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| Section | Objectives |
|---|---|
| Measuring to Learn | - Metrics and feedback loops
|
| Unlearning Behaviors | - Psychological safety and cognitive bias
|
| Target Operating Models and Organizational Design | - Designing DevOps organizations
|
| Maintaining Energy and Momentum | - Sustaining DevOps transformation
|
| Measuring to Improve | - Continuous improvement metrics
|
| Becoming a DevOps Organization | - Organizational transformation
|
| Articulating and Socializing Vision | - Communicating transformation strategy
|
| DevOps and Transformational Leadership | - Leadership principles for DevOps transformation
|
1. Which of the following is a desired outcome for DevOps?
A) Significant upfront planning
B) Handoffs between teams
C) End-to-end lifecycle accountability
D) Dependencies between teams
2. What is the key metric for DevOps teams over traditional IT teams?
A) Cost
B) Productivity
C) Flow
D) Capacity
3. When preparing for a DevOps transformation, what technique can be used to create a shared vision of the need to change?
A) Kanban
B) Value stream map
C) Change score card
D) Reengineering
4. To get the most accurate picture of an organization's actual state in a DevOps evolution, why is it essential to listen to everybody that's involved, particularly those who are doing the work on a day to day basis?
A) Management often have a rosier view
B) Cross team sharing is key to scaling
C) Automating security is mission-critical
D) There are many paths to success, and even more that lead to failure
5. What doesn't help to create a culture where people feel safe to fail?
A) Allowing leaders to punish failure
B) Having shared accountabilities and goals
C) Using ChatOps to swarm incidents
D) Making experimentation time explicit
Solutions:
| Question # 1 Answer: C | Question # 2 Answer: C | Question # 3 Answer: B | Question # 4 Answer: A | Question # 5 Answer: A |
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