patkua@work

The intersection of technology and leadership

Category: Learning (Page 7 of 15)

Six Years at ThoughtWorks

March 24, 2010 / / 8 Comments

For the first several years at ThoughtWorks I ran an annual personal retrospective looking back at the year gone by. I value celebrating success, making time to reflect and finding ways of continually improving. I ran them for the first few years before collapsing them back into each New Year’s review.

So what has happened six years on?

When I look at first starting at ThoughtWorks, I was just another developer, almost considered a graduate, because I’d only a small amount of real world experience. I worked for ThoughtWorks in Brisbane when we had an office presence, staying there until itchy feet drove me overseas. I could have moved to another Australian capital city, but London ended up much more of a drawcard with so many more opportunities and access to more interesting aspects to life harder to reach in Australia, such as exposure to so many different cultures (music, food, entertainment), personal travel opportunities and the presence of many professional communities.

To this day, I still can’t fathom working with the same company for six years. When I left university, I assumed two years would be the most I would work for in any company. Being lost in one of Oracle’s massive divisions only served to reinforce this view. So what’s changed? Working for a consulting company brings a variety similar to working for many different companies, yet without being tied to any particular one. Each project brings with it plenty of learning opportunities to uncover new contexts, problems and solutions.

Since being based in London, I’ve worked on at least nine projects of great length (a handful of much smaller ones as well). Unlike many of my colleagues, I’ve worked on many projects beyond web technologies (although I’m sure they’re just as fun). Some of these applications integrated with lots of hardware (think RFID readers, barcode printers, scientific equipment), server side REST applications with extremely high performance requirements, lead several development teams, taught fellow colleagues through our lateral training induction programme in India, and coached some very large organisations on appropriately using and understanding agile methods.

In this time, I’ve been fortunate to work with plenty of bright people, both within our own company and at our client, and grown great personal satisfaction by helping others find a passion for learning and taking pride in what they do.

Seeing a variety of situations and working with lots of different people in lots of different roles has lead to significant growth as well. One of the aspects I appreciate the most about ThoughtWorks is the ability to move between roles and develop skills in different areas. Although we’re trying to put a little bit more structure in place, it’s not a place that thinks you have to grow up or get out like many other consultancies.

So the upsides:

Consulting – You develop many experiences and see many environments, giving you better insights into how people behave and how to overcome undesirable behaviour. This first hand experience is invaluable as you apply it to new environments and new clients. Not being independent means I don’t always get choice of what I work on, but I have to be thankful for some of the opportunities over the last six years (partly of what I’ve made it as well).

Growth – Not everyone takes the time to explicitly focus on learning from people around them. This is one of my core principles. Being surrounded by people who think and have great conversations helps me grow. Being put into new situations, slightly beyond my comfort zone increases my confidence and skill set as does dealing with difficult client situations. I can’t thank of many other organisations where I could develop facilitation and coaching skills whilst moving back and forth between hands-on technical work.

Opportunities – I’ve been fortunate to present at a number of conferences over the years. This isn’t an easy path and isn’t one that happens overnight. I’ll be the first to admit, fantastic story telling at the level of Dan North isn’t one of my strong points, but I like to think many people enjoy the experiential workshops I put together. Opportunities are about making the most of what you find yourself in, such as finding yourself, unwillingly, to work in Copenhagen over the summer lead me to finding that lone free booking at Noma, the world’s third best restaurant in the world and enjoying one of the best meals I’ve eaten in my life.

People – ThoughtWorks prides itself about hiring great people. That’s not to say that we always hire perfectly. However I’m glad to be surrounded by other people who take pride in their work, care about learning and passionately applying themselves in whatever they like. I’ve lost count over the years for the number of work colleagues who’ve inspired me to get better at things that I do, and challenged me to better understand the work that I do. I continue to meet more people like this everyday, and am thankful for that dimension.

And the downsides:

Support – Part of not having clearly well defined structures for people as they “advance” make it harder to plan for the right level of support and to time it correctly. I know of some people who moved on by not getting the right support at the right time, and those who failed to get the right sort of support. This isn’t to say that there is no support but it’s a bit random at times. I know that I was particularly let down during my last year although I recognise I have higher tolerances than most.

Travel – I primarily moved across to the UK because of the strong correlation between project work and the office. This has definitely changed over the years. Travel is a necessary part of consulting, yet made harder when traveling greater distances and amplified by the lack of support.

Consulting for clients is different from working in the office – This is definitely one frustrating elements for working for any consulting firm, and I don’t think that ThoughtWorks is any different here, with a different cultural divide between those working in the field and those working in the office. It’s taken me years to see some of the systemic effects, although I’m sure it will be much more before there is something significant I can do about it. Ask me about in person and I’d be happy to run through my current theory.

The key to retrospecting is about learning, so here’s some of the lessons I’ve learned:

Leadership is not about titles – People I talk to see leadership as a role you are explicitly given. I disagree. Leadership implies taking ownership of responsibility and this is true whether or not you are given it or not. It’s not about a role, or a title. It’s about the way you act and the things you say. The leaders I’ve most respected were those that owned the rewards and pitfalls of responsibilities, regardless of it not being an explicit part of their role. The best teams I’ve worked on ensure all responsibilities are taken care of despite the varying titles amongst the people on it.

Everyone is responsible for passing the experiences on – Working for six years for any consultancy is rare, and part of that comes with a certain responsibility of passing on the right culture, and creating the same opportunities for others new to the organisation. Every individual in an organisation should feel the burden of this responsibility. I’m grateful for feedback from co-workers the difference that I make to them everyday. It’s amazingly gratifying to know that I made a positive contribution to people’s growth, even more so when I already hold each one of them in high regard. It’s so gratifying to receive that random text or email from previous co-workers telling me how they’re still doing, or doing things differently as a result of the small investment I made with them.

People move on – People leave companies. That’s a fact of life. The way I look at it, an individual’s needs and wants change more quickly than what an organisation can adopt. I think it’s the organisation’s responsibility to ensure that it does as much as it can to keep people. I think an organisation’s failure is to not to do what it *could* have done to keep them there. This sometimes happens and it’s frustrating. I think we can also get better at keeping in touch with alumni because we definitely aren’t very good with that.

Consulting is a sharp, double edged sword – The change that brings about new experiences and opportunities also often requires travelling or something not quite matching up. Some people in our organisation believe growth will solve these problems, something I also disagree with. I think growth will simply make it much more complex to solve. Having more people on hand simply makes it harder to get the right people to the right place at the right time.

Learning is a lifetime endeavour – I continue to argue how our education systems force us to stop thinking and learning. We focus on teaching (push) over learning (pull) and worse, we focus on absorbing facts instead of thinking. Our environments offer learning opportunities all the time, yet we’re trained to turn a blind eye to them, or to fail to respond to them. Living and breathing agile methods has taught me to learn first, and judge later.

A Community of Thinking Practitioners

February 28, 2010 / / 3 Comments

I first read “A Community of Thinkers” that Liz, Jean and Eric published late last year. I remember thinking that I felt strongly aligned to it, yet slightly uncomfortable with the exact wording. I toyed around with some words and now, a couple of months later, I am much more comfortable with a slightly abridged version.

It isn’t enough to be a member of a community of thinkers. We can philosophise and think ourselves to death. The world continues to operate in complex ways (yes, as in this, and this sort of complexity). It is not enough to sit back and only think. We need to experiment. We need to apply. We need to practise, then reflect and feed those learnings back into our thinking. This is the essence I respect the most about certain people in the agile community. This is what I want to keep alive. Remind yourself the Do is an important part of PDCA just as much as Check (Reflect) is.

For me, I am not just a member of a community of thinkers. I am a member of a community of thinking practitioners. If you’re not practicing and actively thinking, you’re not part of my community.

A Community of Thinking Practitioners
I am a member of a community of thinking practitioners.

I believe that communities exist as homes for professionals to learn, teach, and reflect on their work.

I challenge each community in the software industry to:

  • reflect and honor respect the practitioners who make its existence possible;
  • provide an excellent experience for its members;
  • support the excellent experience its members provide for their clients and colleagues in all aspects of their professional interactions;
  • exemplify, as a body, the professional and humane behavior of its members;
  • engage and collaborate within and across communities through respectful exploration of diverse and divergent insights;
  • embrace newcomers to the community openly and to celebrate ongoing journeys; and
  • thrive on the sustained health of the community and its members through continual practice, reflection and improvement.

I believe that leaders in each community have a responsibility to exhibit these behaviors, and that people who exhibit these behaviors will become leaders.

I am a member of a community of thinking practitioners. If I should happen to be a catalyst more than others, I consider that a tribute to those who have inspired me.

Share Alike Creative CommonsThis one is based upon the original posted on Liz Keogh’s blog here. This licensed under the Share Alike Creative Commons License. All modifications/addendums I made are emphasised in italics.

Articulate your Incompetence

February 9, 2010 / / 5 Comments

A few weeks back, Andy and I got together to walk through all the different iPhone examples that we’ve been playing around with. We both learned a great deal.

I’ve found that teaching whilst learning is actually the most effective way of learning. There’s something about trying to put words to the things that you think you know that makes you reason actually how little you really know.

I think the best learning model where this experience fits in is the following model:

Unconscious Incompetence -> Conscious Incompetence -> Conscious Competence -> Unconscious Competence

The act of trying to explain something is trying to raise you from one level to the next. If, for instance, you think you know what you’re doing and then find yourself having difficulty explaining something, you’re perhaps you are at a stage of Unconscious Incompetence. However if you know you are already incompetence (Conscious Incompetence), then the act of explaining is helping your understanding, testing the boundaries of where your knowledge fails. You are trying to move from Conscious Incompetence to Conscious Competence.

Interestingly, articulating your competence (or lack of) is an integral part to both a software craftsmanship model and pair programming, where in both you are expected to articulate your reasoning. The benefits work at all sorts of levels including the novice-novice and even the expert-novice pairing arrangement.

Limitations of the Dreyfus Model

February 2, 2010 / / 4 Comments

Last year, I ran a workshop at XP2009 and Agile 2009, helping people map behaviours to the different levels in the Dreyfus Model. Being a workshop for only 90 minutes, we only had time to introduce the model, generate a set of behaviours mapping them to each level in the model and only a small fraction of time thinking about where this might be useful in a coach’s toolbox.

I tend to use it as a way of encouraging people to self-assess their own behaviours, and as a way of seeing concrete, specific sets of behaviours that people in more advanced stages might find themselves.

We didn’t really get an opportunity to discuss the limitations of using the model in this way (remembering that all models are inherently limited in some manner).

Most useful for Novices
Ironically enough, this set of behaviours mapped in this way is only most useful to those who still remain Novices and less so, the Advanced Beginner. Novices need concrete rules, and directions. Advanced Beginners start to see context, yet it’s often helpful being specific about what sets of behaviours you might see at different stages.

Ironically, as you progress, using the Dreyfus Model in this way becomes less useful as you progress. I like to introduce this set of behaviours after people have had some experience with a certain practice. It helps people answer the question, “What does good look like?”

It’s not an exhaustive list
When I’ve run these workshops with other coaches, I find it interesting to see how they notice different sets of behaviours from what I would observe. Even when looking at a single practice, you have a multitude of behaviours at lots of different levels. It’s preciseness at describing specific sets of behaviour also has the risk of people only focusing on the prescribed behaviours instead of thinking about the sorts of behaviour that sits at this level.

I can’t imagine trying to list every single set of behaviour. As interesting as that might be, I think it would be impossible to capture, and difficult to communicate succinctly.

Best for personal development, not as performance evaluation criteria
It’s easy for managers to see a list of different levels, and then attempt of fit people into a box for performance evaluation. As much as their intention might be good good (professional growth) I think it’s easy to game.

I like to emphasise that this model is best used as a way for coach’s to help people self-assess, and for people to set their own goals about where they want to be.

Not the only tool to use
I like using this tool as a transitional tool, helping people jump the gap from Novice to Advanced Beginner and from Advanced Beginner to Competent. Beyond that, I would use less of this tool and look at other tools that help people self discover their information.

Shu Ha Ri as the flow of Energy

January 26, 2010 / / 1 Comment

Andy wrote a great blog post trying to relate Shu Ha Ri to the Dreyfus Model of Skills Acquisition. When I posted my thoughts, he suggested I blog about my story, so here it is.

In it’s simplest form, Shu -> Ha -> Ri roughly translates to Follow -> Detach -> Transcend. When I think back to the days when I studied Aikido (where I believe these concepts originate), I considered Shu Ha Ri as the flow of energy, or where you focus the majority of your efforts.

Flow

Photo of energy taken from HocusFocusClick’s Flickr stream under the creative commons licence

A Shu person, for example, focuses their energy on simply executing a very basic move. They repeat the kata, over and over, with the weight of their conscious mostly on thinking, “I move my arm up to block”.

The Ha person, no longer follows the rote kata, “detaching” from the original conscious thought, now focused on its application. They spend their time thinking, “An arm is coming my way, I better block”.

The Ri person is certainly spectacular to witness with energy flowing from move to move, something the dojo sensei demonstrated during a yearly open house. During this event, lasting a good twenty minutes, five black belt students attacked the sensei from all sides. They attacked with their hands and a small assortment of weapons. The sensei defended by turning, locking and throwing each student back in return. What I still remember vividly was comparing the black belts, completely drenched to the skin in sweat, to the sensei, who barely showed any signs of sweat.

I see this same flow of energy and focus of effort when watching people learn development skills. At one end of the spectrum, the Shu developer spends an enormous effort thinking about how to execute a particular practice. At the other end of the spectrum, the right practices occur and great quality code (and tests) appear.

Support multiple models

January 25, 2010 / / 0 Comments

As I gather more experience (i.e. get older) I’ve discovered every model has a breaking point. What does that mean and why should you care? Accepting that models break is the first step to understanding and identifying their limitations. More importantly, because models have a breaking point, you should be actively discovering other models that help you better communicate and grasp new concepts.

Sounds easy right? Unfortunately my experience in life proves the opposite with most people wanting to only hold a single “valid” model that manages to explain and justify everything. I see this as a consequence of western education guided by Socratic thought and a Platonic ideal but that is a post for another time. In real life, this desire to hold onto “one valid model” translates to arguments over the merits of a particular model and often the basis for justifying a position. Note that I have no problems arguing for the sake of testing and discovering the boundaries of a particular model.

What do you do about it?

Accept that models are simplifications of sometimes complicated, sometimes complex systems. Be open to exploring the boundaries of a particular model, uncovering where one model excels at explaining certain characteristics of a system. Seek out and invent new models that provide a different point of view, or that emphasise and highlight different aspects for that system.

Using XCode like a real IntelliJ user

January 14, 2010 / / 4 Comments

One of the biggest differentiators between the users who prefer IntelliJ over Eclipse is often their dedication to learning keyboard shortcuts. The user-conscious designers of IntelliJ make as much as they can consistent, something much more difficult for Eclipse, who is dependent on a community for plugin development without any process for reviewing how well they all fit together.

On my very first ThoughtWorks project, I remember my pair commenting about how I should learn all the keyboard shortcuts for IntelliJ. Learning keyboard shortcuts is less about churning out great amounts of code, and much more about avoiding interrupting your flow. Simple actions, such as reaching for mouse have potential to break your flow. Jetbrains make it easy to learn the keyboard shortcuts, even providing a printable cheat sheet so you can put them around your workspace as you learn them.

Having said all of this, here are some of the keyboard shortcuts I find myself using all the time for iPhone development:

  • Switch to Header/Source File– ALT + CMD + UpArrow
  • Open quickly – Shift + CMD + D. This is as close to Jump to Class/Method/Symbol that I could find so far. I haven’t worked out how to search using regular expressions yet.
  • Go back/forward – ALT + CMD + LeftArrow/RightArrow. Moves back between files that you opened. Useful for cycling through a call stack
  • Go(Run) – CMD + Enter. I’m currently using this to quickly see results as a spike my way through learning about Objective C and the APIs
  • Open Console – SHIFT + CMD + R. Useful when debugging using log statements and looking at what’s going on.

I’ve also found application-wide standard keyboard shortcuts really helpful as well

  • Cycle through different applications (XCode, Interface Builder) – CMD + TAB
  • Cycle through different windows in the same application – CMD + ` or CMD + ~. These are all really useful because Apple applications have a tendency to open many many windows, not really ideal for keyboard use.
  • Open help – SHIFT + CMD + ?. This is really useful when no keyboard shortcut is mapped, or you want to access a menu and can’t remember what it was. Once you have the Help dialogue open, start typing the name of the menu item. I’ve used this quite a lot to access the Refactor menu item which pops open another window.

Of course there are many more keyboard shortcuts. These are simply the ones that I’ve found I’m getting the most productivity. I wouldn’t say all of development can driven through the keyboard alone, but it’s a pretty good start for now. What are your favourite ones?

Using Kolb’s Model to learn about iPhone Development

January 13, 2010 / / 4 Comments

I’m a huge believer in accepting multiple models as different ways of looking at the same set of data. It’s just simply different glasses to see different things through. One of the glasses I’ve been putting on more consciously is that of David Kolb and his model on experience learning. Read more about it here.

It follows a simple cycle: Experiencing -> Reflecting -> Generalising -> Applying -> (Back to Beginning)

Here’s how I go about applying it. I follow one of the wonderful tutorials from Apple on their iPhone development, focused on simply trying to step through the cycle and get some visible success (Experiencing). I then spend some time thinking about what new tidbit of information I’ve learned (Reflecting) and trying to come up with some way of fitting it my general mental model of how it works (Generalising). I then try it out on my prototype application to see if I truly understood it (Applying).

Having read about the model a while ago, I think there are a few key things to focus on when using this model:

  • Keep it small – I could choose to run through all of the different Apple iPhone tutorials one after the other. This doesn’t give me any chance of reflecting, generalising or applying the material. Given my very forgetful nature, working with one tutorial at a time through this cycle is important. I try to keep this cycle in terms of a couple of hours, not a couple of days. Attempt to pick up knowledge incrementally.
  • Rinse and repeat – Going through this cycle one doesn’t guarantee you’ll actually learn everything, or even anything. I’ve found I got to the end of doing something and didn’t have any general model. Iterating lets you mine and discover new lessons. I repeat the same exercise, and as I do, I notice I pick up different things.

Interesting it is these two aspects, incrementing and iterating that is at the heart of working in an agile manner. Notice how it’s all about learning then?

Starting a new language is like spiking

January 11, 2010 / / 1 Comment

I’m a big fan of XP’s practice of spiking solutions. Although I’m not currently doing TDD because I barely know enough about iPhone development to make myself dangerous, I haven’t quite dropped all practices. I still use source control (just a local SVN repository) against the root of my spikes directory.

Here’s how I’ve been structuring myself:

FolderStructure

The benefits of this let’s me quickly create new projects to learn a single lesson given the numerous tutorials out there, and then put that under source control for reference code at a later stage. I then spend some time integrating it into the MyPrototypeProject, making small incremental commits as I make progress. The best part is that if I make a mistake along the way, all I have to do is a svn revert -R . to get back to a working state if I get too frustrated or lost.

Starting iPhone development

January 10, 2010 / / 4 Comments

Late last week, Andy Yates got me onto the whole Hello World application for the iPhone. Since then, I’ve been dabbling around a bit more trying to get my head around it. After having studied how people learn things using models such as Shu Ha Ri, the Dreyfus Model of Skills Acquisition, and Kolb’s learning cycle, it’s fascinating to try to understand how best to pick it up.

Here are some observations that I’ve made so far:

  • There are many different dimensions to learning how to write an iPhone application. First, there is the fact that it’s written in Objective C, so you’re learning about the syntax and intricacies of a new language. Secondly, you are learning new development tools including XCode and Interface Builder. Thirdly you are learning about the libraries, documentation, and understanding how things fit together.
  • I intentionally recognise myself as being at Shu level (in Shu Ha Ri) or a Novice (on the Dreyfus Model). This means that I want to have some quick wins, get stuff working and worry about how it all fits together in the next stage. I’ve found that repeating the same exercise (almost like a kata) has helped me understand how things relate to each other just that little bit more.
  • Writing a journal helps. I intend on blogging about some things that I’m discovering. It might help one person out but it will sure help me articulate clearly my understanding (or lack of understanding) about the topics that I’m finding. When I don’t blog, I’ve got a little text file with snippets on what things I’ve discovered and what things still puzzle me. It’s helping me organise the random things that I’ve got.
  • Interestingly, I’m less interested in following some of the practices I would if writing a production application. This means I’m not worrying too much about refactoring or testing until I get the basics down. I don’t want to confuse the concerns of exploration and learning with verifying the system works (which I can barely get going right now). When I am more confident in my knowledge, I’ll definitely spend more time thinking about these things.
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