O slideshow foi denunciado.
Utilizamos seu perfil e dados de atividades no LinkedIn para personalizar e exibir anúncios mais relevantes. Altere suas preferências de anúncios quando desejar.

Everything Changes with Employee 25: Peldi, Balsamiq

375 visualizações

Publicada em

Business of Software Europe 2017

Publicada em: Software
  • Want to preview some of our plans? You can get 50 Woodworking Plans and a 440-Page "The Art of Woodworking" Book... Absolutely FREE ➤➤ http://tinyurl.com/y3hc8gpw
       Responder 
    Tem certeza que deseja  Sim  Não
    Insira sua mensagem aqui
  • There are over 16,000 woodworking plans that comes with step-by-step instructions and detailed photos, Click here to take a look ♣♣♣ http://tinyurl.com/y3hc8gpw
       Responder 
    Tem certeza que deseja  Sim  Não
    Insira sua mensagem aqui

Everything Changes with Employee 25: Peldi, Balsamiq

  1. 1. Everything Changes at 20-25 @peldi - #BoS2017
  2. 2. Warning: lots of screenshots!
  3. 3. ?v.0 Experiment v.1 It’s Working! v.2Small Team v.3 Handbook v.4 Kaizen v.5 ????
  4. 4. IMMEDIATE COMPREHENSIVE TOTAL FREAKOUT.
  5. 5. HELP!
  6. 6. Slam on the breaks.
  7. 7. In Today’s Talk… 1. What I should do as a CEO 2. How we get stuff done 3. How we give each other feedback 4. Policies we added at 20-25
  8. 8. In Today’s Talk… 1. What I should do as a CEO 2. How we get stuff done 3. How we give each other feedback 4. Policies we added at 20-25
  9. 9. Rookie CEO Grows Up …Reluctantly Giacomo ‘Peldi’ Guilizzoni - Business of Software 2015 - @peldi #BoS2015
  10. 10. Joel Spolsky Patrick McKenzie Andy Brice
  11. 11. The “B” word
  12. 12. That Was
  13. 13. Fine then, you can call me boss whatever that means
  14. 14. Balsamiq is “flat”
  15. 15. IMMEDIATE COMPREHENSIVE TOTAL FREAKOUT.
  16. 16. Paul, what’s my job?
  17. 17. CEO’s Areas of Responsibility 1. People 2. Money and Policies 3. Strategy and Vision 4. Brand Guardian
  18. 18. 1. People • Plan Staffing • Recruiting Process • Employee Development • Employee Engagement
  19. 19. 2. Money and Policies • Finances • Kaizen
  20. 20. 3. Strategy and Vision • Where is the market going, and what’s our place in it? • Be the keeper and communicator of the vision
  21. 21. 4. Brand Guardian • Keep the brand current with who we are as we change • Review marketing and community
  22. 22. 1. People • Plan Staffing • Recruiting Process • Employee Development • Employee Engagement 2. Money and Policies • Finances • Kaizen 3. Strategy and Vision • Where is the market going, and what’s our place in it? • Be the keeper and communicator of the vision 4. Brand Guardian • Keep the brand current with who we are as we change • Review marketing and community I’m a CEO !
  23. 23. –Balsamiq Handbook “Trying to be too flat is a lot of work. When we notice that putting a policy in place to solve something in a flat way is way too much work (diminishing returns), we take a shortcut and use Peldi as "the boss" instead.”
  24. 24. –Paul Kenny “Stop trying to make people happy.”
  25. 25. –Paul Kenny “Clear your schedule.”
  26. 26. I have to tread carefully • I have to sell my ideas • I have to repeat myself • I have to be more mindful of micro-aggressions • I have to make changes VERY incrementally
  27. 27. In Today’s Talk… 1. What I should do as a CEO 2. How we get stuff done 3. How we give each other feedback 4. Policies we added at 20-25
  28. 28. People Management = BAD Project Management = OK, I guess
  29. 29. In Today’s Talk… 1. What I should do as a CEO 2. How we get stuff done 3. How we give each other feedback 4. Policies we added at 20-25
  30. 30. Up until 10 employees • It didn’t even cross my mind • No-one brought it up, we were just all working very closely together
  31. 31. Between 10 and 16 Employees • People started asking for reviews • I tried hard to avoid doing them • I’m not your boss! • I just want to code! • No-one was thinking about people’s development • Some people didn’t get a raise for 3 years
  32. 32. 25 x 4 = 100
  33. 33. Personal Coaches • It’s flat • It’s organic • It scales • It’s in line with the our servant-leadership style • We like it!
  34. 34. In Today’s Talk… 1. What I should do as a CEO 2. How we get stuff done 3. How we give each other feedback 4. Policies we added at 20-25
  35. 35. PD Clubs
  36. 36. In conclusion
  37. 37. Org Chart
  38. 38. Organism Chart
  39. 39. Growing up hurts
  40. 40. • Not everyone can come to the retreat • Not enough time at the retreat to have quality time with everyone • Using #announcements is really expensive • Good discussions don’t happen in large groups • ~100 concurrent projects = you HAVE to give up on trying to follow of all of them. • Reaching whole company consensus is hard and very painful
  41. 41. 4th week of June 4th week of June 11 Weeks After Easter
  42. 42. Shift from company to teams the right way
  43. 43. Culture Trumps Everything
  44. 44. We’re good people, and we care.
  45. 45. Will it last?
  46. 46. Thank you. @peldi - #BoS2017

×