Manager’s roleAgile, Holacracy, Self-organising teams

Valerii Shypunov26 years old, married, 2 daughers (7 and 4).

Co-founder, shareholder, CTO @ Innocode

AgendaDifferent contexts of “we don’t need the managers’ talks

Scrum

Holacracy

Self-organising teams

Manager’s role

Innocode cases

No country for an old PM

No country for an old PMNeed to respond to the changes

Agile Manifesto, processes and methodologies (Scrum)

Organisational structures (Holacracy, for example)

Self-organisation

tisquirrel.wordpress.com

ScrumPM is not a ScrumMaster

Project size

Risk profile

Physical distribution

Complexity of the delivery process

Commercial boundary

Functional manager

Really?

Embrace self-management by April 30, or we'll give you a three-month severance package to leave.

By May, 210 Zappos employees, or 14% of the company, had taken the offer.

HolacracyManager-free operating structure that is composed, in theory, of equally privileged employees working in task-specific circles, often overlapping.

Roles are defined around the work, not people, and are updated regularly. People fill several roles.

Authority is truly distributed to teams and roles. Decisions are made locally.

The org structure is regularly updated via small iterations. Every team self-organizes.

Everyone is bound by the same rules, CEO included. Rules are visible to all.

HolacracyOne

Really?It's kind of deliciously ironic that self-management is being decreed from above.

People will say, ‘I like these five roles, and not these five’. Who does the other five?

Holacracy also doesn’t address compensation and promotion

It is easy to game the system of Holacracy, using its project-driven circle structure to essentially create a layer of middle management.

Oh yes, they exist!

Self-organising teamsA group of motivated individuals, who work together toward a goal, have the ability and authority to take decisions and readily adapt to changing demands

Collaboration

Motivation

Autonomy

Creativity

Self-organising teamsLet’s be like:

Self-organising teamsAnarchy

Go organise yourself

Team decides business priorities

Constrained Self-org

A group of motivated individuals, who work together toward a goal, have the ability and authority to take decisions and readily adapt to changing demands.

Unconstrained Self-org

Manager’s roleCulture

Resources

Team structure

Alignment and goals

Boundaries and constrains

Mentoring

Cross-team collaboration

Feedback

Support and protect the teams

Choice architect

Innocode casesOut of 30 employees - 2 managers

Average team size ~6 people

QAs are playing the manager role on some projects

Smaller teams are without manager at all

Innocode casesStrong PO on the customer side

Facilitate

Alignment to the goals

Boundaries

Weak PO on the customer side

Proxy PO

Alignment to the goals

Facilitate

Thanks!We are looking for a PM - contact anna@innocode.no

Twitter: @valerijko

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