We are what we repeatedly do. Excellence, then, is not an act, but a habit.
— Aristotle
The Hacker Mindset Can Be Nurtured!
For entrepreneurs and ordinary IT managers, the question of "How do I get my hacker team?" often leads to confusion. Some don’t even know the true meaning of the word hacker. Many believe that assembling a hacker team, or at mature companies, expert team, or dream team, is as simple as finding and hiring the right individuals. We’ve even met traditional recruiters with decades of experience thinking that. However, this "tool" mentality overlooks the fact that unlike tools, people are sentient beings operating on values and can leave when there’s not a proper fit because they become unhappy.
To truly build a successful hacker team, both the team and the corporate environment need to be nurtured concurrently towards embracing the Hacker Culture. This nurturing process is a journey for the entire organization, creating a sense of belonging for the creative and motivated hacker team within the corporate family. At Google it’s as simple a reading the “don’t be evil” onboarding guide. But not at a typical bank, or an insurance company, for example.
In this section, we will explore the methods used by ASE to foster this transformation, growth and development.
Here are the key considerations that must be included on the organizational development roadmap:
1. Creating a Safe Space for Innovation
To cultivate the Hacker Mindset, it's essential to create an environment where experimentation and innovation are encouraged. This means providing a safe space for employees to take risks, make mistakes, and learn from their experiences without fear of repercussions. By fostering a culture of openness and trust, organizations can inspire their teams to push boundaries and think creatively.
2. Encouraging Collaboration and Cross-functional Teams
The Hacker Culture thrives on collaboration and the exchange of ideas. ASE encourages organizations to break down silos and create cross-functional teams with diverse skillsets. By promoting teamwork and collaboration, companies can maximize their potential for innovation and problem-solving. Certain key constructs, like Domain Driven Design, absolutely require doing so.
3. Continuous Learning and Skill Development
The Hacker Mindset is characterized by a thirst for knowledge and constant improvement. ASE helps organizations establish a culture of continuous learning by providing opportunities for skill development, requiring co-mentorship, and cross-training. By investing in their employees' growth, companies can ensure that their teams are equipped to tackle new challenges and stay relevant.
4. Embracing Agile Principles
Agile methodologies have been proven to increase efficiency, adaptability, and overall project success at any company. The Agile Manifesto is the very projection of Hacker Culture packaged in business-friendly terms. ASE helps organizations implement Agile principles correctly to streamline their processes and foster the Hacker Culture through the development of personal leadership first. By embracing actual Agile, companies can improve their ability to respond to change and better meet the evolving needs of their customers at no additional cost.
5. Leadership Support and Enablement
For a successful transition to the Hacker Culture, it's crucial to have strong leadership support. Self-empowered teams come from the personal leadership mindset, aka Hacker Mindset, and then need to be enabled to evolve, deliver, and perform on commitments. ASE works with leaders at all levels of the organization to ensure they understand the value of the Hacker Mindset and are committed to empowering their teams. This includes providing the necessary resources, removing barriers to success, and promoting a culture of autonomy and self-organization.
6. Competence-based Recognition Culture
Here is another secret for you: The most difficult part of the digital transformation is establishing hard-skill-based development competence. It's an investment that requires constant commitment and effort spanning years. This is why our coaches are industry-best hands-on software architects who are also full-stack developers. In organizations where recognition is based on perceptions, this milestone is not attainable by any means. Making recognition based only on concrete deliverable outcomes afforded by hard skills is the first necessary step in attaining this milestone.
By following these methods and working closely with ASE, organizations can nurture the Hacker Mindset within their teams and create an environment where innovation and success can flourish. This journey not only strengthens the hacker team's sense of belonging within the corporate family but also drives sustainable growth and competitive advantage for the entire organization.
“…for the LOLs …and for the Profit”:
The Three Groups of Activities in Coaching Execution
To ensure the success of the coaching process, ASE focuses on three key groups of activities: Commit, Execute, and Reintegrate.
These activities are continuously tracked throughout the engagement to maximize progress and maintain alignment with the organization's goals.
Commit
The Commit phase is about setting clear objectives and priorities for the organization and the team. During this phase, ASE works with the leadership to define the desired outcomes, establish key performance indicators (KPIs), and create a roadmap for achieving the goals. Commitment from all team members is essential for the success of the transformation, and clear communication of objectives helps ensure that everyone is on the same page.
Execute
In the Execute phase, the focus shifts to implementing the agreed-upon plan and working towards the defined objectives. This involves using Agile methodologies, continuous learning, and cross-functional collaboration to drive innovation and improve efficiency. ASE coaches provide hands-on support, working alongside the team to develop their skills and deliver results. They also facilitate the exchange of ideas and expertise, helping to break down silos and foster a culture of collaboration and creativity.
Reintegrate
he Reintegrate phase is all about reflecting on progress, learning from the experiences, and incorporating the lessons learned into the organization's culture and processes. By establishing a tight feedback loop, ASE helps organizations to continuously adapt and refine their approach, making necessary adjustments to stay on track with their goals. During this phase, the focus is on sustaining the positive changes and ensuring that the Hacker Mindset becomes an integral part of the organization's DNA, driving long-term growth and success.
By consistently monitoring and managing these three groups of activities, ASE ensures that the coaching process remains effective and aligned with the organization's objectives. This structured approach to nurturing the Hacker Mindset and fostering a culture of innovation empowers teams to achieve their goals, driving sustainable growth and competitive advantage.
ASE Methods Simply Work!
Our proven iterative approach to nurturing the Hacker Mindset and fostering a culture of innovation has yet to fail. By applying the principles outlined in our methods, we have consistently helped organizations transform their teams, drive sustainable growth, and achieve a competitive advantage in their industries.
The diagram illustrates the points of leverage applied on the team during the transformation process. This approach helps ensure that every team member is supported and enabled to embrace the Hacker Mindset at its mental core and will contribute effectively to the organization's resource development goals.
According to various sources, failure rates for digital transformation projects can range from 70% to 84%. A 2019 report by McKinsey found that 70% of digital transformation initiatives did not reach their goals. A 2020 study by Couchbase indicated that 73% of digital transformation projects were not successful in meeting their goals. These reports are consistently high on failure.
The reports suggest that many people falter by focusing on tools or methods that prioritize "matter over mind", a Mechanical Turk. While tools are useful to enhance our daily work, we, as hackers, know that it's the mindset that truly matters.
We celebrate the rapid progress in tool development, and JetBrains is one of our favorite toolmakers. You can visit their official website for more information. However, we recognize that the hacker's 'secret' power is the "mind over matter" approach. Our Team Maturity Levels illustrate this concept further.
With the proprietary "ASE Champion Model," we can efficiently and effectively create more hackers, focusing on one team at a time. In 2021, we celebrated our community surpassing 300 members worldwide.
We employ a combination of well-established team maturity models, such as the Tuckman Model and the Dreyfus Model of Skills Acquisition, Cognitive Bias Frameworks, and Human Factors Psychology to assess and improve team performance. Coaches incorporate the Special Forces Operational Detachment Alpha (SFOD A) formula, where our coaches initially lead the team and gradually promote top-performing indigenous team members to leadership roles, allowing the coaches to step back as the team becomes self-sufficient.
Our methods aren't entirely original; we've refined and optimized techniques that have been around since the days of Aristotle. These methods work on humans because they are real and natural. In fact, the essence of our approach aligns with how hackers have interacted and learned from each other, even though no book has been written about this yet. This natural and time-tested foundation is the key to our success.
Tetiana Kuhay
Chief Executive Officer