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.

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