I think what makes her so fascinating is that she’s “not an engineer” by trade, however, her love for experimenting is infectious.
This is what I tell my clients all the time: The heart of agile is experimentation.
We must continue to experiment and continue to inspect and (change) when we find things can be improved or need to be changed.
Keep on experimenting!
I’m working with a startup right now and they have a sprint called the “MUFFIN SPRINT.”
Now, this isn’t standard practice at all… however, sometimes you just gotta contextualize Agile to your own cultural ‘norms’ of sorts.
So… for those out there, what do YOU think a muffin sprint means?
And I wonder what is the next bigger fish in the sea? If I put my own finger on it, it would be a principle-based approach to scaling agile and (real) org change…
Why is this still a thing? (Unless you actually have a meeting at 9AM… which changes the context)
I find it fascinating that in many corporate contexts that: conformity equates to productiveness (in terms of perception).
This is not true.
In Agile, our most powerful evidence of effort is delivery.
Don’t miss this point. Almost nothing else matters.
- Sign Offs
- Productivity metrics
- Performance metrics
- Pie charts
I could go on and on… but none of that matters.
Ask yourself a powerful question.
Would you rather tell your leadership/CEO/executive/manager that:
“We are working hard.”
“We have delivered something, would you like to review it?”
Delivery is everything. Progress means nothing. Deliver fast. Validate your assumptions fast.
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):
Continue reading “Solving the Challenge of Overworked Staff”
Just a shout out to one of my favorite clients @codescience – Kudos to you guys and your culture. It’s always a pleasure to work with true agile companies (or pretty damn close)! 🙂
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 Coaches are all about helping businesses and teams thrive. The top impediments to doing this are often: Continue reading “Agile Coaches Must Understand Culture!”