://www.MikeMcGarr.com
2. about me
• J. Michael (Mike) McGarr
• Engineering Manager, Netflix Build Tools
• Founder, DC Continuous Delivery Meetup
• Former Director of DevOps, Blackboard
• Excella Consulting
• Booz Allen Hamilton
11/18/14 2
4. then learn all this…
• lean
• kanban
• monitoring
• cycle time, lead time
• MTTR
• the Three Ways
• CALMS
• The Toyota Way
• virtualization
• continuous integration
• Deming
• infrastructure as code
• continuous delivery
• test automation
• MVP
• DevOpsDays
• TDD
• culture/silos
• deployment pipelines
• acceptance testing
• the cloud
• The Phoenix Project
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42. “The most
important people
to the culture are
those who leave”
- Andy Dunn, CEO/Founder Bonobos Inc.
http://buswk.co/1xjTs00
https://medium.com/@dunn/creating-culture-21a117803f80
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44. We are Hiring!
Senior Tooling Integration Engineer
http://nflx.it/1xyhkeD
Senior Cloud Tools Engineer
http://nflx.it/140BnJN
Mike McGarr
mmcgarr@netflix.com
@SonOfGarr
http://www.mikemcgarr.com
11/18/14 44
Hinweis der Redaktion
We are all here because we want devops
----- Meeting Notes (11/11/14 21:51) -----
add more context and structure
- voice track
just make a change…where ever possible
isolate the change and prove it’s worth
work in an organization
devops requires other change
need alignment across the org
learn new behaviors
add new tools
This is you!
evangelist -- requires passion
maven – information specialists (want to solve problems)
salesman – promote the idea
connector – know many different types of people
consider where a change falls
people are likely a constraint
not “just because”
map to organizational initiatives
- profits
- subscribers
- availability
capitalize on crisis
allow for failure
align change with a crisis
keep it simple
make sure it’s catchy
this is your battle cry
creditable influencers
may not be leadership
choose wisely!
- a poor choice here can derail the effort
Curiosity - the need to think
Honor - sharing values with a group
Acceptance - the need for approval
Mastery - the need to feel competent
Power - the need for influence of will
Freedom - being an independent individual
Relatedness - the need for social contracts
Order - the need for stable environments
Goal - the need for purpose
Status - the need for social standing
small targets first
short-term wins
reward those who help you
lead by example
demonstrate change
let others see value
Plan – set objectives
Do – execute plan
Check – measure execution
Act – improve based on measurements
each group requires different approaches and messages
change agent + mgmt
directly address concerns
silos may be obstacle
vision is powerful
documentation
videos
training
katas
mentoring
pairing