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Rainmakers, that is what we need! Don't we? Devops Days Tel Aviv

Devops days Tel Aviv - Rainmakers is what we need

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Presentation about individuals, anxieties and teams. Do you make a difference? How real life experiences meet Harvard and hip startups.

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Page 1: Devops days Tel Aviv - Rainmakers is what we need

Rainmakers, that is what we need! Don't we?

Devops Days Tel Aviv

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Who Am I?

» Arjan Eriks » Twitter: @drozert / Github: drozer

» Wanted to be a jet fighter pilot when I grew up» Worked for KLM Royal Dutch Airlines» Works for Schuberg Philis, Amsterdam, Netherlands» Married, 3 kids» Trying to be a long distance swimmer» Organizer DevopsDays Amsterdam / Meetups / Cloudstack Collab Conf

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We

believe 100% can make a

difference

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Our definition of business critical applications

Generic applications– Limited impact on core business– Standardization on a large scale– Cost vs. (user) acceptance– Escalation based decision making

Critical applications– High impact on core business

or society– Integration of specialties– Cost vs. business risk– Real time decision making

Generic applications

Critical applications

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we build dedicated

customerteams

with full context and responsibility

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No hierarchy?

Means different decision makingProcesses! - The consent model

Means teams have right mix of technical and non technical skills

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How do we value our people?

SINNERS

SLOTHS

RAINMAKERS

STARS

SAINTS

STALWARTS

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the Rainmaker?

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High achieving professionals / Stars

»10 times more effective than B players / stalwarts»Hyper responsible, Hyper self critical»They expect perfection from peers (in silence) and

themselves»No perfection = frustration

»We judge others by their actions and ourselves by our intentions

»Constant feedback (positive) is needed to address uncertainty

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A rainmaker makes the difference when needed - examples

»Building a cloud at Schuberg Philis»Saving a Telco project that is about to collapse» Implementation of Chef»The road towards SDN

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So why am I embarrassed that I actually said that?

Customer

Continues Performance Benchmark

Any application

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How does the rainmaker value the rainmaker?

»The big three Anxieties– The lack of purpose and direction• What's it all about?

– Isolation, abandonment, being disconnected• Why do I keep myself voting off the island?

– Significance, do I matter?• Does anybody care about me?

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What if you are about to become the sinner, the brilliant jerk?

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Social acceptance of the individual by the team

» If the team acceptance is low, » the anxieties grow bigger (isolation, significance) »And the exceptional talent of the “STAR” performer » turns into “SINNER”

»Sinners can only survive is the impact on the team is low and the team accepts the sinner, otherwise he must be removed.

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What can the high achiever do to overcome these anxieties?

1. Stop to reflect alone (with self awareness), 2. Put it behind you 3. Create a mid term /long term goal 4. Seek support with honest mentors5. Do not blink 6. If it is hard do it often

Say yes to adventure and no to folly / nonsense

Anxiety Vulnerability

Courage

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What did we do @ Schuberg Philis?

»Recruit above average or young talent»Amazing recoveries or adequate severance»Peer review more important than appraisal stacking»Organization / Not more procedures / Adjust team

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Recruitment

»Hire future stars– Experienced people will slow down when they join

»Hire young talent– Not experienced but they will be– They do not need to break bad corporate / enterprise habits

»A players hire A players, B players hire C players. So A engineers recruit BASTA

»Mentoring is of utmost importance

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Amazing recoveries or Severance

»High Achievers vote themselves of the island, so»Round tables with peers if they are sinner/saint or sloth»Frequent talks about self esteem, direct feedback, not

only the task (not important), but how it is perceived by the customer / team / etc.

»When this does not work, decide mutually that we have different futures

»The team will feel relieved and make more progress

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Peer review cycle

»Peer review should be there always. We are formalizing it a bit to make it actually happen.

»Everyone picks their own peers. The last bit of hierarchy picks another one to ensure 360

»Trust people that they want to go the shortest route from A to B in their perception. Talk about the value of B.

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Organization

» Just enough structure to keep overview (Kanban / Scrum)

»We do not implement more rules, we implement more responsibility and accountability

»Again we spent a lot of time on “the road ahead”. We even organized a summit for this.

»We share values, and we live by example»Move people around teams to adjust and create the

correct mix

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More info

» Flying without a net – Thomas J. Delong» Ranking the stars – Bob Eccles» Difficult conversations, how to discuss what matters most –

Douglas Stone, Bruce Patton, Sheila Heen, Roger Fisher» Lets hear it for the B players – DeLong Vineeta Vijayaraghavan» Netflix preso on Culture (http://www.slideshare.net/reed2001/culture-1798664)

» Joyent preso on Leadership (http://www.slideshare.net/bcantrill/surge2013)

» Valve – Handbook for new employees» The Rare Find, spotting exceptional talent before anyone else –

G. Anders

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QUESTIONS? And shameless add

http://www.cloudstackcollab.org / [email protected] / @CloudStack #CloudStack

CloudStack Collaboration Conference EU20-21-22 November 2013 Beurs van Berlage, Amsterdam

(oh and Yes we (f|h)ire!)