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