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Reduce Small-Team Culture Shock with Agile

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the thank God and that view was the good and the fraud and j uniform adopted you all signed and talking today about culture shock Maltese hedge I call this integration talk because there is a big difference between traditional IT it's multi agile and suffer organizations are getting in migration inbound from this traditional IT teams has the nature of traditional IT change I myself have means migration about 5 years ago I feel that it has a little fire and the effect of a lot of this is that we try and to give back into the tell you help people like me integrate better into this awful that we have is incredibly optimistic but the 1st of a lot of talk about how some of the culture with the sum of the cultural differences are no build some and empathy about what the nature of traditional IT if you've never worked in their looks like because traditional
IT is incredibly different thing here we have on 1 side it's a service organization yeah right simply you do things for other parts the organization at the direction of those other parts and experts charge keeping things running but had asked to improve estimate for the hat an improvement true present a small team and Adeline environment generative traits stuff creative products continuing making better and collaboration of the entire product of experts working group to keep things running and continuing improvment you very different viewpoints of this reasoning through the gulf between those 2 because they are completely different viewpoints and
some of the extra ways that we can do that is Patricia light serializations as a list here are different they're extremely 100 genes and supported technologies and 1 group that I work previously we had 1 during 1 order we had 250 different server instances supporting 125 different in independent services is not 1 by keeping the it's a whole handful which makes for some differences in height keep everything running there's not as much commonalities there are also many different platforms offer frame DVDs as yet keep burning it is actually fairly common to out of Oracle sequel server MIC running in some part there structure architecture some points and typically there's a lot of separation of duties there to get discrete system in departments the development team may or may not even be in the IT service organization if it truly are all school leaders this apartment way over there we never actually talk to and the database industries are often known corner in the network people on the basement that you never talked about you know it's there all of the time but not really and it's also very mixed ownership again going back to that 125 services things only a small handful of those a fully owned by the IT organisation things like e-mail system work other things that were supporting individual department applications well some of that was ours perhaps be maintain the server but they maintain the publisher or except sometimes didn't on it makes for a very unclear ownership what was responsible for which parts of things and these organizations initially end up being very bureaucratic and sometimes pathological organizational culture really generative not to unpack some of those terms of bureaucratic culture is rules based the whole point that is to all the rules innovation and there is definitely possible in there but has to follow this rigid status of processes and approvals to actually get approved in pathologic organizations it's all power base here had that manager who is completely controlling and nothing got done unless it whatever you were doing was supporting them after pathological organization it's so I don't these artists organizations are very odd very amenable to large parts of creativity especially about logic the only way to anything approved is if it supports for local boss and what they're doing and so on we'll get any change through if it doesn't it'll be squashed completely and unfortunately this means there are different ways of maintaining psychological safety because
there's a global report on about a couple months ago the talked a lot about that teams and some of you may have read it and 1 of the things that they found out at the end of the report was that 1 thing that makes an effect a team effective is if all the members of that team feel psychologically safe and the other thing and that is that there is no 1 technique were process read all make team affected by imposing the teams come to their own metapsychological safety and we're facing the server hostile environment you come up with different methods of maintaining psychological safety then you wouldn't say generative topic adult site and as a kind of the key what I'm talking about here is that the those of us who made migrations coming from different places what is acceptable environment of I have to do keep my mind set the and us that's here and the final thing about this 1 about service based architectures people is that Americans are absolute crap Katrina service workers with respect even those of us even highly trained and entrusted with power in large environments environments to keep running were still treated like crack taken for granted and the other thing Americans agree that is feeling entitled and highly trained I have a right to be at the table and yet these architectures designed in nature those of us the service providers to set to say yes we will do that even though privately thinking this is a very bad idea and I wish we hadn't done that but we have to do this anyway because the person's telling us with you tells us what to do and frankly little makes for a toxic environment faster than being highly trained for professional standards and no this to you is my corrections on my goodness the my progressions because thing is it
comes from all sides and this is that 1 of the points that you want to bring up here is that there's another difference between traditional IT and genitive organizations traditional IT is very much focused on keeping things up in spite of everything and genitive organizations are about making things better this is a pessimistic point of view an optimistic point you when you bring them together you get culture complex and it doesn't get better at some along the micro aggressions because it doesn't really come from all sides for those of
us doing direct and supporting our direct users or something else there's a whole lot of things that come in just a major lies not happy now where that happened thing comes in and causes of people's machines and because those powers reform Mr. helpful usually investor who takes it upon himself to help optimize the fellow users workstations to be faster and better because central IT doesn't know doing or brass meeting countenance bits central IT once in there because you can have an we don't like Mr. helpful because he does makes more work for us and that bad and unauthorized against those firewall rules are there for a reason by passing them with an unauthorized began is sometimes ground for termination and really going to make that decision but yet you are talking about a case DMCA notices please do not BitTorrent from the company network because most companies are not set up to deal with this sort of thing in it raises a huge panic when someone says yes and he was cut from the company appears so this is less of a problem now because home my home Internet is typically fast which again the office this wasn't always the case but it still happens from time to time error least favorite thing palm collections because when you're reformatting machine because of malware 1 of the nice customer service things you can do is take users data off of the hard right about New do you think about the data back on both Windows and Mac at this very easy now states time when you're doing that migration is this stream of porn going by it makes for a hostile work environment so that it's not just for the people that were servicing it also comes from the side
because 1 of the unwritten rules about systems administration of stuff is all there may be standards and we all think we have professional standards about how things are supposed to be done there is no standard setting body outside vital saying this is how it shall be done and these are the standards to which the entire industry shall be held accountable which means that it's not the local definition unfortunately that means that me and my little department but my co-workers we think the other department over there knows that are going wrong because then combos there did they make some decisions and may interpret this the general standards in ways that we don't agree with so we think they're encountered bozos may think the same of us because that's kind of how it works and thinking back in in and talk about our own
collection and reformatting of progress of work time what is that of a corn collection that particular laptop I had been to been adapted for user 5 times in the last month because that particular user have we
have found a way to bring a certain feedback loop to go to certain sites that host Mac these malware this particular user can but keep flipping 1 set to keep going back to that station rebuilding it for them and giving it back in knowing all the backward and week from the trees detector what is that workstation was not my user but if it was in the Department of the other bozo department over there and the reason I was doing that machine is because I have literacy you Mac these 3 imaging and the windows bigots over there because got the bozos won't touch the thing but the reason I'm over there and also because I need to keep those people happy in the coronation needs so that this little my progression coming this way I'm doing something and optically find adoptively light because I have to keep people in a particular like happy because I need happy in the meetings in which new deities approved but is not there as I said it comes from all sides willful
ignorance from on high you know 0 great Johnson budgets please you my prayer we have a malware problem is costing us about 100 thousand dollars a month 100 thousand dollars a year in lost staff time reformatted drives for the low price of 15 thousand dollars a year we can cut the problem in any dissent please mainly have the money and there's deliberation and 3 months flag and they come back with Macintoshes 20 % of week that is not without level investment request the nite which she how so how can survive this sea of hostility and that that works with an island because I have a team of Austin here this is the
logo has editing the boss of my coworkers they know what they're doing we know what we're doing and they have my back I have their back when I come back from having to him the laptop this time I sit down and say OK i times in the other person in the chair goes yeah well this is not the time to start sharing stories in the field better about our lives because were also we are in the line between the duct tape infrastructure in the chaos monkeys that bracket because like I said before a lot of what we do is seems like a lot of what we do is keep infrastructure running in spite of itself but it's still this team of Austin makes Texas work the now this also leads to some methods of psychological click in addition to having a islands sanity and the next 1 here and the 2nd is an is number 1 for various good reasons reflexive changes fair change the initiated by me for my team of also because it's not initiated by me or my team of loss and it's coming from that C of hostility around the it's probably going to be that the inflaton is probably going to make a stability problem worse so how you deal with this when you're not empowered to actually be in the discussion group at the time of how should we solve this problem at the end of the menu given this product someone walks a teller windows they had we just bought this offer for 30 thousand dollars a a year and you have 40 thousand dollars to buy hardware needed in 3 weeks a few months ago and how much have almost always works is viewed as you go yeah yeah this approach anybody who knows this particular problem knows that this is an unbelievable of cracked wonders get prove this is bad and it goes on and they're all this pushed back by pitching fit sometimes in the past change so yes this offer purchases someone made a complete but as we all know of those of us who work purchasing large contracts there is always a little wiggle room and who who bought what they and what sort of force trade due to change options at the last minute but if it is different my money and sometimes you can be the swap some options in the make it slightly more maintainable slightly less likely to make everybody fair go away in frustration and perhaps maybe involve us in the process of earlier next time perfectly willing to help people these but sometimes it doesn't work and that leads to intentionally investment so we do all those things to try to reverse the thing and they come back and says stuff I want to do it anyway and this the point at which a intentionally the investment I don't care how distance is not worth my sanity to worry about how this ill-advised this offer is going to be involved installed and how it will be maintained to save my sanity I don't care this leads to a decrease in service levels and yet because you're by doing this purpose they take away the professionalism on the software so it actually is going to be harder to maintain long because of this but the people were doing this as a way to maintain said with it it's a symptom of a broken culture upon partially some us so much of lived through this 1 and the next 1 compartmentalization get rise yeah the deviates over there we don't talk to me because the deviation recruits techniques that we use that told higher changing our oracle stuff and liberal PostgreSQL meanwhile they're doing that's throwing chairs around and we all all we really will visit pac hats you we he's you'll be better and more of your actually help the problem because we don't Borel trouble don't party have because we have enough of its compartmentalization and for example of that department of the bozos over there we don't know what they're going to have a similar problem will standardize the means the would actually offer help because again you have enough of the place departmentalization and the 3rd 1 the 4th 1 1 2 negativity because pain shared thing like I give a little example of that earlier when I got back reneging on laptops sat down my coworker share story of their own problems you see this kind of thing happens all the time in Nigeria izations in other areas as well but it's also leads to certain kinds of
humor and use tweets show kind of what I'm talking about the the fairly kind ones at all shares a certain and the that that relation further evidence but everything is on fire including me and OK you see certain things I mean this is very common there's a lot of Twitter out there for my policy kind of thing this is really cracked so this kind of action to but thing is it's not just the tags police
departments firefighters PR professionals animal-control officers all deal with the same kind of thing in some way it's dealing with humanity and all of its ill-advised its police officers you want to the firefighters use 1 on fire you professionals you cut off and the animal control officers who did what to the don't know the animal control officers some of the most humane people I know simple because the deal with such meeting cruelty and the basis but we get all 4 of these people together in their own groups and I hung out of all for various parts of my life how they bond amongst themselves extremely familiar to those of us who lived in IT based service organizations it's that sort of thing can shake of the IRA set but we're together I have similar shared experience not just you alone it's that sort of mutual support society that comes in and it's not always healthy especially in 90 uh of 1 of the ways to do that is to begin the stories that goes back to back to the seventies frankly various weird things that users do we swap stories scrub the names of restore laughing at this stupid it's not very healthy but again we can what's done so here we are at the ends and means how to get out of this because this is a circle of this is a circle wall and as I mentioned
before the markets changed in migration and what did it was offers a service 10 15 years ago traditional IT was likewise described earlier summoned up to the teller window and the compass offer and the bank checks environment harbor within after back out in order to actually figure out how much need of the right kind work with vendors install integrated in your or what systems and a whole bunch of other stuff these days it's far easier if someone comes up to the teller window and says I just get 30 thousand dollars for a service application I don't need any software I don't need any harbor purchase I just need to figure out how to put a single sign-on system 1 of and how to map the data flows and our systems In other words managing data flows at this point and trying to front end of a web service with a single service framework it's frankly and a lot and a lot of data manipulation that's code and it just making people think because if you can work on on code for the last 5 years writing scripts things in the database translations and writing scripts to do ETL processes and a bunch of other stuff and think you know I actually some this constant and we actually have some Jenkins things around here I helps some brother got developers work through some issues I I'm actually meeting it gets around and it's why we have to stay here what if they moved to what is sparse companies and have only 1 single products to maintain 1 not 125 1 product that I can focus fully on and they also the the the the the behind the this toxic cesspit of disrespect and things I can move off this wonderland of promise not dating my job and so it go out we job once we poster as it may we make sure mention all the debt the things we've done because we see the history rights to and go the interviews and you know have you spent any time in a sigh pathological birds and other managers in-person interviews you pass out of line colors and you get a new job yeah but
new job you're reading this test that we hate we know the using a while because the percentage job you have a nice fancy workstation and spend dare to spend a day so you could go workstation and you made your comment on the 1st day which is useful the you it teaches you how to commit process works in a given environment you're going to need to do and there's a whole lot of learning that has to happen because of organizations functions very differently what traditional IT IS but this was done intentionally I was leaving behind this and purposely embracing this new world and for the 1st few weeks it's all learning for for quiet and just picking things up increasing our comfort with their fellow co-workers and at some point it will have some little mention a fairly big change I think it's time to replace the red environment with a cocker cluster because really need know that the scalability of parts and this is when the problem starts because this is a developer proposing this this is someone who doesn't have the Auspex historically this has been in the circle of bozos around the island safety so this is what happens what will it do this we don't have I use a key thing because this type of proposal of can think of a like come up during spring planning meeting possibly during standard and local culture of what particular companies but if you look at how these these particular organizations work and these particular meetings work it's a lot more free flow of what you think about it we should do this or not and it's very bad for it's for a collaborative very dynamic hear somebody saying wait stop stop stop stop we can't do this it's not a meaningful and there's a couple ways to do this 1 and the healthy way to do that 1 is actually challenges OK so this from your reasons what challenges are you same OK OK can make user stories about that work with the person proposal you can be park together a list and Provost flesh out the story so can appropriately sized particular epoch because he knows it's going to be in effect and we go that's how it's supposed to have all too often when someone says no that flatly what happens is used people scare the person adjusted very strange thing the quietly and the scrum master however says OK looks like we're not ready for that now that's you need talk after meeting OK well what about Europe and then quietly dropped the mall after the meaning we talk we start building things and needs to work out the issues that are the operations problems that probably cause a new person from throw monkey things and come next spring meeting your script when and it's still on the agenda of the person who got cut out is going to go OK vertices the 1 I had and will act genus Mr. shut up now this is the challenging part of managing Agile taking the sum of 1 of these digital immigrants because someone said no so forcefully in finding some shots up doesn't input and process at all that's actually a bad signal negative signals like that are hard to interpret so pay attention and the way you deal with this 1 is to actually sit down and OK I see you had some big problems with this we initially proposed it but I haven't heard anything from sets will come out of the Oceana and you're going to get there in a given it told because these are people who were not used to being asked their opinion and when they do that typically do it for voluminously because is building up for what the whole thing here's a start training these people and that you can contribute you don't have to wait that answer from the verbal nobles and you can actually say you know I think is not I don't think we have a fully fleshed out and the ultimate goal is insulin rings of a big problem like this the big task but this this exists in a lot of operation side effects that I'm happy to work to flesh out as user stories and actually volunteered that at the front said having having falling out of 5 from master whoever's the meeting but we have to get to that point and you can take a couple of years to get this sort of the history of trauma behind them and actually get them comfortable the way social and working adults you can happen and bonding the negativity of this wanted actually happened before the big problem this is when someone has been in the sights organization was completely is functional type stuff tries to make friends with the fellow co-workers the everybody loves a good news to be story I have lots and starts diagonal the users it's bad managers and on the other hand off and into there's 1 because I'm the misappropriation the misconception that that's how he's like hours worked that's not how we enlarge product group I get to meet the product manager who likes that sort of combativeness between each development groups and especially with well with a negative attitude toward users no you don't want that to trying to build its optimistic and focused so yes we're trying to support the users this is added to the trying to focus and you really do need to check that signpost your office culture this certain negativity is not acceptable and I say even you offered investors because I grew up in Minnesota on the way this sort of problem is can we sort of quietly not instead of that person and a small Sloman son and you walk away and never actually talking in me and even notice that we have especially after coming from another part of the country where natural language is it really understood but this is something that if you're not comfortable with conflict this is 1 of those things we really need to actually get up to it stop there it's not acceptable this is the thing that you may actually have to figure out to real assholes they're coming in through the hiring pipeline because a true when you check among that rather fire returned fire with further hostility and double down that's a tyrosyl buyer that person there are so but the adapted axles the ones who figured out this is how you talk about workplace but fundaments there's place people will start dialing down start adapting to the environment not find themselves because you give them our church on the job of on the leash on job saying hi to keep doing this might have this job anymore the if they respond to that particular in in input yes some so and the next thing on talk about here is my summary slide that I put so that 3 3 things you wanna do and this is the 1 slide i wanna take a screenshot of disability was due because there's 3 things to do when you're dealing with these digital libraries and the first one is to redirect them you wanna turn that reflected 92 the option to provide feedback what this does is it teaches that they can provide feedback safely without having his excessive verbal noble and is combining all the other people in the room and the 2nd thing is to make sure that you really engage them because these are people who are especially for the lawn us person adapting the artist of working by themselves and you may take repeated attempts to bring back over and communicating and integration and may acquire having to explicitly pair them with the developer like that Kafka thing I was talking about earlier work and you got it stops person you the developer proposes sit down together for a week or whatever and work together some of the issues of what this deployment look like and start getting an integrated and services being offered a service and by themselves and you teaching and is the very person they're not a service theory person this can be amazingly hard pruned out of some kids it took a while for me and then of course from negativity because i t people can be cynical bastards and it's always they're happy cynical and sometimes the purple negative kind need a very clearly sigh because that's not acceptable check that shit Friday assholes don't adapt and that's that's time we need to
come to questions so if you have any questions about office culture not I can't start going on about the Google study so the problems you had an escrow means that anyone else and social article by son and that no 1 thing and you want to talk about here the fight with the guest OS answer so there was a slight this morning the effect make it do to think all right that yeah to also you hear this was a slide it
came up this morning that from
Katherine Daniels at keynote she gave it to use life cycle and now this 1 slide again this is delivered this morning by someone who was not me was part of a larger discussion about affected arts culture and I want to to look at this in specifically because the Google study that I mentioned earlier it went through a lot of iterations before they finally figured out what's going on in the 1st try was to like engineers drill down to the very bottom essence what it is to be infected scene what is the 1 thing that they all have to figure out what it is imposed from about the non-effective teams and make them effective teams and they could find there is no tool there is no past 1 process that will do that but they found ultimately is that their tools and processes that are conducive to maybe fostering this environment in most cases which is not the case which is not the absolutist thing they're looking for but they had to they had to go up a couple of levels on the stack out of the tools and processes layer in the people there because people were delightfully analog very analog factor tend to stick to teach them as did you use circuit slide pockets yeah what ended up being psychological safety so with the thing that actually things work and for some some groups is very much is the people sitting at table for an idea is that each of were being the shredders they come across in this the robust exchange of ideas that can be completely features which turned on everybody at that table is perfectly happy that sort of thing in the very effective until someone you have to come in integrated in which case it may not work so well because they don't do well being investigated by the co-workers but you know sometimes it works and other groups such as this so they start about that sort of robust exchange of ideas is the people staring sometimes I think maybe you should do that there's 3 4 seconds of silence someone says how about if the use of things that and slowly and carefully you work through this problem is because of the communication styles different regions that were so when you're looking at here agile LDL teams the planning meetings these standards be aware its you're looking for psychological safety and the problems that I've identified are very much ways to help ease some went into the suffer engineering type optimistic on scrub off the cynicism release for President helpful ways and actually helped contribute you're not you're not a service you're person please talk to us we like here for you you have good ideas the it present this will I get that's the case and meaning of the state so I guess you get to go to break early we get this next best thank you and we know that the the you know if you know want
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Metadaten

Formale Metadaten

Titel Reduce Small-Team Culture Shock with Agile
Serientitel RailsConf 2016
Teil 56
Anzahl der Teile 89
Autor Riedesel, Jamie
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DOI 10.5446/31552
Herausgeber Confreaks, LLC
Erscheinungsjahr 2016
Sprache Englisch

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Abstract Ever hire someone from a traditional IT organization who seemed like a great person, only to have them end up a sucking pit of negativity that had to be fired? Traditional IT can be an incredibly hostile environment, leading to survival strategies that aren’t always compatible with small agile-based teams. In this session, I will show how these survival strategies came to be, and ways to deprogram them to reduce your recruiting churn. Better yet, the tools to do so are already in agile.

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