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Making learning conscious - FemTechConf 2021
- 1. Making Learning Conscious How to diversify your pipeline by recruiting and training junior engineers Clare Sudbery, Lead Engineer @ Made Tech @ClareSudbery
- 2. Before During After What Why How Blockers Academies Academies Learning Culture Learning Culture Making Learning Conscious Overview Why How
- 3. What is an academy programme?
- 4. 2017 2 2018 6 2019 2 x 6 2020 1 x 12 2021 1 x 16 Made Tech’s academy programme
- 5. Why build an academy programme? What are the benefits?
- 6. Diversity Recruitment Retention Why build an academy programme?
- 7. How to build an academy programme?
- 8. AFTER Supporting BEFORE Recruiting DURING Learning How to build a successful academy
- 10. Academy recruitment Get everyone involved Make it Attractive Be aware of neurodiversity Make it multi- layered Go to them
- 11. Academy recruitment Get everyone involved Make it Attractive Be aware of neurodiversity Make it multi- layered Go to them
- 12. Academy recruitment Get everyone involved Make it Attractive Be aware of neurodiversity Make it multi- layered Go to them
- 13. Academy recruitment Get everyone involved Make it Attractive Be aware of neurodiversity Make it multi- layered Go to them
- 14. Academy recruitment Get everyone involved Make it Attractive Be aware of neurodiversity Make it multi- layered Go to them
- 15. DURING Learning
- 16. Nurturing
- 18. Collaborative
- 19. Interactive
- 22. Being concrete
- 24. The last 5 weeks: A project
- 25. Tracking success
- 26. AFTER Supporting
- 27. Nurturing post-programme Provide support Communicate with new teams Everyone involved Stay in touch Monitor Action learning Questionnaires Support groups and...
- 28. Nurturing post-programme Provide support Communicate with new teams Everyone involved Stay in touch Monitor Action learning Questionnaires Support groups and...
- 29. Nurturing post-programme Provide support Communicate with new teams Everyone involved Stay in touch Monitor Action learning Questionnaires Support groups and...
- 30. Nurturing post-programme Provide support Communicate with new teams Everyone involved Stay in touch Monitor Action learning Questionnaires Support groups and...
- 31. Nurturing post-programme Provide support Communicate with new teams Everyone involved Stay in touch Monitor Action learning Questionnaires Support groups and...
- 32. Nurturing post-programme Provide support Communicate with new teams Everyone involved Stay in touch Monitor Action learning Questionnaires Support groups and...
- 33. Nurturing post-programme Provide support Communicate with new teams Everyone involved Stay in touch Monitor Action learning Questionnaires Support groups and...
- 34. Nurturing post-programme Provide support Communicate with new teams Everyone involved Stay in touch Monitor Action learning Questionnaires Support groups and...
- 35. Nurturing post-programme Communicate with new teams Everyone involved Stay in touch Monitor Action learning Questionnaires Support groups and... Provide support
- 36. BUILD A LEARNING CULTURE
- 39. What does a learning culture bring your org? Stability Psychological safety Flexibility Collaboration Quality Up to date Deep expertise Innovation
- 40. What stands in the way of learning?
- 41. Learning blockers Complacency Denial Blame No flexibility Elitism Blind deadlines Laughter Impatience
- 42. Learning blockers Complacency Denial Blame No flexibility Elitism Blind deadlines Laughter Impatience
- 43. Learning blockers Complacency Denial Blame No flexibility Elitism Blind deadlines Laughter Impatience
- 44. Learning blockers Complacency Denial Blame No flexibility Elitism Blind deadlines Laughter Impatience
- 45. Learning blockers Complacency Denial Blame No flexibility Elitism Blind deadlines Laughter Impatience
- 46. Learning blockers Complacency Denial Blame No flexibility Elitism Blind deadlines Laughter Impatience
- 47. Learning blockers Complacency Denial Blame No flexibility Elitism Blind deadlines Laughter Impatience
- 48. Learning blockers Complacency Denial Blame No flexibility Elitism Blind deadlines Laughter Impatience
- 50. When and where does learning happen? Workshops 10% time As-and-when courses Academies Classroom courses Apprenticeships and...
- 51. When and where does learning happen? Workshops 10% time As-and-when courses Academies Classroom courses Apprenticeships and...
- 52. When and where does learning happen? Workshops 10% time As-and-when courses Academies Classroom courses Apprenticeships and...
- 53. When and where does learning happen? Workshops 10% time As-and-when courses Academies Classroom courses Apprenticeships and...
- 54. When and where does learning happen? Workshops 10% time As-and-when courses Academies Classroom courses Apprenticeships and...
- 55. When and where does learning happen? Workshops 10% time As-and-when courses Academies Classroom courses Apprenticeships and...
- 56. When and where does learning happen? Workshops 10% time As-and-when courses Academies Classroom courses Apprenticeships and...
- 57. Team learning
- 58. Team learning: Learning on the job Highlighting examples Retros Pairing Deep dive Ad-hoc workshops Tech time Lunch & learns Mobbing
- 59. Team learning: Learning on the job Highlighting examples Retros Pairing Deep dive Ad-hoc workshops Tech time Lunch & learns Mobbing
- 60. Team learning: Learning on the job Highlighting examples Retros Pairing Deep dive Ad-hoc workshops Tech time Lunch & learns Mobbing
- 61. Team learning: Learning on the job Highlighting examples Retros Pairing Deep dive Ad-hoc workshops Tech time Lunch & learns Mobbing
- 62. Team learning: Learning on the job Highlighting examples Retros Pairing Deep dive Ad-hoc workshops Tech time Lunch & learns Mobbing
- 63. Team learning: Learning on the job Highlighting examples Retros Pairing Deep dive Ad-hoc workshops Tech time Lunch & learns Mobbing
- 64. Team learning: Learning on the job Highlighting examples Retros Pairing Deep dive Ad-hoc workshops Tech time Lunch & learns Mobbing
- 65. Team learning: Learning on the job Highlighting examples Retros Pairing Deep dive Ad-hoc workshops Tech time Lunch & learns Mobbing
- 66. SUMMARY
- 67. Recruit Nurture Soft skills Approach Collaboration Involvement Hands on Recruitment Retention Diversity Working style Embrace it Team learning Nurture Facilitate Why an academy How an academy Learning culture: Blockers Learning culture Summary Blame Elitism Impatience Complacency
- 68. We’d love to hear your feedback!
- 69. See also… The Making Tech Better podcast! Fortnightly episodes Host: Clare Sudbery, @ Made Tech @ClareSudbery tinyurl.com/making-tech-better
- 70. Stay in touch! 💬 Twitter - @ClareSudbery See our career opportunities at www.madetech.com/careers Follow us on Twitter @madetech
Notes de l'éditeur
- Clare sudbery, Lead Engineer FemTech
- recruit sixteen diverse individuals with minimal coding experience. pay them a salary to spend twelve weeks training full time in modern software development techniques, then take them on as software consultants
- maybe
- maybe
- maybe
- maybe Make it desirable Provide support through the process Make the focus on learning and support clear Share resources Support people who don’t get through Great engineers are made, not found. My whole rant about how as an industry we do recruiting wrong. Go to them Don’t wait for them to come to you Market to groups that target diversity Stay in touch Diversity groups Social media Meetups Make the process clear Make it multi-layered so that you lose the people who won't put the effort in have easy ways of filtering people out at every stage data points and scoring elements - filtering out people that raise flags Include touchpoints watch how they interact if they say it's not fair that they didn't do well if they ask how they can learn more - nurture that ready for the next programme - look for passion Look for previous commitment Avoid "I just wanna be in tech and I don't know why" Interviews do they want to benefit your company make it as fair as poss - interview in pairs, separate styles of interviews eg face to face vs pairing Be aware of neurodiversity ADHD and dyslexia and autism ask if they have any visible or non-visible disabilities Don’t give time limits for coding exercises Get the whole company involved
- maybe Make it desirable Provide support through the process Make the focus on learning and support clear Share resources Support people who don’t get through Great engineers are made, not found. My whole rant about how as an industry we do recruiting wrong. Go to them Don’t wait for them to come to you Market to groups that target diversity Stay in touch Diversity groups Social media Meetups Make the process clear Make it multi-layered so that you lose the people who won't put the effort in have easy ways of filtering people out at every stage data points and scoring elements - filtering out people that raise flags Include touchpoints watch how they interact if they say it's not fair that they didn't do well if they ask how they can learn more - nurture that ready for the next programme - look for passion Look for previous commitment Avoid "I just wanna be in tech and I don't know why" Interviews do they want to benefit your company make it as fair as poss - interview in pairs, separate styles of interviews eg face to face vs pairing Be aware of neurodiversity ADHD and dyslexia and autism ask if they have any visible or non-visible disabilities Don’t give time limits for coding exercises Get the whole company involved
- maybe Make it desirable Provide support through the process Make the focus on learning and support clear Share resources Support people who don’t get through Go to them Don’t wait for them to come to you Market to groups that target diversity Stay in touch Diversity groups Social media Meetups Make the process clear Make it multi-layered so that you lose the people who won't put the effort in have easy ways of filtering people out at every stage data points and scoring elements - filtering out people that raise flags Include touchpoints watch how they interact if they say it's not fair that they didn't do well if they ask how they can learn more - nurture that ready for the next programme - look for passion Look for previous commitment Avoid "I just wanna be in tech and I don't know why" Interviews do they want to benefit your company make it as fair as poss - interview in pairs, separate styles of interviews eg face to face vs pairing Be aware of neurodiversity ADHD and dyslexia and autism ask if they have any visible or non-visible disabilities Don’t give time limits for coding exercises Get the whole company involved
- maybe Make it desirable Provide support through the process Make the focus on learning and support clear Share resources Support people who don’t get through Go to them Don’t wait for them to come to you Market to groups that target diversity Stay in touch Diversity groups Social media Meetups Make the process clear Make it multi-layered so that you lose the people who won't put the effort in have easy ways of filtering people out at every stage data points and scoring elements - filtering out people that raise flags Include touchpoints watch how they interact if they say it's not fair that they didn't do well if they ask how they can learn more - nurture that ready for the next programme - look for passion Look for previous commitment Avoid "I just wanna be in tech and I don't know why" Interviews do they want to benefit your company make it as fair as poss - interview in pairs, separate styles of interviews eg face to face vs pairing Be aware of neurodiversity ADHD and dyslexia and autism ask if they have any visible or non-visible disabilities Don’t give time limits for coding exercises Get the whole company involved
- maybe Make it desirable Provide support through the process Make the focus on learning and support clear Share resources Support people who don’t get through Go to them Don’t wait for them to come to you Market to groups that target diversity Stay in touch Diversity groups Social media Meetups Make the process clear Make it multi-layered so that you lose the people who won't put the effort in have easy ways of filtering people out at every stage data points and scoring elements - filtering out people that raise flags Include touchpoints watch how they interact if they say it's not fair that they didn't do well if they ask how they can learn more - nurture that ready for the next programme - look for passion Look for previous commitment Avoid "I just wanna be in tech and I don't know why" Interviews do they want to benefit your company make it as fair as poss - interview in pairs, separate styles of interviews eg face to face vs pairing Be aware of neurodiversity ADHD and dyslexia and autism ask if they have any visible or non-visible disabilities Don’t give time limits for coding exercises Get the whole company involved
- maybe
- Regular breaks Daily coffee / standup Reasonable working hours Fun
- Encourage simple questions LISTEN Trust Cultural differences 121s Dropins
- Inter-team tech time Cross-team retros Breakout rooms Mobbing Pairing Pair stairs Pairing on longer projects
- Almost-daily retros Respond to feedback Ad hoc sessions kept free Individual learning time Mixture of session styles Showcases Learn => Teach “Polymorphism threes
- Too loud / too quiet Empathy Collaboration Communication Co-mentoring Feedback culture
- Facilitation Presenting showcases Interacting with clients User research Project management Agile ceremonies Delegation to THEM
- Preparing them for the future Offboarding Real project code walkthrough Psychological safety Diversity & inclusion
- Clinics Code reviews Slack channels Career talks Showcases Delivering presos and workshops Internal conference
- Discovery Proposals Pretend customer Final showcases
- Official assessment Self assessment Regular 121s and targets Code reviews
- maybe
- maybe Get the whole company involved Set up support groups Action learning Give questionnaires Monitor Stay in touch Communicate with new teams Make sure they’ll be supported
- maybe Get the whole company involved Set up support groups Action learning Give questionnaires Monitor Stay in touch Communicate with new teams Make sure they’ll be supported
- maybe Get the whole company involved Set up support groups Action learning Give questionnaires Monitor Stay in touch Communicate with new teams Make sure they’ll be supported
- maybe Get the whole company involved Set up support groups Action learning Give questionnaires Monitor Stay in touch Communicate with new teams Make sure they’ll be supported
- maybe Get the whole company involved Set up support groups Action learning Give questionnaires Monitor Stay in touch Communicate with new teams Make sure they’ll be supported
- maybe Get the whole company involved Set up support groups Action learning Give questionnaires Monitor Stay in touch Communicate with new teams Make sure they’ll be supported
- maybe Get the whole company involved Set up support groups Action learning Give questionnaires Monitor Stay in touch Communicate with new teams Make sure they’ll be supported
- maybe Get the whole company involved Set up support groups Action learning Give questionnaires Monitor Stay in touch Communicate with new teams Make sure they’ll be supported
- maybe Get the whole company involved Set up support groups Action learning Give questionnaires Monitor Stay in touch Communicate with new teams Make sure they’ll be supported
- maybe
- maybe o You are learning constantly - interaction with environment o But still people do sometimes try to avoid it Why would they try to avoid learning? • Time • Money • Fear o But you can’t avoid it – you have to accept it
- maybe o So, the ideal is to o Accept it Because it happens whether you like it or not o Embrace it Because if you expect it, celebrate it and encourage it when it happens, people will feel good about it and be more likely to do more of it and get more out of it o Seek it Because then you’re ahead of the curve And you’ll attract new talent And you’ll improve your existing talent Recruitment is not about finding the right people, it’s about creating them
- o Innovation – happy to take risks o Collaboration – asking and answering questions o Being up to date with new technologies o Having deep expertise o Quality – safe to fail means safe to seek and act on feedback o The ability to pivot because people are happy outside their comfort zones o Psychological safety o Stability – confidence in your ability to adapt to change
- YES
- Almost-daily retros Respond to feedback Ad hoc sessions kept free Individual learning time Mixture of session styles Showcases Learn => Teach “Polymorphism threes
- YES o 10% time o Academies o Apprenticeships o Workshops o Training courses in a classroom (general skills work better than specific) o As-and-when training courses o On the job… (see next section)
- o 10% time o Academies o Apprenticeships o Workshops o Training courses in a classroom (general skills work better than specific) o As-and-when training courses o On the job… (see next section)
- o 10% time o Academies o Apprenticeships o Workshops o Training courses in a classroom (general skills work better than specific) o As-and-when training courses o On the job… (see next section)
- o 10% time o Academies o Apprenticeships o Workshops o Training courses in a classroom (general skills work better than specific) o As-and-when training courses o On the job… (see next section)
- o 10% time o Academies o Apprenticeships o Workshops o Training courses in a classroom (general skills work better than specific) o As-and-when training courses o On the job… (see next section)
- o 10% time o Academies o Apprenticeships o Workshops o Training courses in a classroom (general skills work better than specific) o As-and-when training courses o On the job… (see next section)
- o 10% time o Academies o Apprenticeships o Workshops o Training courses in a classroom (general skills work better than specific) o As-and-when training courses o On the job… (see next section)
- Almost-daily retros Respond to feedback Ad hoc sessions kept free Individual learning time Mixture of session styles Showcases Learn => Teach “Polymorphism threes
- YES Team learning tools and opportunities
- Team learning tools and opportunities
- Team learning tools and opportunities
- Team learning tools and opportunities
- Team learning tools and opportunities
- Team learning tools and opportunities
- Team learning tools and opportunities
- Team learning tools and opportunities
- maybe
- yes
- yes
- yes