Towards a culture of cooperation

Public Channel / Agile change management

DevOps and agile more in general requires the establishment of teams and a culture of cooperation. We believe this aligns more closely with who we really are as humans than the traditional hoerarchical models.

Share on Social Networks

Share Link

Use permanent link to share in social media

Share with a friend

Please login to send this presentation by email!

Embed in your website

Select page to start with

8. Humans, on the other hand

7. Look at the difference between male and female chimpanzees

6. How did cooperation evolve? Look at chimpanzees, our closest relatives in the animal kingdom:

5. So how do we create a culture of shared responsibility? By helping teams to become Cooperative

9. Who has been on a high - performing team ? What was it like ?

1. Chris Verlin d en DevOps: how to create a culture of cooperation

14. Command and control change management • Fails to convince managers • Causes employee resistance

3. Culture DevOps can’t take root and grow without a culture of sharing and collaboration. You should encourage your teams, right from the beginning, to share and showcase their successes, because this will help to grow DevOps thinking and practices in your organization. (The 5 Stages of DevOps Evolution: A Guide for CIOs)

12. And it became ... • Cumulation of goods • Cumulation of power • Hierarchy • Women subordinated to men • Command and control

17. TeamGrowing • A change model that helps teams to achieve close collaboration • A mix of agile and lean principles with positive psychology and professional coaching practices • Train to become a TeamGrowing coach...

11. This is how we became human • Small groups, monogamous • ‘One for all, all for one’ • Equal position of all, men and women • Skills matter, not possessions • A brain rewarding us for cooperation and sharing

13. Hierarchies and change Hierarchies resist change Managers have position at stake But may be able to rise during change Employees in hierarchies know political games will start The more precarious their position, the more risk and change averse 70 percent of change programs fail to achieve their goals, largely due to: • employee resistance • lack of management support

15. So we promote a different form of change • Move from Command and Control to self - governing teams by helping the teams to grow • Not by pushing them into a new structure Grass grows by watering the roots, not by pulling the leaves. TeamGrowing : move from A to B by using the techniques of B, not of A

4. The wild success of traditional change management Change management as it is traditionally applied is outdated. 70 percent of change programs fail to achieve their goals, largely due to: • employee resistance • lack of management support When people are truly invested in change, it is 30 percent more likely to stick. • McKinsey

16. • We do not deal with resistance, we motivate • We do not impose change, we encourage teams to embrace change • We help teams to become happy, because happy team members are more creative (‘broaden effect’) and more resilient to change Encouraging teams to become self - governing will help them to better deal with change. In TeamGrowing

2. DevOps • CAMS: Culture, Automation, Measurement and Sharing. • CALMS: Culture, Automation, Lean, Measurement and Sharing • SAFe DevOps: CALMR • Culture • Automation • Lean flow • Measurement of everything • Recovery

10. Evolution • The human signature of elevated striatal dopamine, serotonin, and neuropeptide Y, coupled with lowered acetylcholine, systematically favors externally driven behavior and greatly amplifies sensitivity to social cues that promote social conformity, empathy, and altruism. • Oxytocin “the cuddle hormone ” ... has a powerful effect on the brain and the body. When oxytocin begins to flow ... b onding increases, social fears are reduced and trust and empathy are enhanced. • “Cooperation is addictive,” Raghanti says.


  • 5843 Total Views
  • 5765 Website Views
  • 78 Embeded Views


  • 0 Social Shares
  • 0 Dislikes

Share count

  • 0 Facebook
  • 0 Twitter
  • 0 LinkedIn
  • 0 Google+

Embeds 10

  • 1
  • 1
  • 1
  • 6
  • 1
  • 2
  • 1
  • 1
  • 1
  • 3