Social Human Architecture for Beginners
7 likes3,774 views
The document emphasizes that success in senior developer or team lead roles hinges on effective teamwork and motivation rather than solely on technical skills. It discusses various psychological and communication theories, such as Maslow’s hierarchy of needs and non-violent communication, to promote understanding and collaboration within teams. Practical applications and strategies for fostering a supportive work environment and enhancing group dynamics are also outlined.
Social Human Architecture for Beginners
- 1. Social Human Architecture for Beginners Sebastian Schürmann @sschuermann
- 2. Whois @sschuermann • Past: Developer for over 10 years (Javascript, PHP, Mysql, Web and some Mobile) • Past: Teamlead for about 5 Years • Now: Just a Scrum-Master for 5 Teams • Still hacking on code … but please don’t tell anyone
- 3. Thesis:! The Job as a Senior Developer or TeamLead is about excelling in Technology, Architecture and Programming!
- 4. It’s not!
- 5. It’s about people, how to make them working together as groups and how to motivate them to do the right things the right way.
- 7. People “I am not young enough to know everything.” O.Wilde
- 8. Introversion / Extraversion Extraversion tends to be manifested in outgoing, talkative, energetic behavior, whereas introversion is manifested in more reserved and solitary
- 9. Introversion/Extraversion • The thinking is just internal or externalized • Both engage in different activities when feeling pleasant • Arousal and pleasantness are positively correlated for extraverts. (Other way around for introverts)
- 10. Same continuum?
- 11. How much of an Introvert are you?
- 12. How much of an extrovert are you?
- 13. Does this account for thinking AND feeling?
- 14. Practical application • Talk with your team about these traits • Let everyone express on which end of the scale you feel you are • Ask introverts actively, they might be still thinking • Work silently in meetings to some extend
- 15. Maslow’s hierarchy of needs "the study of crippled, stunted, immature, and unhealthy specimens can yield only a cripple psychology and a cripple philosophy.“
- 16. Maslow’s hierarchy of needs • Result of studying extraordinary and not mentally unhealthy people • lower levels have to be covered to make the upper levels work • The order and importance of these levels might be influenced by the type of environment
- 17. Practical Application • Talk to your developers about the hierarchy • Come up with your own hierarchy for your team • See what unfulfilled needs your team has
- 18. Non-Violent Communication … focuses on three aspects of communication: selfempathy, empathy and honest self-expression
- 19. Non-Violent Communication • Communication and Conflict resolution process • Based on the idea that everyone has a capacity for compassion • Culture teaches us very violent ways of communicating • Identify your needs and the needs of others • Communication process, spiritual practice and a set of values
- 20. 4 Components of NVC • Observation (Just the facts) • Feelings (Just feeling good or bad wont cut it) • Needs (we all have them) • Honest Request
- 21. Assumptions of NVC Common sense hitting home
- 22. 1. All human beings share the same basic needs
- 23. 2. Our world offers sufficient resources for meeting everyone's basic needs
- 24. 3. All actions are attempts to meet needs
- 25. 4. Feelings point to needs unmet
- 26. 5. All human beings have the capacity for compassion
- 27. 6. Human beings enjoy giving
- 28. 7. Human beings meet needs through interdependent relationships
- 29. 8. Human beings change
- 30. 9. Choice is internal
- 31. 10. The most direct path to peace is through self-connection
- 32. Let’s assume one of your team-mates fucks up.
- 33. You have 4 choices
- 34. 4 Choices of NVC • It’s his fault! • It’s my fault! • What were his feelings and needs in that moment? • What are my (unmet) feelings and needs?
- 35. Practical Application • RTFM! the Book from Rosenberg • Come to terms with your own feelings and needs when working with groups • Start dividing out Observations, Feelings and Needs • When enraged, think of the 4 choices
- 36. Groups I like people who are working on practical things and who are working in teams. It's not so important to get the glory. It's much more important to get something that works. It's a better way to live.
- 37. Jerry Weinberg • He is the „oldschool“ • Book: Psychology of Programming (1971) • PSL - Problemsolving / Leadership Training
- 38. Egoless Programming The ego is that ugly little troll that lives underneath the bridge between your mind and your heart. ! Gael Greene
- 39. 1. Understand and accept that you make mistakes
- 40. 2. You are not your code
- 41. 3. No matter how much Karate you know, someone else will know more
- 42. 4. Don’t rewrite code without consultation
- 43. 5. Treat people who know less than you with respect, deference and patience
- 44. 6. The only constant in the world is change
- 45. 7. The only true authority stems from knowledge, not position.
- 46. 8. Fight for what you believe, but gracefully accept defeat
- 47. 9. Don’t be the guy in the room
- 48. 10.Critique the code instead of people be kind to the coder, not the code.
- 49. Practical Applications • Discuss and install this as rules with your teams • Buyin by everyone • Sign it and display it where everyone can see it
- 50. Conway’s Law
- 51. organizations which design systems ... are constrained to produce designs which are copies of the communication structures of these organizations
- 53. Conway IRL - Some questions and remarks • Offshore Teams a re more likely to write modular software • Can you see all the source code in your company? • • Are technical decisions made up the hierarchy? Did you merge with another company recently? How is that influencing your codebase?
- 54. Practical Application • Review your Organizations structure and dive into your code • Find similarities and ask yourself: Is this good or bad • You might have to change the structure of your org to change your code!
- 55. Tuckman’s stages of group development
- 56. Stages of Group Development • Groups behaviors change over time • People need time to adjust • You never stop storming/ norming • What’s performing after all?
- 57. Forming • People mostly observe • Conflict is generally avoided • Analyzing the task and situation at hand
- 58. Storming • Ideas compete for consideration • Some teams never leave this stage • Emphasize tolerance there • Moderate this phase - Don’t be directive
- 59. Norming • The common goal is known • Some original ideas are give up, others are improved on • General norms (e.g. codestyle, conflict resolution) are implemented • Write this stuff down! • Inform newbies
- 60. Performing • Not every team reaches this stage • No (or little) need for external supervision • Dissent is welcome
- 61. Back to Storming? • Change in • • Tools • Team Members • • Leadership Company Ownership Or mistakes made ;)
- 62. Practical Application • Find out in what stage your team is • Explicitly start norming stuff (by writing down the rules everyone participates) • Make a list of common conflicts and try to find norms with developers.
- 63. Motivation “Control leads to compliance; autonomy leads to engagement.” D.Pink
- 64. A-M-P Autonomy-MasteryPurpose When it comes to motivation, there’s a gap between what science knows and what business does.
- 65. Autonomy - Mastery Purpose • Carrots and Sticks are so last century • Now that most basic needs are off the table it boils down to autonomy, mastery and a given purpose • If all 3 are given, this leads to engagement without the need for constant pushing
- 66. Autonomy • The desire to direct our own lives • Choose the technology we like • Change our workplaces • Choose the right processes
- 67. Mastery • The urge to get better at what we do • A natural thing for every craftsman • This is why we are here in the first place, right?
- 68. Purpose • The goal that is greater than oneself • It’s not just making money for the company you work for • This is what helps us create norms to adjust our very different expectations • Explains: Why the f*** are we doing this?
- 69. Practical Application • Make sure teams know the Purpose (Company Vision and Mission) • Play „Delegation Poker“ to make sure team works as autonomous as possible • Make sure you create an environment where people can deliberately learn (and fail) • Remove any Carrots and any Sticks
- 70. Flow “...It is when we act freely, for the sake of the action itself rather than for ulterior motives, that we learn to become more than what we were.”
- 71. Flow State • Also know as „in the Tunnel“ • State of concentration • Fully immersed in the task at hand • Less consciousness for the environment
- 72. How to reach flow state? • Find a challenge • Develop the skills in order to meet the challenge • Set clear goals • Focus completely on the task at hand • Make sure you’ve set aside sufficient time • Monitor your emotional state
- 73. How does Flow-State feel? • You are completely involved in what you are doing • There is a sense of ecstasy - being outside of reality • You know what needs to be done and get immediate feedback • You have the skills and know it’s doable • You loose sense of self and worries • Loosing track of time • Intrinsic motivation - Producing flow becomes it’s own reward
- 74. Practical Application • There is something called group flow. Hammer this in the head of your developers • If something is to easy for you: Explain it to someone else • If something is to hard: get some help • If something is to boring for everyone: Automate it ;) • Try a Fed-Ex Day!
- 75. Theory X - Theory Y
- 76. Theory X • People are • • avoiding work • • lazy inherently disliking work Therefor need to be • • controlled • • supervised in a hierarchy Purely based on the idea of the „Homo Economicus“
- 77. Theory Y • People are • • self controlled • • ambitious enjoy working duties Therefor they need • the right conditions to work • a goal to direct their energy to • a climate of trust
- 78. Practical Applications • How much Y and how much X are you? • How do you control after command? • What would you need to become more Y? • Why are you still keeping those type Y attitudes? (goto Non-Violent-Communication)
- 80. Now that you work with people, you are back at „Beginner Level“
- 81. RTFM!
- 82. No need to go „Neuroscience“ and „Brain Research“. Most of the stuff is pretty old.
- 83. Get a Training (by a Professional)
- 85. Success = Look outside the Window Failure = Look in the mirror Jim Collins
- 86. Thesis:! The Job as a Senior Developer or TeamLead is about excelling in Technology, Architecture and Programming!
- 87. It’s not!
- 88. It’s about people, how to make them working together as groups and how to motivate them to do the right things the right way.