RackN fills holes with Drill Release

Originally posted on RackN:

Drill Man! by BruceLowell.com [creative commons] Drill Man! by BruceLowell.com [creative commons] We’re so excited about our in-process release that we’ve been relatively quiet about the last OpenCrowbar Drill release (video tour here).  That’s not a fair reflection of the level of capability and maturity reflected in the code base; yes, Drill’s purpose was to set the stage for truly ground breaking ops automation work in the next release (“Epoxy”).

So, what’s in Drill?  Scale and Containers on Metal Workloads!  [official release notes]

The primary focus for this release was proving our functional operations architectural pattern against a wide range of workloads and that is exactly what the RackN team has been doing with Ceph, Docker Swarm, Kubernetes, CloudFoundry and StackEngine workloads.

In addition to workloads, we put the platform through its paces in real ops environments at scale.  That resulted in even richer network configurations and options plus performance…

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Deploy to Metal? No sweat with RackN new Ansible Dynamic Inventory API

Content originally posted by Ansibile & RackN so I added a video demo.  Also, see Ansible’s original post for more details about the multi-vendor “Simple OpenStack Initiative.”

The RackN team takes our already super easy Ansible integration to a new level with added SSH Key control and dynamic inventory with the recent OpenCrowbar v2.3 (Drill) release.  These two items make full metal control more accessible than ever for Ansible users.

The platform offers full key management.  You can add keys at the system. deployment (group of machines) and machine levels.  These keys are operator settable and can be added and removed after provisioning has been completed.  If you want to control access to groups on a servers or group of server basis, OpenCrowbar provides that control via our API, CLI and UI.

We also provide a API path for Ansible dynamic inventory.  Using the simple Python client script (reference example), you can instantly a complete upgraded node inventory of your system.  The inventory data includes items like number of disks, cpus and amount of RAM.  If you’ve grouped machines in OpenCrowbar, those groups are passed to Ansible.  Even better, the metadata schema includes the networking configuration and machine status.

With no added configuration, you can immediately use Ansible as your multi-server CLI for ad hoc actions and installation using playbooks.

Of course, the OpenCrowbar tools are also available if you need remote power control or want a quick reimage of the system.

RackN respects that data centers are heterogenous.  Our vision is that your choice of hardware, operating system and network topology should not break devops deployments!  That’s why we work hard to provide useful abstracted information.  We want to work with you to help make sure that OpenCrowbar provides the right details to create best practice installations.

For working with bare metal, there’s no simpler way to deliver consistent repeatable results

Transitioning from a Bossy Boss into a Digital Age Leader [Series Conclusion]


We hope you’ve enjoyed our discussion about digital management over the last seven posts. This series was born of our frustration with patterns of leadership in digital organizations: overly directing leaders stifle their team while hands-off leaders fail to provide critical direction. Neither culture is leading effectively!

Digital managers have to be two things at once

We felt that our “cultural intuition” is failing us.  That drove us to describe what’s broken and how to fix it.

Digital work and workers operate in a new model where top-down management is neither appropriate nor effective. To point, many digital workers actively resist being given too much direction, rules or structure. No, we are not throwing out management; on the contrary, we believe management is more important than ever, but changes to both work and workers has made it much harder than before.

That’s especially true when Boomers and Millennials try to work together because of differences in leadership experience and expectation. As Brad is always pointing out in his book Liquid Leadership, “what motivates a Millennial will not motivate a Boomer,” or even a Gen Xer.

Millennials may be so uncomfortable having to set limits and enforce decisions that they avoid exerting the very leadership that digital workers need! While GenX and Boomers may be creating and expecting unrealistic deadlines simply because they truly do not understand the depth of the work involved.

So who’s right and who’s wrong? As we’ve pointed out in previous posts, it’s neither! Why? Because unlike Industrial Age Models, there is no one way to get something done in The Information Age.

We desperately need a management model that works for everyone. How does a digital manager know when it’s time to be directing? If you’ve communicated a shared purpose well then you are always at liberty to 1) ask your team if this is aligned and 2) quickly stop any activity that is not aligned.

The trap we see for digital managers who have not communicated the shared goals is that they lack the team authority to take the lead.

We believe that digital leadership requires finding a middle ground using these three guidelines:

  1. Clearly express your intent and trust, don’t force, your team will follow it
  2. Respect your teams’ ability to make good decisions around the intent.
  3. Don’t be shy to exercise your authority when your team needs direction

Digital management is hard: you don’t get the luxury of authority or the comfort of certainty.

If you are used to directing then you have to trust yourself to communicate clearly at an abstract level and then let go of the details. If you are used to being hands-off then you have to get over being specific and assertive when the situation demands it.

Our frustration was that neither Boomer nor Millennial culture is providing effective management. Instead, we realized that elements of both are required. It’s up to the digital manager to learn when each mode is required.

Thank you for following along. It has been an honor.

DefCore Update – slowly taming the Interop hydra.

Last month, the OpenStack board charged the DefCore committee to tighten the specification. That means adding more required capabilities to the guidelines and reducing the number of exceptions (“flags”).  Read the official report by Chris Hoge.

Cartography by Dave McAlister is licensed under a. Creative Commons Attribution 4.0 International License.

It turns out interoperability is really, really hard in heterogenous environments because it’s not just about API – implementation choices change behavior.

I see this in both the cloud and physical layers. Since OpenStack is setup as a multi-vendor and multi-implementation (private/public) ecosystem, getting us back to a shared least common denominator is a monumental challenge. I also see a similar legacy in physical ops with OpenCrowbar where each environment is a snowflake and operators constantly reinvent the same tooling instead of sharing expertise.

Lack of commonality means the industry wastes significant effort recreating operational knowledge for marginal return. Increasing interop means reducing variations which, in turn, increases the stakes for vendors seeking differentiation.

We’ve been working on DefCore for years so that we could get to this point. Our first real Guideline, 2015.03, was an intentionally low bar with nearly half of the expected tests flagged as non-required. While the latest guidelines do not add new capabilities, they substantially reduce the number of exceptions granted. Further, we are in process of adding networking capabilities for the planned 2016.01 guideline (ready for community review at the Tokyo summit).

Even though these changes take a long time to become fully required for vendors, we can start testing interoperability of clouds using them immediately.

While, the DefCore guidelines via Foundation licensing policy does have teeth, vendors can take up to three years [1] to comply. That may sounds slow, but the real authority of the program comes from customer and vendor participation not enforcement [2].

For that reason, I’m proud that DefCore has become a truly diverse and broad initiative.

I’m further delighted by the leadership demonstrated by Egle Sigler, my co-chair, and Chris Hoge, the Foundation staff leading DefCore implementation.  Happily, their enthusiasm is also shared by many other people with long term DefCore investments including mid-cycle attendees Mark Volker (VMware), Catherine Deip (IBM) who is also a RefStack PTL, Shamail Tahir (EMC), Carol Barrett (Intel), Rocky Grober (Huawei), Van Lindberg (Rackspace), Mark Atwood (HP), Todd Moore (IBM), Vince Brunssen (IBM). We also had four DefCore related project PTLs join our mid-cycle: Kyle Mestery (Neutron), Nikhil Komawar (Glance),  John Dickinson (Swift), and Matthew Treinish (Tempest).

Thank you all for helping keep DefCore rolling and working together to tame the interoperability hydra!

[1] On the current schedule – changes will now take 1 year to become required – vendors have a three year tail! Three years? Since the last two Guideline are active, the fastest networking capabilities will be a required option is after 2016.01 is superseded in January 2017. Vendors who (re)license just before that can use the mark for 12 months (until January 2018!)

[2] How can we make this faster? Simple, consumers need to demand that their vendor pass the latest guidelines. DefCore provides Guidelines, but consumers checkbooks are the real power in the ecosystem.

When Two Right Decisions Make Things Wrong [Digital Management Series, 7 of 8]


The Duality Trap is one digital management danger that’s so destructive, we felt this series would be incomplete without a discussion. It’s especially problematic for The Digital Native managers and often mishandled by traditionally trained ones too.

Each apple is delicious. Which would you choose?

Each apple is delicious. Which would you choose?

The Duality Trap occurs when there are multiple right answers to a question. How often does this happen? Every single time. In fact, it’s a side effect of good digital management. Why?

In hierarchical management, the boss is always right so there’s no duality. Since we’ve thrown out hierarchical decision making, every team action is potentially subject to review by everyone on the team. The very loose structure that allows individual autonomy and rapid response has the natural consequence of also creating cognitive friction when individuals approach problems differently.

These different approaches are generally all valid ways to progress.

Digital natives fundamentally understand choice duality and may present alternatives just to ensure team diversity. Unfortunately, while where may be multiple valid solutions, the team can only pick one [1]. Nine times out of ten, the team will simply pick and move on. In that outlier case, they are counting on you, their digital manager, to resolve the selection.

Here’s the trap: resolving a duality does not mean “picking the winner” because having a winner implies the choices were unequal. If you’re team is stuck then there are at least two good choices.

If you are a traditional manager, the temptation to become Ronald “the decider” Reagan is nearly irresistible. Under the title=authority to decide model, you must justify your salary with making a “right” decision. You’ve been waiting for this moment to exert your authority for days. But, unbeknownst to “the decider,” this big moment will immediately undermine the team’s autonomy. On the other hand, If you are a digital native then this is the moment you’ve been dreading because you’ve got to be decisive. Despite 5 to 10 really good choices, you have to make ONE. So, a digital native can appear to be indecisive. However, not deciding is the worst possible choice. So what should you do?

First, remember that teams are strengthened when they are clearly aligned around an intent.

Resolving the duality trap is an opportunity to emphasize your intent. The best approach is to ask your team to review the options again in light of your shared objectives. In many cases, they will be able to resolve the issue from that perspective. If not, then you should:

  1. validate all options could work
  2. have the team state desired outcomes that can be measured
  3. pick the option that most aligns with your intent
  4. ask if the option your team does choose fit the overall agenda of; speed of delivery but quality drops, quality of deep diving into the project (upping the quality) but you may miss a crucial deadline (this may narrow down your choices.
  5. ask the team to monitor for the results

In this case, even as you are driving a decision, you are still sharing the responsibility for the outcome with the team. It’s important for the team that you focus on the desired results and not on which course was chosen. It is very likely that any of the choices would work out and achieve positive outcomes.

So it’s OK to get out of the trap of picking “best” options when there are multiple right choices.  

In an age of ambiguity, it is easy to fall into the duality trap. Just remember, there is no one way to get it all done these days. Which means a GREAT people manager realizes 2 things; a) your people need more of your support than ever. This comes in the form of training, finding solutions, and building a team that has the right chemistry. And b) getting out of their way.

Get ready as we wrap up this series in post 8: Transitioning from a Bossy Boss into a Digital Age Leader.

[1] If you are in a situation where you an allow divergence for minimal cost (like which phone brand people use) then do not force your team to choose!

Setting The Tempo: 12 Tips for Winning at Digital Management [post 6 of 8]


Our advice comes down to very simple concept: Today’s leaders MUST walk the talk.

Drummers Get The GirlsManagement authority in digital work comes from being the owner of the intention. Your team is working towards a shared goal. That is their motivation and it’s required for digital managers to provide a clear goal – this is what we call the intent of your organization.  So a manager’s job comes down to sharing your organization’s intent.

Like the 80’s “management by walking around,” walking the intent means that you spend most of your time helping your team understand the goals, not telling them how to achieve greatness. Managers provide alignment, not direction.

What does digital management look like:

  1. Pick a tone and repeat, repeat, repeat – You are the Jazz leader setting the tempo and harmony, your consistency allows others to improvise. If you set the stage, you can encourage others to take the lead off your base. Strong management is not about control. Strong management is about support. Support that streamlines productivity.
  2. Encourage cross-communication – Better, make people talk to each other. it’s OK to proxy, but don’t carry opinions for your reports as if they were your own. And don’t be upset if someone goes “above” you in the hierarchy. There is no such thing anymore.
  3. 1-to-1 communication is healthy – do a lot of it. 1) Don’t make decisions that way. 2) Don’t get stuck having 1-to-1 with the same people. 3) a lot of informal/small interactions are OK. Diversity is key. You may have to reply/rehash/proxy a whole 1-to-1 discussion for your team
  4. Learn your Culture – This may be the hardest thing for leaders to do because if they always assumed that culture didn’t matter. In today’s work environments, culture matters more than you could imagine. Just ask Peter Drucker!  Knowing who does what is important. Knowing how each individual communicates and what their strengths and weaknesses are is even more important.
  5. “Yes, AND…” The cornerstone of Improv is about saying yes to ideas, even fragile ones. Then it becomes about testing, experimenting and pushing boundaries. This is where innovation comes from. Saying yes and, instead of no but, ensures things get customized. Yes, you might fail, but fail fast, and move on.
  6. Be forceful on time keeping – make sure debates and discussions have known upfront limitations. Movement is good, uncertainty is frustrating.
  7. Check and adjust – check and don’t change is just as important. The key is to involve your team in the check-ups.  When you decide not to adjust, that’s also a decision to communicate.
  8. Don’t apologize for or delay making top down decisions – not all actions are team discussions. Sometimes, the team process is tiring and hard so the most strident voice wins.  No team always agrees so don’t be afraid to play the role of arbitrator.
  9. Fix personnel issues quickly – allowing people to abuse the system drives away the behaviors that you want. Focus instead on strengths, and become the mediator.  Be very sensitive to stereotypes and even mild no name calling. Focus on the work, the outcomes and how everyone can do better. then hold them accountable to their word.
  10. Ask people to define their own expected results – then keep them accountable. When they miss, have no-blame a post-mortem that focus on improvement. A term called the Feedback Sandwich helps by starting a difficult conversation with something a team member did right, then work your way through the conversation to the “meat” part of the sandwich: what they did that needed help, improvement or an admission that they might NOT be the person best qualified for that task. Let them state this on their own by asking better questions.
  11. Assume failures are from system, not individual – work together to fix the system. Communication and hand off are usually the biggest fails when meeting deadlines. Find solutions from the team. after all, who knows development operations better than the people working in it.
  12. Be careful about highlighting “grenade divers” [1] – All organizations need heroes, but feeding them will erode team performance. Once, they may have saved the day. When it becomes a habit, they might be creating the chaos they are always solving in order to have job security. After all, they seem to be the only one who can solve that problem…every time. In a symphony only a few get the solo. In Jazz, you play both solo and support. That flexibility gives your team strength.

These ideas may push your outside your comfort zone.  Find a peer for support!  You need to to be strong to lead from the back.  

Even without formal hierarchies, manager roles are still needed to drive value and make the hard calls. Before, that translated into make all the decisions. The new challenge is to allow for free falls (post 4) while sharing the responsibility.

If you walk your intent and communicate goals consistently then your team will be able to follow your lead.

Next up: When Two Right Decisions Make Things Wrong

[1] Grenade Diving or “wearing the cape” is a team anti-pattern where certain individuals are compelled to take dramatic actions to rescue an adverse situation.  While they often appear to be team heroes (Brad saved the batch of cookies again!  Who forget to set the timer?), the result always distracts from the people who work hard to avoid emergencies.  We want people to step up when required but it should not become a pattern.

OpenCrowbar 2.3 (Drill) Overview Videos

Last week, Scott Jensen, RackN COO, uploaded a batch of OpenCrowbar install and demo videos.  I’ve presented them in reverse chronological order so you can see what OpenCrowbar looks like before you run the installation process.

But…If you want to start downloading while you watch, here are the docs.

Please reach out on chat, email or irc (Freenode #crowbar) channels during your install and let us know how it’s going!

OpenCrowbar Basics & Provisioning (recommended start)

OpenCrowbar Install

OpenCrowbar Setup the Environment (install prep)