Dumbfounded by Or Hilch

A different perspective on Boundary Testing

The book ‘Boundaries after a pathological relationship‘ by Adele Birch has a load of practical advice on boundaries in relationships. As Trish Khoo who recommended it to me said: “even if you don’t think you’ve had a pathological relationship, this is a good guide to setting and enforcing personal boundaries”, and it is. It’s full of practical advice and tips on understanding, setting and managing boundaries.

This book applies to work too. Setting boundaries is vital to maintain healthy relationships within your workplace. Thinking about and setting boundaries between yourself, your peers, business partners, your managers and if you’re in a leadership position, people who report to you will help you better cope when one of these boundaries is violated.

When you are a minority on a team, as  testers frequently are this becomes even more important. Because unless your team works hard at creating a safe team environment, speaking up as a minority can be difficult and costly. It can be hard to be heard in a retro when your dot has to work against 7 other collective dots focused on other priorities.

Work has other challenges too. We are all familiar with the ‘delegator’ who happily shoves responsibility onto other’s shoulders as if its the most natural place for it to reside (it isn’t).Without clear boundaries, many are likely to take on responsibilities that are not actually theirs. There’s and old but wonderful book called the One Minute Manager meets Monkey recommended to me by Graham Lea on this topic. Worth a read if you’re can’t understand why you seem to have too much on your plate.

Without firm boundaries, you can end up carrying the workload, while your team pats themselves on the back at the consistent work flow produced.

The book describes different types of boundaries you might want to consider with examples of what these might be. One exercise is to describe the personalities and traits of your ideal partner. This probably isn’t that useful for a work relationship, we don’t get to pick and chose who we work with. Instead of thinking of one partner, replace it with company values. Know what you will or will not tolerate in a working relationship.

At some point in your working career some one will intentionally or unintentionally cross one of your boundaries.  Knowing what they are, and what you are prepared to tolerate (and not tolerate) will prevent feelings of violation and powerlessness. Being able to uphold your boundaries can be frightening for many of us, but when you manage it (and I believe you will) it’s empowering and liberating.

Ringo

It doesn’t mean that you will be impervious to boundaries being broken. In my experience, some boundaries can only be discovered after being crossed. We are after human, and our boundaries will probably shift as we journey through life. Hopefully, though with a little bit of practise, you will find it easier to maintain healthy boundaries and move to building solid team relationships.

I’ll leave you with a mindmap of the lessons I learned from this book and applied to the work context.

Boundaries at work by A Charrett

Proviso: I’m not an expert in this field by any means. I’ve written this post based on my own work experiences and the advice may not relate in any way to your context.

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Nuance on leaving testing to the experts

Yesterday I wrote a blog post entitled “Leave Testing to the Experts” to which Maaret quickly reacted online and by a post where she strongly disagreed with the sentiment.  Disagreement is a very useful tool to clarify your thinking, so thanks Maaret!.

It’s allowed me the opportunity to explain in more detail, why I think what I do, and to investigate some of the nuances on this topic.

Maaret, counter-argued with a convincing description of her egalitarian work place where opinions are offered and accepted in good faith. In truth it left me feeling a little envious, and a commitment to work harder on taking ‘being told’ as “bad communication with good intent”.

But I think this post misses a vital point and that is responsibility.

Taking on a role³ of tester comes with a responsibility to have testing performed to your best ability. So, if I listen to an opinion and follow it, knowing its wrong, I call that irresponsible. If I hire a tester based on likability over capability, that’s irresponsible. If I fail to highlight risk for fear of upsetting team members? Well, you get the point¹.
Perhaps you might say that testing is a collective responsibility, and we all own the decision. After all, in an egalitarian team such as Maarets, doesn’t everyone own quality? Isn’t everyone responsible for testing? Well, yes and no. Let’s explore that a bit by taking the pilot example.
It takes a crew to fly a large plane. There’s the engineers, the pilots, the cabin crew and many more. The pilot happily takes on other crew member’s opinions and ideas. Perhaps she listens to the engineer’s advice not to fly above a certain height. Or maybe she nods when a cabin crew member tells her that people like to hear from her voice more often. Perhaps her junior suggests a flight plan for the journey. She hears all this and takes it into consideration, but flying the plane is ultimately her responsibility². Even if part of that decision is to allow the junior to fly the plane for some of the journey. The buck stops with the pilot.
The crew is responsible for the whole flight experience, but the pilot is responsible for flying the plane.
Similarly, in a team, we’re all responsible for quality, each person may even be responsible for their own bit of testing but ultimately the testing buck stops with the tester.
Notice that everyone got to have an opinion? Similarly on a team, many people can perform testing and offer ideas on testing. This can be incredibly invaluable to testing as a whole. For example, developers have a keen insight into technical risk which can really help identify/dismiss areas that require testing. Teams that are test infected and have this testing mindset are often a joy to work with.
You don’t get a testing mindset if you’re prevented from exploring ideas, so I agree with Maaret that people should be allowed to offer opinions and experiment.
I worked with a team who wanted to implement BDD. I was skeptical. BDD seemed to me a bad fit for the context in which we were developing. There’s nothing like self discovery though and so the team went ahead and tried it out. It turned out to be a dud idea and it was dropped. It’s good to experiment and encourage exploration but there needs to be a proviso here and that is when the risk is low and the impact to the company is minimal.  
Back to the pilot. You don’t handover control of a plane to a junior pilot just as turbulent weather conditions hit. You might if they have more experience in flying, but as the senior pilot you will know when to take the wheel and when to allow practise. Someone who knows what they’re doing needs to make these decisions.
Also performing a small experiment when the risk is low is very different to adopting a strategy company wide. Dictating cucumber as a tool across an organisation is very different to performing an experiment within a team. To clarify, my lament on testing experts is in the context of organisations adopting ‘best practise’ strategies.
Maaret talks about everyone on her team ‘tests like an expert’. I think that’s great, her very capable team means she doesn’t have to exercise responsibility. She’s still responsible for the testing though, just as carrying a plane full of pilots doesn’t absolve the actual pilot of responsibility.
I’ll end this post with the comment about sales people. Maaret says she constantly offer views to developers and sales people. The truth is I have done that too. I guess everyone feels in some way their idea is good and has value and its nice to have your opinions heard.
I remember once querying a company’s sales strategy. I couldn’t understand why we only aligned with partners instead of also focusing on location. I brought this up with the sales manager who listened and then dismissed it explaining why. Personally, I still don’t agree with the approach, but I’m fine with his decision. Why? Because ultimately the buck stops with him. I’m cool with that.
Non testers will always have views and opinions on testing. That’s not a bad thing. In fact, part of me is glad they feel responsibility about testing. But it’s a problem when those opinions start impacting my testing in a negative way. Then I’m failing in my responsibility to perform testing to my best ability. You see, the intent of ‘claiming territory’ is to do a job well, the job I was hired to do, not to hold power over people through control.
I hope this makes sense. Like I said, I’m grateful to Maaret for her response and the opportunity to deepen my ideas on the topic.
Footnotes
³I considered adding the word specialist here as the concept still holds. A specialist (of testing) still holds the ultimate responsibility for testing, even if they don’t perceive themselves as a tester.
¹Many of these decisions are nuanced and are rarely black and white. For example, hiring a tester for a team fit is really important, but if you do so over capability you need to be able to back your decision with some sound logic. Context is important here.
²many people inside and outside a team test, so a tester isn’t responsible for doing all the testing, but they are responsible for the strategic direction and process of testing.

Leave the testing to the experts!

Why is it that in a company almost everyone has an opinion and knows the best way to test? What makes so many of these people feel they know how testing ought to be performed?

Business people tell me, the tester:

“You should be writing test cases and reporting against them”

Developers & technical people tell me to:

” automate the lot using cucumber/PACT/Selenium or some other niche technical tool” 

Test Managers (many who have never tested) tell me:

“You should be following a formalised signed-off testing process”

I find this quite extraordinary. I don’t tell you, oh developer how to code your program. I don’t tell you oh, sales person, how to sell your product.

So why do you think its reasonable and perfectly acceptable to tell me how to test software? 

Perhaps its because we all test to some degree. But just because I can build a car or sell one doesn’t mean I can drive it. Just because I know how to drive a car, doesn’t mean I go and tell a rally driver how to race around a track.

The truth is, most developers, project managers and business people don’t understand testing in any deep way. Instead they often resort to shallow imitations, an emperors test suite, if you will.  That’s partly the fault of the testing profession. We’ve failed to claim our turf and instead tugged our forelock, deferring ideology to those with authority but little understanding.

It’s time tester’s to claim some turf back. I suspect (actually I know) for many places it won’t be given up without a struggle. You’re going to need courage backed by confidence in your ability if you want to claim some of the territory. But it’s worth it. With space comes freedom and the autonomy to drive your testing strategy and process in a way that you know will offer value to your organisation and your clients.

Now, please get out of my way and leave the testing to the experts!