These are the photos from my talk in London Ontario on April 27th at the PMI SWOC Symposium conference.
A bunch of organizations I know started their journey of increasing their agility with Scrum. That didn’t solve all of their problems. Kanban enables organizations to evolve their service delivery systems towards mature business agility.
As addressed in How Kanban Saved Agile, pure Scrum is extremely rare. Scrumbut (the disparaging label that spawned from so many organizations reporting that they do Scrum, but…) on the other hand, is extremely common.
How many organizations do you know of with Scrum teams that meet all of the requirements above? I don’t know one.
So, what’s the solution? Give up on Scrum? Are we still getting benefits from Scrumbut? Alright, let’s stop it with the Scrumbut already. Let’s acknowledge what’s really going with real teams in the real world and call that Scrum. Let’s refer to the above checklist as “Ideal Scrum”.
Here are some of the reasons for adding layers of scaling around Agile teams:
Generally speaking, the aim of Agile scaling methods is to apply larger Agile wrappers around clusters of Agile teams in order to re-establish some kind of hierarchical structure needed to manage the interdependencies described above. Whether its a Release Train or a Nexus, or whatever else, the idea is that there is an “Agile Team of Teams” managing the interdependencies of multiple, smaller teams. As long as the total number of people doesn’t grow beyond the Dunbar number (~150), the Dunbar-sized group is dedicated and cross-functional, there is a team managing the interdependencies within the Dunbar, there are no dependencies outside of the Dunbar and there is some cadence (1-3 months) of integrated delivery—it’s still “Agile”. All of this scaling out as far as a Dunbar (and only that far) allows the enterprise to still “be Agile”—Scaled Agile.
This is all supposed to be somehow more realistic than Ideal Scrum (with perhaps am overlay of Scrum of Scrums and a Scrum of Scrum of Scrums). It’s not. How many organizations do you know of that can afford to have ~150 people 100% dedicated to a single product? Perhaps today there is enough cash lying around, but soon enough the economic impact will be untenable, if not unsustainable.
Don’t get hung up on teams, roles, your latest reorg, how people will
respond to another “change”, who’s in, who’s out, etc. These are all part of the service as it is now—your current capability. Initially, no changes are required at this level. The kanban system will operate at a higher level of scale. Through feedback-loop cadences, it will evolve to be fit for the purpose of your customers without a traumatic and expensive reorg. Who is responsible for this? Identify this person. If you are the one thinking about this problem, there is a good chance that it’s you. Whoever it is, this is the manager of the service; take responsibility, do the work and make life better for everyone.
For more information about LeanKanban University Certified Kanban courses provided by Berteig, please go to www.worldmindware.com/kanban. Some spots are still available for our classes in Toronto, June 12-16.
For Agilists who have read this far and still don’t get it, start here:
Our IT group started with Scrum. Scores of people got trained. Most of our Project Managers became “Certified” Scrum Masters. Most of our Business Analysts became “Certified” Product Owners. We purged some people who we knew would never make the transition. We reorganized everyone else into cross-functional teams – mostly developers and testers. But now they are Scrum Developers. We tried to send them for “Certified” Scrum Developer training but hardly anyone of them signed up. So they are Just Scrum Developers. But we still call them developers and testers. Because that’s still how they mostly function—silos within “cross functional teams”, many tales of two cities rather than just one.
After the Scrum teams had been up and running for a while and we were able to establish some metrics to show the business how Agile we were (since they didn’t believe us based on business results), we had a really great dashboard showing us how many Scrum teams we had, how many Kanban teams, how many DevOps, how many people had been trained. We even knew the average story point velocity of each team.
The business didn’t get it. They were worried that Agile wasn’t going to solve their problem of making commitments to customers and looking bad because we still weren’t able to deliver “on time”.
As IT leadership, we were really in the hot seat. We started to talk about why the transformation wasn’t going as it should. We knew better than to bring the Agile coaches into the boardroom. They were part of the problem and needed to be kept at arms length from those of us who were making important decisions. Besides, their Zen talk about “why?” was really getting old fast. Some thought it was because we didn’t have the right technology. Others were convinced it was because we didn’t have the right people. After all, we didn’t go out and higher experienced (above-average) Scrum Masters and Product Owners, instead we just retrained our own people. Clearly that wasn’t working.
We started with improving the Scrum Masters. We went out and hired a few with impressive resumes. We developed some Scrum Master KPIs (HR jumped all over this one). Then one day we had a collective flash of brilliance—since the ScrumMasters are the servant leaders of teams, we will make them responsible for collecting and reporting team metrics and this will tell us how well the teams are doing and how they need to improve. This surely would be the key to improving the performance of IT and get us on a better footing with the business.
But we didn’t get the response we were hoping for. The ScrumMasters soon complained that the metrics of the teams were impacted by dependencies that they had no influence over. When we pushed harder and shamed them publicly for failing to produce meaningful metrics, they tried harder, but they weren’t able to do it. Some began disengage. “This is not the job I signed up for” became their new mantra. This was puzzling. We were empowering them and they were recoiling. Maybe we didn’t get the right Scrum Masters after all. Maybe we needed to go out and find people who could think and act effectively beyond the confines of their own teams. Or…
by Jerry Doucett and Valerie Senyk
So you’ve taken Scrum training, received your industry certification, and perhaps even experienced being a Scrum team member. In your heart you believe Scrum is the right tool and approach for you, and you believe your current organization and your customers could really benefit from Scrum practices.
However, for whatever reason your organization is either hesitant to consider Scrum or outright believes it’s a bad idea. Perhaps there was an experience with a poorly executed pilot. Perhaps your leadership see it as being too risky.
What do you do?
This article explores how you could subversively practice ScrumMaster-ing in your workplace without getting into trouble or breaking the rules. Ssh…we won’t tell!
Before you even begin strategizing, you need to ensure that what you do aligns with the Scrum values, namely:
Doing Scrum subversively will certainly take considerable courage, focus and commitment on your part. Be aware you will be challenged to respect the existing organizational culture and norms, and they may push back on your efforts.
You also need to acknowledge that the very act of being subversive means you are not being completely open and transparent that you are practicing Scrum to the extent possible.
Or you could tell your workmates, “I’ve had this terrific training in Scrum and could we try a few of the techniques to see how they work?” Then introduce something as simple as time-boxing or holding retrospectives with your colleagues.
You will also want to ensure what you do is harmonious with Scrum Theory and the pillars of empirical process, which are:
1. Transparency 2. Inspection 3. Adaptation
Normally, one could say there’s a direct conflict between being transparent and being subversive. Keeping this in mind, it is imperative you be absolutely transparent on the actions you are taking and what the specific goals, outcomes or learnings are that you hope to achieve.
However, given the circumstances you’ll likely choose to not explicitly use Scrum terminology and language to describe what you are doing. In other words, describe the practices and activities that you are implementing or recommending, express their benefits and what you hope to accomplish, but don’t explicitly call them by their Scrum name.
As for Inspection and Adaptation, those approaches should be perfectly aligned with your intent to try to help your company become a learning organization. That means you will need to park your ego at the door and accept the results. If your learning shows your subversive Scrum activities do not provide the benefit you are aiming for, you will need to stop them regardless of whether you think they should work or not.
Let’s explore some activities and practices you may want to tactfully consider to help your organization benefit from Scrum (without actually “doing” Scrum).
1. Lead by Example
As someone that appreciates the values of Scrum, you should aim to educate others and provide them with a similar understanding. That means practicing them in how you show up and in everything you do, even explicitly calling out certain actions when they are a prime example (and of course, whenever it is appropriate).
This does not mean preaching! Instead, it could be sharing your thoughts about something when contributing to a decision, or simply pointing out when and how something that aligns with the values contributes to a better team, a better experience, or a better solution.
Leading by example also means being human and honest when mistakes are made or when failures occur. This can be particularly risky in an organization that has not embraced Agility, or where failure is frowned upon. That is where you need courage, and a commitment on your part to hold improvement of the work your organization does above your own individual career needs.
2. Communicate More
Make a concerted, conscious effort to communicate with your team and partners more. For example, get up out of your seat and spend more time in informal face-to-face discussions rather than sending e-mails or chat messages.
Perhaps you can have short, informal meetings with just the team either daily or several times a week to see what has been done, what still needs to be done, and what challenges the team is facing. The key here is to keep it mercifully short, focus on what needs to be done to move work forward, and define actions to address issues. Then always follow up and make sure the actions are being pursued and progress shared with the team.
3. Be Open And Transparent
Although you may consciously choose to not use the proper terminology and language of Scrum, the key is to always be honest about what it is you are trying to do, why it is important, and what the desired outcomes are.
To this end the goal should never simply be to have teams adopt Scrum. The goal should be to become a learning organization that “learns about learning”, constantly tries to improve, delivers value faster, and applies new knowledge in the best possible way. Scrum may be a fantastic catalyst for that, but there are many other approaches that will achieve similar results.
4. Use Better Meeting Practices
Another approach to consider is improve meeting experiences by time-boxing and defining specific scope for each meeting. Setting a time limit and specific outcomes for a discussion helps create a sense of urgency, manage expectations and focus the conversation on the most important topics. The facilitator will need to enforce these constraints if you really want to be successful, otherwise you lose the effectiveness of the practice.
5. Have One or More Key Stakeholders Empowered to Make Product Decisions
This may be a considerable challenge in organizations where there is little appetite or understanding about Agile practices and Scrum, but do what you can given your authority and influence. If possible, try to have a single voice (key stakeholder) defined as the person with the final authority on the product or service that your team is delivering. Then, work with that individual to set them up for success by connecting them with the other stakeholders, perhaps facilitating discussions with them, and showing the key person(s) effective techniques for prioritizing and rank-ordering the work that is being asked for.
6. Limit Efforts to What Matters Most
One practice that is important to apply, but often difficult to master, is focus. Limit work and discussions to the most important tasks and activities, and request that other discussions on lesser-important work be delayed. Always try to focus the conversation back to what is currently the most important work.
On occasion you may even want to point out times when plans were well-defined in advance but ultimately changed a lot when the actual work was in progress. This indicates the waste in planning too much up front and in constant task-switching. When done in conjunction with time-boxing this practice becomes a little easier.
On a macro scale, when possible try to limit development to smaller chunks of end-to-end deliverables. In other words, deliver small things often all the way to completion as much as possible (e.g. to a staging environment). Then show the outcome and deliverable to stakeholders and customers, explaining that although the final product may not be done, this is specifically to get them something fast and gather feedback.
7. Reflect on Learning
When possible, ensure that reviews of completed work happen frequently. Ensure the outcomes, functionality and value is shown and that learning (for the product as well as the methods) are part of the discussion.
Without becoming intrusive, seek stakeholder feedback frequently and informally. Then, be willing to demonstrate an ability to pivot plans based on that feedback.
As a team, hold informal retrospectives of how you worked together. If the term “retrospective” is contentious, consider calling them something else such as a debriefing or a reflection.
8. Visualize and Display Work
Have your own personal backlog and list of current activities visible at your desk. Use post-its to represent all work that you have on your plate, and ensure it is always up-to-date. Prioritize the work items you have coming up, and visually represent this as a rank-ordered list of things that you have to do.
It won’t take long for people around you to notice what you are doing and ask about it. Use this as a great opportunity to educate others on the values of transparency and focus.
9. Keep Your Team Size Appropriate
If you are on a particularly large team, see if it is possible to split that large team in to smaller groups. The benefit is more face-to-face time and interaction across the new team, an increased sense of belonging and commitment to the new team’s purpose, and it should also be easier (in theory anyway) to get decisions made and increase alignment.
The challenge will be finding a logical way to split the teams to mitigate dependencies of people, skills and products, and ensuring the new teams can still collaborate with one another. Geography might be a good way to split the team if you are distributed, but you would need to ensure all the skills to deliver the solution exist on all new teams.
10. Push for Automation
If you are in a development environment where tools, automation and engineering practices are not currently being used, and they could be of value to your organization, then start investigating whether it is possible. Tools and automation are not cheap nor are they easy to implement, but they dramatically encourage you and your teams to collaborate better and they enable the adoption of Scrum practices such as fast delivery of value.
Be confident that your own creativity may help you unlock ways of practicing Scrum methodology without disrupting your organization’s practices.
You may or may not be able to implement all of the above actions but, as one Agile Coach likes to say, “it’s all about how YOU show up, how YOU are.” In the final analysis, your example, your enthusiasm, your courage will be the best you can offer.
The battle of the organizational change management approaches!
Check out the presentation I did last night at Agile Mississauga Meetup.
I describe a model for understanding change management approaches and deciding which ones to use for your situation. I also look briefly at Positive Deviance and Appreciative Inquiry.
In reality, Kanban isn’t actually saving Agile nor is it intended to, nor is any thoughtful and responsible Kanban practitioner motivated by this agenda. What I’m really trying to convey is how human thinking about the business of professional services (including software development) has evolved since “Agile” as many of us know it was conceived around 20 or so years ago. The manifesto is the collective statement of a group of software development thought leaders that captured some of their ideas at the time about how the software industry needed to improve. Essentially, it was about the iterative and incremental delivery of high-quality software products. For 2001, this was pretty heady stuff. You could even say that it spawned a movement.
Since the publication of the manifesto in 2001, a lot of other people have had a lot of other good ideas about how the business of delivering professional services can improve. This has been well documented in well known sources too numerous to mention for the scope of this article.
Substantial contributions to the discourse have been generated by and through the LeanKanban community. The aim of Kanban is to foster environments in which knowledge workers can thrive and create innovative, valuable and viable solutions for improving the world. Kanban has three agendas: survivability (primarily but not exclusively for the business executives), service-orientation (primarily but not exclusively for managers) and sustainability (primarily but not exclusively for knowledge workers). Kanban provides pragmatic, actionable, evidence-based guidance for improving along these three agendas.
Evolutionary Theory is one of the key conceptual underpinnings of the Kanban Method, most notably the dynamic of punctuated equilibrium. Evolution is natural, perpetual and fundamental to life. Long periods of equilibrium are punctuated by relatively short periods of “transformation”—apparent total and irreversible change. An extinction event is a kind of punctuation, so too is the rapid explosion of new forms. Evolutionary theory is not only a scientifically proven body of knowledge for understanding the nature of life. It can be also applied to the way we think about ideas, methods and movements.
For example, science has more or less established that the extinction of the dinosaurs, triggered by a meteor impact and subsequent dramatic atmospheric and climate change, was in fact a key punctuation point in the evolution of birds. In other words, dinosaurs didn’t become extinct, rather they evolved into birds. That is, something along the lines of the small dinosaurs with large feathers hanging around after Armageddon learned to fly over generations in order to escape predators, find food and raise their young. Dinosaurs evolved into birds. Birds saved the dinosaurs.
There has been a lot of social media chatter and buzz lately about how Agile is dead. It is a movement that has run its course, or so the narrative goes. After all, 20 years is more or less the established pattern for the rise and fall of management fads. But too much emphasis on the rise and fall of fads can blind us to larger, broader (deeper) over-arching trends.
The agile movement historically has been about high-performing teams. More recently, market demand has lead to the profusion of “scaling” approaches and frameworks. Scaling emerged out of the reality of systemic interdependence in which most Agile teams find themselves. Most agile teams are responsible for aspects of workflows—stages of value creation—as contributors to the delivery of a service or multiple services. Agile teams capable of independently taking requests directly from and delivering directly to customers are extremely rare. For the rest, classical Agile or Scrum is not enough. The feathers just aren’t big enough. Agile teams attempting to function independently (pure Scrum) in an interdependent environment are vulnerable to the antibodies of the system, especially when such interdependencies are merely denounced as impediments to agility.
Some organizations find themselves in a state of evolutionary punctuation (the proverbial sky is falling) that can trigger rapid adaptations and the emergence of local conditions in which independent service delivery teams can thrive. Most large, established organizations seem to be more or less in a state of equilibrium. Whether real or imagined, this is what change agents have to work with. However, more often than not, the typical Agile change agent seems adamant that the sky is always falling and that everyone accepting that the sky is falling is the first step to real and meaningful change. This is not an attitude held by Agile change agents alone. This is a standard feature of traditional 20th Century change management methods, the key selling point for change management consulting.
Naturally, most self-identifying “Agilists” see themselves as change agents. Many of them find themselves in the position of change management consultants. But the motivation for change can quickly become misaligned: Change needs to happen in order for Agile to work. If you are passionate about Agile, you will seek to bring about the environmental changes that will allow for Agile to thrive. We don’t need to follow this path too far until Agile becomes an end in itself. It is understandable then that for some, Agile appears to be a dead end, or just dead.
But if there is a larger, over-arching historical process playing out, what might that be? Perhaps it has something to do with the evolution of human organization. Perhaps we are living in a period of punctuation.
For my working definition of Kanban, please refer to my previous article 14 Things Every Agilist Should Know About Kanban (this contains links to the Kanban body of knowledge, including Essential Kanban Condensed by David J. Anderson and Andy Carmichael).
For my working definition of Agile, please refer to The Manifesto for Agile Software Development.
It’s my opinion, and I think the opinion of the authors of Scrum, that a Scrum team must be collocated. A collection of geographically distributed staff is NOT a Scrum team.
If you work in a “distributed team”, please consider the following question.
Do the members of this group have authority to decide (if they wanted to) to relocate and work in the same physical space?
Buy it! You won’t be disappointed!
I read the book in 3 sittings.
Zuzi gave her book to me in October. She was visiting Toronto at the time and we spent a few days together teaching Scrum – I was honoured that she would share a classroom with me and that I’d get a sneak peak at her new publication. Almost immediately after she gave me the book I found a few minutes to thumb through it and read the foreword and first chapters. I immediately liked what I saw.
The foreword is written by Linda Rising who frames the book nicely by reminding us of these simple principles: “successful change is built around small steps and learning”, and “the book offers a chance for reflection and evaluation”. Zuzi’s preface describes briefly her journey to become a great Scrum Master. Hers is a story about humility and studious peristence; the journey is unique and difficult for us all. I could relate! The best aspect of the early pages in the book are the photographs of Zuzi. The book exudes her character traits: a friendly and insightful expert, a colleague and advisor. Her photos, as well as her illustrations throughout the book, help the reader to understand her colourful character; her stance as a coach and mentor; and her voice as an author.
My time was limited so I didn’t get far in that first sitting though my first impressions of the book are memorable. It’s a big book – not thick, that’s not what I mean. I mean large, wide pages. Approximately 20 centimetres square. It’s the kind of book that lays open on a coffee table. This is important! I understand many people buy digital books but if you can find the book in physical format, buy it! The medium is the message, as Mcluhan said. The medium, in this case, is a lightweight book that rests easy, open-faced, on a desk or coffee table. As you pass by the table or sit for a while to enjoy a conversation, you’ll find the book open and waiting for you. You’re likely to thumb through it lazily, your mind wandering while on the phone or talking with a friend, then something will catch your eye. It’ll be a page you’ve looked at a dozen times but suddenly a sentence or illustration will stand out for you, draw your attention. Like, “…if you join a discussion with the core metaskill of curiosity it will be different than if you choose listening or teaching”. That sentence is on page 88 – that’s the one that jumped off the page for me today. I’ve read that page a few times already but this day, in this moment, that sentence resonates. Such a simple sentence on a page and sparse text and white space…but exactly the solace you will need.
I was riding a train with the book open on my lap. Through the window passed the Canadian landscape, and I’d glance at the book between sips of coffee to take in another paragraph, picture, page. (See how cool the format is??) What I’ve learned from the next chapters of the book is that I share Zuzi’s interpretation of Scrum and of the Scrum Master’s role.
Her perspective is a philosophical one, yet she effectively relates the material to practical examples. Zuzi describes a concept she calls the #ScrumMasterWay. This is an innovative model for understanding how a Scrum Master can adapt their mode of service depending on the conditions of the organization they serve. Perhaps at first, the organization they serve is ‘A Scrum Team’ – and in that mode of service a Scrum Master will facilitate Scrum and help the team to self-organize. Next, after all the easy fruit has been picked and the Scrum Team is capable of continuous and deep self-improvement, the Scrum Master’s mode of service is likely to change – the team no longer needs help with the rudiments so the Scrum Master may focus more intently upon relationships to and within the team. And finally, the 3rd level of #ScrumMasterWay is achieved when the Scrum Master is able to focus their effort toward the entire system, “bringing the Agile Mindset and Scrum values to the company level”.
Reading about Zuzi’s #ScrumMasterWay concept in the previous sitting led me to think nostalgically about my own journey. I know this book, had she written it a decade ago, may have saved me from some mistakes of my own. I’ve come to more deeply appreciate her telling of the Scrum Master role.
In the 2nd half of the book, she provides a glimpse into numerous related practices and concepts. A collection of references and teaching tools that most Scrum Masters will discover along their journey. For example, all Scrum Masters will find themselves in discussion with stakeholders about the nature of complex problems and, ta da!, like a stone tablet from a high mountain will appear Dave Snowden’s CYNEFIN framework! A simple diagram…it’s so obvious! All Scrum Masters will find themselves in a personal struggle between telling and listening: “should I coach as a teacher?” or “coach as a facilitator?” and, without fail, a fellow Scrum Master will recommend a training course with the Agile Coaching Institute to better understand the coaching stance(s).
Here’s the truth of it: if a young jazz musician wants to become a great jazz musician, there are some iconic recordings to which they must listen: Kind of Blue; anything by Duke Ellington and Louis Armstrong; Blue Train; Saxophone Colossus. No drummer is worth their salt without having spent a zillion hours listening to Max Roach and Jimmy Cobb. Likewise, every great Scrum Master has had to grapple with the iconic challenges of servant leadership – they’ve spent a zillion hours pondering the difference between the words “should” and “could” and they’ve praised the power of the question, “what if?”
So, to help Scrum Masters along their journey, Zuzi has compiled many of the community’s greatest hits in her book. Einstein is often quoted as saying, “If you can’t explain it simply, you don’t understand it well enough.” Perhaps then, one can examine how well a person understands a concept by how simply they can explain it… right? By that measure, it’s evident that Zuzi understands her material as she’s able to distill complex topics to just a colourful drawing and a few bullet points. “Root cause analysis” is described concisely with 3 paragraphs, 4 bullet points, and a beautiful drawing of a tree. Her purpose, keep in mind, isn’t to make the reader an expert in root cause analysis – her point is as if to say, “remember…problems often run deeeeeeep in the system. They’re organic. Find the seed.” I’m hearing in my mind a wise old music teacher, telling the aspring young jazz musician, “remember Herbie Hancock…go listen to Maiden Voyage…behold the deeeeeeep groove and floating melodies. It’s organic”.
The collection of materials which complete her book include highlights of Tuckman’s “Stages of Group Development”; Lencioni’s “Five Dysfunctions of a Team”; the martial artist’s progression through “Shu Ha Ri”; a shortlist of “Powerful Questions”; and a few others. In this last sitting, as I finished reading the book, I was struck by the similarity between Zuzi’s journey and interests and my own. I too have enjoyed Lencioni’s books, Tuckman’s model, the practice of co-active coaching. While I’ve lived and practiced all these years in Canada and Zuzi has lived and practiced in Prague, how is it we have been exposed to a similar body of knowledge and wisdom? I take some comfort in that, actually.
I face a difficult decision now. Zuzi signed this book for me and it’s in pristine condition. However, if I’m not careful, I am certain in the coming years this book will become littered with notes and comments, dog-eared pages and sticky-notes everywhere. Shall I allow myself to ruin this pristine book? Yes. Yes, I shall 🙂
“Improv-ing Your Scrum Team” was the title of the webinar given by Paul Goddard, a CST and Coach from the UK with a background in improvisational theatre. He has written and coached extensively on the use of improvisation to help Scrum teams develop. Because of my own experience in teaching and creating theatre, I was eager to see how Mr. Goddard used improv to improve Scrum teams.
For clarity’s sake, we can describe improvisation, in theatrical milieus, as the act of making things up as you go along. Improvisers are normally people who know their discipline very well, and are able to allow their creativity to take them into new places, new expressions, in their art.
The improv themes Goddard covered that can be used with Scrum teams were: creating safety, being spontaneous, telling stories, changing status and increasing sensitivity.
He likened these themes to the Agile Manifesto which proclaims: “Individuals and interactions over processes and tools,” and “Responding to change over following a plan.” He also related improv to Agile principles of “welcoming change,” “face to face is the best way to convey information,” and “the best designs emerge from self-organizing teams.”
In an interesting aside, he also compared myths of Agile to myths about Improv, for example, that Agile is only about creating software, and Improv is only about comedy. Another myth is that Agile and Improv are about unstructured chaos, whereas both prescribe being disciplined within a framework. Goddard described the Scrum framework as “a lightweight structure that uses constraints to unlock creativity;” improv also provides such a structure.
Improv starts with “creating safety.” Since it is impossible to improvise alone, we must learn to trust others. This involves a team behaving as a family who rescue each other if necessary. There are no mistakes in improv; team members work for each other. When we try too hard in improv to get it right, it becomes a struggle to feel safe. Ultimately, we should be able to feel safe whether we win or lose, and definitely we feel safe when we PLAY.
The second theme is “being spontaneous.” Spontaneity is the ability to act on impulse as soon as an idea occurs. This is the bread and butter of creativity. We are less spontaneous when we filter or edit our ideas before trying them out. We usually do this filtering because we fear our ideas being deemed crazy, or obscene, or unoriginal. Good improvisers increase their spontaneity by giving and receiving offers from team members. Offers are the currency of improv: you go with an idea, build on it, and keep a scene going. Bad improvisers put up blocks, that is, they reject ideas, and a scene goes nowhere.
Goddard tells us that the power of storytelling lies in the fact that many parts of the brain get activated: empathy is increased, oxytocin hormone and cortisol is released when we feel empathy for a character, and so on. Conversely, the brain switches off ideas or stories that are cliches – things we’ve heard too many times before and are inured to. The beauty about stories is that they make dry data more human and therefore interesting.
Status always exists, especially in business environments. Some jobs or roles imply having a higher status, i.e. Scrum Master. If physical power poses adjust the hormones in our bodies, as Goddard claims, then the opposite is also true. In improv, playing high or low status and then changing it becomes a dynamic and creative game. It assists in collaboration. Low status players in improv tend to accept offers from their fellows; high status tend to refuse offers, unless they can control them. Scrum teams can learn to play with status to collaborate more effectively.
Great improvisers develop certain qualities: selflessness (they want to make others look good), listening, observation, recollection/ memory, and emotional awareness (ability to pick up on cues). They are able to be “fully in the moment.” Goddard describes this as “thinking inside the box,” i.e. with safety established, the ideas are already there.
Back to Scrum
Just as in an improv team, a Scrum team’s firmest foundation is trust. How can one introduce improv and its beneficial themes to a Scrum team? Start with the idea of a game. It’s not about performing. It’s simply about having fun together, getting to know each other, learning common values, shaking off the dust of work-related responsibilities and allowing time for play. If you’re working with introverted types, allow that person to opt out. Make sure no one is judged. It’s important to be able to joke and feel like a family. Even a non co-located team can play word games over the telephone.
I look forward to trying out some improv with my own team, and, hopefully, in the future with others.
Hi Everyone, I don’t do announcements on here too often, but I wanted to let everyone know about the official launch of our new product: the Scrum Team Assessment – an online tool for your team to get a report on how well they are using the Scrum framework… and most importantly, helpful recommendations on how to improve! This is a fully automated Scrum maturity assessment tool!
The Scrum Team Assessment is based on the years that I and two other coaches (Paul Heidema and Travis Birch) have been working with Scrum and Agile teams to improve business and technical results. The Scrum Team Assessment is a joint effort that has resulted in a fully automated virtual coach for your team.
The analysis is both statistical and expert-system based. This means that the report has basic information about how the team is following Scrum, and, more importantly, clear how-to advice to get your team to make improvements. There are “quick wins” which are easy but will have a significant impact as well as long-term recommendations that are often harder, but will drive your team to a high-performance state.
The Scrum Team Assessment includes a survey of about 100 questions that focus on seven broad categories:
Every team member fills in the survey to help us generate a valid set of recommendations.
The Scrum Team Assessment is $496/team/use (that’s Canadian dollars). If you have several teams or wish to obtain an enterprise license, please contact us at firstname.lastname@example.org or +1-905-868-9995.
“Leadership is the key to driving change and progress. Executives and managers of Scrum teams need to nurture the environment, let go of the “how”, allow the team to learn from mistakes, and encourage and coach the growth of the collective team knowledge and overall experience.
Understanding the dramatic impact leadership has on a transitioning team is also very critical, as a single word or direction from the executive level can single-handedly affect (either positively or negatively) the team’s future behaviours and resulting successes or failures. And without a true environment of trust built by the leadership, team members will often shy away from taking a risk to try something new or unknown.” (By Senior Agile Coach Jerry Doucett)
Scrum team members should be allocated to as few different initiatives as realistically possible. The more projects you are allocated to, the more task switching you may have to perform, the longer it will take to complete any one item, the thinner you will be spread and the less effective you will be. In other words, people (and teams) should limit their work in progress as much as possible and focus on completing those things that truly matter most. This is true for any framework, but it is particularly emphasized with Agile ones. Note there is a slight but fundamental difference between being allocatedto a team and being dedicated to a team – that is a topic for a future article.
(By Senior Agile Coach Jerry Doucett)
Jerry is leading a series of SAFe training classes in Toronto, Ontario from September through to December 2016. See here for more details.
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By Jerry Doucet
Under the right conditions Scrum can be a tremendous success story, but it often requires hard work to get there. For new Scrum teams it means learning to fundamentally work very differently than they are used to, such as relying on a lot more collaboration, making and delivering on shared commitments and building a high degree of trust. For existing Scrum teams it means constantly renewing the team commitment to each other, the cause, and to the Scrum framework. This includes the rather painful practice of revisiting the fundamentals and ensuring any deviations from accepted processes or practices were for the right reasons and had the right results.
To have a chance at achieving high performance a new-to-Scrum team will not only need to just change their processes, but fundamentally change the culture and behaviour of the team and all of the supporting roles (that includes their leadership). Meanwhile, a mature or well-established team should never assume they are high performance; they should always be checking (and rechecking) that they are still living the Agile values.
Jerry is offering a number of SAFe training opportunities in Toronto, Ontario from September through December 2016. More details here.
Vandana Roy writes a most succinct and clear description of Scrum and Kanban in this exceptional article.
Although I was first introduced to OpenAgile in 2013, Scrum and Kanban are relatively new to me this year. While not working in a tech-based department which uses these methods, I am interested in learning as much as possible about each system. I found her explanation and chart very helpful.
Here is a quote and chart she features in the article:
“Both Scrum and Kanban are unique and emphasize on more productivity with quality and efficiency for business. The table below shows advantages of both Scrum and Kanban and the commonality in both is to keep delivering quality product.”
Advantages of Scrum
Advantages of Kanban
Improved credibility with clients
Focus on Continuous Delivery
High Product Quality
Increased productivity and quality
Team members reach sustainable pace
Team members ability to focus
Allows client to change priorities and requirements quickly
Reduction of wasted work/wasted time
Scrum suggests the size of the Development Team (the Scrum Team members who perform the work of the Sprint Backlog) be between three (3) and nine (9) people. (The Scrum Master and Product Owner are not included in that count unless they are also executing the work of the Sprint Backlog.) To maximize cohesion and minimize complexity, it is important larger groups be split into smaller units or downsized.
Considerations for re-organizing into multiple Scrum Teams: