This is pretty much been true about many scaled approaches to software. It seems like it’s either/or. But there are many ways to approach scaling that do not require heavy process control installations like SAFe.
While heavy marketing of scaled frameworks has become the norm, I’m still a firm believer that custom coaching and consulting to the specific unique culture that your company has is, and will always be, the answer.
Don’t blow up your organization with an out-of-the-box solution. #nobluescreenofdeath
My heart is filled. I absolutely love working with these guys. They are easily some of the best in the business.
It’s a wonderful feeling watching my fellow colleagues speaking at Agile 2016 in Atlanta, GA. Smiling as I watch them, soaking up the knowledge, and watching some of the small banter between all of us during sessions in front of hundreds of people.
I liken it to watching my kids do amazing things, all with a smile on my face. I’m proud. Very proud, of my team.
“As organizations (and societies) grow larger and more complex, the people at the top (whether managers or analysts) depend less and less on firsthand experience, more and more on heavily “processed” data. Before reaching them, the raw data – what actually goes on “out there” – have been sampled, screened, condensed, compiled, coded, expressed in statistical form, spun into generalizations and crystallized into recommendations.” – John W. Gardner in Self Renewal: The Individual and the Innovative Society
It is a characteristic of the information processing system that it systematically filters out certain kinds of data so that these never reach the ones who depend on the system…
Agile is all about transparency. I would, and we constantly suggest to our clients, that we do our very utmost to give unfiltered views of how things are going with development, all facets of development.
This way, leadership can make the best informed decisions they can about what is really happening!
Consider what “filtered” information you’re giving to leadership. Consider how that could be doing more harm than good.
A Gallup poll cited that work stress is the number one reason for employee dissatisfaction. To be honest I’m not sure why this had to be ever polled; I mean, was there ever any doubt?
When working conditions are unsuitable and the job gets overwhelming it challenges not just work satisfaction but also productivity, morale, and eventually profitability if it goes on long enough.
Like all pieces of information these days someone had to go and make an infographic of it all – but this one showcased a few thoughts from the perspective of how a manager and/or organization can spot an over-worked employee.
Take a look and see for yourself (click to enlarge):
Here’s the hard truth: You are not as effective as you possibly could be.
Let’s be even more honest for a moment, shall we? As an organizational coach and Agile coach I know first-hand what it’s like going into a company and not having the faintest clue as to what they are really like. Yes, I got the “brief,” I’ve had the meetings, I even had a few 1-on-1’s, but I really haven’t gotten the whole story. Often, it’s 100% my fault too, as I had not set up the engagement to allow me greater time to sit down and more fully understand the culture…
I would venture that you may have experienced something like this as well… You and I both know that it’s really difficult to get a solid pulse on the cultural and team dynamics at play – sometimes we’re simply flying blind.
Agile has been all the rage in software development for many years now. Its popularity exists mostly among smaller teams that iterate quickly and release frequently. Agile software development promotes an environment of rapid feedback and continuous improvement. At its core, it helps teams ship fewer high quality features instead of shipping a bunch of features that don’t quite work. In general, agile is highly regarded in the software development word.
But in some larger organizations, agile is often the subject of much criticism and can be found difficult to adopt. After all, how do you get a big, complicated company to adopt a small, simple philosophy? Larger organizations often struggle to make the agile methodology work for a variety of reasons. Here are some of them:
Agile is a Cultural Shift
Moving away from established rules and procedures can be difficult for large organizations. A big change like this might even require a rigorous change management program. Management needs to get comfortable with their teams organizing their own work. Developers, testers, and designers need to get comfortable working side-by-side rather than simply throwing their work “over the wall”. Everyone needs to share responsibility for the quality of the software.
Communication Breakdowns Across Departments
We’ve all heard of the “silo effect”. In larger organizations where silos exist, failure in communication across those silos leads to an organization that is out of sync. With agile, communication is more important than ever. If your teams are out of sync, your company is out of sync and you’re not functioning as effectively or efficiently as you could be. Focus on communication and you’ll have an easier time implementing agile.
“Thank you, again, for a great class. Definitely the best seminar I’ve ever taken; your energy is contagious, and you engaged us well. The interaction, role play (I really enjoyed being the interrupting PM!) and activities made me think and helped to drive your message home.” – D. Cohn
If you’re not enjoying what you do, then why are you doing it?
Consider the thought, of how short life is. Life is precious, short, and hopefully sweet. A student of mine reminded me this last week of this when he said: “I need to change my career. Thanks for helping me see this. Life is too short to do something I hate!”
I resonate with this 110%.
People will say: “Find something you love to do.” – Easier said than done. I’m proud that we’re part of the journey of self-discovery for many… that’s what we’re all about. Our desire is to help you find your passion. That drives us. Wakes us up every day.