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1、The Dolts Guide to Self-OrganizationJurgen Appelo jurgennoop.nl version 2Goal #1OK, so what is self-organization really?Goal #2How can we make self-organization work?AgendaSelf-organization Direction Delegation Communication ConclusionWe have been taught about linear systemsBut then reality confront
2、ed us with non-linear systemsThat is like teaching people all about fruit fliesAnd then lumping everything else together inthe group of non-fruit fliesHuh?Lets adopt a more realistic approachFirst, there was a(big) bang!and then strings formed particlesand particles formed moleculesand molecules for
3、med solar systemsand living cellsand cells formed speciesand species formed groupsand groups formed ecosystemsand economiesand every system organized itself.Self-organization a definition“Self-organization is a process of attraction and repulsion in which the internal organization of a system, norma
4、lly an open system, increases in complexity without being guided or managed by an outside source.”http:/en.wikipedia.org/wiki/Self-organizationOrganization without management?Cool!butSelf-organization has a dark sideSelf-organization the dark sidehttp:/ “Nature is not cruel, pitiless. This is one of
5、 the hardest lessons for humans to learn. We cannot admit that things might be neither good nor evil, neither cruel nor kind, but simply callous - indifferent to all suffering, lacking all purpose.”- Richard DawkinsBut people careabout value.http:/ http:/ http:/ “Self-organization requires that the
6、system is surrounded by a containing boundary. This condition defines the “self“ that will be developed during the self -organizing process.”http:/amauta- containing boundary has a chance to direct self-organizationtowards valueAgendaSelf-organization Direction Delegation Communication ConclusionDir
7、ected self-organizationDont go here!Go there!Governance + leadershipDont go here!Go there!http:/ Self-organization is the normManagement is the special caseWe all manage something every dayBut managementmust be balancedSelf-organizedFor example: a software development teamSelf-selected (= self-desig
8、ned)Self-organized and system selects its own members For example: founders of a start-up businessSelf-directed (= self-governed)Self-selected and no direction outside the system For example: criminal organizationThree levels of self-organizationAnd then theres EmergenceSupervenience Emergent proper
9、ties appear at a higher level that didnt exist in the componentsNot just aggregation Impossible to “build” the system as an aggregate from the componentsDownward causality The emergent properties have a real effect on the lower-level componentsEmergent, but not self-organizingSelf-organizing, but no
10、t emergentEmergent + self-organizingA development teamThe Darkness Principle“Each element in the system is ignorant of the behavior of the system as a whole . If each element knew what was happening to the system as a whole, all of the complexity would have to be present in that element.”http:/ Law
11、of Requisite Variety“If a system is to be stable the number of states of its control mechanism must be greater than or equal to the number of states in the system being controlled.”http:/en.wikipedia.org/wiki/Variety_%28cybernetics%29In human termsA team is too complex to manage by just one person.O
12、nly people have the ability to manage complexity.Therefore, management requiresDistributedgovernance and leadershipAgendaSelf-organization Direction Delegation Communication ConclusionManagers must be good atDirectionand DelegationManaging a lifeless systemis all about instructionManaging a living s
13、ystemis all about communicationManage technical people with technical managersBoth good at giving instructionsImproved communicationLight (low impact)Example: coding guidelines, workshopsModerate (medium impact)Example: self-education, tool selectionAdvanced (high impact)Example: self-selection, ope
14、n salariesThree levels of maturity in empowermentTell: make decision as the manager Sell: convince people about decision Consult: get input from team before decision Join: make decision together with team Advise: influence decision made by the team Confirm: ask feedback after decision by team Delega
15、te: no influence, let team work it outSeven levels of authority in empowermentEmpowerment requires maturity and authority (increase both gradually)Empower the teamempower individualsorChoose(sorry, no magic formula)A good mix of empowermentTechnicalBusinessProcessDont empower people in just technical/process areas Also give them some “business stuff” to doThe delegation ChecklistAre tools available? Understanding of resu
