SOFT COMPETENCY BASED RECRUITMENTS IN … COMPETENCY BASED RECRUITMENTS IN AGILE SCRUM ... If a particular competency say “Servant Leadership” is in the ... ,Art of Agile Development,

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SOFT COMPETENCY BASED RECRUITMENTS IN AGILE SCRUM

PROJECTS

S. Chandramouli, Research Scholar, Bharathiar University, Coimbatore

Dr. G. Rajesh Kumar, Assistant Professor,

Department of Business Admin, Government Arts College (Autonomous), Nandhanam, Chennai

Abstract

Agile projects follows agile manifesto which defines a set of principles and guidelines that can

be followed in the projects. Principles of agile manifesto which are directly related to people

competencies are: Satisfying the customer, Business people and developers working together,

Build projects around motivated individuals, Continuous attention to technical excellence, Team

reflecting on how to become more effective and then tunes and adjusts its behavior accordingly.

The above principles clearly states that human resource planning in agile projects is very

important aspects and it not only concentrates on usual technical excellence but also looking

into other areas like customer management, team management, team collaboration ,

leadership , self management etc. This research highlights the competencies reflected in famous

agile books on the Scrum agile roles (Scrum Master, Product Owner and Team members) and

also addresses the competencies used by the Organization while recruiting the above agile roles

thru online advertisements. It concludes with few recommendations aimed at making

recruitment more effective in agile project environment. It is hoped that the output of this study

will also contribute to the existing literature of HR Management as well as other agile

methodologies similar to Scrum such as XP, Kanban etc.

Keywords: HR Planning, Agile projects, Scrum, Interview, Recruitment, Selection.

Introduction

Nowadays lot of customers wants their projects to be executed using agile methodologies and

fifth principles of agile manifesto 1 say “Build projects around motivated individuals. Give them




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the environment and support they need, and trust them to get the job done”. (DeMarco and

Lister 1987) 2. As per a recent Survey by Deloitte

3, one of the biggest challenges of HR Chief is

the Talent Acquisition.

Figure 1.0 Deloitte Compensation Survey 2011

Talent acquisition needs to bring in long term benefits to the individuals and the organization.

Scrum Methodology Roles (as defined by Scrum alliance4):

The product owner has responsibility for deciding what work will be done. The development

team is made up of the professionals who do the work of delivering the product increment. The

Scrum Master helps the rest of the Scrum team follows the process.

This study addresses the following Questions:

1. What are all the most frequently referred competencies of agile roles as per various

famous agile literatures

2. What are all the most frequently referred competencies of the above agile roles used

by the organizations in online recruitment advertisements

3. What are all the difference between the theory (literatures) and practice

(advertisements) in terms of competency expectations




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The contributions of this research to the industry are fivefold:

1. Find the general HR Planning principles that are applicable to agile projects

2. Provide framework for understanding the competencies of important agile roles

3. Understand competencies that are currently being used in online job advertisements

4. It helps to identify the gaps in competencies used in online job advertisements

5. It can also be used to do regional comparison of competencies based on regions and

industry types.

Methodology

Content analysis is a methodology for studying the content of books considering the context in

which it was written. Content analysis is an approach to the analysis of documents and texts

(Alan Bryman and Emma Bell ,2003) 5. Content analysis was done manually. Job advertisements

were collected between 1st

December 2013 and 31st

December 2013 because of time

constraints, these periods were being used by most of the recruiters. We considered only two

sources of websites namely Linedin.com 6 and www.indeed.com

7 as most of the agile job

recruitments are posted over there. The entire job posting in those two job portals were

scanned thoroughly for the competencies with a serial number, Company name, Designation,

Role, Industry type, Location, Reference-email, URL. After identifying the specified

Competencies in each and every advertisement we tabulated in excel. We used binary code

for the competency identification. If a particular competency say “Servant Leadership” is in the

advertisement then posted the value= 1 against it; otherwise posted the value = 0 against it.

Content Analysis Steps: Our study utilized both qualitative and quantitative technique in an

integrated manner. Following are the steps followed

1. Identify famous books used by agile professionals to identify competencies expected

out of agile roles.




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2. Identify various competencies of agile roles from the literature

3. Identify most frequently referred competencies of agile roles from the literature in the

above books of sources using content analysis

4. Identify sample websites of advertisements used to recruit above agile roles/

5. Identify most frequently referred competencies of the above agile roles used by the

organizations in those online recruitment advertisements

PMI ® - Project Management Institute recommended 11 books for its certification called as

“PMI ACP® - Agile Certified Practitioner” 8. Researcher chooses 6 books out of it for this

research.

Source Code Book Name

S1 Slyssa adkins (2010), Coaching Agile Team, Addisson Wisley

S2

Esther Derby & Diana Larsen (2006), Making Good Team to great, Pragmatic

Book shelf

S3

Jim Highsmith(2009), Agile Project Management: Creating Innovative

Products, Second Edition

S4 James Shore & Shane Warden (2007),Art of Agile Development, OREILLY

S5 Mike Cohn (2004), User Stories Applied: For Agile Software Development

S6 Ken Schwaber (2004), Agile Project Management with Scrum

Table 1: Source data – PMI® recommended books for PMI ACP® Exam

Following table lists down Top 17 identified competencies from the above listed sources.




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Table 2: List of Competencies from the Sources along with applicable roles

When searching key words in the above Sources namely S1 to S6, based on the context and the

competencies counts were determined. It may not be equal to “Search count” in that source as

it depends on the context. Competency mentioned in the headlines, summary, index of the

books were ignored

Results and Analysis

Source Data Validity: Before starting the data collection from sources and Advertisements, to

ensure the right competency, compared 10 different advertisements in the first phase. We

have identified few new variables which were not there in our competency lists but found in

advertisements. This process ensured more robust competencies set for the roles and when

actual data from advertisements are collated it falls into our category. During the data

collection period we originally collected 64 job advertisements and removed 8 job




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advertisements as they were not informative enough. We used 58 job advertisements for our

analysis.

Data Validity of advertisements: For data consistency purpose, the researcher coded himself

all the job advertisements and gave it to three other experts to check the data consistency

randomly. This ensured data validity. We found the data was error free in 54 cases and there

were some minor discrepancies in 4 cases which were later corrected by the researcher.

Jobs are from the following industry:

Table 3: List of Industries as cited in job advertisements

In the following section, we focus on analyzing the online job postings of three key roles (Team

member, Scrum master and product owner).

Analysis of Source data

Team member Competency Analysis:

Table 4 lists down the list of competencies as cited in Sources S1 to S6 for the role “Team” -

team members along with its count (number of citations), its rank and percentage of citations

in that source.

Collaborative Skills is ranked as Number 1 Competency (for Team members) as per Source 1

content analysis results with 22% of the overall count. Focused ability (for Team members) is




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second ranked competency with 18% of the overall count. Keeping Commitment competency

(for Team members) is third ranked with 11% of the overall count.

Problem Solving Skill is ranked as Number 1 Competency (for Team members) as per Source 2

content analysis results with 21% of the overall count. Focused ability (for Team members) is

second ranked competency with 18% of the overall count. Planning skills (for Team members) is

third ranked with 12% of the overall count.

Adaptability is ranked as Number 1 Competency (for Team members) as per Source 3 content

analysis results with 20% of the overall count. Planning skills (for Team members) is second

ranked competency with 14% of the overall count. Collaborative skill (for Team members) is

third ranked with 14% of the overall count.

Problem solving skill is ranked as Number 1 Competency (for Team members) as per Source 4

content analysis results with 20% of the overall count. Focused skill (for Team members) is

second ranked competency with 15% of the overall count. Keeping Commitment (for Team

members) is third ranked with 12% of the overall count.

Planning skill is ranked as Number 1 Competency (for Team members) as per Source 5 content

analysis results with 28% of the overall count. Problem solving skill (for Team members) is

second ranked competency with 16% of the overall count. Effective Communication (for Team


Planning skill is ranked as Number 1 Competency (for Team members) as per Source 6 content

analysis results with 20% of the overall count. Problem solving skill (for Team members) is

second ranked competency with 15% of the overall count. Keeping Commitment (for Team


Problem solving skills and Planning skills are there in top 3 ranks of four sources (S2, S4 , S5,

S6) and (S2, S3, S5, S6) respectively. Focused ability and keeping commitment are there in top

3 ranks of three sources (S1, S2, S4) and (S1, S4, S6) respectively.




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Table 4: Correlation matrix between team member rankings

Above table clearly indicates a positive correlation (>0.5) between the rankings of Sources S3,

S4, S5 and S6 for team members. There is a slight positive correlation (0.43) between S5 and S2.

There is a slight positive correlation (0.35) between S1 and S3. This also indicates that most of

the sources refer same competencies for team members.

Scrum Master Competency Analysis

Following tables lists down the list of competencies as cited in Sources S1 to S6 for the role

“Scrum Master” along with its count (number of citations), its rank and percentage of citations

in that source.

Collaborative Skills is ranked as Number 1 Competency (for Scrum Master) as per Source 1

content analysis results with 21% of the overall count. Facilitation skills competency (for Scrum

Master) is second ranked with 19% of the overall count. Focused ability (Scrum Master) is third

ranked competency with 17% of the overall count.

Servant Leadership is ranked as Number 1 Competency (for Scrum Master) as per Source 2

content analysis results with 22% of the overall count. Problem Solving skills competency (for

Scrum Master) is second ranked with 20% of the overall count. Focused ability (Scrum Master)

is third ranked competency with 18% of the overall count.




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Team Building is ranked as Number 1 Competency (for Scrum Master) as per Source 3 content

analysis results with 18% of the overall count. Servant Leadership (for Scrum Master) is second

ranked with 13% of the overall count. Collaborative skill (Scrum Master) is third ranked

competency with 13% of the overall count.

Problem solving skill is ranked as Number 1 Competency (for Scrum Master) as per Source 4

content analysis results with 26% of the overall count. Focused ability (for Scrum Master) is

second ranked with 19% of the overall count. Keeping Commitment (Scrum Master) is third

ranked competency with 16% of the overall count.


content analysis results with 18% of the overall count. Effective Communication (for Scrum

Master) is second ranked with 17% of the overall count. Servant Leadership (Scrum Master) is

third ranked competency with 16% of the overall count.


content analysis results with 17% of the overall count. Keeping Commitment (for Scrum

Master) is second ranked with 16% of the overall count. Collaborative skill (Scrum Master) is


Problem solving skills is there in top 3 ranks of four sources (S2, S4, S5, and S6). Collaborative

Skills is there in top 3 ranks of three Sources S1, S3, and S6. Focused ability is there in top 3

ranks of three Sources S1, S2, and S4. Servant Leadership is there in top 3 ranks of three

Sources S1, S2, and S5.




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Table 5: Correlation matrix between Scrum Master Rankings


S5 and S6 for scrum master competencies. There is a slight positive correlation (0.42) between

S3 and S6. There is a slight positive correlation (0.38) between S3 and S5. This also indicates

that most of the sources refer same competencies for team members.

Product Owner Competency Analysis

Following tables lists down the list of competencies as cited in Sources S1 to S6 for the role

“Product Owner” along with its count (number of citations), its rank and percentage of

citations in that source. Collaborative Skills is ranked as Number 1 Competency (for Product

Owner) as per Source 1 content analysis results with 22% of the overall count. Business

Knowledge competency (for Product Owner) is second ranked with 21% of the overall count.

Focused ability (for Product Owner) is third ranked competency with 18% of the overall count.

Problem Solving Skills is ranked as Number 1 Competency (for Product Owner) as per Source 2

content analysis results with 26% of the overall count. Focused ability (for Product Owner) is

second ranked with 23% of the overall count. Adaptability (for Product Owner) is third ranked


Adaptability is ranked as Number 1 Competency (for Product Owner) as per Source 3 content

analysis results with 19% of the overall count. Business Knowledge (for Product Owner) is

second ranked with 17% of the overall count. Collaborative (for Product Owner) is third ranked


Problem Solving is ranked as Number 1 Competency (for Product Owner) as per Source 4

content analysis results with 22% of the overall count. Focused (for Product Owner) is second

ranked with 16% of the overall count. Business Knowledge (for Product Owner) is third ranked



content analysis results with 22% of the overall count. Effective Communication (for Product




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Owner) is second ranked with 21% of the overall count. Focused ability (for Product Owner) is



content analysis results with 17% of the overall count. Business Knowledge (for Product

Owner) is second ranked with 16% of the overall count. Keeping Commitment (for Product

Owner) is third ranked competency with 15% of the overall count.

Problem solving skills and Business Knowledge are there in top 3 ranks of four sources (S2, S4 ,

S5, S6) and (S1, S3, S4, S6) respectively. Focused ability, Collaborative skills and Adaptability

are there in top 3 ranks of two sources (S4, S5) , (S1, S3) and (S2,S3) respectively.

Table 6: Correlation matrix between Product Owner Rankings


S5 and S6 for Product Owner competencies. There is a slight positive correlation (0.35) between

S3 and S6. There is a slight positive correlation (0.41) between S2 and S5. This also indicates

that most of the sources refer same competencies for team members.

Competency Analysis of all three Roles (Applicable for all three)

Collaborative skill is ranked as Number 1 Competency (for All Three) as per Source 1 content

analysis results with 32% of the overall count. Focused ability (for All Three) is second ranked

with 26% of the overall count. Keeping Commitment (for All Three) is third ranked competency

with 16% of the overall count.




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Problem solving skill is ranked as Number 1 Competency (for All Three) as per Source 2 content


with 31% of the overall count. Openness (for All Three) is third ranked competency with 10%

of the overall count.

Collaborative skill is ranked as Number 1 Competency (for All Three) as per Source 3 content

analysis results with 23% of the overall count. Effective Communication (for All Three) is

second ranked with 22% of the overall count. Focused ability (for All Three) is third ranked




with 22% of the overall count. Keeping Commitment (for All Three) is third ranked competency

with 18% of the overall count.


analysis results with 26% of the overall count. Effective communication (for All Three) is second

ranked with 25% of the overall count. Focused ability (for All Three) is third ranked



analysis results with 26% of the overall count. Keeping Commitment (for All Three) is second

ranked with 23% of the overall count. Collaborative skill (for All Three) is third ranked


Focused ability is there in top 3 ranks of five sources (S1, S2, S3, S4, and S5). Problem solving

skills is there in top 3 ranks of four sources (S2, S4, S5, and S6). Collaborative Skills and

keeping commitment are there in top 3 ranks of three sources (S1, S3 and S6), (S1, S4 and S6)

respectively.

Generic Competency Analysis - irrespective of roles:

Researcher does competency analysis of variables irrespective of role applicability.




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Table 7: Generic competency analysis irrespective of roles

Analysis of the above table infers interesting findings -.Planning skills is the top ranked (Rank 1)

competency out of all the competencies under study with 251 incidents (count) across all the

sources. Business Knowledge is the top ranked (Rank 2) competency out of all the

competencies under study with 240 incidents (count) across all the sources. Focused ability is

the top ranked (Rank 3) competency out of all the competencies under study with 240 incidents

(count) across all the sources and is applicable for any agile roles.

Analysis of Job Advertisements

Researcher had analyzed the online job advertisements for the above three agile roles namely

Scrum Master, Product Owner and Agile team members. Researcher used the online job

advertisements from www.linedin.com and www.indeed.com only for this research purpose as

the number of agile jobs are more in those websites in comparison to other famous websites.

We don’t consider any other job posting websites as the recruiter post the same




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advertisements in all the websites and wanted to avoid duplicates. We also considered the jobs

postings posted only between 1st

Dec 2013 and 31st Dec 2013 due to time constrains.

Team members Competency Analysis as per the Advertisements

Technical skill (25% advertisements has this competency display) is the first ranked skill (first

sought skill) for team members, followed by Collaborative Skills (17 % advertisements has this

competency display) and Effective Communication.

Problem solving skills and Planning skills are there in top 3 ranks of four sources (S2, S4 , S5,

S6) and (S2, S3, S5, S6) respectively. Focused ability and keeping commitment are there in top

3 ranks of three sources (S1, S2, S4) and (S1, S4, S6) respectively.

The lists are contradicting with each other. Competency lists as per the literature review of

team members are different from what is being sought in advertisement for team members.

Table 8: Competencies of team members as depicted in Linkedin.com and Indeed.com websites

Above table and correlation (0.911) clearly indicates there is no significant differences in

competencies (Team member) between LinkedIn and indeed.




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Scrum Masters Competency Analysis as per the Advertisements

Effective Communication (33% advertisements has this competency display) is the first ranked

skill (first sought skill) for Scrum Masters, followed by Facilitation Skills (32.3% advertisements

has this competency display) and Servant Leadership (31% advertisements has this

competency display). Collaborative skill is 4th

Ranked (29.3% advertisements has this

competency display).

Problem solving skills is there in top 3 ranks of four sources (S2, S4, S5, and S6). Collaborative

Skills is there in top 3 ranks of three Sources S1, S3, and S6. Focused ability is there in top 3

ranks of three Sources S1, S2, and S4. Servant Leadership is there in top 3 ranks of three

Sources S1, S2, and S5.The lists are contradicting with each other. Problem solving skill is the

most sought skill of scrum master followed by Collaborative skill, Focused ability and Servant

Leadership as per the literature review where as the advertisements display and seek the skills

of Effective Communication, Facilitation skills, Servant Leadership and Collaborative skills.

Servant Leadership and Collaborative skills are top ranked in both the sources and the

advertisements but other competencies differ.

Table 9: Competencies of Scrum Masters as depicted in Linkedin.com and Indeed.com websites




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competencies (Scrum master) between LinkedIn and indeed.

Product Owner Competency Analysis as per the Advertisements

Business Knowledge (29.3% advertisements has this competency display) is the first ranked

skill (first sought skill) for Product Owners, followed by Effective Communication (27.6%

advertisements has this competency display) and Collaborative skills (19% advertisements

has this competency display). Problem solving skill is 4th

Ranked (17.2% advertisements has

this competency display).

Problem solving skills and Business Knowledge are there in top 3 ranks of four sources (S2, S4 ,

S5, S6) and (S1, S3, S4, S6) respectively. Focused ability, Collaborative skills and Adaptability

are there in top 3 ranks of two sources (S4, S5) , (S1, S3) and (S2,S3) respectively.

Business knowledge, collaborative skills, problem solving skills are there in both the sources and

the advertisements but other competencies differ.

Table 10: Competencies of Product Owners as depicted in Linkedin.com and Indeed.com

websites




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competencies (Product Owner) between LinkedIn and indeed.

Generic Competency Analysis - irrespective of roles as per the Advertisements:

Table 11: Competencies irrespective of roles (generic) as per the advertisements

Effective Communication (75% advertisements has this competency display) is the first

ranked skill (first sought skill) in general irrespective of roles, followed by Collaborative skills

(65.5 % advertisements has this competency display) and Technical skills (60.3 %

advertisements has this competency display). Business knowledge (48.3% advertisements has

this competency display) is 4th

Ranked.

Planning skills is the top ranked (Rank 1) competency out of all the competencies under study

with 251 incidents (count) across all the sources (S1 to S6). Business Knowledge is the top

ranked (Rank 2) competency out of all the competencies under study with 240 incidents (count)




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across all the sources. Focused ability is the top ranked (Rank 3) competency out of all the

competencies under study with 240 incidents (count) across all the sources.

Conclusion and Recommendations

The aim of recruitment is to get the best suitable person to the job based on objective criteria

for a particular job (Pilbeam and Corbridge, 2006) 9.

Sixteen Golden rules for recruitment & selection 10

in Agile Environment:

1. Soft competency needs to be given importance while recruiting resources for agile

projects.

2. Mandatory competencies and desired competencies to be specified clearly in the

advertisements.

3. Align recruitment strategy with the business plan for better execution and support from

top management

4. Continuously train hiring managers and agile coach in the agile environment

5. Recruiting process in agile needs to be closely integrated with other HR Process.

6. Personalize recruitment process for each projects and customers which will provide

more values to the customer

7. HR planners need to do the retrospection at the end of every project about Recruitment

strategies effectiveness enabling continuous improvement.

8. Data based system is the need of the hour in agile recruitment.

9. Dare to be different from other agile organization and at the same time do

benchmarking with other similar organization to excel better.

10. Look for global talent . Agile requires people from diversified back ground.

11. Don’t look and search for talent only when there is a demand. Continuously looking for

talent will help to grab the best talented people




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12. Agile Team should have basic common characteristics in common includes good

communication skills and basic Soft skills as per this research.

13. It is important for every member to be open with all others and not hiding anything.

14. Ability and performance to compete with others in providing more value and service to

the customer in ethical and legal way is the need of the hour.

15. Openness, better communication, and taking accountability to the action are the

important characteristics in agile team.

16. Referral scheme works well for recruiting agile team members and will avoid cultural

conflicts.

Problems and Issues in following Soft Competency based recruitments

Career Planning Options : Responsibilities and authority level of these agile roles differ from

tradition projects and also it varies from one agile project to another and so having Common

Career planning is very difficult in Agile Project Environment.

Changing Customer Expectation : Customer Expectations on team members changes from one

agile project to another depending on various agile methodologies chosen. For example : the

customer expectation varies from Scrum methodology to Extrem proramming (XP).

Moving across Team : Moving team members across the team is very difficult in agile projects

as the cultural environment differs from one project to another.

Environment changes : In agile projects, the team environment keeps on changing and HR

planning becomes difficult in those cases.

The Way Ahead

The recommendations suggested in this paper can be used as an integrated part of the agile

recruitment process, training and development involving lot of agile portfolios. Further

research can be carried out by collecting advertisement data from different sources at different

periods of time. Further analysis is possible with more number of data to compare the




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competency requirements across various industry types such as IT industry, banking industry

etc.

Reference

1

Visit www.Agilemanifesto.org to know more details about agile manifesto and other

characteristics of agile projects.

2 DeMarco and Lister are famous advisors on software engineering projects, they did

research on why projects succeed and fail. DeMarco, T., and Lister, T., (1987). Peopleware:

Productive Projects and Teams, Dorset House Publishing Co., NY.

3 Visit the website http://www.deloitte.com/view/en_IN/in/insights-

ideas/surveyreports/index.htm to know the latest survey results from Deloitte.

4 Visit the website: http://www.scrumalliance.org/ to know more details about Scrum

Alliance. Scrum Alliance http://www.scrumalliance.org/why-scrum/core-scrum-values-roles

accessed on 6th January 2014

5 "Business Research Methods" is a book which provides introduction to the area of business

research methods including content analysis. Alan Bryman and Emma Bell (2003) Business

Research Methods Oxford University Press © 2003

6 250+ million members are currently using www.linkedin.com website and is very famous for

social and professional website. It is also being used for job advertisements.

7 Indeed.com website collates job advertisements across websites and enables job seeker to

apply it directly from indeed.com website. Very effective and innovative job search website

8 Visit the website: http://www.pmi.org/Certification/~/media/Files/PDF/Agile/PMI000-

GainInsightsAIGLE418.ashx to know more details and the full list of recommended books for t

PMI ® ACP® Certification exam from PMI®. Following are the six books taken from the above

list of recommended books

1. Slyssa Adkins (2010), Coaching Agile Team, Addison Wisely

2. Esther Derby & Diana Larsen (2006), Making Good Team to great, Pragmatic Book shelf




146

3. Jim Highsmith(2009), Agile Project Management: Creating Innovative Products, Second

Edition

4. James Shore & Shane Warden (2007),Art of Agile Development, OREILLY

5. Mike Cohn (2004), User Stories Applied: For Agile Software Development

6. Ken Schwaber (2004), Agile Project Management with Scrum

9 Pilbeam, S. and M. Corbridge (2006) People Resourcing. Contemporary HRM in Practice,

London: Prentice Hall.

10 More details on recruitment and selection and other HR Management process and Agile

project details can be obtained from the following sources:

1. Armstrong (2009) Hand book of Human Resource Management practice: 11 the edition:

London and Philadelphia .

2. Gupta, C.B. (1997). Human Resource Management, Sultan Chand & Co., New Delhi.

3. John Bratton and Jeffrey Gold 2003, Human Resource Management: Theory and

Practice, Third Edition , published by Palgrave Macmillan

4. Bunting, M. (2007) in Grugulis, I. Skills, Training and Human Resource Development: A

Critical Text, Basingstoke: Palgrave Macmillan

5. Gary Chin (2004), Agile Project Management published by American Management

Association

6. Kamrul Ahsan, Marcus Ho, Sabik Khan (2013) Recruiting Project Managers: A

Comparative analysis of competencies and recruitment signal from job advertisements.

Project Management Journal 44(5), 36-54

7. Mike Holcombe(2008) , Running an Agile Software Development Project, by John Wiley

& Sons

8. Quinn Mills, D (1983) Planning with people in mind, Harvard Business Review,

November–December, pp 97–105

Documents

SOFT COMPETENCY BASED RECRUITMENTS IN … COMPETENCY BASED RECRUITMENTS IN AGILE SCRUM ... If a particular competency say “Servant Leadership” is in the ... ,Art of Agile Development,