People vs Process - Cultural Patterns of Software Organisations
If you want to see software teams and organisations differently, from a
people/culture/behaviour perspective, come to this session! You can reinvent the wheel,
but you don't have to - therefore we based this on session on Gerald Weinberg's cultural
There are many models and frameworks that focus on 'processes', they're about maturity,
about what one ought to be doing in order to be effective. In this session, we'll present a
fresh perspective on software organisations, a people oriented instead of process oriented
view. The model focus on subculture and people's behaviour (interactions).
We believe that you need to work on both people and process to become succesful and stay
that way - they are not opposites (see also
http://blog.piecemealgrowth.net/peoplevsprocessafalsedichotomyhtml ), and offer this
session as an extension of your toolchest.
We'll introduce the six cultural patterns of software organisations, as described by Gerald
M. Weinberg in his Quality Software Management series. We'll tell how you can recognise
them, what behaviour you can expect, and how they handle uncertainty, unexpected events
and change. We will also tell about which contexts these cultures are well suited for and
when they go awry.
Other topics we'll cover are
• Effective interventions for different patterns
• Relation to Capability Maturity Model and other 'maturity' models
Process & Timetable:
25 min Introduction; Oblivious, Variable, Routine, Steering, Anticipating, Congruent
10 min Exercise - your stories
5 min Exercise summary & feedback
10 min Presentation of interventions
10 min Q&A, summary & feedback
Interactive presentation, small exercise/assignment. We will provide handouts.
apprentice – journeyman; anyone who works in or with software organisations
Benefits of participating:
The model gives a fresh view on organisations and teams. Participants can become more
awarene of what's happening in a group, team or organisation, and thus choose actions
that fit the context.
Cultural patterns are a valuable tool for organisational change. For instance to determine if
you are going to meet resistance, in what form, and where to find allies.
Benefits of organizing:
Learn from stories and experiences from the audience; validate our ideas; iteratively find
more effective way to teach this material and work towards a publication on this topic.