Transformational Leadership part II

In the first part of the Transformational Leadership blog I described the theory. This second part is an experience report with a couple of examples.

I’ll start with the pre-requisites linking back to the first part; Willingness to experiment, Trust, Patience, Passion

When I started a new job I had enough passion – of course I was eager to do my best in the new role. In the beginning I didn’t have to worry about Senior Managers being impatient, the new guy bonus helped there. That left trust and the willingness to experiment. The latter was OK with senior management but for the team to experiment I had to gain their trust first.

The situation was such that the existing team hadn’t had a Test Manager for over a year and they were somewhat disillusioned but hopeful that the new guy would stand in for their interests. They were experienced and knew what they were doing with a lot of domain knowledge that was completely new to me.

So I sat down with them as a group and individually and asked them to tell me what went well and what didn’t (the latter list was longer…). Problems ranged from test environments going down several times a day, no commonly used bug tracking system and builds being thrown over the wall on the group side. On the individual side some haven’t had payrises in years, wanted to learn about other parts of the system but were stuck and felt that their contribution wasn’t valued.

So first I just listened to their problems. I also sat down individually with each tester to watch them test. That way I could learn the domain and also see how they approach testing their particular area of the system.

Within a short time we sent out some  guidelines how to use the bug tracking system (explaining the why) and introduced a template (the how) so that all necessary information was included for the developers. I had a chat with the development manager about the quality of the builds and what kind of problems to find in the test environments were acceptable and which were not – basically test entry criteria. He in turn sat down with his team and told them that the throwing over the wall times were over and that I would reject builds if they weren’t up to scratch. He set up monitors naming and shaming the developers who broke builds for everyone in the big office to see which improved build quality remarkably.

That all didn’t really take very long. What was probably even more important than getting more stable builds is that I gained the trust from the test team. I trusted them to continue testing the builds with their experience and domain knowledge while I continued to make them look better and remove problems in their way.

Another approach was that I mapped the test environments servers and applications, compared to our production environment and went to my boss to ask for money to get more servers plus time to get it all installed and configured. This also helped to show that I was indeed listening to their problems and doing something about it.

Since a trust relationshiop was built at that point I sat down with each tester individually and asked about what they thought would be needed next to bring the team forward and how they could help. Everyone had their own drivers and motivation so I introduced coaching for some and mentoring sessions for others covering the Individual part of the Tranformational Manager aspects. In team meetings I involved everyone in decision making, for example which new bug tracking tool we should go for and which ALM (We went with Fogbugz and TestRail).It helped the team spirit that people felt that they could bring in their own ideas and also get them implemented.

By that time we got more people in (one problem was simply not enough people on the ground) and everyone helped out when the going got tough. When one tester spent a lot of time on the private mobile (which was unusual) I asked if there was trouble. He replied that his kids and also his wife was sick at home and he was worried. I sent him home as his mind was clearly elsewhere. The work still needed done but others in the team jumped in and covered his most important work so he could go home. That was great to see and a sign that the environment and team identity aspects were progressing nicely. With an environment working and team identity like that I rarely needed to ask for overtime. More often than not people told me that they’d stay longer or come in on the weekend to get something done in time because they knew how important it was.  Knowing that if they had an emergency they’d get help made sure there was a drive to give something back.

What also helped is that we held a couple of meeting not in the official meeting rooms but in a cafe/bar down the street which was much more relaxing and actually more productive as well. Creating a stress-free environment got the whole team more productive as no time was wasted for people to cover their backs.

On a different note we had a three strikes rule – make a mistake once, no worries, we learn from it but please share it. Make it twice and we have a chat how to prevent it in the future and what we missed when we first thought we learned the lesson. Making the same mistake three times was a case of wtf, where’s your head, are you overwhelmed, do you have personal problems, what’s wrong? Note that I never had to go to part three.

SIDE NOTE: I wish I knew of Jurgen Appelo’s Delegation Levels from his Management 3.0 Workout book, that would have helped enormously.

Pairing with developers was another big step which worked really well on several levels. Testers got an early view of the implemented new features. Developers had to actually get their code to a stage where they could demonstrate it (which worked well after a first few embarassing fails). And they learned what was important for each other increasing mutual respect. The value of this cannot be overstated, a lot of communication problems, delays, misunderstandings and rework disappeared due to pairing.

These examples conclude the transformational leadership post. If you have examples of yourself or want to comment where you see things differently please share.

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One thought on “Transformational Leadership part II

  1. Pingback: Five Blogs – 19 January 2016 | 5blogs

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