Tag Archives: teamwork

Agile coaching, coaching, culture, focus

The Perils of Meeting-Driven Culture

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Does your organization have a meeting-driven culture? Not sure? Ask yourself how much time you spend in meetings. Are they effective? Search the Internet and you’ll discover that we spend way more time in meetings than we’re comfortable admitting. The Harvard Business Review claims that the figure has doubled in the last 50 years.

The designers of Scrum recognized this and deliberately kept the formal meetings to the bare minimum. It adds up to around 12-15% if you use the entire time box. Contrast this amount to many organizations and you will discover that Scrum is quite efficient.

Many organizations I’ve consulted for don’t have deliberate rules on how to conduct meetings. They’ve allowed the meeting culture to evolve on its own. As such, meetings are not very productive.

However, practising Scrum doesn’t automatically make you immune to this meeting burden. Teams still operate within the same office and with the same people. Scrum and Scrum Masters can help teams have better meetings.

Here is a typical example of the transition from meeting-driven culture. I was coaching a Scrum team and worked in the team room alongside the development team. On several occasions (over several weeks) I asked the team to review the product backlog and make estimates. They brushed it off and refused to do this work. Instead, they did this at Sprint planning, despite complaining that it made the session long and exhausting.

I wondered if the ‘familiarity’ of the team room discussions made the backlog work appear less important. So I created a meeting outside the team room and sent an invitation via Outlook. Everyone accepted.

I kept the meeting as a regular occurrence, and the backlog review work got done ahead of Sprint planning. The team was much happier.

Why did this work? It succeeded because the organization had a meeting-driven culture—that is, planned events sent a signal that important work requires a meeting. The extra meeting clearly wasn’t necessary, but it succeeded.

This exercise helped me realize that organizations have so many meetings because they have few ways to engage.

Many office cultures don’t promote face-to-face meetings. Could it be the desk arrangement? They don’t value the serendipity of impromptu meetings. In the absence of frequent, short, high-quality meetings, people are forced to meet in rooms away from their desks.

If you see this meeting-driven culture in your organization, it’s likely an expression of what it values. Improving it will require discussions on what you value more. Shall we plan a meeting?

When I train Agile classes (Scrum, Kanban), I ask the attendees to make a list of activities that they can start right after the class. Number one on that list is co-location. That is, move your team to the same space so that they are sitting beside each other.

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Trust at Work

Build Positive Relationships With Trust in Your (Work) Life

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Trust is an exceptional quality that we humans can develop with each other. It goes a long way to building positive relationships. We hope and strive for trust in our families, and with our most intimate connections. Yet do we expect trust in our work lives?

Can you imagine the  relief you might feel entering your work space, knowing that you can do your work with confidence and focus? That encouragement rather than criticism underlies the culture of your workplace? That a manager or co-worker is not scheming behind your back to knock you or your efforts down in any way? That you’re not being gossiped about?

Trust is especially key in today’s work spaces. Teamwork is becoming an essential aspect of work across every kind of business and organization.

Here’s what one team development company writes about this subject:

The people in your organization need to work as a team to respond to internal and external challenges, achieve common objectives, solve problems collaboratively, and communicate openly and effectively. In successful teams, people work better together because they trust each other. Productivity improves and business prospers. http://beyondthebox.ca/workshops/team-trust-building/

It Starts With Me and You

As with so many qualities in life, the idea of trust, or being trustworthy, starts with me and you.

It is essential that we take a hard look at ourselves, and determine whether or not we display the attributes of trustworthiness.

To do this, I might ask myself some of these questions:

  • Do I tell the truth?
  • Do I avoid backbiting (talking about others behind their back)?
  • Do I do what I say I’m going to do?
  • Do I apply myself to my work and do my best?
  • Do I consciously build positive relationships with all levels of people in my workplace?
  • Do I encourage or help others when I can?

There are many more questions to ask oneself, but these offer a place to start.

One website proposes a template to assess employees in terms of their trustworthiness:

Trust develops from consistent actions that show colleagues you are reliable, cooperative and committed to team success. A sense of confidence in the workplace better allows employees to work together for a common goal. Trust does not always happen naturally, especially if previous actions make the employees question if you are reliable. Take stock of the current level of trust in the workplace, identifying potential roadblocks. An action plan to build positive relationships helps improve the overall work environment for all employees.

http://smallbusiness.chron.com/develop-maintain-trust-work-relationships-12065.html

This snippet comes from “Lou Holtz’s Three Rules of Life,” by Harvey MacKay:

“The first question: Can I trust you?”

“Without trust, there is no relationship,” Lou said. “Without trust, you don’t have a chance. People have to trust you. They have to trust your product. The only way you can ever get trust is if both sides do the right thing.”

http://www.uexpress.com/harvey-mackay/2012/5/7/lou-holtzs-3-rules-of-life

Asking questions helps me to be more aware and to learn. What might you change to help create greater trust with your colleagues or team?

As well, what actions can you take to help your team to experience greater trust altogether?

You can read more about Trust at http://www.agileadvice.com/2017/05/29/uncategorized/soft-skills-revolution-may-want-team-development/

Valerie Senyk is a Team Development Facilitator, Blogger, & Customer Service Rep at BERTEIG. You can learn about her Team Dev workshop at http://www.worldmindware.com/AgileTeamDevelopment

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Agile Management, Theory of Agile

Unpacking the Fifth Principle of the Agile Manifesto

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The Agile Manifesto was signed and made public in 2001. It begins with short, pithy statements regarding what should be the priorities of software developers, followed by Twelve Principles. In this article I want to call attention to the fifth principle in the Agile Manifesto, which is:

“Build projects around motivated individuals. Give them the environment and support they need, and trust them to get the job done.”

https://www.agilealliance.org/agile101/12-principles-behind-the-agile-manifesto/

Although it appears to be a very simple statement, I suggest that it is jam-packed with profitable guidance, and is essential to, and at the heart of, real Agility. Human qualities must be considered.

Motivation

The first part of the principle urges us to build projects around motivated individuals.  What does this imply?

The idea of “building a project” makes it a process, not necessarily a fait accompli. It can change and be altered as one works toward it. There may be a structural roadmap, but many details and aspects can change in the “building.”

The second part of the statement describes motivated individuals. The verb “motivate” is an action word, meaning to actuate, propel, move or incite. Thus, in this line, is the “project” the thing which will “move or incite” those being asked to carry it out?

Or do we understand this to imply that the individuals are already “motivated” in themselves, which is an emotional condition of individuals? Is this motivation already there prior to starting a project?

The topic of motivation is rich. How does motivation occur? Is it the culture and environment of the company, lived and exemplified by it’s leaders, which motivates? Or is motivation an intrinsic quality of the individual? It may be both. (Daniel Pink, author of “Drive,” uses science to demonstrate that the best motivators are autonomy, mastery and purposeful-ness – ideas which are inherent in the Agile Manifesto.)

In any case, the line itself suggests that the project may be a) interesting to pertinent (perhaps already motivated) individuals, b) do-able by those same individuals, and c) contains enough challenges to test the mastery and creativity of the individuals. In other words, it’s going to be a project that the individuals in your company care about for more than one reason.

Environment

The second line from the fifth Principle has two distinct parts to it. The first part, “Give them the environment and support they need” puts a great deal of responsibility on whoever is assigning the project. Let’s look at the idea of environment first.

In a simple way, we can understand environment as the physical place which influences a person or a group. It can be any space or room; it can refer to the lighting, the colours, the furniture, the vegetation, the walls, whether water or coffee is available – physical elements which will certainly affect the actions of people and teams. For example, creating face-to-face collaboration environments is also part of the Agile Manifesto.

But we must remember that environment also entails the non-physical ie, the intellectual, emotional, or even the spiritual. Is the environment friendly or not? Cheerful or not? Encouraging or not? Affirming or not? We can think of many non-physical attributes that make up an environment.

Support

These attributes allude to the second part of what’s to be given by an owner or manager: “…and support they need.” This idea of support pertains not just to helping someone out with tools and responding to needs, but that the environment is supportive in every way – physically, intellectually, emotionally and spiritually. This may be a more holistic way of considering this Agile principle.

The last part of the statement is of great importance as well: and trust them to get the job done.

If you as product owner, or manager have created motivation, environment and support, then the last crucial requirement of trust becomes easier to fulfill. There is nothing more off-putting than being micromanaged, supervised or controlled with excessive attention to small details. Trust means you have confidence in the capacity of your team and its individual members. It also implies that they will communicate with transparency and honesty with you, and you with them, about the project.

Context

The principles of Agile do not exist in a vacuum, because, of course, other principles such as the following, are relevant to this discussion:

“The best architectures, requirements, and designs emerge from self-organizing teams.”

“At regular intervals, the team reflects on how to become more effective, then tunes and adjusts its behaviour accordingly.”

This fifth principle has application far beyond IT projects. I wanted to reflect on it because it speaks to human qualities, which must be recognized as a key factor in happy work places, and in any high-performance team.

Valerie Senyk is a Customer Service agent and Agile Team Developer with BERTEIG.

For more information please go to http://www.worldmindware.com/AgileTeamDevelopmentWorkshopStage1

Also read about BERTEIG’s RealAgility Program: http://www.berteig.com/real-agility-enterprise-agility/

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Agile Management, Scrum, XP and Lean, Theory of Agile

“Teams” Larger Than Eleven Are Not Scrum Teams

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Mobbing Team

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:

  • People executing the work may be best suited to decide optimal team size and composition. Adjustments to team composition will be most effective if the team members are trusted (and supported) to re-organize around their own work.
  • Groups larger than eleven people often naturally subdivide into smaller, cross-functional sub-groups; therefore it may be possible to carefully observe which team members interact regularly while getting work done and simply acknowledge those informal arrangements.
  • In order to minimize dependencies between teams, Scrum Teams whose mandates are to own discreet Products or systems are preferable to groups whose mandates are to support “components” of larger systems.
  • Organizations which currently employ Project Management methods ought to consider changing budgeting & staffing practices to align around Product delivery rather than Project Management. Doing so will make value streams transparent and bring clarity to Product-centric team mandates.

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Reference Information

Skills Matrix for Launching Teams – Presentation

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Here is the set of slides from my presentation on the use of the Skills Matrix to help launch Agile teams.  This was first presented at AgileTO in March 2016.

20160316 Agile TO Meetup – Skills Matrix [pdf]

And the video on YouTube:

 

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Agile Management, Scrum Master, Scrum, XP and Lean

Formula for Building a Successful Scrum Experience

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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.

Needless to say this can become an extremely complex challenge!  To be absolutely clear, I’m not proposing there is a single formula or recipe that works, but I do believe certain criteria can dramatically improve your Scrum team’s chances of success.  To that end here are 10 tips (plus a bonus) that may help you focus your efforts towards building a successful Scrum team and experience.

 

1. Right Number of Team Members

Currently the Scrum Guide recommends that Scrum teams will work best with three to nine people (not including the Scrum Master and Product Owner).  Too few people on the team and you risk not having enough technical expertise and coverage of critical skills.  Too many people on the team and you may become challenged to truly collaborate effectively.  Remember, this is just a guideline and you may be successful with different numbers, you just need to be aware of the impacts and make sure the gaps are covered.

2. Appropriate Balance of Skills

Scrum teams really should be balanced and cross-functional.  Having all of the necessary skills on the team for delivering a complete solution (not roles, but skills) will encourage and support end-to-end thinking all the way from design to implementation.  This approach will result in a better solution and a superior customer experience, but it relies on whole team collaboration.  Note this does not mean individual team members need to be fully cross-functional, but what is important is that all the critical skills are represented on the team and each team member contributes their domain expertise towards the collective strength.

3. Propensity for Engineering Technical Ability

For increased chances of success, a Scrum team should leverage technology and engineering practices whenever possible.  Techniques, skills and tools that facilitate Agile approaches such as Continuous Integration, Automated Testing and Test Driven Development all make technical excellence, continuous improvement and truly being “Done” every Sprint a possible reality for a Scrum team.

4. High Team Member Allocation

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 allocated to a team and being dedicated to a team – that is a topic for a future article.

5. Empowered and Knowledgeable Product Owner

Your Product Owner needs to be informed, available, business-savvy, knowledgeable, collaborative, and empowered to make decisions about what to build and what order to do it in.  They also need to be a strong negotiator and very capable at conducting business driven trade-offs.  In the end, a Product Owner needs to effectively communicate, convey and deliver on a clear vision to the Team and Stakeholders to ensure a useful solution is created.  Without empowerment, knowledge, and vision in a Product Owner the team will struggle.

6. Equitable Scrum Master

Having a good process is only part of the equation.  A good Scrum Master will champion and enforce that process, protect the team, encourage collaboration, highlight (escalate when necessary) and encourage the removal of obstacles, facilitate discussions, provide fair and constructive feedback, cultivate a culture of continuous improvement and learning, and work to help the team live the Agile values.

Remember that the Scrum Master has authority over the process but not over the team.  As the process champion the Scrum Master may sometimes even find themselves in a conflict between maintaining the Scrum rules and guiding the team as they discover the need to adapt practices to better align with their own needs and ways of working.  In that regard a Scrum Master should understand and embrace the servant leader role.  In the end, a Scrum Master needs to be the person that helps the team make decisions, but not the person that makes decisions for them.

7. Strong Executive Support

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.

8. Solid Partnership Commitment

There must be a consistent commitment and engagement from all parties in the organization towards adopting the Scrum framework, Agile methods, and thinking.  The initiative must be an open, collaborative experience and there must be complete understanding  and alignment by all parties in assuming the risks and rewards as well as sharing in the effort.  This includes not only business partners and their IT counterparts, but their leadership as well as all of the people and teams supporting an Agile initiative.

9. Reduced Team Dispersion

Co-located teams are more effective communicators and can sometimes experience increased productivity by up to 60% if situated together in the same room.  More simply stated, the greater the dispersion factor, the greater the challenge of collaboration.  Note that time zones are often considered the largest dispersion factor and can have a greater impact than geography.

Although it is strongly recommended that teams be co-located, it is not mandatory to success.  In fact, certain Agile practices have factors, tools and techniques inherent to them to help bridge some of the shortcomings of increased dispersion, such as a higher reliance on frequent collaboration and communication.  But to be clear, they do not replace the value of face-to-face conversation, they are merely a crutch to not having it.

10. Consistent Education and Coaching

To ensure consistency and a shared understanding, whole teams (including the business, IT, and their leadership of executives and managers) should receive a common skills development and education experience in proper Agile Thinking, the Scrum Framework, aligned practices and mindset training.  Coaching should then reinforce this new knowledge and encourage appropriate behaviours to turn these new practices into habits.  Indeed, learning should be a continuous cycle and endless journey towards excellence, and Scrum leverages this through frequent retrospection and continuous improvement.

11. The Right Attitude!

Mutual respect and caring are the cornerstone to the team’s success and it needs to be integral to their culture and beliefs.  Not just saying but living the belief there are no heroes or scapegoats.  Everyone, including the business, executives, team members and leadership must collaborate and share in celebrating the successes as well as accepting responsibility for setbacks and failures.

Everyone must have the right attitude and commit to not only DOING as needed by attending the ceremonies or following the process and practices but truly wanting to BE part of the solution by willingly changing the way they think, work and collaborate.

 

At the end of the day your goal should not be to become Agile or Scrum savvy.  Instead your real goals and outcomes should align with achieving the key benefits of Agility, and with what Scrum offers.  These should include (but are not limited to) increased customer satisfaction, faster delivery of value, improved feedback loops, adopting a continuous improvement mindset, improved employee morale and increased employee retention.  Scrum is just one of the many tools or approaches you may choose to get there, but it is certainly an important one to consider if these outcomes align with your goals.

For Scrum to be truly successful at your organization, you must dramatically transform your very culture and business approach.  To be clear, this is not easy to do but the rewards are well worth the effort.  By embracing such a transformation, the adopted change in behaviour, beliefs and practices should result in a more successful Scrum experience and a higher degree of satisfaction for both your customers and employees.

Can you think of other success factors that might help your Scrum team succeed?  There are lots, so feel free to reach out and share them below.

 

Thanks to Photographer: Chris Potter for this awesome photo.

Sourced from stockmonkeys.com | Flickr Portfolio

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Agile Case Studies, Scrum, XP and Lean

The Retro Game

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The Hunt for Better Retrospectives

The rumours had started to spread, retrospectives at our organization were flat, stale and stuck in a rut. The prevailing thought was that this was stalling the pace of continuous improvement across our teams. In truth, I wasn’t sure if this was at all true, it’s a complex problem that has many possible contributing factors. Here are just some possible alternative or co-contributing causes: how the teams are organized, the level of safety, mechanisms to deal with impediments across the organization, cultural issues, levels of autonomy and engagement, competence & ability and so on…

Despite this, it didn’t hurt to have a look for some inspiration on good retrospectives. I really liked Gitte Klitgaard’s talk called Retrospectives are Boring and Useless – Or are They? In particular the parts around preparing and establishing safety.

On the theme of safety, I thought we could try to go as far as having fun; we’d already had lots of success with the getKanban game (oh Carlos you devil!). Where it all tied together for me, was being inspired by the great question-based approach from cultureqs.com that I’d had a chance to preview at Spark.

If I could create a game with the right prepared questions, we could establish safety, the right dialogue and maybe even have some fun.

The Retro Game

This is a question-based game that I created that you could use to conduct your next retro for teams of up to 10 people. The rules of the game are fairly simple and you could play through a round or two in about 1 to 2 hours depending on team size and sprint duration. Prep time for the facilitator is about 2-4 hours.

theretrogame

Prepping to play the game

You, as facilitator, will need to prepare for 3 types of questions that are thought of ahead of time and printed (or written) on the back of card-stock paper cards.

One question per card. Each question type has its unique colour card. About 8 questions per category is more than enough to play this game.

The 3 types of questions are:

In the Moment – These are questions that are currently on the mind of the team. These could be generated by simply connecting with each team member ahead of time and asking, “if you could only talk about one or two things this retro, what would it be?” If for example they responded “I want to talk about keeping our momentum”, you could create a question like “what would it take to keep our momentum going?”

Pulse Check – These are questions that are focused on people and engagement. Sometimes you would see similar questions on employee satisfaction surveys. An example question in this category could be “What tools and resources do we need to continue to be successful?”

Dreams and Worries – This is a longer-term view of the goals of the team. If the team has had any type of Lift Off or chartering exercise in the past, these would be questions connected to any goals and potential risks that have been previously identified. For example if one of a team’s goal is to ship product updates every 2 weeks, a question could be “What should we do next to get closer to shipping every 2 weeks?”

On the face-up side of the card it should indicate the question type as well as have room to write down any insights and actions.

You will also need:

  • To print out the game board
  • To print out the rule card
  • Bring a 6-sided dice

Playing the Game

Players sit on the floor or at a table around the game board. The cards are in 3 piles, grouped by type, with the questions face down.

therules

  • The person with the furthest birthday goes first.
  • It is their turn and they get to roll the dice.
  • They then choose a card from the pile based on the dice roll. A roll of 1 through 3 is an “In the Moment” card, 4 is a “Pulse Check” and 5 to 6 “Dreams & Worries”
  • They then read the card question on the card out loud and then pass the card to the person on the right.
    • The person on your right is the scribe, they will capture notes in the Insight and Actions boxes of the card for this round.
  • Once they have read the question, they have a chance to think and then answer the question out loud to the group. Nobody else gets to talk.
  • Once they’ve answered the question, others can provide their thoughts on the subject.
  • After 3 minutes, you may wish to move on to the next round.
  • At the end of each round the person whose turn it was chooses the person who listened and contributed to the discussion best. That person is given the card to keep.
  • The person to the left is given the dice and goes next.

Winning the Game

  • The game ends at 10 minutes prior to the end of the meeting.
  • At the end of the game, the person with the most cards wins!
  • The winner gets the bragging rights (and certificate) indicating they are the retrospective champion!
  • You should spend the last 10 minutes reflecting on the experience and organizing on the action items identified.

Concepts at Play

players-playing

Context & Reflection – Preparation is key, particularly for the “In the Moment” section. The topics will be relevant and connect with what the team wants to talk about. Also when presented in the form of a question they will likely trigger reflection for all those present.

Sharing the Voice – Everyone gets a chance to speak and be heard without interruptions. The game element also incentivises quality participation.

Coverage of topic areas – The 3 question categories spread the coverage across multiple areas, not just the items in the moment. The probabilities are not however equal, for example there is a 50% chance of “In the Moment” being chosen in each turn.

Fun & Safety – The game element encourages play and friendlier exchanges. You are likely to have dialogue over debate.

Want to play the game?

I’d love to hear how this game worked out for you. I’ve included everything you need here to setup your own game. Let me know how it went and how it could be improved!

Resources:
Retro Game – Game Board
Retro Game – Rules
Retro Game – Card Template
Retro Game – Champion Certificate

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Links to Agile Info

Link: The Cost of Turnover on an Agile Team

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Great article by Mike Griffiths: http://leadinganswers.typepad.com/leading_answers/2015/10/agile-talent-management.html

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Agile Case Studies, Scrum, XP and Lean

The Daily Goal

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When my Scrum team first proposed trying mobbing I wasn’t sure what to expect. No one on the team (including myself) was an expert. I reserved judgment and watched a few sprints. I stayed silent when the same team decided to skip the tasking out portion of planning and simply pulled in enough stories to fulfill their Sprint goal.

After a couple of sprints it became obvious that there were a number of pros; the team was engaged and aligned. They responded as a consistent, unified voice at Sprint Review and Retro. Planning went a lot faster as the team no longer wrote out all their tasks and didn’t have to copy all of them into Jira.

In particular, the Daily Standup’s usual agenda of “what did you do yesterday? what are you doing today? what are you doing tomorrow?” became redundant. And this had me thinking; ‘maybe the team didn’t need a stand up anymore? What’s the point?”

Then, one of the team members introduced me to the concept of the daily goal and I watched as he walked the team thru it. I thought this made a lot of sense and so did the team. We kept up the practice. Some days the team would forget about it or be too tired to bother. I noticed on those days the team wouldn’t be as clear on what they were working on or how to align on a particular challenge. I also noticed that the Stand Up the next day would be more fragmented and meander a bit. They would forget to communicate to one another and look at me as their Scrum Master expectedly, wanting me to drive it.

I started to coach the team back to their daily goal practice and reminded them this Stand Up was for them to align on the work ahead for the day. This became more important as the team divided up into mini mobs or pairs and were no longer one big mob.

I find the Daily Goal useful for a number of reasons. Instead of tasking out the work a week in advance, they decide how to approach the work on a daily basis that takes into account any day to day changes that have happened. Planning goes a lot faster now that we’re not tasking out all the work in advance. The team stays focused on a daily basis as opposed to at just Planning. They write their daily goal on their Scrum Board making it visible to anyone on the floor what their focus is for the day. Even better, the daily stand up as renewed purpose and the dialogue is more interactive.

Here are some examples of our Daily Goals:

  • Refactor Story 1
  • Coordinate with outside team members to align on test strategy
  • Complete happy path for Story 3
  • And sometimes it is as simple as “Complete story 4”

I hope to continue the practice and frankly, it’s fun! Achieving short time goals is motivating and brings a sense of accomplishment. I highly recommend it. Let me know your thoughts and if you’re trying this technique let me know how it’s working out for your team.

[EDITOR’S NOTE: Alexandra Dragon is a first-time contributor to Agile Advice – please welcome her in the comments.  And let us know if you are interested in contributing.]

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Agile Management, Jobs, Professional Development, Theory of Agile

What Do Strong Companies Hire For – Skills, or “Something Else?”

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Perhaps you’ve experienced this…You go all revved up to a job interview with your beautiful resume in hand outlining all your accomplishments, believing you have all the right training, skills and experience…but you’re not chosen for the position. You cannot understand why.

Advertising guru and author, Simon Sinek, explains: “Weak companies hire the right experience to do the job. Strong companies hire the right person to join their team.”

Teamwork is becoming the hallmark of most successful businesses and organizations. We have entered an age where cooperation and working together is a vital necessity. No longer is the individual star performer going to do it for an organization. That’s not enough. Everyone needs to have the same vision, the same values, the same feeling of being valued. The demands on companies is just too great for one or two individuals to lead the way. Everyone must be a leader.

How can one show a potential employer that you are a team player? That you have great consultative and cooperative skills? That you’re willing to learn from everyone around you? Is this something that can be reflected in your personality?

“A recent international study surveyed more than 500 business leaders and asked them what sets great employees apart. The researchers wanted to know why some people are more successful than others at work, and the answers were surprising; leaders chose “personality” as the leading reason. Notably, 78% of leaders said personality sets great employees apart, more than cultural fit (53%) and even an employee’s skills (39%).” http://www.linkedin.com/pulse/do-you-have-right-personality-successful-dr-travis-bradberry

Forbes Magazine has published online articles about the hiring process which are fairly old-school, even wishy-washy. Writers talk about knowing the clear skill-sets a company is looking for, and having a detailed scorecard that defines the performance objectives for the position. They also discuss qualities of behaviour, but do not define behaviour in any specific way. Their expertise falls short in looking at personality, team-building qualities, and desire to learn, change and adapt.

Agile is the leading team-oriented methodology being adopted by the best and the brightest organizations in the world, such as Google and Apple. Agile teaches its participants to reflect, act and learn.

This is a kind of life-agility that’s needed in every realm we function in, whether as spouses, parents, employees, or members of our communities.

What do you hire for?

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9 Agile Estimation Techniques

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Many people have used a variation of Planning Poker to do Agile estimation.  Here is a reference of 9 different Agile estimation techniques for different circumstances.  I have seen all of these techniques work in practice, except one.  Try a new one each Sprint!

Planning Poker

Participants use specially-numbered playing cards to vote for an estimate of an item.  Voting repeats with discussion until all votes are unanimous.  There are lots of minor variations on Planning Poker.  Good technique to estimate a very small number of items (2 to 10).

The Bucket System

Using the same sequence as Planning Poker, a group or a team estimate items by placing them in “buckets”.  The Bucket System is a much faster Agile estimation technique than Planning Poker because there is a “divide-and-conquer” phase.  The Bucket System can also be used with larger groups than Planning Poker and with very large numbers of items to be estimated (50 to 500).

Big/Uncertain/Small

For super-fast Agile estimation, the items to be estimated are simply placed by the group in one of three categories: big, uncertain and small.  The group starts by discussing a few together, and then, like the Bucket System, uses divide-and-conquer to go through the rest of the items.

TFB / NFC / 1 (Sprint)

This Agile estimation technique is similar to Big/Uncertain/Small but puts a specific “size” into the mix, namely 1 Sprint.  The categories are “Too F-ing Big”, “No F-ing Clue” and “1” Sprint (or less).  I learned this one recently from someone in one of my CSPO classes.

Dot Voting

Dot voting is usually considered a decision-making tool, not an Agile estimation technique.  However, for estimating small numbers of items, dot voting can be a super-simple and effective technique.  Each person gets a small number of “dots” and uses them as votes to indicate the size of an item; more dots means bigger.

T-Shirt Sizes

Items are categorized into t-shirt sizes: XS, S, M, L, XL.  The sizes can, if needed, be given numerical values after the estimation is done.  This is a very informal technique, and can be used quickly with a large number of items.  Usually, the decisions about the size are based on open, collaborative discussion, possibly with the occasional vote to break a stalemate.  There is a brief description of T-Shirt Sizes here.

Affinity Mapping

Items are grouped by similarity – where similarity is some dimension that needs to be estimated.  This is usually a very physical activity and requires a relatively small number of items (20 to 50 is a pretty good range).  The groupings are then associated with numerical estimates if desired.

Ordering Protocol

Items are placed in a random order on a scale labeled simply “low” to “high”.  Each person participating takes turns making a “move”.  A move involves one of the following actions: change the position of an item by one spot lower or one spot higher, talking about an item, or passing.  If everyone passes, the ordering is done.  The Challenge, Estimate, Override and the Relative Mass Valuation methods are variations on the ordering protocol.

Divide until Maximum Size or Less

The group decides on a maximum size for items (e.g. 1 person-day of effort).  Each item is discussed to determine if it is already that size or less.  If the item is larger than the maximum size, then the group breaks the item into sub-items and repeats the process with the sub-items.  This continues until all items are in the allowed size range.

Principles of Agile Estimation

Agile estimation techniques are collaborative.  All appropriate people are included in the process.  For example the whole Scrum team participates in estimating effort of Product Backlog Items.  Collaborative techniques are also designed so that it is impossible to blame someone for an incorrect estimate: there is no way to trace who estimated what.

Agile estimation techniques are designed to be fast (-er than traditional techniques) and deliberately trade off accuracy.  We are not trying to learn to predict the future… or get better at estimation. Instead, we recognize that estimation is a non-value added activity and minimize it as much as possible.

Most Agile estimation techniques use relative units.  This means that we don’t try to estimate dollars or days directly.  Instead, we use “points” or even qualitative labels and simply compare the items we are estimating to each other.  This takes advantage of the human capacity to compare things to each other and avoids our difficulty in comparing something to an abstract concept (such as dollars or days).

Check out my recent “Agile Planning in a Nutshell” article.

What Other Agile Estimation Methods Are There?  Please let me know in the comments and feel free to include a link!

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Collaborative Estimation Technique: Challenge, Estimate or Override (CEO)

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Great technique described by Shahin Sheidaei on his blog: Challenge, Estimate or Override (CEO) Game for Effective Estimations.  It is much quicker than the Planning Game, and probably a bit slower than the Bucket System.

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Agile Management, How-To Apply Agile, Reference Information, Scrum, XP and Lean

Pitfall of Scrum: Stretch Goals

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The team decides on how much work it will do in a Sprint. No one should bring pressure on the team to over-commit. This simply builds resentment, distrust and encourages low-quality work. That said, of course teams can be inspired by challenging overall project or product goals. A stretch goal for a Sprint is just a way to 100% guarantee failure. Even the team should not set its own stretch goals.

There are a few interesting principles that apply here. For example, the Agile Manifesto mentions sustainability:

Agile processes promote sustainable development. The sponsors, developers, and users should be able to maintain a constant pace indefinitely.

The Agile Manifesto also points out the importance of trust:

Build projects around motivated individuals. Give them the environment and support they need, and trust them to get the job done.

Stretch goals are incompatible with both of these principles from the Agile Manifesto.

There are two types of stretch goals. The first type are those assigned by outsiders to the team. The second type are those which a team sets for itself. Both types are bad.

Stretch Goals Assigned by Outsiders

The worst extreme of this type of stretch goal is also the most common! This is the fixed-scope-fixed-date project deadline. In this type of stretch goal, the project team, doing Scrum or not, is forced to work backwards from the deadline to figure out how to get the work done. If the team can’t figure this out, managers often say things like “re-estimate” or “just get it done.” (Note: another thing that managers do in this situation is even worse: adding people to the project! Check out “The Mythical Man-Month” by F. Brooks for a great analysis of this problem.)

My anecdotal experience with this sort of thing is simple: quality suffers or sustainability suffers. I once worked with three other people on a mission critical project to help two banks with their merger. There was a regulatory deadline for completing the integration of the two existing systems for things like trading, etc. Fixed-scope-fixed-date. Coffee and sleepless nights were our solution since we tried not to sacrifice quality. We actually ended up working in my home for the last few 24-hour stretches so that we would have access to a shower. Suffice it to say, there’s no way we could have sustained that pace. It’s anti-Agile.

A quick search for ideas and opinions about stretch goals makes it very clear that there is no commonly agreed “correct” answer. However, from an Agile perspective stretch goals assigned by outsiders are clearly against the principles of the Agile Manifesto.

Stretch Goals Set by the Scrum Team

The Scrum Guide states:

The number of items selected from the Product Backlog for the Sprint is solely up to the Development Team. Only the Development Team can assess what it can accomplish over the upcoming Sprint.

For emphasis: what it can accomplish – not what it (the Development Team) wants to accomplish, or what it should accomplish, or what it could accomplish if everything goes perfectly. A Development Team should be accomplishing their Sprint plan successfully (all Product Backlog Items done) on a regular basis. Of course, exceptional circumstances may intervene from time to time, but the team should be building trust with stakeholders. Here’s another story:

I had a good friend. We would always go out for coffee together. We just hung out – chatted about life, projects, relationships. Of course, from time-to-time one or the other of us would cancel our plans. That’s just life too. But there came a time when my friend started cancelling more often than not. There was always a good excuse: I’m sick, unexpected visitors, work emergency, whatever. After a little while of this I started to think that cancelling would be the default. I even got to the point where I was making alternative plans even if my friend and I had plans. I got to the point where I no longer trusted my friend. It didn’t matter that the excuses were always good. Trust was broken.

It doesn’t matter why a team fails to meet a goal. It reduces trust. It doesn’t matter why a team succeeds in meeting a goal. It builds trust. Even among team members. A team setting stretch goals is setting itself up for regular failure. Even if the team doesn’t share those stretch goals with outsiders.

Stretch goals destroy trust within the team.

Think about that. When a team fails to meet its own stretch goal, team members will start to look for someone to blame. People look for explanations, for stories. The team will create its own narrative about why a stretch goal was missed. If it happens over and over, that narrative will start to become doubt about the team’s own capacity either by pin-pointing an individual or in a gestalt team sense.

Trust and Agility

The importance of trust cannot be over-stated. In order for individuals to work effectively together, they must trust each other. How much trust? Well, the Agile Manifesto directly addresses trust:

Build projects around motivated individuals. Give them the environment and support they need and trust them to get the job done.

Here is my recent YouTube video about stretch goals… check it out and subscribe to our channel!

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Pitfall of Scrum: Assigning Tasks

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Even though the concept of self-organizing teams has been around for a long time, still some people think that a project manager or team lead should be assigning tasks to team members. Don’t do this!!!  It is better to wait for someone to step up than to “take over” and start assigning tasks.

Assigning tasks can be overt or subtle.  Therefore, avoid even suggestions that could be taken as assigning tasks. For example, no one should ever tell a Scrum Team member “hey! You’re not doing any work – go take a task!” (overt) or “This task really needs to get done – why don’t you do it?” (semi-overt) or “Would you consider working on this with me?” (subtle). Instead, any reference to tasks should be to the team at large. For example it would be okay for a team member to say “I’m working on this and I would like some help – would anyone help me?”

In the Scrum Guide, a partial definition of self-organizing is given:

Scrum Teams are self-organizing….. Self-organizing teams choose how best to accomplish their work, rather than being directed by others outside the team.

A more formal definition of the concept of “self-organizing” can be found here:

Self-organisation is a process where some form of global order or coordination arises out of the local interactions between the components of an initially disordered system. This process is spontaneous: it is not directed or controlled by any agent or subsystem inside or outside of the system; however, the laws followed by the process and its initial conditions may have been chosen or caused by an agent.

The key here is that there is no single point of authority, even temporarily, in a self-organizing team. Every individual member of the team volunteers for tasks within the framework of “the laws followed by the process” – namely Scrum. Scrum does define some constraints on individual behaviour, particularly for the Product Owner and the ScrumMaster. People in those two roles have specific duties which usually prevent them from being able to volunteer for any task. But all the other team members (the Development Team) have complete freedom to individually and collectively figure out how they will do the work at hand.

What If One Person Isn’t Working?

People who are managers are often worried about this.  What if there is one person on the team who just doesn’t seem to be doing any work? Isn’t assigning tasks to this person a good thing?  Scrum will usually make this bad behaviour really obvious. Let’s say that Alice hasn’t completed any tasks in the last four days (but she does have a task that she volunteered for at the start of the Sprint). Raj notices that Alice hasn’t finished that initial task. An acceptable solution to this problem is for Raj to volunteer to help Alice. Alice can’t refuse the help since Raj is self-organizing too. They might sit together to work on it.

Of course, that might not solve the problem. So another technique to use that respects self-organization is to bring it up in the Sprint Retrospective. The ScrumMaster of the team, Sylvie, chooses a retrospective technique that is designed to help the team address the problem. In a retrospective, it is perfectly acceptable for people on the team to be direct with each other. Retrospectives need to be safe so that this kind of discussion doesn’t lead to animosity between team members.

Remember: everyone goes through ups and downs in productivity. Sometimes a person is overwhelmed by other aspects of life. Sometimes a person is de-motivated temporarily. On the other hand, sometimes people become extremely engaged and deliver exceptional results. Make sure that in your team, you give people a little bit of space for these ups and downs.  Assigning tasks doesn’t make a person more productive.

What If There is One Task No One Wants to Do?

Dig deep and find out why no one wants to do it. This problem is usually because the task itself is worthless, frustrating, repetitive, or imposed from outside without a clear reason. If no one wants to do a task, the first question should always be: what happens if it doesn’t get done? And if the answer is “nothing bad”… then don’t do it!!!

There are, unfortunately, tasks that are important that still are not exciting or pleasant to do. In this situation, it is perfectly acceptable to ask the team “how can we solve this problem creatively?” Often these kinds of tasks can be addressed in new ways that make them more interesting. Maybe your team can automate something. Maybe a team member can learn new skills to address the task. Maybe there is a way to do the task so it never has to be done again. A self-organizing Scrum Team can use innovation, problem-solving and creativity skills to try to over come this type of problem.

And, of course, there’s always the Sprint Retrospective!

Why Self-Organize – Why Is Assigning Tasks Bad?

Autonomy is one of the greatest motivators there is for people doing creative and problem-solving types of work. The ability to choose your own direction instead of being treated like a mushy, weak, unreliable robot. Motivation, in turn, is one of the keys to creating a high-performance state in individuals and teams. The greatest outcome of good self-organization is a high-performance team that delivers great work results and where everyone loves the work environment.

Assigning tasks to people is an implicit claim that you (the assigner) know better than them (the assignees).  Even if this is true, it is still easy for a person to take offence.  However, most of the time it is not true.  People know themselves best.  People are best at assigning tasks to themselves.  And therefore, having one person assigning tasks to other people almost always leads to sub-optimal work distribution among the members of a team.

The ScrumMaster and Assigning Tasks

The ScrumMaster plays an important role in Scrum.  Part of this role is to encourage self-organization on a team.  The ScrumMaster should never be assigning tasks to team members under any circumstances.  And, the ScrumMaster should be protecting the team from anyone else who is assigning tasks.  If someone within the team is assigning tasks to another team member, the ScrumMaster should be intervening.  The ScrumMaster needs to be constantly aware of the activity on his or her team.

I have added a video to YouTube that you might consider sharing with ScrumMasters you know about this topic:

This article is a follow-up article to the 24 Common Scrum Pitfalls written back in 2011.

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Pitfall of Scrum: Problem-Solving in the Daily Scrum

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The Daily Scrum should not be used to find solutions to problems (obstacles, impediments) raised. Instead, keep the meeting very short and have those problem-solving conversations afterwards with only those who are interested. The ScrumMaster facilitates this meeting to keep it on track. The Daily Scrum is timeboxed to a maximum of 15 minutes, but often should be even less. With a good physical task board, a Daily Scrum can often be done in less than a minute simply by each team member pointing at the pieces of work they are working on.

From the Scrum Guide:

The Development Team or team members often meet immediately after the Daily Scrum for detailed discussions, or to adapt, or replan, the rest of the Sprint’s work.

In other words, don’t have those discussions during the Daily Scrum! The Daily Scrum is essential to creating transparency and implementing the Scrum value of Openness. The three questions of the Daily Scrum are effectively:

  1. What did I do since the last time we checked in as a team?
  2. What am I planning to do before the next check in time?
  3. What impediments, if any, are preventing us from getting our work done?

Each member of the team takes a turn and answers those three questions. This doesn’t have to be completely stilted, but it should be Focused (another value of Scrum) and efficient so that the need for other meetings is minimized. Accomplishing this takes some practice. The ScrumMaster helps the team to keep the timebox, but at first, a team might have challenges with this.

Struggling with the Daily Scrum

There are a some common reasons that a team might struggle with wanting to problem solve in the Daily Scrum:

  • One team member doesn’t know what to do next and it devolves into re-planning right there and then. A quick suggestion or two is probably fine, but it is a very steep slippery slope. A team can easily get into the habit of always doing this! The ScrumMaster needs to be vigilant about recommending that the discussion be taken up after the Daily Scrum is concluded in order to avoid this pitfall. This suggestion will be common when a team is first starting out.
  • One person mentions an impediment that someone else knows how to solve… and a third person has a different idea of solving it. In this situation it is much better for interested team members to just simply indicate “I have an idea for that,” and let the Daily Scrum continue. Then after the Daily Scrum those people have a quick discussion. This avoids wasting the time of everyone on the team with something that is only interesting to a few.
  • An individual doesn’t seem to have anything to report and other team members try to elicit more information. This should really be something that the ScrumMaster or the team’s coach should take up with the individual. It may be that there is an impediment that the person is uncomfortable sharing openly with the whole team. There is a subtle pitfall that may be revealed here: that the team does not have the safety to self-organize.
  • Disagreement about what to do next. This type of problem is the hardest to deal with because many people will feel that disagreements need to be resolved before any action can be taken. A good ScrumMaster will actually encourage competing ideas to be attempted. Learn by doing instead of by argument and analysis. This is the fundamental shift in culture that Scrum is attempting to put in place: an empirical approach to work rather than a defined approach.

Just beware: yet another pitfall (although not common) is to decide that the Daily Scrum shouldn’t be daily because it is taking so long. Unfortunately, making this change will often just make the meetings even longer until they devolve back into weekly status meetings reporting to the team lead!!! Remember that it’s not Scrum anymore if your team doesn’t meet together daily.

Ultimately, if a team is struggling with the Daily Scrum in any way, this is a valid topic for discussion in the Sprint Retrospective.

This article is a follow-up article to the 24 Common Scrum Pitfalls written back in 2011.

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