How to overcome Inbreeding

How to overcome Inbreeding

You have great teams. They have a great internal culture and their own development quirks that a stranger will never understand.
At first this is great, because you are moving fast. Later on, though, you find that you have created subcultures within your organization and it’s harder to transfer ownership and people around, which hurts their growth. You have actually created an environment of inbreeding.
Don’t worry, there is another way.
In this talk, you will learn how to avoid this situation by spreading the knowledge between your teams.

Presented at Agile Israel 2017 Conference, Tuesday, June 20, 2017, 11:00

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Shani Raba

June 21, 2017
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Transcript

  1. How to Overcome Inbreeding A guide on how to set

    the bar for high standard teams across your company
  2. Story Time...

  3. None
  4. Huge Potential $$$

  5. Best People, Crafted a TEAM

  6. Same Standards Sharing Pizzas at Nights Owners Collaboration Same Values

    Accountables Inter-Disciplinary Team Results Oriented Code-Reviews TDD Committed Unique DNA
  7. “Family”... some will say

  8. But, OTHER People looked different at us

  9. Delivered Great Success

  10. Another aggressive milestone more people joining

  11. Hard to onboard

  12. One Year Later

  13. People grow, Changing Positions

  14. Harder to join other teams

  15. Basically, we were family but...

  16. None
  17. None
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  19. None
  20. VP R&D @ SEARS ISRAEL Shani Raba @rabashani

  21. Inbreeding אפור וניא גיצמה *

  22. What is inbreeding? אפור וניא גיצמה *

  23. Why should I care?

  24. Having closely related parents team members, means that you have

    less diversity, or variety, in your DNA which can weaken your immune system
  25. We are not talking about Diversity on Recruiting We assume

    company culture exists
  26. No Changes Frequent Changes Strong teams Can’t build a team

    Team Building & Velocity
  27. No Changes Frequent Changes Strong teams Can’t build a team

    Team Building & Velocity Bad \ Mediocre teams
  28. None
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  31. 4 Hacks

  32. Hack #1

  33. Hack #1 - Code Review

  34. Hack #1 - Cross team Code Review

  35. None
  36. Hack #2

  37. Hack #2 - Engineering Rotations

  38. Mapping People to Opportunities

  39. The obvious is to keep them on the team

  40. Company Employee

  41. Company Employee

  42. Better “lose” a person to another team, rather than losing

    him to your competitor
  43. Hack #3

  44. Hack #3 - Bar Raisers

  45. Identify Strong People

  46. Why Them? Why Now? Set clear expectations & goals Hack

    #3 - Bar Raisers
  47. Take them out...

  48. Company Employee

  49. Company Employee

  50. But…What about their original team?

  51. Bonus! Shared Infrastructure

  52. Hack #4

  53. None
  54. Hack #4 - Get Out Of The Building

  55. Meet Other Managers

  56. Rands Slack Channel http://randsinrepose.com/welcome-to-rands-leadership-slack/

  57. Inter-Companies

  58. Inter-Companies

  59. None
  60. Hack #5 Get Uncomfortable #GetOutOfTheBuilding

  61. #1 Keep Your Knowledge Moving #2 Keep Your People Moving

    #3 Identify the Local Max and Expose it #4 Find the Right Challenge for the right person #5 Get Out of the Building #SetTheBarHigh
  62. VP R&D @ SEARS ISRAEL Shani Raba @rabashani