Culture Captain: It's spooled. Real cold, real cold. Co-pilot: God, - - PowerPoint PPT Presentation

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Culture Captain: It's spooled. Real cold, real cold. Co-pilot: God, - - PowerPoint PPT Presentation

Mar 30, 2024 110 likes •661 views

Creating a Generative Culture Captain: It's spooled. Real cold, real cold. Co-pilot: God, look at that thing. That don't seem right, does it? Uh, that's not right. Captain: Yes it is, there's eighty. Co-pilot: Naw, I don't think that's right.

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Creating a Generative Culture

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Captain: It's spooled. Real cold, real cold. Co-pilot: God, look at that thing. That don't seem right, does it? Uh, that's not right. Captain: Yes it is, there's eighty. Co-pilot: Naw, I don't think that's right. Ah, maybe it is. Captain: Hundred and twenty. Co-pilot: I don't know Captain: Vee-one. Easy, vee-two.

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Captain: Forward, forward, easy. We only want five hundred. Captain: Come on forward....forward, just barely climb. Captain: Stalling, we're falling! Co-pilot: Larry, we're going down, Larry.... Captain: I know it. [SOUND OF IMPACT]

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Culture caused the crash

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About me.

  • I’m Head of Product

Engineering at Redgate

  • I’m passionate about

creating software with freedom to act, clear purpose and space to learn.

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What is culture?

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Perks are not culture

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https://www.atrixnet.com/bs-generator.htm

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culture is “the way we do things around here.”

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Does culture really matter?

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Organizational Culture Job Satisfaction Software Delivery Performance Organizational Performance

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What makes a high performing team?

  • “Psychological safety is

being able to show and employ one's self without fear of negative consequences of self- image, status or career”

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What characterizes a generative culture?

Alignment Sense of ownership Proactive flow of information Psychological Safety Organizational learning

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How do you change culture?

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By Rain, Belinda, Photographer (NARA record: 8464467) - U.S. National Archives and Records Administration, Public Domain, https://commons.wikimedia.org/w/index.php?curid=16912769

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Values and Attitudes

”It’s easier to act your way to a new way of thinking than to think your way to a new way

  • f acting.”

John Shook.

What We Do Culture

Shook’s Version

New Model

Change behaviour to change thinking

Old Model

Change thinking to change behaviour

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Shaping Culture at Redgate

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Problem: New Team + New Project

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Solution: Occupy hand signals

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What did we learn?

  • Simple things can make a big

difference

  • Didn’t automatically fix all the problems
  • Observe your teams. What’s the

speaker ratio? How can you improve equality?

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Problem: Celebrating learning from failure

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That time we replaced all our products with Spotify by mistake….

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What really happened?

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What did we learn?

  • A story captured as an artefact has

power

  • What incidents in your organizations

history are important? Are you making the most of them?

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Problem: Recruitment & Interview Rotas

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A choice…

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Solution

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What did we learn?

  • Creating an environment where people

can solve their own problems is key

  • What areas can you give up “control”

to get more people involved in solving their own problems?

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Problem: Silos

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Solution?: Let people choose where they want to work.

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Team Chartering

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Team Expo

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Build Team Structure

  • 83% of people had their 1st

choice preference accepted

  • 97% of 1st / 2nd preferences

satisfied

  • 34% of people moved

teams

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What did we learn?

  • This is helping to form stronger

connections across teams.

  • More details at http://bit.ly/rg-

reteaming

  • How can you experiment with re-

teaming?

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Problem: How do increase focus on L&D?

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Introduce 10% time.

Solution?

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Solution?

Introduce Open Spaces

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What did we learn?

  • Open Space works for some people!
  • Open Space doesn’t work for everyone
  • What would it take for you to try an
  • pen space where you work?
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Guilds

Solution?

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Iteration 1….

  • Initial buzz.
  • Guilds created.
  • Guilds died.
  • Largely talking shops
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Iteration 2 (in-progress)

Guild Communities of Practice

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What did we learn?

  • Communities of Practice require
  • Sponsorship
  • Alignment
  • Support
  • When they work; they drive change.
  • What community would be most

important for you?

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  • Solution. Run our own conference?
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Level Up Conference

10% Time

External Conferences Ingeniously Simple Blog Communities

  • f Practice

Training Courses Redgate Library

Learn on the Loo Ingeniously Simple Podcast Open Spaces Lightning Talks

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What did we learn?

  • There is no one-sized fits all solution
  • Change is scary
  • You must find experiments
  • You will fail, just keep trying.
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Conclusions

  • Culture matters.
  • You need a generative culture to give

your organization the best chance of success

  • You can shape culture by taking action.
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Questions?

Find out more about things we try at http://www.ingeniouslysimple.com/