Posts Tagged ‘Agile’

Live Notes and A-ha’s from #agiledaynyc

September 19, 2013

“Stop Communicating; Start Connecting” is today’s theme.

Achim Nowak Keynote: the importance of energy connections and fact of connection to physical body. Avignon ports open in the firewall.
Mary Poppendieck: develop your awareness mind so autonomic mind takes over with expertise when has to move fast. By the same token, if one wants to behave in kindness must PRACTICE.
Karl Scotland: No constraints are chaos. People may have own set of policies, but no shared understanding. Want some constraints, but loose constraints.

Advertisements

#agileday2011 my raw notes from the Keynote with Linda Rising / #agile

September 27, 2011

Here are my raw, unedited notes from Agile Day New York. Will parse later and capture my reactions and those of others if I receive any.

NOTES

– believes in the power of stories
– send her ideas for stories; call for insights

Presentation is on Patterns – mentioned Gang of Four book

New article series on IEEE software

Question she’s been asked “how can we force people to do Agile?”

Mentions Cisco vice president that if he has an initiative and people don’t do, he fires them. What you get from that is compliance. They will do as long as you are enforcing. “I believe onlybway to really change is to get people to believe it is the right thing to do.”

Asked who is rational. Found audience member – asked if married. Then asked if it was rational decision. Did he do a decision tree? No.

Cognitive scientists are telling us *none* of our decisions are rational.

Then mentioned how a deck on agile with rational argument for Agile does not take. Reason why people decide to do anything in an organization is not based on a rational decision. It is based on something else.

We don’t know, can’t know why we make the decisions we do. After the fact we can outline a reason why; we are good at making a rationalization. But has nothing to do with the real reason.

There are patterns on the website. First pattern set she showed:

Power of belief. If you are going to be someone who is going to change your organization, you must believe. Be an evangelist. Share your passion.

Agile might be a placebo. What do we think: Does it matter whether we have double-blind studies? We have no proof. We only have a lot of good stories, but no scientific proof.

Take small steps; build on successes and learn from failure. Repeat.
Test waters; Time for reflection; small successes; step by step. Then you can reach the tipping point. Has seen increments of a few hours at Amazon.

Timing is everything. For example better times to talk to people than others.

Companies announce: “Do more with less.” Means we have to work more.

How do these companies do this? They just announce it. Example at her husband’s company. And not a single person left; not a single person worked fewer hours. Not that they are resistant to change or stupid. Have no time to breathe or think of a better way.

How to get started?
Just do it. Do Food.

Goodness should win, right? Could it be that everyone thinks that his ideas are the good ones? Has nothing to do with tools. Bullet in a PowerPoint doesn’t convince, doesn’t brainwash.

An experiment shows that serving food opens the mind to ideas. So “do food.”. Double-blind studies show that the group fed food will support even bad ideas. Every time. And the qualitybof the food is important. Not what they say they want; what they really want.

All dictators say “I was doing it for good reasons. I am good person at heart.”

Build grassroots support:
– personal touch
– emotional connection

Main question is “what’s in it for me?” And if you cannot make an emotional connection, adopt another’s p.o.v., and only present rational, you cannot effect change.

Respect resistance; use it to your advantage.
– fear less
– trial run

We get stuck on differences. Male/female. Old/young. Etc. Hard-wired to do that. If we meet resistors we will start saying “those people” – we will start saying “those people.”

What do we do with those people? Fire them?

The most convincing thing you can do is to pay attention and listen. Treat that person as though they are wisest in the world. So play role of active listener and learner.

Seek them out. Respect that other point of view. 75% of the time that respect will listen them into being open to you. Move away from the fencing match model of “Ha! Ha! I win!” It doesn’t work.

http://fearlesschangepatterns.com

2011 agile conference kind of live – session 1

August 8, 2011

Howdy – i am being chaotic a bit and publishing unedited notes. See how it goes. 🙂

In “Becoming Agile in an Imperfect World” as first session. So many sessions I want to attend – so difficult to decide. So many folks love to talk with for hours. Ran into Alistair Cockburn and Ghennipher Weeks on the way in; great breakfast conversation with strangers.

10am: Looking at chart in this session talking about initial spike of happiness, then resistance and chaos. We “just need to know have tools to get out of it.”. Must do homework upfront and work on organizational impediments like no collaboration, like too many concurrent projects and multi- tasking.

(Thinking of Dept. Defense as the ultimate in h2ofall but they here!)

11:30 Pick shorter projects, pick lower priority projects so comfortable if don’t succeed. (But doubting on “agile lifecycle” a little. They are not advising purity. )

Customers may derail agile adoption. (Should they be exposed to sausage-making?)

ikiwisi – I’ll know it when I see it

Standardizing processes a demand? Just standardize values and principles.

For roll-outs: Iterate into small VALUE based increments. Collaborative, evolutionary, integrated, adaptive, encompassing. Embrace change to deliver customer value, plan and deliver often, human centric, excellent work, collaboration with business people.

Have retrospectives every month.

Modeled on the Tipping Point.

1 collaborative – enhancing communication and collaboration.

When people get the value they get they rituals.

11:54 implementing in fortune 20 company – Ahmed Sidkey mentions a focus NOT on practices but just on collaboration. Main issue is “we think we know” in development. And business people think ” well they did not ask me.”. People don’t talk to each other.

12 pm How does this relate to our companies. My thought – is there a roll for some design upfront? Purists may object…

On this chart see “Cockburn” level 2 and 3 people? Means ha and ri? For third iteration.

Mindset surveys – I think some people are not that interested in process. They just want to do the work. Some process improvement stuff may seem nerdy to these people. Sometimes awareness comes across as nerdy: hyper self focused and not other-aware. Low social skill.

To combat?

Inspire people. – make it real and tangible.

1 make a specific goal
adoption schedule specific
don’t try to achieve all benefits immediately
Reduce WIP – so people dont waste time re- orienting
2 make it personal – benefits financial
Don’t be pie in sky
3 shape path make it easier
( for people who think we are being nerdy – how to handle?)

Prioritize the workstream.

Losing job security if you give up command and control.

At the end collected feedback. Inspect and Adapt!