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DevOps Resolutions for 2016 | @DevOpsSummit #DevOps #Microservices
DevOps isn’t just about engineering better processes. It’s also about cultural transformation.
Jan. 21, 2016 02:00 PM
At year-end, we often consider where we've fallen short over the last twelve months - and how we can do better over the next twelve. For IT leaders, DevOps is likely to be a primary concern for 2016. As application awesomeness becomes more important to the business, IT must get great code into production faster. DevOps success is thus imperative - especially if you're competing against digital-first market disrupters.
DevOps, though, isn't just about engineering better processes. It's also about cultural transformation. This reality makes some IT leaders uneasy, because excellence at operational management - rather than cultural leadership - got them where they are today.
But DevOps success requires cultural leadership. Without that leadership, people will work in 2016 the same way they worked in 2015.
KPIs are particularly useful tools for this cultural leadership, because they define goals and incentives. Here, then, are three key performance indicators (KPI) related New Year's resolutions to consider for 2016:
"I will unify my DevOps team KPIs"
DevOps requires the de-siloing of KPIs and collective responsibility for their fulfillment. Everybody has a stake in continuous delivery and in minimizing MTTR. Nobody gets to point their finger.
Cultural DevOps leadership is thus akin to coaching football. Coaches don't just incentivize receivers to run their routes well. They also disincentivize blaming the linebackers for a loss. IT leaders should do likewise.
"I will add cultural KPIs to my operational ones"
Can you measure frequency of blame? Collaboration across skill silos? Trust? Of course you can. Those metrics may be grounded in subjective perceptions, but that doesn't make them any less real or relevant to your cultural mission.
"I will include myself in the ‘us-ness' of our KPIs"
Contemporary managers face this irony on many fronts as the drive for flatter organizations and the influx of Millennials redefine the workplace. Self-exclusion, though, is especially problematic for IT leaders attempting to re-make their organizations in order to fulfill the near-impossible demands of a globalized digital marketplace.
Yes, you need to get your developers and ops staff to do many things differently next year. New models of work, however, require new models of leadership. To change others, as the cliché goes, you must first change yourself.
And you can't change what you don't measure. That's why IT leaders should make self-examination a top resolution list for 2016.
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