Diversity killed the QAT
summary
A concrete case study shows teams rebalanced by combining a competence matrix with a DISC behavior assessment and moving people gradually over about six months, not a diversity slogan. Hiring adds DISC as a late-stage fit check, moves typically swap two of five members, and changes sync with sprints. Measured outcomes include higher throughput and better quality, faster alignment to architecture, and improved cross‑team communication. Slides and references accompany the talk for the assessment tool and implementation details.
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chapters (12)
- 0:00Start
- 0:57Background (Problem statement)
- 1:37Diversity policy
- 2:31Differences and likenesses between
- 2:49Team Constelations
- 3:43Building the teams
- 5:17Behavior assessment
- 7:37Changes based on behavior
- 9:44Köhler & Ringelmann effects
- 11:19Extrovert & Introvert
- 13:31Normality Syndrome...
- 15:03Seven kinds of testers As defined by James Bach
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