August 5th, 2010
This model is good for people to consider when doing an Agile-Lean Transformation. I use a process based on this model when working with clients, although the reality of work on the ground often means not following this model perfectly. Without further ado, here is the model:
Step One: Create Urgency
What is the critical reason for change? What is the “burning platform”? What reason can people get behind emotionally for the pain of change? Why are you considering agile and lean, and how is it urgent to use these methods?
Step Two: Form a Powerful Coalition
I call this as the Agile-Lean Transformation Team. These people are usually managers and executives who can make change happen by virtue of budgets and positional authority. They help with training, coaching, team formation, ongoing assessment, planning etc.
Step Three: Create a Vision for Change
The coalition creates a strongly worded statement that helps everyone see how they fit into the change process and results. Tie the use of Agile-Lean to the end result.
Step Four: Communicate the Vision
Constantly! Every opportunity, repeat the statement, discuss its application and implication. Use both formal and informal methods. Share links to information about Agile and Lean, create an elevator pitch and use it constantly.
Step Five: Remove Obstacles
The coalition supports staff who are struggling with how to make the change real in practical terms. For example, an agile team might want a proper team room. The lack of such a room is an obstacle to be removed by the coalition.
Step Six: Create Short-Term Wins
Choose places to focus effort that will be successful pilot projects. Make sure that successes are broadly communicated.
Step Seven: Build on the Change
Make sure to have a backlog of projects to do using Agile-Lean, and make sure that as you go you are improving your use of Agile-Lean. It takes time to break down old habits.
Step Eight: Anchor the Changes in Corporate Culture
Ensure that new staff are immediately and effectively educated on the use of Agile-Lean, and ensure that Agile-Lean continues to pervade the thinking and behavior of people throughout the organization (not just IT!!!).
(NOTE: this is based on the book “Leading Change” by Kotter, and a web page about this model.)
Tags: agile, kotter, leading change, lean
Posted in Agile Management, How-To Apply Agile | 1 Comment »
June 29th, 2010
We have made some changes to our already well-received Certified ScrumMaster training seminar in order to add more value for our customers. Beginning in September 2010, you will see the following:
- Our seminar is now a more effective, participatory 3-day seminar giving more value for your time by including OpenAgile and Kanban along with Scrum
- Our preparatory reading material replaces lecture-oriented course content to allow more effective use of classroom time
- The Scrum Alliance knowledge test helps you consolidate your learning of the core Scrum principles and practices
- Our seminar contributes towards three certifications all in one course: the Scrum Alliance’s CSM, the PMAC Agile Project Management and the OpenAgile Institute’s Team Member level
All these changes help participants to be more engaged in their own learning, and derive more value from this seminar. Our seminar combines with the real-life experience of our facilitators to provide some of the best training value available! We will show you how to radically improve the performance and quality of the work of your team and organization.
http://www.berteigconsulting.com/
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June 1st, 2010
The United States Department of Defense Command and Control Research Program has published a short (10 pages) paper on the concept of Agility (by David S. Alberts) and the need for Agility for Complex Endeavors. Lots of fabulous thinking has gone into this paper which is loaded with useful definitions, useful concepts and advice about where we need to go with research. I STRONGLY recommend taking twenty minutes and reading it right now.
…
Now that you have read it… no? … go read it! You don’t have an excuse – you’re reading my blog aren’t you?!
…
Okay, really. Here a couple of highlights:
The Age of Interactions
We are no longer in the Information Age. I _love_ this concept. It gels well with what I am doing with agile in organizations, it gels with what I am doing in my volunteer work as a Baha’i. It gels well with my limited media-filtered understanding of what is going on in the world of ecology, economics, and politics.
The Age of Interactions is characterized by
unlimited possibilities… unleashed for the ways individuals and organizations can connect and work with one another. These interactions have profoundly changed our world, presenting both a set of challenges as well as providing new opportunities.
This means that ways of working with these connections (skills, processes and technology) are going to become the keys to unlocking the potential of this Age.
I Disagree
Mr. Alberts claims “Agility is a latent property, a potential that remains dormant until it is manifested and its power released.” (p. 9). This is incorrect. Agility can be and is an active property, not latent. Agility is manifested actively by running short-term experiments, options analysis, executing work using just-in-time principles, and systematically incorporating experience into a body of knowledge and habits that further enhance Agility.
Thanks to Dan Mezick for the link to this excellent paper via the PMIAgile Yahoo! Group.
OpenAgile is a system that helps individuals, teams and organization deliberately build the capabilities to demonstrate Agility, regardless of industry, affiliation, or context.
Tags: agile, DoD, management, military, OpenAgile
Posted in Links to Agile Info, OpenAgile | No Comments »
May 28th, 2010
I have been coaching an Agile-Lean team in Waterloo over the last month or so. It has been very rewarding for me (and the team I hope). I have learned that coaching is very much about accompaniment. To have a positive effect on the team that one is coaching, we need to walk shoulder to shoulder with them. The exhaustion of coaching (physically) is well worth the learning and advancement (mentally and spiritually). It is so valuable to witness the “a-ha” moments and have some of my own light-bulb insights. It is such an honour to serve as a coach for any team, especially if that team makes you feel like one of the team members. (Paul J. Heidema)
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May 12th, 2010
This is an excellent series of videos by Lyssa Adkins:
Part One of Two: http://www.youtube.com/watch?v=TvYqhYEaqMs
Part Two of Two: http://www.youtube.com/watch?v=L9tSjpqeBa4
I highly recommend taking the twenty minutes to watch these two videos. Anyone who is a ScrumMaster, a Project Manager or an Agile Coach should take the time!
Tags: agile, coach, PM, scrummaster
Posted in How-To Apply Agile, Theory of Agile | No Comments »
May 9th, 2010
Cross-posted from the personal blog of David D. Parker: A Changemaker in the Making
I am engaged in a learning process with a charity that has undertaken to implement a new model of volunteer coordination based on
OpenAgile, an open source agile method. We recently held an orientation with our new volunteers. In the hopes that this information will be useful to others who are trying to innovate on their model of volunteer coordination, here are the instructions I shared with the volunteers. In summary, they cover our process for sharing tasks, the tools we use to communicate with each other, and our use of what we are calling “60/40 time” a twist on
Google’s “20 percent time“.
ORIENTATION INSTRUCTIONS:
I. Agile Volunteer Team Process
We are all here to support the charity. We are inspired by its mission and goals, and we want to help in a way that draws on all of our abilities, knowledge, skills, and creativity.
Our team uses a specific system for producing valuable results. We work in Cycles of 5 weeks. The charity’s staff talk with the stakeholders and decide what steps are necessary for accomplishing the organization’s goals. Each one of these steps, called Value Drivers, add up to providing value for the stakeholders once they’re delivered. The staff also decide the priority order for completing the Value Drivers.
In week 1 of the Cycle, there is a planning meeting with all the volunteers who are committed to doing work during the 5 week Cycle. All volunteers are urged to attend and participate.
- The meeting begins with reflecting on the results of the previous Cycle. These observations and lessons are an important part of the planning process.
- Next, the team of volunteers works together to create a Cycle Plan by taking the highest priority Value Driver and breaking it down into tasks. Tasks are represented by sticky notes on the wall.
- Third, the volunteer team counts the number of tasks needed to complete the highest priority Value Driver. If the past Cycle showed that the team can complete more tasks, then the team takes the next Value Driver in the list and breaks it down into tasks. This process continues until the team makes a unified decision that it has taken on the amount of work it can actually accomplish.
- The last part of the meeting is commitment. Everyone shares the responsibility for completing the Value Driver (represented by multiple tasks) by the end of the Cycle of work. Therefore each volunteer must truthfully commit to completing the work. If a volunteer is not comfortable committing to all the work on the task wall, then some tasks must be removed until everyone is able to commit.
In week 2, 3, 4, and 5 of the Cycle, the team of volunteers complete the tasks in the Cycle Plan (aka “doing work”).
- Volunteers are free to take whatever task is of interest to them. If they need more information about the task, they ask the other volunteers or the staff for details.
- When a volunteer begins a task, they sign their name on the bottom of the sticky and move the task into the “in progress” column.
- When a volunteer completes a task, they move the task into the “done” column.
- There are weekly conference calls where all the volunteers check in. They answer 4 simple questions
- What did I do last week?
- What will I do this week?
- What did I learn/observe?
- What obstacles, if any, are affecting my ability to do work?
- New tasks can be added to the wall based on any of the volunteers’ observations, obstacles, clarifications, questions, urgent new tasks, etc. If you add a new task to the wall, add your name to the bottom of the task, so that other volunteers can know who to go to for questions. Note that these new tasks must also be completed by the end of the 5 week Cycle.
At the end of the 5 week Cycle, the team presents the valuable results it has produced to the charity staff/stakeholders. Any insights, observations, corrections, etc. are factored into the next Cycle Plan.
II. Communication Tools
Over the time we have worked together, the volunteer team has decided to use a few tools to help us communicate. The main tool is the task wall and sticky notes. The secondary tool is a shared Gmail account.
NOTE: This list of instructions is a working, evolving document; it is not set in stone. Volunteers are encouraged to work together and adapt the way we do things to create a system that works well for all of us.
ACCOUNT INSTRUCTIONS:
- Login and read new messages
- Emails in the Inbox means there is work to be done (if the task is complete, archive the email to remove from the Inbox aka the To Do List)
- Apply Labels – Gmail doesn’t use folders; it uses labels instead. Apply labels to emails to assist other volunteers with how to treat the content of that message.
- Write up volunteer tasks for the task wall (Note: Label as “Task Written & Posted”)
- Get work done:
- Move the task on the wall to in progress
- If the task came from an email, label the task with your name
- When the task is complete, label as “Task Complete” and archive the email so it doesn’t appear in the Inbox
CURRENT LABELS:
- ??? – this means more information or context is required to understand the request –> ASK QUESTIONS, or get help, to complete the task
- By Volunteer Name –> This means the task/email is in progress; A volunteer labels the email with their name when they accept responsibility for a particular task
- FYI (For Your Information) – these are emails that contain information that is relevant to volunteers, but does not necessarily require action be taken. If action is required, write up a task and post it on the wall)
- Task Complete – Use this to label When a task is complete; archive the email so it doesn’t appear in the Inbox
- Task Written & Posted – apply this label after you write up the task and post it on the wall
- Social Media – these are emails that apply specifically to social media like Twitter, Facebook, etc.
- Website – these emails are relevant to website updates
III. What is 60/40 Time?
- Belief in the mission of the charity
- Desire to “give back”
- Meet new people
- Make new business contacts
- Invited or inspired by another volunteer or staff member
- Improve resume
- Learn new skills
- Benefits such as free events
We want all of our volunteers to get the most out of their experience here. Rather than insisting that every moment of a volunteer’s time be spent on completing tasks on the wall, we ask you to split your time 60/40. We want to give our volunteers freedom to spend a large portion of time doing things that satisfy their motivations while still providing value to the organization. For example, if someone has an interest in building skills in using social media, but there aren’t currently any tasks on the wall related to social media, the volunteer would be encouraged to use 40% of their time using social media to benefit the charity. The remaining 60% of the time is essential for delivering other important results to the organization. We aspire to having a trusting environment, so it is up to you to monitor how you’re spending your time. During progress updates, all volunteers are encouraged to share what they’ve accomplished during their 40% time. This will help other volunteers to learn what motivates their teammates and will give the team information that can be integrated into future Cycle Plans.
Tags: agile, agile beyond software, Consulting, innovation, Interesting, Learning, management, OpenAgile, Process, team, Teams
Posted in Agile Case Studies, Agile Management, How-To Apply Agile, OpenAgile | No Comments »
April 23rd, 2010
I have started composing a series of articles on my blog A Changemaker in the Making that are intended to briefly explain how to apply different agile practices to the work of social innovators, non-profits, charities and volunteer organizations.
The first article covers Self-Organizing Teams an important consideration for organizations that want to use their people resources more efficiently and to create a culture of empowerment.
The second article explores The Agile Workspace and ways to create an environment that is conducive to fruitful interaction.
Enjoy!
Tags: agile, Culture, Learning, Teams
Posted in Links to Agile Info | No Comments »
March 14th, 2010
A close associate, David Parker, has written a great little article about the use of agile methods in volunteer management.
Tags: agile, Learning, management, OpenAgile, volunteer
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March 12th, 2010
Cross-posted from my personal blog: A Changemaker in the Making
For the past several weeks, I have been helping a small charity solve a dilemma. Because the charity is well-recognized for their good work, they regularly attract volunteers who want to help. Unfortunately, the two overworked staff members are too busy to recruit, train, and manage them. My approach has been to use OpenAgile, an open source system for delivering value to stakeholders, to implement a few simple techniques to help them.
There are several aspects of OpenAgile that fit very well for managing volunteers:
1. Self-Organizing Behavior
This means people “volunteer” for tasks instead of doing them based on a tightly defined role or having someone tell them what to do. This frees the staff from having to assign work. Instead, they identify priorities and rely on the volunteer’s creativity and personal motivation to do the task in their own way.
2. Shared Responsibility for the Workload
When there is more than one volunteer, they work in a team and share the responsibility for the workload. The team of volunteers discuss the priorities of the organization, and decide among themselves what tasks need to be completed. Then, they create and commit to a 1-2 week short-term plan that will deliver those results. Finally, they come back after the 1-2 week period and reflect on what they accomplished. This pattern of action, reflection, learning, and planning is one of the Foundations of OpenAgile.
3. Visible Tasks
This means that all people doing the work should be able to see what tasks needs to get done, what is in progress, and what tasks are done. One technique that co-located teams often use is simply posting tasks on a wall using sticky notes. (Check out my OpenAgile Task Wall Prezi) Another cool idea is Card Meeting which works on the same principle, but it can be useful for distributed teams.
4. Learning Manifesto
The emphasis on learning is perhaps the most important aspect of OpenAgile that aligns with the needs of volunteer management. The Learning Manifesto states that “Learning is the key that unlocks human capacity.” Volunteers are drawn to an organization because of its vision but can get pushed away when they feel they’re underutilized or not able to contribute in a meaningful way. By making it explicit that the volunteer is primarily accountable for learning, the organization creates a safe space for experimentation and innovation.
Tags: agile, blog, Interesting, Learning, management, OpenAgile
Posted in Agile Case Studies, Agile Management, Miscellaneous, OpenAgile | No Comments »
March 4th, 2010
Christian Gruber, a Googler, an agile guru and an Aikido practitioner clears up some important mis-understandings about Shu-Ha-Ri as applied to both learning Agile and learning Aikido: http://bit.ly/bqgvZS . Strongly Recommended!
Tags: agile, aikido, Learning, shu-ha-ri, training
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February 18th, 2010
“Last week I taught an introductory course on Agile Work. Normally this is pretty easy stuff. However, I was teaching this course in Bucharest, Romania (cool), and I have come across a substantial, strong and vigorous objection to agile (also cool, but challenging too). Several people in my class are asserting that agile is just like communism and since communism failed, agile is not likely to succeed either. I’m looking for help on this! …”
Read the original article!
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February 8th, 2010
I’ve just submitted a proposed session to the Agile 2010 web site:
Test-Driven Development for the iPhone, iPod and iPad
Please go to the site and let me know in the comments there if you have any suggestions about the proposal!
Tags: agile, iPhone, TDD, Xcode
Posted in Agile Engineering, Announcements | No Comments »
February 4th, 2010
Hi All,
Here is a collection of interesting reads and articles that either Mishkin Berteig (@mberteig) or Paul Heidema (@paulheidema) reposted on Twitter.
RT @daverooneyca RT @gilbroza: Mincing no words: People are NOT resources! http://bit.ly/3iZwpI [A-freaking-men!!]
RT @jbrains jbrains.ca classic: Forget velocity http://mee.bo/dB2sw3
RT @AgileAdvice Comparison of OpenAgile with Scrum http://bit.ly/dBLCxP #Agile #Scrum #OpenAgile
RT @flowchainsensei Culture change is Free “I discovered the folly of culture change programmes years ago” ~John Seddon http://bit.ly/9Nwv8e
One of my favorite books! RT @mr_alan_cooper @flowchainsensei In return I offer J. Gall: http://bit.ly/bMPtoC
RT @estherderby RT @jasonlittle Simple Exercise to Demonstrate Value of Collaboration http://ow.ly/1nK4wm
RT @mohamed_rafie RT @sf105: Agile Learning Design: Periodic Table http://bit.ly/7K7Eyy
RT @jeffpatton good points in this piece – emerging practices for adding ux work to agile development by http://bit.ly/6HpkOe
RT @davidparker9 OpenAgile – New Management Methodology by @titusperide: http://bit.ly/5pD1ps
RT @agilenature Keep the Balance – The Scrum Product Owner http://ff.im/-foXWY
You can join Twitter by visiting http://twitter.com and following their steps.
If you are interested in what OpenAgile or other agile methods are all about please follow @mberteig @paulheidema and many others of the ones listed above.
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December 10th, 2009
This is for people who have received the OpenAgile Readiness Certificate, this course is a key component for advancing your learning to the next level – the level of being able to function effectively as a Team Member in OpenAgile. This training gives you hands-on exposure to the OpenAgile team environment, and practice with all the core OpenAgile techniques for accelerating learning and moving systematically towards your goals.
Date;
January 26-27, 2010
Location:
Soloway Jewish Community Centre
21 Nadolny Sachs Private
Ottawa, Ontario K2A 1R9
Directions to Soloway Jewish Community Centre also known as The Joseph & Rose Ages Family Building
More information
To register for this seminar!
Posted in OpenAgile, Professional Development | No Comments »
