Your first hacker-in-chief:

Our coaches bring decades of experience and extensive knowledge of various learning models. Over the seven years of our company's existence, we've tried them all, identifying gaps in each. To address these shortcomings, we created our own model, combining the best practices from all and adopting the Operational Detachment Alpha (ODA) format from the Department of Defense. We call it The Champion Model™ (CM).

The name originates from the hacker scene. Just like how Eric Evans and Kent Beck named the disciplines they observed as Domain Driven Design and Extreme Programming (XP) respectively, we chose a name that resonated with the majority of hackers in the community.

So, how does the coaching engagement work with The Champion Model™?

The most critical elements are team integration, inner mentorship, and promotion from within. These components ensure a cohesive and well-rounded approach to fostering growth, collaboration, and the development of the essential skills needed for successful transformations.

The CM approach is simple, direct, and intuitive. It relies on heuristic learning: everything we need to know, we learn by doing. The team structure and mindset preparation are completed in the previous phase, ensuring a flat team setup where people can be elected to any role and will rotate more frequently as we proceed.

Initially, there are default roles; following the ODA model, the principal coach starts as a "team lead" and has a predetermined second-in-command (XO). The entire team is arranged in dynamic pairs, drawing inspiration from XP's Pair Programming, similar to the two weapon sergeants or two medical sergeants in an ODA Special Forces unit. The goal is to gel the team like a combat unit, start performing, achieve consistency, and then promote from within to foster continuous growth and development.

What will they learn?

During the previous closed phase, Team Staging, the team is introduced to leadership, some cloud technology, and team formation training. They perform component development, deployment, and release exercises. They are also introduced to methodologies like Agile, Domain Driven Design with Event Storming and Storytelling, and Distributed System Fundamentals. Additional topics may be covered based on the team's specific needs, as each engagement has a custom-scripted learning trail prepared by ASE.

In this phase, the focus is on hands-on methodologies like Fluent while-in-Test with Docker (like so) and Kubernetes, as well as designing and coding using the most practical and applicable frameworks of today. Domain-specific knowledge is also emphasized, continuing from the Staging phase. For example, developers learn more about the business domain, and business experts learn how to take a more active part in software development.

Please note that ASE primarily works with enterprise technical stacks and does not support Microsoft technologies.

Implicit learning covers many human aspects, such as learning how to fail fast and identifying the things that cannot be failed at any cost. The key is to try many things, do only what works, and never fail on commitment.

Your next hacker-in-chief:

Applying the Operational Detachment Alpha methodology, we integrate with your team, earning their trust and leading by example. Simultaneously, we collaborate with the key decision-maker, actively modifying the team's developmental path and its environment as needed. Our mission is complete once the team is self-sufficient, self-governed, and we're confident they won't revert to old ways without our guidance.

Throughout the process, several other developments occur concurrently. Unlike the rigid command structure of US Special Forces, hacker teams are led by influencers rather than commanders. The elevated measure of control is only needed for bootstrapping. A final structure always emerges, reflecting the team's internal dynamics.

In addition to the team's internal structure, there's the institutional structure. We work closely with the key decision-maker to maintain the right balance of influence, ensuring the team's growth and success in the long run. The public community of practice published by this team becomes the hub of innovation for the entire institution.

Finally, there's the emergence of your very own responsive, dynamic, and innovative superstructure, your unique brand of hacker culture, your very own hackers-in-chief, your very own disruption. Embrace the change and watch your team transform into a powerful force, ready to tackle the challenges ahead.

Vadim Kuhay (rdd13r)
CIO | Principal Coach