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Embracing Change or Bracing for Change
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Emily Webber
August 18, 2016
Business
4
200
Embracing Change or Bracing for Change
Presented at Turing Festival on 18th Aug 2016
Emily Webber
August 18, 2016
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Transcript
Embracing Change or Bracing for Change Fostering a Culture
of Continuous Improvement in Product Teams Emily Webber / @ewebber emilywebber.co.uk / tacitlondon.com
Hello. I’m Emily @EWEBBER
Write down: What is the vision for your team if
everything was as good as it could be @EWEBBER
@EWEBBER Ideas Code Data MEASURE LEARN BUILD The Lean startup
@EWEBBER The Scientific method Ask a question Do background
research Construct a hypothesis Test your hypothesis Analyse data and draw conclusions
Because I think [this] is true I think that doing
[this] will mean [this will happen] And I will know [like this] @EWEBBER
Why aren’t your team already embracing change? @EWEBBER
Photo from musictour.eu @EWEBBER
Photo from musictour.eu @EWEBBER “This is just how we do
things around here”
Five reasons people resist change @EWEBBER
Photo by Jethro Taylor @EWEBBER “Uncertainty can cause more stress
than inevitable pain” www.ucl.ac.uk/news/news-articles/0316/290316-uncertainty-stress
Photo by Jethro Taylor @EWEBBER Get into the habit
of changing
Photo by Jake Edwards @EWEBBER Change means learning new
skills
Photo by Jake Edwards @EWEBBER Be willing to support people
learning new skills
Photo by Aaron Silvers @EWEBBER A condition in which a
person suffers from a sense of powerlessness, arising from a traumatic event or persistent failure to succeed. Learned helplessness
Photo by Aaron Silvers @EWEBBER Create a safe to fail
environment
@EWEBBER It could mean throwing away their hard work
@EWEBBER Build on what already exists
Photo by Nancy Kamergorodsky @EWEBBER They don’t understand the reason
for change
Photo by Nancy Kamergorodsky @EWEBBER Have a vision for the
future state
Evolution vs revolution @EWEBBER
@EWEBBER Satir Change Curve /stevenmsmith.com/ar-satir-change-model/
AVOID CHAOS (unless you need a revolution) @EWEBBER
@EWEBBER Kaizen
@EWEBBER Understand the direction of challenge Grasp the current condition
Establish the next target condition Experiment towards the target condition Planning phase Executing phase Improvement Kata
Because I think [this] is true I think that doing
[this] will mean [this will happen] And I will know [like this] @EWEBBER
Photo by Elaine with Grey Cats @EWEBBER
Telling @EWEBBER
@EWEBBER https://www.youtube.com/watch?v=9ACi-D5DI6A
@EWEBBER https://www.youtube.com/watch?v=9ACi-D5DI6A
@EWEBBER https://www.youtube.com/watch?v=9ACi-D5DI6A
@EWEBBER https://www.youtube.com/watch?v=9ACi-D5DI6A
Questioning @EWEBBER
@EWEBBER https://www.youtube.com/watch?v=9ACi-D5DI6A
@EWEBBER https://www.youtube.com/watch?v=9ACi-D5DI6A
@EWEBBER https://www.youtube.com/watch?v=9ACi-D5DI6A
@EWEBBER https://www.youtube.com/watch?v=9ACi-D5DI6A
@EWEBBER https://www.youtube.com/watch?v=9ACi-D5DI6A
Identifying what to change @EWEBBER
On a regular basis the team get together to reflect
on how they work together and find ways to improve The Agile Retrospective @EWEBBER
@EWEBBER Have you been part of a retrospective? within the
last 6 months within the last 3 months within the last month within the last 2 weeks
Photo by J Marks Dodds The 30 second retrospective @EWEBBER
@EWEBBER 1. What is the next improvement for your team?
2. What one change can you make towards it? 3. How will you know it’s worked?
@EWEBBER 1. What is the next improvement for your team?
2. What one change can you make towards it? 3. How will you know it’s worked?
@EWEBBER Lots of ideas at retrospectivewiki.org
Some other techniques @EWEBBER
• map out your pain points • review your blockers
• #retro slack channel • one to ones • five whys @EWEBBER
Remember… @EWEBBER
Change is hard @EWEBBER
Understand what direction you are heading in @EWEBBER
Use experimentation and the scientific method @EWEBBER
Make small changes @EWEBBER
Get into the habit of experimenting @EWEBBER
Embrace change, don’t brace for change @EWEBBER
Thank you. Emily Webber @ewebber emilywebber.co.uk / tacitlondon.com