Archive for the ‘Miscellaneous’ Category

Project Defibrillation

Wednesday, September 23rd, 2009

Imagine your father is in surgery for a routine tonsillectomy.  Something goes wrong with the anesthesia and his heart goes nuts.  The defibrillator is brought out, the paddles applied to your father’s chest and the surgeon yells “CLEAR!”.  He triggers the defibrillator, but nothing happens, just a small clicking noise.  He quickly checks the machine, and everything looks okay.  He tries again.  “CLEAR!”  There’s a small buzzing noise and your father’s body trembles slightly.  The surgeon puts the paddles down, and, getting frantic, yells at the nurses to find another defib machine, “NOW!!!”.  Thirty agonizing seconds pass.  One of the nurses rushes into O.R. with a cart with another defibrillator machine on it.  It gets set up.  Another fifteen seconds pass.  It charges and the surgeon applies it again.  “CLEAR!”  There’s a huge shock and your father is killed instantly.  It takes a few more minutes for him to be officially pronounced dead.

Is this how projects are run in your organization?

If this had been a description of a real event, you would be furious.  You would demand that the defibrillators work better – one hundred percent of the time would be about right!  You would sue the hospital for buying shoddy defibrillators.  You would sue the company that made them.  You would sue the surgeon.

Let’s stop running projects this way.  Agile is a reliable defibrillator for your organization’s heart.

Share and Enjoy:
  • TwitThis
  • LinkedIn
  • Digg
  • Technorati
  • del.icio.us
  • Propeller
  • StumbleUpon
  • Reddit
  • Fark
  • Slashdot
  • Blogsvine
  • Google Bookmarks
  • Furl
  • Facebook
  • BlinkList
  • YahooMyWeb

Mentoring, Coaching and Training – What is the Difference?

Wednesday, June 24th, 2009

Over the years working with clients, I’ve discovered that there is often confusion about what are the differences between mentoring, coaching and training.  We all know that these are ways for an expert or experienced individual to help people do something more effectively.  That’s the similarity.  But the differences…

Mentoring

Mentoring is generally an informal relationship between two people.  A mentor will do many of the same things as a coach or even someone who is a trainer, but there is no formal obligation on the part of either party.  A mentoring relationship often develops gradually from a friendship or a professional association, intensifies as the mentor discovers he has valuable insight and experience to share, and as the person being mentored discovers his desire to learn from the mentor.  The two people will at some point recognize the special nature of their relationship, but may not name it.  And as life circumstances change, the relationship will gradually de-intensify.  It will often turn into a friendship of peers.

Coaching

In working on this article, I read a number of other articles about the differences between coaching and mentoring.  All of them talk about how a coach does not provide solutions or answers.  I beg to differ.  Think of an athletic coach.  An athletic coach definitely does not simply ask the athlete questions and help them bring out their own solutions to problems.  An athletic coach helps point out problems, makes very definite suggestions, and sometimes even intervenes physically to help the athlete do the right thing.  So what is coaching?  The main difference is in terms of formality.

A coach is a coach from the start of the relationship with the person being coached.  The person being coached has a specific goal to achieve.  It can be long term or short term, but it is specific.  The coach is there to help that person meet their goal.  Once the goal is met, the relationship is re-evaluated.

Here are some of the ways that coaching can happen (actually, mentors do these things too):

  • The Socratic Coach – asks lots of probing questions.
  • The Hands-On Coach – shows people a way to solve a problem, but leaves it to the individual to mimic or do something different.
  • The Intervention Coach – mostly observes and at key moments intervenes to help an individual choose a specific path of action.
  • The Guiding Coach – provides constant (usually gentle) reminders to help an individual keep withing a specific path of action (guide rails).

Training

Classroom training is the type of training we most often think of, but it is not the only kind.  There is also on-the-job training and of course all sorts of e-learning methods of training.  Training is very formal, should have well-defined learning objectives, and is often relatively brief as compared to coaching or mentoring.

Training can also include many of the types of interaction that are found in a coaching environment, but there is a very strong focus on the trainer being a subject matter expert.  The trainer has extensive experience or knowledge in the subject that is being delivered in the training.  It is expected that the participants in the training learn from the trainer – there is knowledge transfer.  How this happens can be very flexible, of course, and good training is never just a speaker standing at the front of the room and lecturing for the whole time.  Discussion, simulations, case studies, and other forms of interaction are critical for an effective training experience.

Some other links:

Workplace Coaching and Mentoring – Some Key Differences to Maximize Personal Development

Coaching is Not Mentoring, Training or Counselling

What are the Similarities and Differences Between Coaching and Other Things?

Are You Coaching Mentoring or Training Your New Employees?  Distinctions New Managers Need to Know.

Share and Enjoy:
  • TwitThis
  • LinkedIn
  • Digg
  • Technorati
  • del.icio.us
  • Propeller
  • StumbleUpon
  • Reddit
  • Fark
  • Slashdot
  • Blogsvine
  • Google Bookmarks
  • Furl
  • Facebook
  • BlinkList
  • YahooMyWeb

Shervin Satareh on NGO-corporate collaboration

Wednesday, April 22nd, 2009

I subscribe to the European Baha’i Business Forum newsletter which often posts interesting articles and interviews about the relationships between business, corporate responsibility and social and economic development.  In his interview, Satareh discusses the need for closer collaboration between corporations and NGOs and how opening up this kind of discourse will contribute to advancing the corporate social responsibility (CSR) movement.

I found this intriguing in light of the BCI team’s current project of developing the OpenAgile™ Learning System™ and the corporate learning institute.

Share and Enjoy:
  • TwitThis
  • LinkedIn
  • Digg
  • Technorati
  • del.icio.us
  • Propeller
  • StumbleUpon
  • Reddit
  • Fark
  • Slashdot
  • Blogsvine
  • Google Bookmarks
  • Furl
  • Facebook
  • BlinkList
  • YahooMyWeb

Esther Derby Writes about Trust Building

Thursday, April 16th, 2009

Five Ways that Team Members Build Trust.  The five things Esther mentions are all good and actually seem fairly comprehensive as categories.  I often think about trust and it’s relationship to Truthfulness.  I see truthfulness as comprising:

  • Integrity – acting on your principles with wisdom and without compromise.
  • Honesty – telling the truth as you understand it to other people.
  • Self-Awareness – knowing your capabilities and limits (being honest with yourself).

What else is required for Truthfulness and Trust-building?

Share and Enjoy:
  • TwitThis
  • LinkedIn
  • Digg
  • Technorati
  • del.icio.us
  • Propeller
  • StumbleUpon
  • Reddit
  • Fark
  • Slashdot
  • Blogsvine
  • Google Bookmarks
  • Furl
  • Facebook
  • BlinkList
  • YahooMyWeb

Lateral Violence and Workplace Safety – Awareness for Agile Teams and Coaches

Monday, January 26th, 2009

Two very interesting videos.  The first, a presentation by Rod Jeffries, goes through a treatment of “Lateral Violence”.  The second is three role-play scenarios to demonstrate the concepts.  Both of these videos are in the context of nursing in hospitals… however, it takes little imagination to see how they apply in other environments.  I would actually assert that the problems described in these videos are endemic to most organizations.

Alistair Cockburn has also written about safety in a team context.

Scrum and other agile methods all have some mechanisms for dealing with this sort of challenge, but they can start failing quickly if the sponsors of the agile effort do not overcome the habitual and cultural challengs.

Share and Enjoy:
  • TwitThis
  • LinkedIn
  • Digg
  • Technorati
  • del.icio.us
  • Propeller
  • StumbleUpon
  • Reddit
  • Fark
  • Slashdot
  • Blogsvine
  • Google Bookmarks
  • Furl
  • Facebook
  • BlinkList
  • YahooMyWeb

Why I Joined Berteig Consulting

Friday, January 9th, 2009

Most business persons and businesses understand the concept of strategic alliances.  The reason to form alliances are many and varied and include such reasons like; monetary, distribution, market access, shared technology and others.  My reason for joining Berteig Consulting is a little unusual.  First reason is that I am an international consultant, trainer and coach.  My international work requires 100-150 days of travel outside North America every year.  I have been doing this for 10 years and it does not hold the same appeal it did in the beginning of the travel.   Don’t misunderstand me, I still like the travel but I pay a price physically.  So joining a reputable and successful Canadian company was appealing to me.

My second reason for the alliance is that I am very impressed with the knowledge, skills, abilities and professionalism that exists in the Berteig Consulting team. Their values were consistent with mine.  During the summer of 2008, Mishkin Berteig (the co-founder of the Berteig Consulting) and I began to investigate how we could work together.

Needless to say we hit it off.  There is mutual respect.  So I made the move to become a CSM and begin to train, coach and consult within his company.  Mishkin and I have already decided to co-write a book about Agile. I have currently written 5 books which are published in 10 languages, one of which is a best seller.  Mishkin and I hope to publish in late 2009. I will continue my international work to some degree, but my strategic relationship with Berteig Consuting will become more important in the coming months and years.

I look forward to adding value to Berteig Consulting, the team members and all of our clients.   I will do what needs to be done to insure the existing and future customers receive the best advice, coaching and training available in the Agile marketplace.   I care about the people at Berteig Consulting and will make sure they receive value from me.  There is a quote I respect … People don’t care how much you know until they know how much you care!   We at Berteig Consulting care about the quality of our interactions with our customers and the results of our efforts.

James M. Heidema, CSM, CLU, CIAM
Berteig Consulting team member
James Heidema’s Profile

Share and Enjoy:
  • TwitThis
  • LinkedIn
  • Digg
  • Technorati
  • del.icio.us
  • Propeller
  • StumbleUpon
  • Reddit
  • Fark
  • Slashdot
  • Blogsvine
  • Google Bookmarks
  • Furl
  • Facebook
  • BlinkList
  • YahooMyWeb

Why we like working at Berteig Consulting

Monday, September 29th, 2008

From Paul Heidema:

Most people despise the end of Sunday. This means that Monday, the dreaded start of the work week, is just around the corner. Most people don’ have a team that they trust at work. Most people are unable to be truthful with their boss, or even truthful with themselves about their work.

Fortunately, I am not one of those people. I work with great people. They are kind, honest, caring, and very professional. I work at Berteig Consulting. My team is made up of four people, one of which is me. Travis, who is very gifted in the arts is also very professional and down to earth. Mishkin is an ideal boss who cares deeply about his co-workers, and treats us all like brothers and sisters. Laila is pure and able to make others feel completely at home (she is also my wife).

I never know what will happen each week but I do know that I will be happy and enjoying the experience with such a wonderful team.

From Mishkin Berteig:

Every day that we start work, I’m happy to be here.  It’s a bit cliche, but I love the people I’m working with.  I also love the work we are doing.  The vision of the company is maturing and our focus on education has already changed the way some things are being done.  I like our work environment: there are three of us “crammed” into a small office room – we are constantly collaborating, discussing options and problems and reminding each other of work to do.  Hiring Laila to work with us part time has been an incredible change.  She thinks systematically about our way of working and makes suggestions in such a loving way that it is impossible to feel like we were even doing anything wrong in the first place.  For me personally, having Travis focus on the role of Process Facilitator (ScrumMaster) has also been a huge relief for me.  He keeps us in line with a lightweight agile process and I’m loving it!!!  Finally, for me, focusing my own efforts on business value has been great – with the help of Paul, Laila and Travis, I now have the mental space and the actual time to devote to this critical part of running a business.  I’m still learning like crazy, and it’s great fun!  I wish everyone could work in an environment like this… which is, of course, why we offer the services that we offer! :-)

From Travis Birch:

At Berteig Consulting, we practice Agile.  I am currently working in the role of process facilitator for our new team of 4.  We work in 1-week iterations.  As a couple of the team members have a 4-day work week, we have our retrospective on Monday mornings at 10 AM, followed by the planning meeting for our next iteration at 11 AM.  The remaining work days begin with a daily stand-up meeting using the reporting methods of a daily Scrum (each member reports 3 things to the team – “What I did yesterday”, What I’m doing today”, and “What are my obstacles”).  We work in a collocated team room, with items, tasks, obstacles, definition of done and burn-down chart all up on the walls.  We just completed our second iteration.  As part of today’s retrospective, team members actually did some demos – Mishkin showed us some of the great changes he’s made to his course material and Paul demoed our beautiful newsletter.  Laila even demoed some travel tools that she’s been working on for the trainers.  We also decided to each write our reflections in order to share them with those who might find it useful as a way of wrapping up the retrospective for this iteration.

Visibility of work and openness of consultation feeds an overall feeling of excitement and optimism in the team!

From Laila Heidema:

Having worked at Berteig Consulting for merely two weeks, I already feel that I am part of a team. I feel that I am contributing in helping people with their business in an environment that is creative, supportive, joyful and cooperative. I know that each week will bring interesting new tasks that will not feel like a mundane set of work, or carried out in order to finish the week. Rather, each project is completed with a sense of contribution towards the company’s quest to be the best corporate educator for humanity. Were it not for Berteig’s positive atmosphere and team dynamic, this would not be possible.

Share and Enjoy:
  • TwitThis
  • LinkedIn
  • Digg
  • Technorati
  • del.icio.us
  • Propeller
  • StumbleUpon
  • Reddit
  • Fark
  • Slashdot
  • Blogsvine
  • Google Bookmarks
  • Furl
  • Facebook
  • BlinkList
  • YahooMyWeb

Returning to Work

Monday, September 1st, 2008

The summer has been interesting for me.  Lots of really great things including the Agile 2008 conference, some really great training experiences, and some really great business challenges.  I’ve learned a huge amount over the last few months.  In many ways, September always gives me the “back to school” feel from when I was growing up.  This year it is particularly so.  This year, I’m working with a team instead of on my own.  This year, I have a systematic approach to running my business using OpenAgile.  This year, I’m being deliberate about creating my corporate culture.

One thing I wanted to share publicly: Berteig Consulting has the start of a vision and mission.  For several years now, I’ve been focused on agile methods.  But I also have always known that in many ways those methods are not what I am committed to.  Rather, there is something deeper.

Berteig Consulting is going to be the best corporate educator of humanity.

Agile methods are a tool or set of practices that are compatible with this vision.  We teach agile methods, we mentor and coach agile methods, and agile methods themselves help individuals, teams and organizations to learn – to self-educate.  So using agile methods enables our vision.

But it doesn’t stop there… (to be continued).

Share and Enjoy:
  • TwitThis
  • LinkedIn
  • Digg
  • Technorati
  • del.icio.us
  • Propeller
  • StumbleUpon
  • Reddit
  • Fark
  • Slashdot
  • Blogsvine
  • Google Bookmarks
  • Furl
  • Facebook
  • BlinkList
  • YahooMyWeb

First Day of Agile 2008 Conference

Tuesday, August 5th, 2008

The first day of the Agile 2008 Conference was fabulous!  I’m working with five other great people including my wife, Melanie, my father, Garry, and three good friends: Paul, Travis and Laila.  We have set up a beautiful booth designed by my brother, Alexei Berteig.  Working at the booth has been a tiring yet exhilarating experience.  Before the conference we received Boothmanship Training from The Portables.  The people at The Portables have been excellent and I highly recommend them to anyone embarking on a booth display at a conference.

Today I delivered the first of my two presentations at the conference.  The thirty minute experience report: “Extremely Short Iterations as a Catalyst for Effective Prioritization of Work” was well received.  There were about 25 people in attendance and despite the short time for questions, there were some good ones.  I enjoyed delivering the presentation and it was filmed for later publication on InfoQ.  I also received highly positive feedback after the talk.  On Thursday, I am giving a much more substantial presentation titled “Meta-Agile: Using Agile Methods to Deliver Agile Training“.  This will be a three hour workshop in two parts: a 90 minute presentation, and then a 90 minute participatory patterns workshop.  If you are a trainer or coach, I highly recommend attending this one!

I also ran into many friends… too many to list, in fact.  It is surprising to me to see how many people I know in this community.  There are over 1500 people at this agile conference, and I can’t walk more than 20 steps without running into someone I know.  One other really cool thing is that everyone is commenting on how much they like the notebooks that were included in the conference bag – highly popular.  In fact, three people have commented that it was the only useful thing in the bag… which is actually a bit of an exaggeration since the conference program was also in the bag and I suspect that it might be just a wee bit more useful :-)   Nevertheless, the feedback has been great.

Come check us out at our booth if you are at the conference – it’s unmistakable – strong red backdrop with the Berteig Consulting logo across the top.  We also have a great raffle so be sure to drop off your raffle entry which is found in your notebook pocket.

Share and Enjoy:
  • TwitThis
  • LinkedIn
  • Digg
  • Technorati
  • del.icio.us
  • Propeller
  • StumbleUpon
  • Reddit
  • Fark
  • Slashdot
  • Blogsvine
  • Google Bookmarks
  • Furl
  • Facebook
  • BlinkList
  • YahooMyWeb

Agile Tools vs. Agile Books

Wednesday, June 4th, 2008

Agile Tools vs Agile Books

I have been working with Agile for a few months. At Berteig Consulting we are using OpenAgile to run our small business. As such we try to use various tools to make our life easier. I have already mentioned that we use CardMeeting for our cycles and tasks. I have tried using PlanningPoker for online estimation. It seems useful, but maybe our team is too small to make great use of it. I am also looking for other ways to manage the reflections and learning from each cycle.

I have received an email from David Wolrich of CardMeeting that states: “Anyways, I rely on the trickle of news from legitimate organizations like yours to let users know that CardMeeting is still around, that I am still adding features, and to generate interest; thanks again.” So maybe some of you could try it and give him a shout. Much like other free applications on the net such as Drupal and Neo Office this one could become more robust and useful.

I am wondering if I am spending too much time on tools and not enough reading and researching Agile methods. I am enjoying reading about Agile success stories. Anybody know of small businesses that have documented or written about achieving success in Agile? Is there an Agile bible or maybe a book about the best ways to succeed using Agile?

So this is the question that I am wondering: Are tools better than books when it comes to Agile?

Share and Enjoy:
  • TwitThis
  • LinkedIn
  • Digg
  • Technorati
  • del.icio.us
  • Propeller
  • StumbleUpon
  • Reddit
  • Fark
  • Slashdot
  • Blogsvine
  • Google Bookmarks
  • Furl
  • Facebook
  • BlinkList
  • YahooMyWeb

Quality is not an attribute, it’s a mindset

Wednesday, May 14th, 2008

This was actually cribbed from a Bruce Schneier blog post about security…

Security engineers see the world differently than other engineers. Instead of focusing on how systems work, they focus on how systems fail, how they can be made to fail, and how to prevent–or protect against–those failures. Most software vulnerabilities don’t ever appear in normal operations, only when an attacker deliberately exploits them. So security engineers need to think like attackers.People without the mindset sometimes think they can design security products, but they can’t. And you see the results all over society–in snake-oil cryptography, software, Internet protocols, voting machines, and fare card and other payment systems. Many of these systems had someone in charge of “security” on their teams, but it wasn’t someone who thought like an attacker.  

There’s an interesting parallel between this statement and how most software quality is handled. Quality and Security are similar. In fact, I see security as a very specific subset of quality-mindedness. Certainly both require the same mindset to ensure – rather than thinking merely “how will this work”, a quality-focused person will also, or perhaps alternately think: “how might this be breakable”. From this simple change in thinking flows several important approaches

  • Constraint-based thinking (as opposed to solution based thinking): allows an architect/developer to conceive of the set of possible solutions, rather than an enumeration of solutions. By looking at constraints, a developer implements the lean principle of deciding as late as possible, with as full information as possible.
  • Test-First: As one thinks of how it might break, scenarios emerge that can form the basis of test cases. These cases form a sort of executable acceptance criteria
  • Lateral Thinking: The constraint+test approach starts to get people into a very different mode, where vastly different kinds of solutions show up. The creative exercise of trying to break something provides insights that can change the whole approach of the system.

 Schneier goes on to ponder 

This mindset is difficult to teach, and may be something you’re born with or not. But in order to train people possessing the mindset, they need to search for and find security vulnerabilities–again and again and again. And this is true regardless of the domain. Good cryptographers discover vulnerabilities in others’ algorithms and protocols. Good software security experts find vulnerabilities in others’ code. Good airport security designers figure out new ways to subvert airport security. And so on.  

 Here again – I think it’s possible to help people get a mind-set about quality, but some do seem to have a knack. It’s important to have some of these people on your teams, as they’ll disturb the waters and identify potential failure modes. These are going to be the ones who want to “mistake proof” (to borrow Toyota’s phrase) the system by writing more unit tests and other executable proofs of the system. But most importantly (and I can personally testify to this) it is critical that people just write more tests. It is a learned skill to start to think of “how might this fail” until it becomes a background mental thread, always popping up risk models.A related concept is Demmings’ “systems-thinking”, which, applied to software quality, causes one to start looking at whole ecosystems of error states. This is when fearless re-factoring starts to pay off, because the elimination of duplication allows one to catch classes of error in fewer and fewer locations, where they’re easier to fix. There are many and multifarious spin-off effects of this inverted questioning and the mindset it generates. Try it yourself. When you’re writing code, ask yourself how you might break it? What inputs, external state, etc. might cause it to fail, crash, or behave in odd ways. This starts to show you where you might have state leaking into the wild, or side-effects from excessively complex interactions in your code. So quality focus can start to improve not only the external perception of your product, but also its fitness to new requirements by making it more resilient and less brittle. Cleaner interactions and less duplication allow for much faster implementation of new features.I could go on, but I just wanted to convey this sense of “attitude” or “mindset,” over mere technique. Technique can help you get to a certain level, but you have to let it “click”, and the powerful questions can sometimes help.

Share and Enjoy:
  • TwitThis
  • LinkedIn
  • Digg
  • Technorati
  • del.icio.us
  • Propeller
  • StumbleUpon
  • Reddit
  • Fark
  • Slashdot
  • Blogsvine
  • Google Bookmarks
  • Furl
  • Facebook
  • BlinkList
  • YahooMyWeb

Stonecutters, Paycheck Earners, or Cathedral Builders?

Tuesday, May 13th, 2008

All credit for this is due to Mary Poppendieck as this is entirely cribbed from her Agile2007 talk on agile leadership.

A man walks into a quarry and sees three people with pickaxes. He walks up to the first one and asks, “What are you doing?” The first quarry worker irritably replies, “I’m cutting stone, what does it look like? I cut stone today, I cut stone yesterday, and I will cut stone tomorrow!” The man asks the same of the second person who replies, “I’m making a living for my family.” The man turns to the third person and asks him, “so what are you doing here?” The third worker looks up for a moment, looks back at the man with a proud expression and says, “I’m building a Cathedral!”

The moral of the parable is likely clear, but it bears applying to organizational dynamics. Basically, consider that everyone gets annoyed with aspects of their jobs. The question is one of response. Basically, if a person is annoyed with his job, does he:

  • Complain? He is probably a stonecutter.
  • Ignore it? He is probably a paycheque earner.
  • Fix it? He is a cathedral builder.

Cathedral builders are absolutely critical to a healthy organization. They push the organization towards a vision, often propagating the high-level vision throughout all levels of the organization. Unfortunately, these are also people who annoy the stonecutters and paycheque earners, because they won’t participate in the complaints, and they agitate for changes which make it hard to ignore things and just “do the job.” But your success will rely on them… find them, shelter them, and grow them. And whatever you do, don’t “promote” them into positions where they aren’t effective. Empower them, and if you need to add salary and title that’s fine, but let them find their own area of maximal contribution. Guaranteed you, Mr. business owner, aren’t smart enough to see what that is.

Organizations that fail to see this remain mediocre or failing organizations. Organizations that find ways of harnessing their workforce and coaxing people into the next level of engagement, succeed.

Share and Enjoy:
  • TwitThis
  • LinkedIn
  • Digg
  • Technorati
  • del.icio.us
  • Propeller
  • StumbleUpon
  • Reddit
  • Fark
  • Slashdot
  • Blogsvine
  • Google Bookmarks
  • Furl
  • Facebook
  • BlinkList
  • YahooMyWeb

Bell Canada and Net Neutrality

Saturday, March 29th, 2008

Bell Canada is traffic shaping to restrict the speed of data on P2P networks.  Mark Kuznicki has written a good reference piece on his blog.  The piece is titled Bell Canada Hands Net Neutrality Advocates a Gift.  It’s sad but funny too.  I don’t usually post non-agile items, but I thought this one deserved some attention.  Please, if this is important to you, take the time to blog about it even if just to link to Mark’s article.  We’re using the tags: bellthrottling, netneutrality, canada.

Share and Enjoy:
  • TwitThis
  • LinkedIn
  • Digg
  • Technorati
  • del.icio.us
  • Propeller
  • StumbleUpon
  • Reddit
  • Fark
  • Slashdot
  • Blogsvine
  • Google Bookmarks
  • Furl
  • Facebook
  • BlinkList
  • YahooMyWeb

Article on Risk and the Brain

Wednesday, March 19th, 2008

This article called “To Bet Or Not To Bet: How The Brain Learns To Estimate Risk” is interesting, particularly because agile methods treat risk completely differently than traditional methods.

Share and Enjoy:
  • TwitThis
  • LinkedIn
  • Digg
  • Technorati
  • del.icio.us
  • Propeller
  • StumbleUpon
  • Reddit
  • Fark
  • Slashdot
  • Blogsvine
  • Google Bookmarks
  • Furl
  • Facebook
  • BlinkList
  • YahooMyWeb

The Retrospective Prime Directive

Tuesday, February 19th, 2008

Linda Rising and several others have a discussion about the Retrospective Prime Directive over on InfoQ.  It’s a fabulous read!

Share and Enjoy:
  • TwitThis
  • LinkedIn
  • Digg
  • Technorati
  • del.icio.us
  • Propeller
  • StumbleUpon
  • Reddit
  • Fark
  • Slashdot
  • Blogsvine
  • Google Bookmarks
  • Furl
  • Facebook
  • BlinkList
  • YahooMyWeb