Lean Agile Sandwich - Agilix | Scrum en Agile Coaching · 4.3 Improve teamwork: learn to take decisions effectively and efficiently as a team!! • After good discussion the team

Agile Development Consulting!Professional software development done right!!

Agile Development Consulting BV!copyright(©) 2011

Cesario Ramos & Wim van Broekhoven. !Mini XPDays 2012!

Lean Agile Sandwich!


Overview of the talk!

• What is it? !• Case study!• How to eat the sandwich. !!


Where does it come from?!

Various change initiatives at various clients.!!•  Tried lots of things!•  Failed lots of times!•  Learned & improved!

•  Some succeed time after time!


What are customers asking for?!

•  Used to be implement Agile!– Goals: shorter releases, higher quality, happier people!

– Focus: Frameworks, techniques, practices!

– Problem: “Does not stick”!•  Now it’s improve Agile teams !

– Goals: still the same!!– Focus: Teams, management!– Problem: The teams do not act like Agile teams…!


Inspect & Adapt does not sell well!

“Hyperproductive after 12 months”!

!“Our 8 steps into lean

management”!!

“Reduce waste, improve predictability with these

simple steps”!


Hmmm it works but why?!


Main characteristics for ‘failure’!

!Lack of !organizational learning. !!Failing to !engage middle-management.!!Superficial change.!!!


Change to Agile!

•  Top Down Change!– Command & control!– Explicit knowledge created from the top!– Poor knowledge creation at company level because it loses tacit knowledge from the bottom.!

•  Bottom-up Change!– Autonomy & entrepreneurship!– Tacit knowledge created from the bottom!– Poor knowledge creation at company level because of individual mindset and difficulty of sharing tacit knowledge.!

Source: The knowledge creating company

Learn how to continuously learn and improve


Lean management!

Agile development!


Coach!People!

Manage! knowledge!


The path is made by walking!

There is NO cookbook!


!!

Case study!!


PANalytical!

The Analytical X-ray Company


Voice of the PANalytical Customer (2009)!

Software is the problem


Voice of the PANalytical developers 2009!

!

They blame us, but we also don’t like it


Lean management!

Agile development!

2009 Lean Agile Sandwich!

Coach!People!

Manage! knowledge!


Voice of the PANalytical Customer 2011!

Software is part of the solution


Voice of the PANalytical developers 2011!

We are seen as part of the solution


!!

How to eat the sandwich!!



You cannot just start!!!


Example topics in an adoption plan!

•  Walk in sessions, awareness sessions!•  Change promotion team!•  Lean management workshops!•  Measures for tracking progress!•  Standards for improvements!•  Establish knowledge management!•  Individual & team coaching sessions!•  Quality & professionalism!•  Agile trainings & hands-on workshops!


Agile adoption!

Not only about practices but about the much more important values and principles,

and those are intangible!!


Measures – agile is not the goal!

•  What is your goal for adoption?!– Measure it and track it over time!!

•  What is the purpose of your product or service?!– Voice of the Customer,… !

•  Quality is essential!– #customer calls, defects, survey,..!

•  Continuous improvement!– #executed improvements by the teams!


Lean management!

Agile development!


Coach!People!

Manage! knowledge!


Complexity and Organizations!

!!

“Organizational learning is essential for every change initiative” !

!W. Beats !


Purpose of Knowledge management!

!How the organization best can nurture,

leverage and motivate people to improve and share their Capacity to Act!

!Knowledge is capacity to act! Knowledge

management drives change!!!


The challenge of changing to agile !

Source: KM Knowledge management

“How does the organization create new knowledge?”!


Manage knowledge!

•  Create Optimization teams.!•  Grow standards for improving.!•  Middle managers for managing knowledge!•  Enable learning time!

– KATA’s, workshops, training, … !•  Establish Product Owner teams.!


Optimization Teams!

•  Get respected people involved.!– Lean, Scrum, Coaching, Agile Testing, BDD, Project Management,…!

•  Grow from sharing knowledge to change anchoring bodies, to creators of standards.!

•  Management supports with coordination, budget etc and participation!!

•  Do not turn them into a policy force!!!


Standards for improvement!

!"There is something called standard work, but standards should be changed constantly… “ !

Taiichi Ohno !


Standards!

• Minimal process & practices!• Minimal Team structure!• Minimal DoD!• Minimal artifacts!• …!

Created by optimization teams!


Lean management!

Agile development!


Coach!People!

Manage! knowledge!


Lean !Management!

Manage !Knowledge!

Eating the Lean Agile Sandwich!

Coach!People!

Agile !Development!


The Coaching was based on a firm believe that people make the difference!

•  Respect for People is the MOST important and LEAST understood Lean principle.!

•  Not giving feedback on behaviour is disrespectful!

•  Feelings matter, need to be accepted, to make room to address the NEEDS behind them!

•  Local interaction is determining the macro level success (Complexity theory)!•  An High Emotional intelligence (EQ) is more determining successful communication than

IQ!!

!


And from my experience that what motivates the most is basis to get a good team!

•  Results (quality solutions that are highly appreciated by others and yourself)!

•  And the way results are achieved (cooperation)!


That with teams you can be more successful which even more motivating

(succesfull2)!

•  We as a team are successful if:!– We trust each other!– We engage and deal conflicts effectively!– We commit to action plans!– We hold each other accountable on behavior!– We focus on results!


We changed the system!from individual to a social context!


That made the need for starting to coach people and teams VERY VERY clear!

1.  Create awareness by helping understand that it is in all interest to improve and that it is hard !-> to think and act from the adult ego state!

2.  Who am I?-> Improve self-knowledge !3.  Who are You? -> Understanding others !4.  Who are we? -> Improve teamwork!5.  How to behave -> Put behavior on the agenda of team

retrospective and coaching talks and define team ethics!

Ø Improve EQ (emotional intelligence)) !The good news is EQ can be developed!


1.To become more mature!•  Understand that I am responsible for getting my own needs filled in!

•  I am responsible for my emotions/feelings!•  That determining needs an act upon is key for being successful:!

Blockade

Emotion NeedComplaint


1. And become capable!to reason and act from an ADULT ego state with

each other!

Eric Berne (1961) Transactional Analysis

Parent

Adult

Child

ME

Parent

Adult

Child

YOUPrescribing

Describing

Complaining


2. Who am I?!

•  MTBI (Myers-Briggs Type Indicator)!– Basis is: preferences !

•  Energy !• How get information !• How do you take decision!• How do structure your life!


3. Who are YOU?!

•  MTBI (Myers-Briggs Type Indicator)!•  Personal history (background)!


4. Who are WE?!

1.  Set team goals and individual goals (Lean Agile)!http://www.forbes.com/sites/stevedenning/2012/04/15/why-do-we-collaborate/!

2.  Determine norms in behavior (Lean Agile, ethics)!3.  Determine way of working (Lean Agile, standards)!4.  Improve teamwork:!

1.  Give and receive feedback!2.  Deal effectively with conflict!3.  Effectively and efficiently take decisions as a team!4.  Determine core qualities, pitfalls, allergies and

challenges and deal with them!


4.1 Improve teamwork: improving giving feedback!

•  As short as possible after it happened, tell factual as possible what happened!

•  What your emotion is!•  What your need is!•  What is you request !

•  Determining the employees needs is KEY in!dealing with deviations from constructive behavior and start effectively improving!This can be retrieved via determining !–  Feelings!–  Complaints!–  Bottlenecks!


ASSERTIVENESS Focus on my needs, desired outcomes

and agenda

COOPERATIVENESS Focus on others’ needs and mutual relationships

Avoiding •  Withdraw from the situation

•  Maintain neutrality

Accommodating •  Accede to the other party

•  Maintain harmony

Competing •  Zero-sum orientation

•  Win/lose power struggle

Collaborating •  Expand range of possible options

•  Achieve win/win outcomes

Compromising •  Minimally acceptable to all •  Relationships undamaged

Most of us have a “natural” conflict resolution style that corresponds with one of the five modes shown above. But all of these modes can be used effectively in the right situation. It’s important to develop our ability to

choose the right mode and increase our level of comfort with alternative styles. From Ed Batista: Thomas-Kilmann Conflict Modes

4.2 Improve teamwork: learn to deal with conflict effectively !


!4.3 Improve teamwork: learn to take decisions

effectively and efficiently as a team!!

•  After good discussion the team decides!•  However everyone feels that he is truly understood!•  Only start re-discussion on decision if there are new facts or new experiences!

•  If the team decides different then what you preference is do not see this as personal defeat or disaster for team or software product!– Two things will happen:!

• In hind site the team is right (you learn) or!In hind site you are right (the team learned)!

• At the end the team as whole learns which is great (it is not about right or wrong but about the truth and learning)!

!


4.4 Improve teamwork: determine core qualities, pitfalls, allergies and challenges and

deal with them!

http://www.jessemeijers.com/identifying-core-qualities-pitfalls-challenges-

allergies-teams-daniel-ofman/


So, My formula for team success!

!Team successfulness = !

EQ2N * IQ!(0<N<9 (#Number of team members))!


Lean management!

Agile development!


Coach!People!

Manage! knowledge!


Where you need to be!

!Lean Management!

“Exposing problems, developing countermeasures, and learning from them”!

!John Shook!


Illusion of Control!


Lean top down!

1.  Grow product teams!2.  Enable participatory visioning and road-mapping !3.  Manage knowledge!4.  Coach individuals and teams!5.  Establish Product Owner Teams!


You need energy, boundaries & feedback!

Self organizing teams are excellent for learning


Lean management!

Agile development!


Coach!People!

Manage! knowledge!


Agile bottom up!

1.  Establish a common understanding of software quality.!

2.  Establish norms of professional behavior.!3.  Agree upon a minimal definition of done.!4.  Define measures that give management insights into

the capacity and performance of IT.!5.  Coaching on Agile development practices.!


Summary!

•  Social aspects are KEY for success!•  Social aspects are KEY for persistence of behavior.!

•  Learning to learn and improve is fundamental for change.!

!•  Influence self organization through!

– Personal coaching of individuals!– Changing structure of teams and their environments!


Cesario Ramos!

•  Independent consultant at AgiliX.!•  Professional Scrum Trainer @ Scrum.org!•  Creator of the ALE Bathtub conferences.!

ScrumTulipPlop is on october 29 – 31 .!Register at: www.scrumplop.org!!!


Wim van Broekhoven:!

•  SOFTWARE ENGINEERING!•  IMPROVEMENT!•  MANAGER !•  PROUD !•  WRONG!•  PEOPLE!•  FEEDBACK !•  MANY !•  TOGETHER!•  JOB OPENINGS ([email protected])!



Cesario Ramos & Wim van Broekhoven. !Mini XPDays 2012!


Documents

Lean Agile Sandwich - Agilix | Scrum en Agile Coaching · 4.3 Improve teamwork: learn to take decisions effectively and efficiently as a team!! • After good discussion the team