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

Transcript

1. How to Overcome Inbreeding A guide on how to set the bar for high standard teams across your company
2. Story Time...
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...
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
31. 4 Hacks
32. Hack #1
33. Hack #1 - Code Review
34. Hack #1 - Cross team Code Review
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
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
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