Just a link to the Self Organizing System FAQ – glanced through it, it looks amazing.
Learning is the result of both encountering new experiences and deliberate experimentation. Learning creates new knowledge, increased volition and improved action.
Some of people’s best learning comes from “failure”. An essential component of learning is feedback.
Learning and feedback can be amplified in several ways. Provide opportunities for learning through books, training courses, coaching, deliberate exposure to diverse work, and deliberate experimentation. Frequently ask the questions “why?” and “how?” and answer them honestly and deeply. Increase the level and quality of communication among the stakeholders and team members. Inspect work in progress frequently or even continuously. Learning accelerates greatly if a culture of learning is created where individuals feel free to experiment and take initiative even on critical aspects of the work.
Learning and feedback support all three agile principles. People become more effective creators as they learn. People are better able to adapt to and embrace change as they learn. And a person’s span of perception increases as they learn. Any increase in learning or feedback leads to an increase in the manifestation of the principles.
Learning and feedback can be amplified rapidly, but an empowered team is necessary to effectively take advantage of this amplification. If a team is not empowered, then rapid learning can lead to frustration. Amplified learning and feedback result in excitement, enthusiasm and playfulness, rapid problem solving, high quality work results and satisfied stakeholders.
An excellent analysis of learning at a social or group level is presented in Progress and Its Problems by Larry Laudan. In this very well written book, Laudan takes a look at the history and philosophy of science and develops a model for learning that is applicable to the development of agile methods.
Lean Metrics… are Lean
In the book Lean Software Development by Mary and Tom Poppendieck, there are a small number of references to metrics: process cycle time, process cycle efficiency, business models. Lean practices focus very much on diagnostic metrics that are used to help people find and eliminate waste and improve value and quality. The other aspect of metrics is to measure up for purposes of motivation and performance measurement.
Conclusions for Scrum and Agile in General
Don’t prescribe specific metrics!
Agile work is about an empirical process where a team responds to change, learns, and self-regulates. An agile team has the power to choose their own metrics for their own self-inspection. For upper management, the single economic driver that is part of the “Good to Great” process should be sufficient.
Here are my rough notes from the May 2005 Scrum Gathering in Boston. Regrettably I was not in the room for most of Mike Cohn’s presentation on User Stories… but his book (User Stories Applied : For Agile Software Development) is excellent 🙂
The notes in this entry include predictions from Ken Schwaber, a presentation from Bob Schatz formerly of Primavera on their enterprise-wide implementation of Scrum, a panel discussion with Tim Bacon, Jeff McKenna, and Diana Larsen, moderated by Esther Derby. In the afternoon we heard from Pete Deemer about Yahoo!’s enterprise adoption of Scrum, Mike Cohn about User Stories, and to close the day we had an energetic presentation from Tim Dorsey of WildCard Systems about their enterprise implementation of Scrum.
At the Advanced ScrumMaster Training, Ken Schwaber presented a substantial amount of thinking about metrics used with Scrum. The main driver for thinking about metrics has come from implementing Scrum in enterprise situations. Management expects metrics to be used in order to provide visibility into the progress of the Scrum implementation.
Empowerment is the ability of a team to make decisions about how to do their work and execute on those decisions without outside interference. If a team is empowered, then it will be more capable of responding to change, and it will be able to focus on manifesting the members’ creative potential. Empowerment comes from a combination of several factors:
An information radiator is a large display of critical team information that is continuously updated and located in a spot where the team can see it constantly. The term “information radiator” was introduced extensively with a solid theoretical framework in Agile Software Development by Alistair Cockburn.
As part of the Advanced Scrum Training, Esther Derby presents a section on conflict. One very insightful part of the presentation is a description of four reasons for the existence of conflict or disagreement. They are as follows (adapted from “Advanced Scrum: Collaboration Skills for Scrum Teams” (c)2004-2005 Esther Derby):
I’ve come up with a short quiz about agile readiness. It has never been tested anywhere. Rather, it represents my observations about what conditions have been in place in organizations where agile has taken root and flourished vs. places where attempts at agile have failed.
Kent Beck’s book “Extreme Programming Explained : Embrace Change” provides a good introduction to how software development can embrace the constant change that affects our world. Some of the practices he introduces are very software-specific. However, the overall basic message is sound and provides a foundational principle for all agile work. (By the way, the book is excellent.)
Change really does occur everywhere. Change is constant. A google search for “embrace change” or “change is constant” will both turn up an incredible variety of articles, papers, discussions, books and viewpoints that all affirm the constant nature of change and the need to embrace it.
Nevertheless, it is sometimes difficult to accomodate change when we also have a legitimate and deep desire to know what is coming next.
For many teams, the environment in which they work is constantly changing. This change can be caused by competition between organizations, scientific or technological advances, fads and cultural shifts, major events in people’s personal lives or even just a change of opinion with a stakeholder. Any change, even small change, can invalidate a planned course of action. However, goals (as distinct from plans) are more stable and often survive even major environmental changes. Therefore, rather than trying to plan the future, an agile team can focus on being able to respond to change while still reaching a goal.
Nevertheless, a team needs some sense of what it will do in the near future. A team can work with a “horizon of predictability”. This is the distance into the future which a team can be reasonably certain that plans will be stable. Depending on the environment, this may be as little as a few minutes, or as long as a month. It is rarely longer. The horizon of predictability is not a precise demarcation, rather, expect change with a probability based on the horizon of predictability. Then, plan to respond to change. Be detached from the concrete details of a plan, particularly if they occur outside the horizon of predictability.
Responding to change requires a major mental shift for many people that is difficult and takes time and environmental support. People are often penalized socially or formally for being flexible or adaptable. This quality can appear to be “wishy-washy”, uncertain, indecisive, uncommitted or even rebellious.
The terms “agility” or “agile work” refer to this principle of embracing constant change since it is the most visible of the principles. However, the ability to respond to change relies on the establishment of agile work disciplines and practices.
We’ve all seen this. A one-year project in its 13th month, and the Project Manager has been reporting 80% of the tasks at 90% and has been doing so for the last 120 days. There’s no end in sight, and the customer is leaking cash every day the product fails to go into production. What can be done? Agile project management principles can help this all-too-frequent scenario.
I have just run across a web site about applying agile practices, specifically from Extreme Programming (XP) to architecture. This site, called “Architectural Practices – Extreme Project Management for Architects” has a great deal of information.
I read an article in Wired yesterday that was modified from a book “Freakonomics“. The article talks about real-estate agents and motivation to push the price of houses they are selling $10,000 higher. The observation was that the $150 incremental gain for the agents (1.5% of $10,000) doesn’t make it worth their holding out an extra three weeks to get the higher number. Their interest is in closing quickly and moving on. They can often convince (through fear) the poor seller of a price that suits their interest. He wasn’t even sure if it was conscious, but it naturally flowed out of the asymetrical knowledge levels between the agent and the client. (I’m reminded here of the saying “A System’s Purpose Is What It Does”.) This asymmetry of knowledge is highly important in the Agile community’s current situation, in that it gives early practitioners the “expert” status, and lots of power to help or hurt the client.
Index cards are an excellent tool to use to optimize communication. There are two primary types of use for index cards.