At DrupalCamp Toronto 2014 I talked to you about Change Management, and asked you to look inside yourselves to see why you should stick around for Drupal 8. At DrupalCon Austin I gave a variation on this talk as a core conversation. (I used the "F" word.) You can review the decks I gave for these presentations if you're interested. Now it's 2015 and you're (still) here. Yay!
In this session, Managing Change, you'll learn the steps needed to support a team through their first (Drupal 8) development project; however, the lessons can be applied to any team who is developing outside of their comfort zone.
Specifically, we'll talk about how to:
- Structure an Agile schedule to ensure the best possible relationships between developers and stakeholders, through radical transparency and by breaking down a project into achievable components.
- Mitigate the learning curve of a new platform by building on existing best practices, and limiting the avalanche of new information through just-in-time learning.
- Keep each person on the team motivated and in the zone by customising how you engage, and by addressing--head-on--the anxiety which comes from building software when it feels like all your tools have changed.
The lessons are based on my own real-life experiences overseeing teams as a technical project manager with developers who were working with new technologies. From this session, you'll get practical take-aways as well as food for thought on how to succeed at one of the most difficult parts of software development: the people.
This presentation was originally delivered at DrupalNorth.
In the talk I reference frameworks which are used by change management specialists.
Eight Step Process for Leading Change
Described by John Kotter. Currently on version 2, but there are still 8 steps. Originally described in the book Leading Change; the new version is in Accelerate (it's a bit more iterative / Agile-friendly).
- Create urgency.
- Build a guiding coalition.
- Form a strategic vision for change.
- Enlist a volunteer army
- Enable action by removing barriers.
- Generate short-term wins.
- Sustain acceleration.
- Institute change by anchoring it in corporate culture.
Five Stages of Grief
Initially described by Elisabeth Kubler-Ross in reference to the emotional stages experienced by survivors of an intimate's death. It is reference by change management workers as a possible sequence for the emotions that a worker will experience.
"Essential" reading (and watching):
- Eight Step Process for Leading Change - books: Accelerate (older edition: Leading Change) - John Kotter
- Start with Why - Simon Sinek
- Five Stages of Grief - Elisabeth Kubler-Ross
- Motivating Developers - Joe Shindelar (@eojthebrave)
"Recommended" reading (and watching):
- Creating a Culture of Empowerment - Todd Nienkerk (@toddross)
- Harvard Business Review 10 Must Reads on Change Management
- Things I Learned When Managing my First Project
- Building an Infrastructure for Innovation
- Managing Chaos - Lisa Welchman
- Mapping User Stories - Jeff Patton
- Agile Weekly Podcast on Changing Fast or Slow
- Drupalize.Me blog post on planning and deployment process