This talk outlines a number of the lessons and principals I have learned in my 5 years with Sauce Labs and experiencing its growth and success from a development and management perspective.
The Agile Shape-up method for collaborative developments in international con...Daniele Bailo
The presentation shows an innovative Agile approach to enabling software development collaborations in international, distributed teams. Optimal for collaboration in EU projects and other international teams
A proposed framework for Agile Roadmap Design and MaintenanceJérôme Kehrli
Maintaining a relevant and meaningful roadmap while adopting a state of the art Agile methodology is challenging and somewhat antonymous.
This presentation proposes a framework for designing and maintaining an Agile Roadmap.
So the purpose of product discovery is to make sure we have some evidence that when we ask the engineers to build production-quality software, it won’t be a wasted effort.
The research is clear: happy workers are more productive workers. Managing for Happiness is about concrete management advice for all workers. Practical things that people can do next Monday morning in order to make the organization a happier place to work, with people who run experiments and drive innovation. In this session, you will see how to manage the system, not the people. This is not only relevant for managers, but for everyone who is concerned about the organization.
http://managehappy.com
The Agile Shape-up method for collaborative developments in international con...Daniele Bailo
The presentation shows an innovative Agile approach to enabling software development collaborations in international, distributed teams. Optimal for collaboration in EU projects and other international teams
A proposed framework for Agile Roadmap Design and MaintenanceJérôme Kehrli
Maintaining a relevant and meaningful roadmap while adopting a state of the art Agile methodology is challenging and somewhat antonymous.
This presentation proposes a framework for designing and maintaining an Agile Roadmap.
So the purpose of product discovery is to make sure we have some evidence that when we ask the engineers to build production-quality software, it won’t be a wasted effort.
The research is clear: happy workers are more productive workers. Managing for Happiness is about concrete management advice for all workers. Practical things that people can do next Monday morning in order to make the organization a happier place to work, with people who run experiments and drive innovation. In this session, you will see how to manage the system, not the people. This is not only relevant for managers, but for everyone who is concerned about the organization.
http://managehappy.com
Lean Inception: how to align people and build the right productPaulo Caroli
Lean inception is the effective combination of Design Thinking and Lean StartUp to decide the Minimum Viable Product (MVP). It is a collaborative workshop that will help a group of people — typically an agile team, a squad, or a product team -- understand, align and plan the building of the lean product.
Scrum 101 Learning Objectives:
1. Waterfall project methodology basics - what is waterfall and where did it come from?
2. Agile umbrella practices and frameworks - what is agile? what isn't agile? Where does Scrum fit in?
3. Scrum empirical theory - emperical vs. theoretical
4. Parts of the Scrum framework - roles, events / ceremonies, artifacts and rules
5. Features of cultures that use Scrum
Recorded Webinar: http://bit.ly/1HiVyla
Subscribe: http://www.ksmartin.com/subscribe
Organizational culture – everybody talks about it, few understand its underlying mechanisms and even fewer know how to truly establish the culture they need to succeed.
A structure that enforces discipline can help you develop necessary habits, but that won't be enough to achieve breakthrough performances and ensure long-term success. That requires establishing an atmosphere where people wholeheartedly engage in their work and are enthusiastic about continuously improving it. This is where culture comes in. Culture is the abstract root cause for why teams with the same training, following the same routine and using the same tools, can produce completely different results.
In this webinar, you'll get a completely new perspective of what organizational culture is and learn how to establish a culture where your entire organization continuously and methodically improves!
Joakim Ahlström is an internationally recognized expert on establishing continuous improvement cultures and helping organizations achieve excellence in all fronts. Based in Stockholm, Sweden, he’s the author of How to Succeed with Continuous Improvement and the Head of Consulting at C2 Management. Ahlström has helped global companies such as Coca-Cola, Volvo, Ericsson and IKEA achieve long-term improvement in performance by supporting the development of a high-performance continuous improvement culture.
To learn more about Joakim's book and possibly read it in advance of the webinar, please visit http://amzn.to/1djhPF3 or http://www.succeedwithci.com/.
Connect with Joakim on Twitter: @JoakimAhlstrom and @SucceedWithCI and on LInkedIn: https://www.linkedin.com/in/joakimahlstrom
Agile 2013 - Lean Change for Enabling Agile TransformationsAlexis Hui
Experience report summarizing our experiences with agile transformation in mid-large sized IT organizations and challenges we faced with current methods available. As a result, we saw a need for a better change approach to help us and others in the agile community with agile transformations. Borrowing thinking and tools from Lean Startup, Kanban and Kotter we have defined a structured framework known as Lean Change. The premise behind our thinking is that successful agile transformation requires learning and feedback as the keys for success. Lean Change is founded on three concepts, co-creation of changes through negotiated change, experiment based objectives using minimum viable changes, and validated learning to guide changes through a structured validation lifecycle.
The career path of software engineers and how to navigate itNikolay Stoitsev
During the talk, we explore the career path of a software engineer, what are the expectations at each level and how to acquire new skills to move between levels. We go over a way to decide on switching to management or staying on the individual contributor track. And we explore three strategies for continuous improvements.
How do you extend a product vision statement such that it remains aspirational but is specific enough to clarify intention and make difficult decisions easy? Enter "Design Tenets"
Beyond Engineering: The Future of Platforms @ CraftConf, May 2023Manuel Pais
While we have made great strides in the last decade to break down silos in Engineering, in most organizations when you look outside there is still an abyss of understanding between teams sitting in different divisions in the organization. This can significantly slow down the flow of value to our customers, directly and indirectly.
You’ve likely experienced at least one of these in your professional career… Not being allowed to use the right tool for the job because of a strict procurement process. Spending half a day to get a 20€ expense approved and reimbursed. Or a much anticipated employee onboarding portal that ends up being just a UI on top of the 73 steps and 14 approvals required to set up an employee workstation.
None of this happens in bad faith, it just turns out traditionally teams and groups are incentivized for outputs, the more cycles you can run and the faster you can close requests the better. So we end up optimizing internal processes at the cost of company outcomes. I posit that, ultimately, this happens because teams don’t see each other as customers.
You might be thinking “But they’re not our customers, they’re our colleagues!”. Also true. The key here is that every team, every division in an organization can adopt a platform mindset in which they treat what they offer to other teams as an internal product.
That means other teams become your customers. Certainly there are particular dynamics at play when your customers are your peers as well but fundamentally the core principles of the “platform as a product” approach translate well across the organization.
We have seen this work well inside engineering, and we start to see it in other domains of the business as well: data science & business intelligence, but also leadership, marketing, legal, HR, etc. We will cover some early examples during this talk and think ahead to what the future holds for platforms beyond engineering.
Immer mehr Organisationen setzen Flight Levels als ein Denkmodell ein, damit das Unternehmen agil am Markt agieren kann. Dafür braucht es sehr viel mehr, als einfach nur ein paar Teams zu agilisieren. In diesem Vortrag werde ich anhand eines Unternehmens zeigen, wie Flight Levels dafür verwendet werden, teamübergreifende Business Agilität zu erreichen. Ich werde auch darauf eingehen, welche Boards gebaut wurden, um agile Interaktionen zwischen den Teams zu etablieren und wie sich die Arbeit über die Boards bewegt, damit strategisches Alignment in der gesamten Organisation erreicht wird.
The Product Owner is the keeper of the requirements. He or she provides the single source of truth for the Team regarding requirements and their planned order of implementation. The Product Owner role in an Agile product development organization requires the knowledge and skills of a product manager, business analyst, and project manager. This presentation focuses on providing easy to implement, bite-size, practices that product owners can utilize for efficiency in daily tasks.
Cisco has created a powerful and compelling Human-Centered Design process with dozens of useful frameworks (like Empathy Map, Rose-Bud-Thorn, Difficulty-Importance and so forth).
The challenge was that Cisco needed these frameworks to scale so that globally distributed teams could use common frameworks at scale. Cisco partnered with Conteneo for the solution - described in this deck.
https://www.wrike.com/blog - Let's face it, the Project Manager role isn't easy. PMs have to stay on top of a million tiny details, all while motivating a group of overworked people to deliver on a tough deadline. It's a juggling act that has spawned many horror stories. We thought it might be enlightening to tell 5 true stories — without mentioning names of course — in the hopes that you never, ever repeat what these Project Managers from Hell did to their teams. Read this and weep!
Lean Inception: how to align people and build the right productPaulo Caroli
Lean inception is the effective combination of Design Thinking and Lean StartUp to decide the Minimum Viable Product (MVP). It is a collaborative workshop that will help a group of people — typically an agile team, a squad, or a product team -- understand, align and plan the building of the lean product.
Scrum 101 Learning Objectives:
1. Waterfall project methodology basics - what is waterfall and where did it come from?
2. Agile umbrella practices and frameworks - what is agile? what isn't agile? Where does Scrum fit in?
3. Scrum empirical theory - emperical vs. theoretical
4. Parts of the Scrum framework - roles, events / ceremonies, artifacts and rules
5. Features of cultures that use Scrum
Recorded Webinar: http://bit.ly/1HiVyla
Subscribe: http://www.ksmartin.com/subscribe
Organizational culture – everybody talks about it, few understand its underlying mechanisms and even fewer know how to truly establish the culture they need to succeed.
A structure that enforces discipline can help you develop necessary habits, but that won't be enough to achieve breakthrough performances and ensure long-term success. That requires establishing an atmosphere where people wholeheartedly engage in their work and are enthusiastic about continuously improving it. This is where culture comes in. Culture is the abstract root cause for why teams with the same training, following the same routine and using the same tools, can produce completely different results.
In this webinar, you'll get a completely new perspective of what organizational culture is and learn how to establish a culture where your entire organization continuously and methodically improves!
Joakim Ahlström is an internationally recognized expert on establishing continuous improvement cultures and helping organizations achieve excellence in all fronts. Based in Stockholm, Sweden, he’s the author of How to Succeed with Continuous Improvement and the Head of Consulting at C2 Management. Ahlström has helped global companies such as Coca-Cola, Volvo, Ericsson and IKEA achieve long-term improvement in performance by supporting the development of a high-performance continuous improvement culture.
To learn more about Joakim's book and possibly read it in advance of the webinar, please visit http://amzn.to/1djhPF3 or http://www.succeedwithci.com/.
Connect with Joakim on Twitter: @JoakimAhlstrom and @SucceedWithCI and on LInkedIn: https://www.linkedin.com/in/joakimahlstrom
Agile 2013 - Lean Change for Enabling Agile TransformationsAlexis Hui
Experience report summarizing our experiences with agile transformation in mid-large sized IT organizations and challenges we faced with current methods available. As a result, we saw a need for a better change approach to help us and others in the agile community with agile transformations. Borrowing thinking and tools from Lean Startup, Kanban and Kotter we have defined a structured framework known as Lean Change. The premise behind our thinking is that successful agile transformation requires learning and feedback as the keys for success. Lean Change is founded on three concepts, co-creation of changes through negotiated change, experiment based objectives using minimum viable changes, and validated learning to guide changes through a structured validation lifecycle.
The career path of software engineers and how to navigate itNikolay Stoitsev
During the talk, we explore the career path of a software engineer, what are the expectations at each level and how to acquire new skills to move between levels. We go over a way to decide on switching to management or staying on the individual contributor track. And we explore three strategies for continuous improvements.
How do you extend a product vision statement such that it remains aspirational but is specific enough to clarify intention and make difficult decisions easy? Enter "Design Tenets"
Beyond Engineering: The Future of Platforms @ CraftConf, May 2023Manuel Pais
While we have made great strides in the last decade to break down silos in Engineering, in most organizations when you look outside there is still an abyss of understanding between teams sitting in different divisions in the organization. This can significantly slow down the flow of value to our customers, directly and indirectly.
You’ve likely experienced at least one of these in your professional career… Not being allowed to use the right tool for the job because of a strict procurement process. Spending half a day to get a 20€ expense approved and reimbursed. Or a much anticipated employee onboarding portal that ends up being just a UI on top of the 73 steps and 14 approvals required to set up an employee workstation.
None of this happens in bad faith, it just turns out traditionally teams and groups are incentivized for outputs, the more cycles you can run and the faster you can close requests the better. So we end up optimizing internal processes at the cost of company outcomes. I posit that, ultimately, this happens because teams don’t see each other as customers.
You might be thinking “But they’re not our customers, they’re our colleagues!”. Also true. The key here is that every team, every division in an organization can adopt a platform mindset in which they treat what they offer to other teams as an internal product.
That means other teams become your customers. Certainly there are particular dynamics at play when your customers are your peers as well but fundamentally the core principles of the “platform as a product” approach translate well across the organization.
We have seen this work well inside engineering, and we start to see it in other domains of the business as well: data science & business intelligence, but also leadership, marketing, legal, HR, etc. We will cover some early examples during this talk and think ahead to what the future holds for platforms beyond engineering.
Immer mehr Organisationen setzen Flight Levels als ein Denkmodell ein, damit das Unternehmen agil am Markt agieren kann. Dafür braucht es sehr viel mehr, als einfach nur ein paar Teams zu agilisieren. In diesem Vortrag werde ich anhand eines Unternehmens zeigen, wie Flight Levels dafür verwendet werden, teamübergreifende Business Agilität zu erreichen. Ich werde auch darauf eingehen, welche Boards gebaut wurden, um agile Interaktionen zwischen den Teams zu etablieren und wie sich die Arbeit über die Boards bewegt, damit strategisches Alignment in der gesamten Organisation erreicht wird.
The Product Owner is the keeper of the requirements. He or she provides the single source of truth for the Team regarding requirements and their planned order of implementation. The Product Owner role in an Agile product development organization requires the knowledge and skills of a product manager, business analyst, and project manager. This presentation focuses on providing easy to implement, bite-size, practices that product owners can utilize for efficiency in daily tasks.
Cisco has created a powerful and compelling Human-Centered Design process with dozens of useful frameworks (like Empathy Map, Rose-Bud-Thorn, Difficulty-Importance and so forth).
The challenge was that Cisco needed these frameworks to scale so that globally distributed teams could use common frameworks at scale. Cisco partnered with Conteneo for the solution - described in this deck.
https://www.wrike.com/blog - Let's face it, the Project Manager role isn't easy. PMs have to stay on top of a million tiny details, all while motivating a group of overworked people to deliver on a tough deadline. It's a juggling act that has spawned many horror stories. We thought it might be enlightening to tell 5 true stories — without mentioning names of course — in the hopes that you never, ever repeat what these Project Managers from Hell did to their teams. Read this and weep!
The importance of software since there is were the motivation for software engineering lies and then and introduction to software engineering mentioning the concept and stages of development and working in teams
The Department of Environment has approved this faulty EIA submitted by the Power Development Board. The project would be implemented by the governments of Bangladesh and India.
The Ultimate Guide to Creating Visually Appealing ContentNeil Patel
From videos to infographics, I’m constantly leveraging visual media.
Can you guess why?
It’s because these visual content pieces are generating more backlinks than any other form of content I publish, which—in the long run—helps increase my search engine rankings and overall readership numbers.
So, how do you create these visual masterpieces? Well, this infographic should help you.
Engineering Managers - what skills they have, what they do, how to become onePiotr Uryga
Talk presents list of main skills needed from managers of software development teams. It also gives tips on how and where to learn those skills and how to approach becoming engineering manager.
Crash course - managing software people and teams (engineering leadership sig...Ron Lichty
Crash Course: Managing Software People and Teams (Engineering Leadership SIG of SVForum, 11.12), a talk by Ron Lichty, co-author of Managing the Unmanageable: Rules, Tools, and Insights for Managing Software People and Teams.
"We'd like you to manage the team now." That's about as much introduction - and training - as many of us get before our first day managing. Often preceded only by, "You're a great programmer and you've got some people skills." But while programming cred and facility with people are helpful qualifications, what do you really need to know to manage well? What makes a manager great? What are the qualities that meld teams and deliver great software? Those are among the questions that led Ron Lichty and his co-author Mickey W. Mantle to write "Managing the Unmanageable: Rules, Tools, and Insights for Managing Software People and Teams" (Addison-Wesley, September), now available for pre-order online. In this interactive session, we'll examine the great managers each of us has experienced, and the qualities, skills, finesse and gifts of greatness that made them stand out. We'll talk about "the rest of the job": managing up, managing out, and other aspects of being a seasoned manager that reports mostly don't see. And you'll take away a few best practices that take most managers years to discover.
Crash Course: Managing Software People and Teams (IEEE, 4.4.13)Ron Lichty
"We'd like you to manage the team now." That's about as much introduction - and training - as many of us get before our first day managing. Often preceded only by, "You're a great programmer and you've got some people skills." But while programming cred and facility with people are helpful qualifications, what do you really need to know to manage well? What makes a manager great? What are the qualities that meld teams and deliver great software? Those are among the questions that led Ron Lichty and his co-author Mickey W. Mantle to write "Managing the Unmanageable: Rules, Tools, and Insights for Managing Software People and Teams" (Addison-Wesley, September), now available for pre-order online. In this interactive session, we'll examine the great managers each of us has experienced, and the qualities, skills, finesse and gifts of greatness that made them stand out. We'll talk about "the rest of the job": managing up, managing out, and other aspects of being a seasoned manager that reports mostly don't see. And you'll take away a few best practices that take most managers years to discover.
Scrum and Patterns share a heritage that goes back centuries. The common foundations of the two — local adaptation, incremental growth, focus on "value," and the central human element — make patterns a particularly viable vehicle for rolling out Scrum. These notes give a short definitive summary of patterns (by example) and pattern languages. Next, they introduce basic Scrum patterns that the Scrum PLoP® effort has gathered over the past five years. After that we look at the "Scrum secrets" — Scrum fundamentals that most practitioners either aren't aware of or which usually go unheeded. Patterns help tease out the tradeoffs ("forces") for these forms in a way that makes them memorable. Last, we give a glimpse of how to use these patterns as a powerful way to evolve your own Scrum implementation to excellence.
Product talk good sw mgmt 11.13.12 (startup product meetup)Ron Lichty
Good software management:
⁃ How to recognize it when you see it
⁃ How to encourage it
⁃ How to encourage senior management to encourage it
⁃ How to collaborate with it effectively
10 questions: Global Product Mgmt Talks: 10 questions to stimulate thinking (& enable Socratic discussion):
What does good software development management look like?
How do good programming managers motivate their teams?
What are programming managers bedeviled by?
How are programming managers tormented by product managers?
What are the forces that cause discord between product and software development managers?
What can be done about feature creep and late changing requirements?
Why do so many parts of organizations expect feature requirements to change but not delivery schedules?
What part of “cheap, fast, good – pick any two” isn’t clear?
What are objectives shared between programming managers and product managers that could encourage collaboration?
What would happen if programming managers and product managers formed mutual admiration societies with each other?
Product talk: Good Software Management: 11.13.12 (startup product meetup)Ron Lichty
Good software management:
⁃ How to recognize it when you see it
⁃ How to encourage it
⁃ How to encourage senior management to encourage it
⁃ How to collaborate with it effectively
What does good software development management look like?
How do good programming managers motivate their teams?
What are programming managers bedeviled by?
How are programming managers tormented by product managers?
What are the forces that cause discord between product and software development managers?
What can be done about feature creep and late changing requirements?
Why do so many parts of organizations expect feature requirements to change but not delivery schedules?
What part of “cheap, fast, good – pick any two” isn’t clear?
What are objectives shared between programming managers and product managers that could encourage collaboration?
What would happen if programming managers and product managers formed mutual admiration societies with each other?
Crash Course: Managing Software People and Teams (Code Camp '12, SV)Ron Lichty
"We'd like you to manage the team now." That's about as much introduction - and training - as many of us get before our first day managing. Often preceded only by, "You're a great programmer and you've got some people skills." But while programming cred and facility with people are helpful qualifications, what do you really need to know to manage well? What makes a manager great? What are the qualities that meld teams and deliver great software? Those are among the questions that led Ron Lichty and his co-author Mickey W. Mantle to write "Managing the Unmanageable: Rules, Tools, and Insights for Managing Software People and Teams" (Addison-Wesley, just published in September and now available from Amazon and Barnes & Noble). In this interactive session, we'll examine the great managers each of us has experienced, and the qualities, skills, finesse and gifts of greatness that made them stand out. We'll talk about "the rest of the job": managing up, managing out, and other aspects of being a seasoned manager that reports mostly don't see. And you'll take away a few best practices that take most managers years to discover.
Crash Course - managing software people and teams (sfelc, 10.26.16)Ron Lichty
"We'd like you to manage the team now." That's about as much introduction - and training - as many of us get before our first day managing. Often preceded only by, "You're a great programmer,” and maybe, “it feels like you've got some people skills.”
But while programming cred and facility with people are helpful qualifications, what do you really need to know to manage well? What makes a manager great? What are the qualities that meld teams and deliver great software? What will make both your programmers and your execs rave? Those are among the questions that led Ron Lichty and his co-author Mickey W. Mantle to write "Managing the Unmanageable: Rules, Tools, and Insights for Managing Software People and Teams" (Addison-Wesley).
In this interactive session, Ron will examine the great managers each of us has experienced, and the qualities, skills, finesse and gifts of greatness that made them stand out. He'll talk about "the rest of the job": managing up, managing out, and other aspects of being a seasoned manager that reports mostly don't see.
You'll take away a few best practices that take most managers years to discover.
Crash course- managing software people and teamsRon Lichty
"We'd like you to manage the team now." That's about as much introduction - and training - as many of us get before our first day managing. Often preceded only by, "You're a great programmer,” and maybe, “it feels like you've got some people skills.”
But while programming cred and facility with people are helpful qualifications, what do you really need to know to manage well? What makes a manager great? What are the qualities that meld teams and deliver great software? What will make both your programmers and your execs rave? Those are among the questions that led Ron Lichty and his co-author Mickey W. Mantle to write "Managing the Unmanageable: Rules, Tools, and Insights for Managing Software People and Teams" (Addison-Wesley).
In this interactive session, Ron will examine the great managers each of us has experienced, and the qualities, skills, finesse and gifts of greatness that made them stand out. He'll talk about "the rest of the job": managing up, managing out, and other aspects of being a seasoned manager that reports mostly don't see.
You'll take away a few best practices that take most managers years to discover.
Bio:
Ron Lichty has been managing and, more recently, consulting in software development and product organizations for over 25 years at companies like Apple, Fujitsu, Schwab, Razorfish, Forensic Logic, Stanford, Check Point, and dozens of startups of all sizes. Before that, as a programmer, he coded compiler code generators, was awarded patents for compression and security algorithms for embedded microcontroller devices, wrote two widely used programming texts, and developed the computer animation demo that Apple used to launch and sell a next-generation line of PCs. He has mostly managed development teams and organizations, but also product managers, project managers, testers, designers, … pretty much everyone on product teams. The primary focus of his consulting practice, these last four years, has mirrored what he did as a manager: untangling the knots in software development. His career has spanned web applications, system software, entertainment, shrinkwrap products, ecommerce, interface development, embedded devices, professional services and IT - and grew from first level managing to VP Engineering, VP Product and CTO roles.
As Ron Lichty Consulting, he takes on fractional Interim VP Engineering and Acting CTO roles, trains teams in scrum, transitions teams to agile, trains managers in managing software people and teams, and coaches teams to make their software development “hum.” http://www.ronlichty.com
His 450-page book, Managing the Unmanageable: Rules, Tools, and Insights for Managing Software People and Teams (http://www.ManagingTheUnmanageable.net), published by Addison Wesley, has been compared by many readers to programming classics The Mythical Man-Month and Peopleware. He also co-authors the biannual Study of Product Team Performance (http://www.ronlichty.com/study.html).
(PROJEKTURA) lean and agile for corporation @Cotrugli MBARatko Mutavdzic
Great time and hopefully presentation on COTRUGLI MBA @Zagreb about Lean and Agile to packed crowd of MBA students. As you can imagine, number of questions later :)
Scrum Master Lessons from my 4 Year Old SonRyan Ripley
At a recent cookout, my 4 year old son, Dawson, ran for the back yard and easily joined a game of hide and seek. Watching this unfold, I realized that these kids are naturally agile. They got straight to playing (the value) and didn’t need a lot of ceremony to get there. They kids all did a quick hello, told Dawson what game they were playing, and invited him to join in (daily scrum). Then they played.
He and his friends self-organize, self-manage, and solve problems on the fly. They naturally exhibit the agile values and scrum practices that many adults struggle with daily.
For example, most parents have been bombarded with an unending stream of “Why’s?” from their child. Why does this work? Why did that happen? Why? Why? Why? While this line of questioning can be stressing, it is also invaluable to finding the root cause of an issue. Scrum teams use this approach – called The 5-Why’s – to get past technical issues and down to interpersonal issues that could be hindering the team.
This session is a fun discussion about the behaviors I’ve noticed in my son and how they translate to important lessons that all scrum master need to learn to better serve their teams.
PMexpo 2019 | Giuseppe Carrella, Progetto "noon" e diversità cognitiva all'operaPMexpo
Un percorso nel valore dei 'secondi', quelli che non vedi mai: il batterista del gruppo, il cuoco della nave, il project maneger ecc. Quelli che stanno sempre dietro le quinte. Non c’è storia che non li contempli, che senza il loro apporto evaporerebbero in un solo istante.
E che storia di secondi è quella che parte con una dotazione da 1 miliardo di dollari? E che ruolo l’AMBIZIONE? La conoscenza? Come si può affrontare e gestire un progetto, noon appunto, per attaccare Amazon, Alibaba, ebay? Come si possono pensare di coordinare 620 persone di 25 nazioni diverse che per più di due anni, hanno realizzato e vissuto la globalizzazione senza intermediari riscrivendo concetti, ormai logori, legati alla progettualità, alla leadership e all'integrazione di valori e competenze.
Peopleware is a popular book about project management. in order to summarize i divided this book in 6 parts. This slide deck describes all chapters briefly.
Similar to The Black Magic of Engineering Management (20)
A talk I put together about my languages and linguistics hobby, specifically some practical approaches for choosing and achieving consistent progress. Originally made for an internal Betable Whiskey Talk.
A webinar about using Se and Sauce Builder in order to built automated tests. Also showing how to run against Selenium RC, Sauce OnDemand, export into multiple languages and run tests with TestRunnr.
6th International Conference on Machine Learning & Applications (CMLA 2024)ClaraZara1
6th International Conference on Machine Learning & Applications (CMLA 2024) will provide an excellent international forum for sharing knowledge and results in theory, methodology and applications of on Machine Learning & Applications.
Industrial Training at Shahjalal Fertilizer Company Limited (SFCL)MdTanvirMahtab2
This presentation is about the working procedure of Shahjalal Fertilizer Company Limited (SFCL). A Govt. owned Company of Bangladesh Chemical Industries Corporation under Ministry of Industries.
Using recycled concrete aggregates (RCA) for pavements is crucial to achieving sustainability. Implementing RCA for new pavement can minimize carbon footprint, conserve natural resources, reduce harmful emissions, and lower life cycle costs. Compared to natural aggregate (NA), RCA pavement has fewer comprehensive studies and sustainability assessments.
Online aptitude test management system project report.pdfKamal Acharya
The purpose of on-line aptitude test system is to take online test in an efficient manner and no time wasting for checking the paper. The main objective of on-line aptitude test system is to efficiently evaluate the candidate thoroughly through a fully automated system that not only saves lot of time but also gives fast results. For students they give papers according to their convenience and time and there is no need of using extra thing like paper, pen etc. This can be used in educational institutions as well as in corporate world. Can be used anywhere any time as it is a web based application (user Location doesn’t matter). No restriction that examiner has to be present when the candidate takes the test.
Every time when lecturers/professors need to conduct examinations they have to sit down think about the questions and then create a whole new set of questions for each and every exam. In some cases the professor may want to give an open book online exam that is the student can take the exam any time anywhere, but the student might have to answer the questions in a limited time period. The professor may want to change the sequence of questions for every student. The problem that a student has is whenever a date for the exam is declared the student has to take it and there is no way he can take it at some other time. This project will create an interface for the examiner to create and store questions in a repository. It will also create an interface for the student to take examinations at his convenience and the questions and/or exams may be timed. Thereby creating an application which can be used by examiners and examinee’s simultaneously.
Examination System is very useful for Teachers/Professors. As in the teaching profession, you are responsible for writing question papers. In the conventional method, you write the question paper on paper, keep question papers separate from answers and all this information you have to keep in a locker to avoid unauthorized access. Using the Examination System you can create a question paper and everything will be written to a single exam file in encrypted format. You can set the General and Administrator password to avoid unauthorized access to your question paper. Every time you start the examination, the program shuffles all the questions and selects them randomly from the database, which reduces the chances of memorizing the questions.
Student information management system project report ii.pdfKamal Acharya
Our project explains about the student management. This project mainly explains the various actions related to student details. This project shows some ease in adding, editing and deleting the student details. It also provides a less time consuming process for viewing, adding, editing and deleting the marks of the students.
Welcome to WIPAC Monthly the magazine brought to you by the LinkedIn Group Water Industry Process Automation & Control.
In this month's edition, along with this month's industry news to celebrate the 13 years since the group was created we have articles including
A case study of the used of Advanced Process Control at the Wastewater Treatment works at Lleida in Spain
A look back on an article on smart wastewater networks in order to see how the industry has measured up in the interim around the adoption of Digital Transformation in the Water Industry.
2. Growing a start-up requires individual and
organizational change, here are some helpful
approaches.
3. Thrilled to be here…
• FIRST TIME IN SPAIN
• FIRST NON-TECHNICAL TALK
• FIRST VELOCITY CONFERENCE
• RENEWED NERVOUSNESS ON STAGE
4. ABOUT ME
COMPANIES
- O S A F
- S L I D E
- MOZILLA
- SAUCE LABS
JOBS
- QA ENGINEER
- WEB DEVELOPER
- J AVASCRIPT ARCHITECT
- AUTOMATION MANAGER
- DIRECTOR OF WEB DEV
- VP OF ENGINEERING
L I F E
- FROM CASCADIA
- HAPPILY MARRIED
- T R AV E L , S K I , S A I L
- ~9 YEARS OF SF
GH: github.com/admc
TW: twitter.com/admc
6. This talk was fully written on Thursdays and
Sundays.
• CONFERENCE DRIVEN { DEVELOPMENT }
7. So what happened?
• SAID “NO” TO MANAGEMENT
• I HIRED A BUNCH OF AWESOME PEOPLE.
• STARTED ASSIGNING THEM TASKS.
• …
• TODAY
“One of the great things about building a tech company is the
amazing people that you can hire.”
― Ben Horowitz, The Hard Thing About Hard Things: Building a Business When There Are No Easy Answers
8. BLACK MAGIC?
“The manager’s function is not to make
people work, but to make it possible for
people to work.”
― Tom DeMarco, Peopleware : Productive Projects and Teams
13. Success in engineering management doesn’t
just happen, it’s like anything else, your have
to geek out on it to be awesome.
14. STEP 1: Know yourself.
• TIME MANAGEMENT
• CALENDAR & EMAIL & THINKING
• HOURS OF SLEEP
• WHEN ARE YOU AT YOUR BEST
• FIGHTING OR FLIGHTING
• HAPPY, LEARNING, GROWING?
• CAN YOU SCALE?
• CONSTANT REFLECTION
15. STEP 2: Get help, immediately.
• SEEK OUT MENTORS
• READ BOOKS
• SOLICIT FEEDBACK, LISTEN.
• COUNT ON SR TEAM MEMBERS
• GET A COACH
• YOU WILL FAIL, ACCEPT AND MOVE ON.
16. Marc: “Do you know the best thing about
startups?”
Ben: “What?”
Marc: “You only ever experience two
emotions: euphoria and terror. And I find that
lack of sleep enhances them both.”
― Ben Horowitz, The Hard Thing About Hard Things: Building a Business
When There Are No Easy Answers
18. “The fundamental response to change is not
logical, but emotional.”
― Tom DeMarco, Peopleware: Productive Projects and Teams
19. THE EVOLVING ROLE
• DISCOVERY
• LEAD BY EXAMPLE
• TAKE ON RESPONSIBI L ITY
• BE AN AGENT OF CHANGE
• SURVIVAL
• TECH CRUNCH
• STRUCTURAL GROUND WORK
• CONTROLLED CHAOS
• PRODUCT EXPERIMENTATION
• GROWTH
• CULTURE
• PROCESS
• HIRING & RECRUITING
21. COMMUNICATION
• REVISIT EVERY TIME YOU DOUBLE
• ENGINEERING ALL HANDS (MONTHLY )
• ENGINEERING MGMT MEETING (WEEKLY )
• TEAM STAND-UP’S (WEEKLY )
• SCHEDULED 1:1 (WEEKLY, OR BIWEEKLY )
• SLACK, EMAIL, LUNCH, GTALK, SKYPE, HANGOUT
• DON’T GET CRUSHED BY MEETINGS
22. VALUE SYSTEMS
• PROVIDE ORDER AND COHESION
• DECISION SYSTEM, BLURRED LINES
• RE-VISITED, ADAPTED, HONORED
• EXIST FROM INSIDE OUT
23. OUR VALUES
• EXCELLENCE AND PERSONAL GROWTH
• TRUTH AND TRANSPARENCY
• IT’S OKAY TO BE WRONG; NOT STAY WRONG.
• INTEGRITY
• RESPECT
https://saucelabs.com/our-values
24. “Visual supervision is a joke for development
workers. Visual supervision is for prisoners.”
― Tom DeMarco, Peopleware : Productive Projects and Teams
25. CULTURE
- UNIFIED MISSION AND PURPOSE
- TRUST AND RESPECT
- FREEDOM TO INNOVAT E
- LONG TERM INVESTMENTS
- FUN AND CHALLENGING
- CELEBRATE WINS
We made a video. I revisit it often.
26. BALANCE
- BREAKS AFTER BIG PUSHES
- TECH CRUNCH ALL NIGHTERS…
- PRIORITIZATION
- SAYING “NO”
- REAL VACATIONS
- REAL BOUNDARIES (24/7 EMAIL)
28. HIRING
- CULTURAL FIRST, TECHNICAL SECOND
- BE CREATIVE AND OPEN MINDED
- QUALITY OVER QUANTITY
- SLOW AND STEADY WINS THE RACE
- TRUST YOUR GUT
Hiring is long term planning, and will slow you down.
29. “One of your many jobs as manager is
information conduit, and the rules are
deceptively simple: for each piece of
information you see, you must correctly
determine who on your team needs that piece
of information to do their job.”
― Michael Lopp, Managing Humans: Biting and Humorous Tales of a
Software Engineering Manager
30.
31. ORG STRUCTURE
• DO YOUR HOMEWORK
• CROSS FUNCTIONAL PROJECTS
• CROSS FUNCTIONAL TEAMS
• DIS-ORG CHART
• EVOLVING GRAPH, NOT TREE
http://pando.com/2013/02/28/why-yammer-believes-the-traditional-engineering-organizational-structure-is-dead/
32. RULES TO LIVE BY…
• DEFINE & STATE YOUR GOALS
• HAVE A VISION
• MAKE DAILY PROGRESS
• THE CALM, INDICATES A STORM
• WHISKEY
Are people happy on your team?
33. MISCONCEPTIONS
• THE JOB OF A MANAGER
• MANAGERS AND CODING
• MANAGERS VS LEADS VS PM’S
• MANAGEMENT EXPERIENCE
• CTO VS VPE VS CHIEF ARCHITECT
• PEOPLE && ARCHITECTURE
36. MY KINDLE
- MANAGING HUMANS
- PEOPLEWARE
- HOW NASA BUILDS TEAMS
- THE HARD THING ABOUT HARD THINGS
- SHOGUN: A NOVEL OF JAPAN
- THE 48 LAWS OF POWER
37. We are hiring @ Sauce Labs
- WEB DEVELOPMENT
- DISTRIBUTED SYSTEMS
- MOBILE AND HARDWARE HACKERS
- SYS ADMIN, SYS ENGINEER
- NETWORK ENGINEERING
38. THANKS!
MY OFFICE HOURS AT VELOCITY. E U :
1 8 - 1 1 - 2 0 1 4 1 1 : 1 5 - 1 1 : 5 0 C E T ( 3 5 M I N U T E S )
ROOM: TABLE B (SPONSOR PAVILION)