Writing myself a new car

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I honor of the World Autism Awareness Day 2017: I have reward systems for myself and my two sons with autism. The principles are as follows:

  • Reward the behavior we want more of. Don’t reward required activities, but reward when we choose to do help with chores. Ignore when we choose not to, do not remove credits.
  • Rewards are things you would not get otherwise. Verbal praise and encouragement are given even so. You have to earn it – and get it when you finalize (a deal is a deal).
  • We use token economy and postponed gratification. Training for the mash mellow test improves forward thinking.
  • Rewards are usually LEGO. Specific piece request from Bricklink.  Every token/mark is a ten’er (DKR 10).

The boys (13+11) have been rewarded for doing the dishes, preparing food, taking out the garbage etc. Initially 15 tokens gave a trip to McDonalds, but as mastering progressed the rewards became bigger. One time 50 tokens/marks was needed for a reward. The options to help (“The Mark Menu”) was at one point over 20 chores. Over time they lost interest in saving but did the chores anyway, so some of the chores where made required. One day the oldest added “Do not fight” to the list of required (non-rewarding) activities 😉 Next up is to save for a game on Steam..

I’m being rewarded every time I run (5K, outside. Half a mark for treadmill), for my morning exercises and a few other thing I struggle with. I have just finished a sheet of 140 marks that I worked on since September 2016). The new target is to buy myself first a Bugatti and then a McLaren. Not a new minivan..

I am going to write myself a new car

I hope this drives the right behavior

Similar posts on leadership and praise at work: In a star team – the team gets the starsI know it is your job – but thank you anyway

Similar posts on autism: Pragmatic choices of what is important and possibleStakeholders,

Similar posts on drive and motivation: More than carrots and sticks, 16 points that may rock the boat

Shift-Deliver, TestOps and Management of Changes

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Shift-Deliver is a label I choose to put on the changes the roles and activities of the TEST MANAGER, when the test manager moves towards (also) being involved in the ITIL change requests, delivery management, configuration management and branch management that happens when the solution goes from the test phase to production. Another label could be “TestOps” as presented here, as the intersection of Testing and Operations. TestOps have been identified for along time. ….Interesting.  🙂

In my IT outsourcing context, this is less about software, and more about solutions. In at least two of my long term enterprise scale projects, half the job was test management (of operations) projects, half the job was regarding ITIL change management. My change management activities was mostly making sure that

  • the process was followed
  • that information was provided to the stakeholders
  • that testing happened
  • risk mitigation happened

I was hired as “the quality guy”, but expanded the role over the time I’ve been on the team to take ownership of all of our build and release infrastructure as well. Basically, I’m responsible for everything from the moment code is checked in, until it hits our production servers 

To use a quote by Alan Page. Again Alan is a representative of what happens with regards to trends in testing. He might be wrong, as well as I. I try to label the trends to understand them. These four trends that I have spotted are not mutually exclusive, neither do they all four need directions. Change is happening to the classic test manager rolle of going through the motions of test cases and documents. This is clear when looking into these posts:

Initially I discussed Shift-Deliver, Shift-RightShift-Left and Shift-Coach  at Nordic Testing Days 2016 during the talk “How to Test in IT operations“ and coined the labels on the EuroStar Test Huddle forum.

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The Shift-Coach Testing Trend

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Shift-Coach is when testers and test managers trends towards being coaches and facilitators of the testing activities. Shift-Coach is more about leading the testing than leading the testers to paraphrase from @DevToTest Joe DeMeyers blog post.

The ground breaker for this trend, is to me, the talk “How I Lost My Job As a Test Manager” presented at Test Bash 2015 by Stephen Janaway. Stephen explains how reorganization of the test manager role forced him to be more a facilitator than embedded in the teams. Similarly many other great test managers talk more and more about people skills and coaching, especially in agile projects. I want to define shift-coach around the facilitation testing activities, and place testers that doubles as scrum masters in the Shift-Deliver trend.

In traditional (v-model) projects testing has often included people that were not professional testers; – in user acceptance tests this has often been business subject matter experts. The testing was done by someone with the best knowledge of the topic, and that may not have been the professional tester. That more and more projects do this – more and more, is a big challenge for many testing folks. But it is a significant trend in testing world of 2016.

Shift-Coach trend is visible when Alan Page  talks at Test Bash Philly 2016:

You’ve heard the rumors, and you’ve seen it happen. An organization or development team decides they don’t need testers, and you have big questions and massive concerns. Is quality not important anymore? Are they irresponsible or idiotic? Are their hats on too tight? Do testers still have jobs?

Alan Page is a career tester who has not only gone through the “no-tester” transition, he’s taking it head on and embracing it. Alan will share experiences, stories, strategies, and tactics (and failures) on how he’s taken everything he’s learned in over twenty years of software testing, and used those skills to have an impact on software engineering teams at Microsoft. Whether you’re going through this transition yourself, think it may be coming, or just want to tell someone what an absurd idea this is, this is the talk for you.

This trend goes along with Shift-Right, Shift-Left and Shift-Deliver discussed separately. I discussed these trend labels at Nordic Testing Days 2016 during the talk “How to Test in IT operations“ and coined the labels on the EuroStar Test Huddle forum.

legocoach

Drive the Testing – Coach!

Connected online

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Apparently my Internet habits are very teenage like… I miss my WiFi and cannot leave the phone in the pocket. What I am is a digital settler, connected to my processional community.

I realized this at a training recently, where it was noticed that I had my phone out DURING CLASS. Was it FOMO – no, I just had a thought about testing to share on twitter. As I would usually do during conferences and my working day. We had a good laugh about me always needing my internet and my phones. I took it as a compliment, as that would mean that I was a YOUNG digital rookie, sharing and collaborating. .. like only the cool kids would do.

young-luke

When I model  myself to the Teaching Trios model – I am a digital settler by age/ introduction time. But collaborating and having an online professional interaction is not based on age, nor should it be frowned upon. Online community interaction is done by all ages, diverse and really nothing new. It’s past hype, and not ground breaking. There are models now of how communities evolve and function. And the business, career and personal benefits explained over and over again.
Yet I have more followers on twitter than the company I work for. Sometimes when someone else at work shares curated testing papers, I have seen it already and have met the people who wrote it. (Read Meet the famous people)
When I model myself towards Simon Wardley‘s three-stage model (Pioneers, Settlers, town planners). I don’t jump anything brand new, but I do want to take the groundbreaking and turn it into a framework for others to succeed… So to my kids Netflix is TV, and my mom follows me on Facebook to see what I’m up to. (no good, I swear).

Here – have some of my power

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One of the ways I lead the team of testers in my project is through delegation of power from my own role…

1) A test manager in my group asks guidance. The members in the project team does not reply her requests or give her the information she needs. As a test manager in the project she does have the theoretic power, but not the practical power… I send her back with all my powers – to tell them that because I said so, they should respect her. I don’t mind taking “stars” of my shoulders and giving the power of my role and position to someone junior to me.

2) A tester on my project team approaches me to ask for permission to create tasks on our task board. I immediately grant her a “do every thing you need to do, without asking“-permission. By all means take the initiative and ownership. I probably fail to manage everything, so we need to work together on this. By all means go ask the developer, create test cases, find things we didn’t know – think.. and test.

Sometimes I think, this is perhaps a Danish “equality” culture – but then I realize it is a collaborate approach for the modern knowledge worker. It works equally well with people from both India, Denmark, Philippines and China.

My style is not to CONTROL – but to facilitate KNOWLEDGE. In my team the team is the star

vikings

I know you need more info…

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Uncovering better ways

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I am uncovering better ways of developing solutions – by doing it and helping others do it. Through this work I have come to value:

  • Apply the costs to add business value – over cutting costs
  • Being flexible and open  – over adding predictability 
  • Providing information for decisions – over ensuring the reliability

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