# Jerreck McWilliams's Manager Readme

**Senior Director at Hone Health**

# **My Role**

I'm currently the  **Senior Director of Technology Operations at Hone Health**.

No matter what title I’ve held, I’ve always stayed hands-on with code and infrastructure. I believe it's essential for managers to stay technically engaged—it gives you a grounded understanding of the challenges your team faces and enables more meaningful, informed feedback.

# **What I Value Most**

My journey into DevOps began in 2019 after reading _The Phoenix Project_, and I’ve since become a devoted reader of the IT Revolution library. I even had the chance to attend the DevOps Enterprise Summit in Las Vegas that same year, where Gene Kim signed my copy of _The Unicorn Project_. I’m also a co-author and active maintainer of the Continuous Delivery Manifesto ("Minimum CD"):  
🔗 [https://minimumcd.org/](https://minimumcd.org/)

What I value most in the people I work with:

- **Initiative**  – a bias for action and a sense of ownership.
- **Honesty**  – openness about blockers or mistakes.
- **Collaboration**  – a desire to solve problems together.
- **Growth mindset**  – a drive to continually improve both personally and as a team.

I consider myself a lifelong learner and enjoy working alongside others who are always curious and evolving.

# **My Expectations**

I expect an honest effort during the workweek—and in return, I will do everything I can to protect your time outside of it. Over the past several years, I’ve only had to ask someone to work late twice. If people are constantly putting in extra hours, it’s usually a sign that something’s broken in the system, not that they’re underperforming.

I also work hard to create an environment where it's safe to raise concerns—even if you think you caused the issue. You don’t need to show up with solutions. What matters is that you speak up.

I often reference Dr. Ron Westrum’s typologies of organizational culture when talking about how teams communicate:  
🔗 [Westrum's Organizational Culture Typologies (Google Cloud)](https://cloud.google.com/architecture/devops/devops-culture-westrum-organizational-culture)

# **1:1s**

I hold weekly one-on-ones with all of my direct reports. They typically range from 15 minutes to an hour, depending on your needs that week.

My approach is influenced by the _Manager Tools_ podcast, which I highly recommend. That said, I’m flexible—not dogmatic—and I adapt my style to fit the team and the individual:  
🔗 [Manager Tools Podcast](https://www.manager-tools.com/)

# **Personality Quirks**

- I can talk your ear off about the topics I’m passionate about—but I love hearing others do the same.
- The more we get to know each other, the more I’ll probably joke around. I believe you can have fun at work _and_ be highly productive.
- I often ask open-ended questions that may seem to have obvious answers—I do this to get honest, unbiased perspectives without steering the response.

# **Focus for Your First 90 Days**

We’ll regularly discuss your performance, my performance, and the team’s performance during our one-on-ones. Priorities will shift based on team and organizational needs, so expect our focus areas to evolve dynamically—this is an adaptive, feedback-driven process.