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Who is the one? - A story about shared responsibility and decision making

Stefan Rudnitzki
September 21, 2017

Who is the one? - A story about shared responsibility and decision making

For more than 8 years teams at Europace were working with agile methods like scrum and kanban as our development processes of choice. Within these years we learned a lot and evolved an understanding and mindset of "agile".

In 2015 we started looking for the next steps in agile. Therefore we adapted aspects of Holacracy and began to do experiments. The experiences we made were challenged by our understanding of a vision of self-organization. As a result we started an ongoing iterative integration of the insights of the experiences.

This talk shares the insights, experiences and failures we encountered so far. This talks aims to start an exchange of knowledge between everybody that has made similar experiences or experiments. Therefore this talk contains practical examples how responsibility and decision making were re-thought. Not only in a technical way like architecture, tools and prioritisation but also when it comes to recruiting, employer branding and salary.

German version: https://speakerdeck.com/strud/who-is-the-one-deutsch

Stefan Rudnitzki

September 21, 2017
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Transcript

  1. WHO IS THE ONE?
    STEFAN RUDNITZKI

    @STEFZKI

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  2. Photo by Jordan Whitfield on Unsplash

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  3. Photo by Jordan Whitfield on Unsplash
    SERIOUSLY?

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  4. Photo by Ian Schneider on Unsplash

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  5. ME
    ▸ co-organizer MongoDB usergroup Berlin @mugberlin

    ▸ co-organizer Async Cat Herding Berlin @achneeberlin

    ▸ co-founder of FOSS Backstage 2018 @fossbckstg

    ▸ lead developer at Europace (B2B2C platform, mortgage, loans)

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  6. ME
    ▸ co-organizer MongoDB usergroup Berlin @mugberlin

    ▸ co-organizer Async Cat Herding Berlin @achneeberlin

    ▸ co-founder of FOSS Backstage 2018 @fossbckstg

    ▸ lead developer at Europace (B2B2C platform, mortgage, loans)
    deprecated

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  7. EUROPACE - 3YRS AGO
    ▸ hierarchies

    ▸ steering boards

    ▸ executive managers

    ▸ roles like head-architects
    Photo by Annie Spratt on Unsplash

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  8. EUROPACE - 3YRS AGO
    ▸ salaries
    Photo by LoboStudio Hamburg on Unsplash

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  9. EUROPACE - TODAY
    ▸ 4 units

    ▸ holacracy, sociocracy, teal

    ▸ custom flavors of self-organization
    Photo by Sharon Pittaway on Unsplash

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  10. EUROPACE - TODAY
    responsibility
    decisions

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  11. EUROPACE - CIRCLES
    ▸ people that feel responsible for
    something

    ▸ people that feel the outcome

    ▸ circle decides

    ▸ accountability

    ▸ consent vs consensus
    Photo by Nik MacMillan on Unsplash

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  12. EUROPACE - CIRCLES
    ▸ focus on organization topics

    ▸ pendulum swings back

    ▸ lead link
    Photo by Andrew Neel on Unsplash

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  13. GROWTH & RECRUITING
    ▸ first: „naive“ approach
    Photo by Aaron Burden on Unsplash

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  14. GROWTH & RECRUITING
    ▸ recruiting can be challenging

    ▸ get support by good hr people and
    learn

    ▸ integration of the team helps a lot
    Photo by Marcus Neto on Unsplash

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  15. TWO SIDES OF RESPONSIBILITY
    ▸ I can decide!
    Photo by Brooke Lark on Unsplash

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  16. TWO SIDES OF RESPONSIBILITY
    ▸ Who is accountable?

    ▸ What about „uncomfortable“
    decisions?

    ▸ Who has the skills?
    Photo by Leky Ybanez on Unsplash

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  17. GROUP DYNAMICS
    ▸ Is the whole team accountable for
    its decisions?

    ▸ one observes sth. vs. many don’t

    ▸ Who decides when everybody is
    affected?

    ▸ Most/all need to decide!

    ▸ observed fallback: consensus
    Photo by Samuel Zeller on Unsplash

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  18. FEEDBACK
    ▸ feedback rules

    ▸ strengthen strengths

    ▸ peer feedbacks

    ▸ 360° feedbacks

    ▸ „gossiping in the presence of the
    person concerned“
    Photo by Lesly B. Juarez on Unsplash

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  19. THAT WAS THE TEAM
    STUFF - HOW DO YOU
    „MANAGE“ PRECISELY?

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  20. DECISIONS
    ▸ circles

    ▸ hierarchy of circles

    ▸ Integrative Decision Making

    ▸ Consent Decision Making
    Photo by Pablo Garcia Saldaña on Unsplash

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  21. LEADERSHIP FACETS
    ▸ disciplinary leadership

    ▸ confidant

    ▸ coaching

    ▸ technical and functional leadership
    Photo by Patrick Tomasso on Unsplash

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  22. DISCIPLINARY LEADERSHIP
    ▸ circle

    ▸ focuses on contract topics

    ▸ you choose a person you trust

    ▸ consent of the team (salary
    transparency)

    ▸ your representative in the circle

    ▸ can change
    Photo by Fabian Blank on Unsplash

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  23. DISCIPLINARY LEADERSHIP
    ▸ circle

    ▸ focuses on contract topics

    ▸ you choose a person you trust

    ▸ consent of the team (salary
    transparency)

    ▸ your representative in the circle

    ▸ can change
    Photo by Nathan Dumlao on Unsplash

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  24. DISCIPLINARY LEADERSHIP - PRINCIPLES
    1. fair to the inside

    2. fair to the outside

    3. disclosable at any time

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  25. CONFIDANT
    ▸ circle

    ▸ focuses on the people

    ▸ you choose at least one person you
    trust

    ▸ bilateral agreement

    ▸ can change
    Photo by Mitchel Lensink on Unsplash

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  26. CONFIDANT - MISSION
    1. take care

    2. listen

    3. feedback

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  27. COACHING
    ▸ based on demand

    ▸ personality development

    ▸ external
    Photo by Jamie Street on Unsplash

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  28. TECHNICAL AND FUNCTIONAL LEADERSHIP
    ▸ everybody in the team

    ▸ pitch your ideas

    ▸ get challenged and improve

    ▸ do it
    Photo by Kristopher Roller on Unsplash

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  29. WHAT IS THE MOST
    VALUABLE LEARNING?

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  30. Photo by Jonathan Simcoe on Unsplash

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  31. LOTS OF THEM!
    Photo by Jonathan Simcoe on Unsplash

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  32. AND LISTEN!
    LOTS OF THEM!
    Photo by Jonathan Simcoe on Unsplash

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  33. WHAT IS THE
    GREATEST ISSUE YOU
    ENCOUNTERED?

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  34. The Oatmeal - Believe
    http://theoatmeal.com/comics/believe

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  35. http://theoatmeal.com/comics/believe

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  36. http://theoatmeal.com/comics/believe

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  37. http://theoatmeal.com/comics/believe
    IMPOSTER
    SYNDROME
    CORE BELIEFS
    DESIRE FOR THE
    PAST
    BACKFIRE EFFECT

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  38. http://theoatmeal.com/comics/believe
    ASSUMPTIONS
    IMPOSTER
    SYNDROME
    CORE BELIEFS
    DESIRE FOR THE
    PAST
    IMPLICIT
    EXPECTATIONS
    EXPLICIT
    EXPECTATIONS
    BACKFIRE EFFECT

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  39. http://theoatmeal.com/comics/believe
    ASSUMPTIONS
    IMPOSTER
    SYNDROME
    CORE BELIEFS
    DESIRE FOR THE
    PAST
    IMPLICIT
    EXPECTATIONS
    EXPLICIT
    EXPECTATIONS
    TEAM CULTURE
    ORGANIZATION
    CULTURE THEORY X-Y
    BACKFIRE EFFECT
    SYSTEMIC
    STRUCTURE

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  40. TRUST
    TAKEAWAY

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  41. TRANSPARENCY
    TAKEAWAY

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  42. EXPECT MISTAKES,
    FOCUS ON INSPECT
    AND ADAPT
    TAKEAWAY

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  43. CLEAR VISION AND
    MISSION OF SELF-
    ORGANIZATION
    TAKEAWAY

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  44. ASK FOR SUPPORT
    IF YOU STRUGGLE
    TAKEAWAY

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  45. WHY SHOULD YOU
    DO IT?
    TAKEAWAY

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  46. FOCUSES ON THE
    PEOPLE
    TAKEAWAY

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  47. TAKEAWAY
    Who is the one?
    Photo by Daria Nepriakhina on Unsplash

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  48. TAKEAWAY
    This is a story about four people named Everybody,
    Somebody, Anybody, and Nobody.

    There was an important job to be done and
    Everybody was asked to do it. Everybody was sure
    Somebody would do it. Anybody could have done it,
    but Nobody did it. Somebody got angry about that,
    because it was Everybody's job. Everybody thought
    Anybody could do it but Nobody realized that
    Everybody wouldn't do it.

    It ended up that Everybody blamed Somebody when
    Nobody did what Anybody could have done.
    http://www.columbia.edu/~sss31/rainbow/whose.job

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  49. QUESTIONS?

    @STEFZKI
    Photo by Emily Morter on Unsplash
    further information
    http://tech.europace.de/soziokratie-zur-staerkung-der-selbstorganisation-und-autonomie-ein-erfahrungsbericht/
    http://www.self-managementinstitute.org/misperceptions-of-self-management
    Reinventing Organization - Frederic Laloux (http://www.reinventingorganizations.com)
    Organisation für Komplexität: Wie Arbeit wieder lebendig wird - und Höchstleistung entsteht - Niels Pfläging
    The Impostor Syndrome - Gitte Klitgaard (https://www.youtube.com/watch?v=vLpqq0ljawE)

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