Date post: | 28-Jan-2015 |
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The Learning Organization
Andrew Clay ShaferGoMoDev
Thursday, December 12, 13
perfunctoryintroduction
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@littleidea
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disclaimera school of thought
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buckle upkeep your arms and legs inside the ride at all times
http://www.flickr.com/photos/spatch/4630771984/Thursday, December 12, 13
forward
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software is eating the world
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mobile is eating the world
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cloud is eating the world
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you are either building a software business...
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you are either building a software business...
or you will be losing to someone who is...
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Section IThe game has changed
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never thought of myself as a developer
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though I was paid to develop
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never thought of myself as a manager
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though I was paid to manage
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I did whatever I could for companies
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at the level I was empowered
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I want to win
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I am fascinated with the dynamics of performance
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fascinated with the dynamics of high performing organizations
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fascinated with the psychology and behavior of high performing individuals
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what is a master?
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a master
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mentally and physically unprepared for reality real talk
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the game had changed
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In the 1960s, GM averaged a 48.3% share of the U.S. car and truck market
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the game had changedreal talk
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It is not necessary to change.
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It is not necessary to change.Survival is not mandatory.
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It is not necessary to change.Survival is not mandatory.
- W. Edwards Deming
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Gratuitous Diversion Igame theory
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the game has changed?what does that mean?
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the payoffs for a given strategy has changed
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Game Theorythe study of mathematical models of conflict and
cooperation between intelligent rational decisions makers
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Rationalchoosing to maximize a utility function
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Nash Equilibriumno players have anything to gain by
changing only their own strategy unilaterally.
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Pareto Efficiencyan allocation of resources in which it is
impossible to make any one individual better off without making at least one individual worse off
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Pareto Inefficient Nash Equilibriumpossible to make an individual better off without making any individual worse off
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Pareto Inefficient Nash Equilibriumpossible to make an individual better off without making any individual worse off
but no one will change their strategy
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Pareto Inefficient Nash Equilibriumuntil the game changes
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Pareto Inefficient Nash Equilibriumwhat are you trying to maximize?
what are the payoffs for a given strategy?
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jump to the conclusion
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you are either building a learning organization...
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you are either building a learning organization...
or you will be losing to someone who is...
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Organizational Learning Culture's Influence on Job Satisfaction, Organizational Commitment, and Turnover Intention among R&D Professionals in Taiwan during an Economic Downturn
Hsiu-Yen Hsu
IN PARTIAL FUFILLMENT OF THE REQUIREMENTS FOR THE DEGREE OF DOCTOR OF PHILOSOPHY
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how many put as much effort into designing their communications as they do their applications and systems?
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we are in the middle of inventing our culture.--Patty McCord
http://www.youtube.com/watch?v=o3e1lnixKBM
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Conway’s Laworganizations which design systems...
are constrained to produce designs which are copies of the communication structures of these organizations
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Conway’sIt’s not just a good idea... it’s the law
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Section IIthe makings of the learnings
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I’ve seen a lot.
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And I’ve paid attention.
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I’ve seen a good bit...
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I’ve seen a good bit... applications
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I’ve seen a good bit... applications infrastructures
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I’ve seen a good bit... applications infrastructures
agile
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I’ve seen a good bit... applications infrastructures
agile
devops
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I’ve seen a good bit... applications infrastructures
cultures
agile
devops
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I’ve seen a good bit... applications infrastructures
cultures
agile
devopssuccess
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I’ve seen a good bit... applications infrastructures
cultures
agile
devopssuccess failure
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Is there a pattern?
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Auspicious Learning?
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Success and Failure is highly correlated with the degree of ‘Organizational Learning’
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7 dimensions of Organizational Learning
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7 dimensions of Organizational Learning
• continuous learning• inquiry and dialog• team learning• empowerment• embedded system• system connection• strategic leadership
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continuous learningrepresents an organization’s effort to create continuous
learning opportunities for ALL of its members
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inquiry and dialogan organization’s effort in creating a culture of questioning, feedback, and experimentation
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team learningspirit of collaboration and the collaborative skills
that undergird the effective use of teams
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empowermentencourage feedback and action to address the gap between
the current status and the vision regardless of rank
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embedded systemestablish systems to capture and share learning
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system connectionactions to connect the organization to its
internal and external environment
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strategic leadershipthe extent to which leaders act strategically
using learning to create change
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how would we measure these dimensions?
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Funny you should ask...
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dimensions of the learning organization questionnaire (DLOQ)
Behold!
Watkins and Marsick
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In my organization?form of questions
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In my organization,people openly discuss mistakes in order to learn from them
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In my organization,people identify skills they need for future work tasks
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In my organization,people are encouraged to ask “why” regardless of rank
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In my organization,groups focus both on the group’s task and on how well the group is working
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My organization builds alignment of visions across different levels and work groups
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how powerful would it be if those weren’t questions?
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In my organization!form of statements
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and not just is words and spirit but deliberately incentivized
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and not just is words and spirit but deliberately incentivized
if they are not incentivized, they won’t be real
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The real company values, as opposed to the nice sounding values, are shown by who gets rewarded, promoted, or let go.
--Patty McCord
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Three Stone Cutters
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Three Stone Cutters
“I’m paid to cut stones”
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Three Stone Cutters
“I’m paid to cut stones”
“I use special techniques to shape stones in an exceptional way, here let me show you”
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I build cathedrals
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Section IIIso now what
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all methods are predicated on ‘learning’
Agile
lean startup OODA
PDCA
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‘inspect and adapt’ is the secret sauce
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learning cannot be something that happens outside of the process
learning is the point of the process
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continuous learning
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the hard way or the easy way
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The object isn’t to make great software, it’s to be in that wonderful state which makes great software inevitable
Robert Henri paraphrased
rt @mattetti
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don’t worry if you are ‘working’
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worry if you are ‘learning’
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worry if you are ‘winning’
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epilogue
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this is an amazing time
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‘software is eating the world’
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Thursday, December 12, 13
you are either building a software business...
Thursday, December 12, 13
you are either building a software business...
or you will be losing to someone who is...
Thursday, December 12, 13
this has become obvious
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Thursday, December 12, 13
you are either building a learning organization...
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you are either building a learning organization...
or you will be losing to someone who is...
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I build the future
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build the future
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the game has changed
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come at me
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Resources• Netflix - culture unleashed http://www.youtube.com/watch?v=o3e1lnixKBM
• dimensions of the learning organization questionnaire (DLOQ) - http://www.partnersforlearning.com/questions2.asp
• Maverick - the worlds most unusual workplace - http://en.wikipedia.org/wiki/Maverick_(book)
• The Fifth Discipline - The Art and Practice of the Learning Organization - http://en.wikipedia.org/wiki/The_Fifth_Discipline
• Organizational Learning Culture's Influence on Job Satisfaction... - http://conservancy.umn.edu/bitstream/53624/1/Hsu_umn_0130E_10474.pdf
• Yang, B. (2003). Identifying valid and reliable measures for dimensions of a learning culture. Advances in Developing Human Resources
• Fred Ettish - http://www.youtube.com/watch?v=Z5maknndsas
• the lessons of vasa http://faculty.up.edu/lulay/failure/vasacasestudy.pdf
• Gossamer Condor
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