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Managing Change

Managing Change

At DrupalCamp Toronto 2014 I talked to you about Change Management, and asked you to look inside yourselves to see why you should stick around for Drupal 8. At DrupalCon Austin I gave a variation on this talk as a core conversation. (I used the "F" word.) You can review the decks I gave for these presentations if you're interested. Now it's 2015 and you're (still) here. Yay!

In this session, Managing Change, you'll learn the steps needed to support a team through their first (Drupal 8) development project; however, the lessons can be applied to any team who is developing outside of their comfort zone.

Specifically, we'll talk about how to:

Structure an Agile schedule to ensure the best possible relationships between developers and stakeholders, through radical transparency and by breaking down a project into achievable components.
Mitigate the learning curve of a new platform by building on existing best practices, and limiting the avalanche of new information through just-in-time learning.
Keep each person on the team motivated and in the zone by customising how you engage, and by addressing--head-on--the anxiety which comes from building software when it feels like all your tools have changed.
The lessons are based on my own real-life experiences overseeing teams as a technical project manager with developers who were working with new technologies. From this session, you'll get practical take-aways as well as food for thought on how to succeed at one of the most difficult parts of software development: the people.

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Emma Jane Hogbin Westby

June 27, 2015
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Transcript

  1. MANAGING CHANGE @emmajanehw www.gitforteams.com

  2. AGENDA • Orientation of “change management” • Scoping out the

    challenge you’re facing • Frameworks for dealing with change • Tips / tricks for specific problems
  3. Change management is
 an approach to transitioning
 individuals, teams, and

    organisations
 to a desired future state.
  4. WHISK(E)Y NOT REQUIRED

  5. CURRENT CHALLENGES? Let’s talk about ‘em.

  6. Simon Sinek "Average companies give their people something to work

    on. 
 “In contrast, the most innovative organisations give their people something to work toward."
  7. OVERCOME RESISTANCE; FUEL MOTIVATION. But, why?

  8. Simon Sinek “People who come to work with a clear

    sense of WHY are less prone to giving up after a few failures because they understand the higher cause.”
  9. FRAMEWORKS

  10. Urgency Assemble Enlist Vision Enable Generate Wins Sustain Corp. Culture

    8-STEP PROCESS FOR LEADING CHANGE http://www.kotterinternational.com/the-8-step-process-for-leading-change/
  11. Urgency Assemble Enlist Vision Enable Generate Wins Sustain Corp. Culture

    8-STEP PROCESS FOR LEADING CHANGE http://www.kotterinternational.com/the-8-step-process-for-leading-change/
  12. ENSURING SUCCESS

  13. KUBLER-ROSS'S FIVE STAGES OF GRIEF Denial Anger Bargaining Depression Acceptance

  14. TIPS & TRICKS

  15. STRUCTURE AN AGILE SCHEDULE

  16. STRUCTURE AN AGILE SCHEDULE Train for a marathon: Work in

    sprints which are increasingly difficult with a break week.
  17. STRUCTURE AN AGILE SCHEDULE Train for a marathon: Work in

    sprints which are increasingly difficult with a break week.
  18. Difficulty of Task (amount of new knowledge required) easier tasks

    Time easier tasks taper as you get ready for initial release INCORPORATING LEARNING INTO SPRINT PLANNING
  19. Difficulty of Task (amount of new knowledge required) easier tasks

    Time easier tasks taper as you get ready for initial release INCORPORATING LEARNING INTO SPRINT PLANNING
  20. MITIGATE THE LEARNING CURVE

  21. MITIGATE THE LEARNING CURVE • Plan and review. • Allow

    fluid scheduling. • Share learning often.
  22. MOTIVATE

  23. MOTIVATE • Ask the developers what motivates them. • Celebrate

    wins. • Have high standards
 which allow for creative solutions.
  24. MASSIVE CHANGE DOESN’T HAPPEN BY MAGIC.
 IT HAPPENS BY MANAGEMENT.

  25. RESOURCES http://gitforteams.com/resources/ change-management.html