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A SAFe Class Review for Agilists / Consultants
“When you become all things to everyone, you satisfy none.” – But maybe you’ll become a consultant.
“You strive to never compromise on your values or principles, when you do, you become nothing.” – But if you do, maybe you become a consultant.
“The difference between a methodologist and a terrorist is that you can negotiate with a terrorist.” – But methodologists can become rich consultants.
Like any method or framework one needs to be highly-contextual as to how facets of that method will work within your organization. Meaning, you have to pick and choose what works.
Being educated in a “new” idea of sorts is really (at least to me), and exercise in reflection, introspection, and self-awareness. I was, of sorts, doing reconnaissance. I was also looking for things I might be able to pull from the SAFe framework for my client and coaching work. In some deeper ways, I was looking to see whether my heart was ready for a codified framework on something I’ve been attempting to do for several years. This is an ego issue (hell, I’ve even published a book on Agile).
The first time I touched SAFe was a 2 day course held at my client 5-6 months ago (I got to participate for free because I was, after all, a coach on-site). I was aloof, un-attentive, and didn’t take it very seriously as I was also juggling other consulting duties (e.g. being pulled out of class). Now, after paying $3000+ out of my own pocket, I dug in. I got serious about learning this.
My company has rolled out Agile at scale at several places, and one of my favorite and most successful (probably why it’s my favorite) was a $22.7M program that I was the Agile Architect for, and presented a part of our results at Agile2012 in an IEEE paper. Our company has it’s own home-brewed version of scaling Agile, and we’ve been pretty successful in multiple places. We’ve also had our failures.
That being said, taking this class on the Scaled Agile Framework has allowed me to see many things. A couple here:
- What SAFe espouses is pretty in-line with what we’ve done, on many levels.
- What SAFe prescribes is thoughtful and well-intentioned. It just takes it a bit too far and defines everything… almost too much… but I can see why this is a great selling idea.
What SAFe is Far Better At Than Most Continue reading “The Scaled Agile Framework (SAFe) – A Review”
Dan Pink kills it on the idea of (P)urpose and (p)urpose.
Definitely worth the 20 minutes. Watch it on your lunch break.
Managers! Take notice!
It’s a SURVEY dude.
One of the most important things that we share with our customers and those that we coach is to change their thinking (and their word choice) from “test” and “assessment” and instead use “survey” when they use our tool and instrument.
This might seem like a small thing to you but it actually makes a significant psychological difference for our users for many reasons, the largest being that the general feeling and assumption when using a word like “test” is that you can or may fail it.
The challenge was birthed out of our culture and educational system as well as the way we often approach these types of instruments. Unfortunately, there still exists a sentiment that you can actually “win” or “fail” a psychometric evaluation or assessment (and hence the word “test”) when that is completely untrue – or at least with our device.
There is no better or worse score that anyone can achieve in the results – it’s rather a statement of who you are and a statement of “what is” – 5’s are not better than 1’s and 1’s are not better than 5’s. More “flat” results are not better than big downs and ups and a rollercoaster-like score are not better than more “stable” scores (as some people may call it).
As a result, we kindly and politely educate our customers that this isn’t really a test at all but rather a simple survey of your responses and most natural answers to very simple questions. This enables the person to feel more free with their answers and more comfortable with their results, which is a significant win for us!
Coaching individuals and teams through our process is critical for seeing the results rightly, or with more nuance and care – it doesn’t take a rocket scientist to discover your results and then begin to practically apply them instantly but there is a significant difference between being walked through them with a trained and professional eye.
For those that love coaching metaphors a very apt one is this: It’s like a sports team playing without a coach – sure, it’s possible and they may even do well without one, for a time – but the best teams have incredible coaches, giving encouragement, insight, direction, and guidance as well as making sure everything is in fulfilling their core objectives as one, instead of a fragmented whole.
We see our jobs as careful messengers of the results helping teams and organizations understand the results of the assessment, not as a graded exercise but as an opportunity to turn potential into incredible power.
No, this is not a test because you can’t fail it!
This is one COOL way to have an open and collaborative office space.
There’s been a lot of discussion lately around whether the 40hr per work week is still the optimal working schedule to keep, spurred on by Facebook’s COO Sheryl Sandberg who mentioned recently that she leaves the office at *gasp* 5:30pm so she can spend more time with her kids:
I was showing everyone I worked for that, I worked just as hard. I was getting up earlier to make sure they saw my emails at 5:30, staying up later to make sure they saw my emails late. But now I’m much more confident in where I am and so I’m able to say, “Hey! I am leaving work at 5:30.” And I say it very publicly, both internally and externally.
Oh, the horror! Right?
Well, we all know intimately that most of us work way more than 40 hours in any given week. As Sandberg notes, it’s quite unfortunate that some industries and businesses still make it a big deal and make it a badge of honor to work an incredible amount of hours while industry reports and studies have shown time and time again that working more than that decreases productivity! Continue reading “Working More Than 40 Hours Per Week? Not Your Fault…”