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Yuval Yeret

Kanban development oversimplified: a simple explanation of how Kanban adds to the ever-... - 0 views

  • It’s a lot easier to estimate a story that’s small — which can lead to more accurate estimates, and better predictability.
  • It’s easier to plan with smaller stories. With big stories — stories that might take weeks for a developer to implement — it becomes difficult to plan a development time-box — particularly when the iterations are only a couple of weeks. It seems that only a couple stories fit — and there’s often room for half a story — but how do you build half a story? Splitting them into smaller stories makes it easier to plan those time-boxes.
  • Shrinking stories forces earlier elaboration and decision-making. Where product owners could write their stories fairly generally and consider many of the details later, now breaking them down into smaller stories forces more thinking earlier in a planning lifecycle.
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  • Managing little stories forces us to keep better track of how they fit together. Product owners are often asked to break down stories to a level where a single story becomes meaningless. To keep track of what’s meaningful to them and other stakeholders, they often need to keep track of bigger items such as the features of the product and how many stories contribute to building up that feature.
  • The result of these herniated time-box activities is a cycle that’s actually 3-4 times longer than our time-box. To get work done, we’ll use a time-box to elaborate stories, one to develop them, another to more thoroughly test them, and if there are bugs, possibly another to fix them.
  • During an ideal Agile time-box we’ll have frequent discussions between developers, testers, and those on a product owner team — like business analysts, user experience people, and business people. We’ll do this to understand what we need to build and describe what we’ll do to validate the story was really done. When time-boxes are short, there’s less time for this conversation. It’s common to move many of the conversations to detail the story and describe acceptance to the time-box before so we can be ready to really get moving with development when the time-box starts.
  • It’s difficult to fit thorough validation of the story into a short time-box as well. So, often testing slips into the time-box after. Which leaves the nasty problem of what to do with bugs� which often get piped into a subsequent time-box.
  • Anyone who’s attended an Agile planning meeting knows they can often last about an hour longer than you can stand it
  • As time-boxes shrink those on the product owner team and testers find themselves in a constant mode of getting ready for a next time-box and evaluating past time-boxes
  • work long hours, attend lots of meetings, and seem to have less time to be available to help developers with the current time-box. Since their focus is on a future or past time-box, questions about this time-box seem like interruptions. Collaboration decreases and tensions increase. Their work load is heavy, bumpy, not smooth or even.
  • Kanban cards are used to limit the amount of inventory the factory builds. It doesn’t do the Toyota factory any good to build doors faster then they can assemble cars. It just wastes money on excess doors, and parts of doors. Excess work in progress is considered to be waste in Lean manufacturing. (It’s probably waste in non-Lean manufacturing too.) In the above completely made up example, you’ll never have more than 15 finished doors hanging around. (Mudha is Japanese for waste. Learn it to impress your Lean friends.)
  • “Kan” means visual, and “ban” means card or board.
  • Kanban thinking in software development attempts to do a similar thing. We want to limit unnecessary work in progress to be no higher than it needs to be to match the throughput of the team.
  • In Kanban development: time-boxed development is out stories are larger and fewer estimation is optional or out completely velocity is replaced by cycle time
  • Exactly what’s left of Agile if we get rid of time-boxes, change the meaning of stories, and stop measuring velocity. And, exactly what do car doors and Kanban cards have to do with software development? Don’t get hung up on process. Remember, agile development isn’t a process.
  • You might have a column where business analysts spend time tracking down technical details that developers need to understand to write code.
  • These columns aren’t set. You should discuss with your team the phases that stories go through to be completed. Some organization may use columns for writing documentation, or preparing customer service people to support the feature in production.
  • The top is used for stories currently in progress in that phase. The bottom is the buffer. When work for that phase of the story is completed, it moves from “in progress” to the “buffer” where it’ll wait to be pulled into the next phase.
  • When we set limits for work in progress, we’ll set a total number for the process step that includes both “in process” and the “finished buffer” for that process step.
  • Stories must be minimal marketable features
  • To be marketable the feature needs to be large enough to be useful — probably larger than the teeny stories that take a couple days to build and seem to be best practice in Agile development today. A MMF may take weeks to build. But the important thing isn’t how long it takes to build, but that it be understandable and valuable to those who’ll receive it. To identify a MMF some folks ask the question “Would I announce it in my company’s product blog?” If it’s too tiny to mention, then it’s not a MMF.
  • To be lean, we’ll limit the number of stories we allow onto the board. A common formula is to add up all the members of the team in all roles and divide by two. All roles includes developers, analysts, user interfaced designers, testers, deployment people — anyone immediately responsible for getting features to market. For example, if team members total 20, we might limit the number of MMF-style stories on the board to 10.
  • Today developers have finished a story, and s they walk to the Kanban board to move it out of development, they notice their single buffer slot is full — and the “testing in progress” column is filled to its limit. What now? The developers talk to the testers. “We’re really struggling to keep up here. It’ll be till tomorrow morning before we can get some of these stories moved out.” “Hmm�” says a developer “Can we help test?” “Of course you can!” says the tester. “With your help we can get these cleared out by the end of the day.“ The tester grins “I just don’t want you validating a story you implemented.”
  • For the limits of the story process steps, the limit is often half the number of people that can perform the work for that phase of development. For instance if you have 6 developers, you might limit the development in progress column to 3. Now, this will force developers to work together on stories. I do find in practice that this may not work out for all teams — so I often see limits that equal the number of developers (or those that can perform the process step) or often 1.5 * the number of people in a role. Of course if you do this, it’ll raise the overall work in progress — and as you might expect, items will take longer to finish.
  • When a column in a Kanban board is full, we know that group is at capacity. We also know that if this keeps happening that that process step is likely where a bottleneck is.
  • If you’ve ever waited in line for the Pirates of the Caribbean in Disneyland you might remember signs along the way that say “Your wait time from here is 30 minutes” — something like that. Now you can post your own wait times on your Kanban board. At the bottom of your story queue post the average cycle time with wait time. It’ll say something like “Your wait time for a story here is approximately 18 days.” At the top of the queue post the average working cycle time. It might say “your wait time from here is 14 days.”
  • When you place focus on how quickly you can get functionality done, and have the ability to measure just that, then the estimates don’t much matter. In fact, many using a Kanban approach have simply stopped estimating at all. Yes story sizes vary, but being able to give a wait time plus or minus a few days is sufficient for many organizations’ concerns.
  • But, since there’s no development time-box in Kanban development, we’ll measure story-by-story how long they took to complete — the “cycle time” of the story.
  • Some do still estimate stories. Then use those estimates in conjunction with cycle time. Using a spreadsheet we can calculate the average cycle time for stories with a given estimate. If you do this, consider placing a handy chart next to your Kanban board showing estimate in one column, and wait times in adjacent columns. With this you’re answering the real question stakeholders are asking for when they get estimates: “when am I going to see this functionality in the software?”
  • If your stakeholders are like mine, they don’t want to know when they’re going to get this functionality, the want to know when they’re going to get all this functionality. I find that if I place stories into a spreadsheet with start and end dates, and calculate cycle time, if I select an arbitrary time period — say a two or three week time period — I can see how many stories where completed during this time period. For instance I might see the team finished 22 stories in 3 weeks — that’s about 7.3 stories per week. Given a backlog of 100 stories I can reasonably infer that it’ll take between 13 and 14 weeks (100/7.3). That’s yesterday’s weather for Kanban — at least the way I calculate it.
  • If I know that during three week time period there where 15 working days and that 5 developers worked the entire time, that’s 75 developer days. Knowing that lets me calculate the average number of developer days per story: 3.4 (75/22) — Which is darn close to pi — which makes me believe it has to be right. ;-) This number, 3.4, is what XP practitioners referred to as load factor.
  • Evaluation cycles, not development time-boxes
  • The only difference is the cycles aren’t used to plan and commit to stories any longer.
  • The daily standup or daily scrum meeting occurs as normal, but now it occurs in front of the Kanban board. Instead of the regular meeting ritual of checking in with each person to find out what they worked on yesterday and will work on today, the discussion revolves around the Kanban board and what will likely move on and off the board today, where “traffic” seems the heaviest, and what we could do to clear bottlenecks.
  • Reflect every few weeks
  • Lean practices help teams increase throughput. They don’t make developers type faster, rather they draw attention to bottlenecks that slow things down, help you see them and respond to them quicker. Using a Kanban board lets you easily visualize work in progress across different roles and lets you see when someone is taking on too much work simultaneously.
  • Demonstrate every few weeks
  • A task board as it’s commonly used in an agile approach can give you the visualization too. But, widening the task board to separate testing from development from acceptance or other process steps helps me better visualize where things are clogging up — helps me better diagnose problems. And, setting hard limits for process steps and respecting them really makes me deal with the problem in a way that dropping a pile of stories into a sprint or iteration didn’t. But, maybe it’s just me who’s lazy and avoids dealing with tough problems. I’m sure you’d never run into a situation where you and your team let lots of finished development work pile up waiting to be tested.
  • There’s no one as zealous as the newly converted There’s a lot of folks pretty excited about Kanban out there. I am too. Sometimes that zeal takes the form of telling people practicing common agile time-boxed development that they’re wrong. But, I guess I’m crusty enough to know that there’s lots of right ways to succeed and anyone who believes they’ve found the best ways is likely wrong. Don’t let those voicing opinions strongly for, or against, Kanban approaches stop you for digging in deeper and understanding the ideas behind it.
  •  
    one of the best articles about Kanban and its relation to Agile I've encountered so far - focusing on Feature development (not maintenance)
Yuval Yeret

Tailor your Message To Gain Support for your Agile Initiative | Enabling Agility - 0 views

  • Connect Agile’s Benefits to your Company’s Priorities
  • aying that Agile is “better, faster, cheaper” may not be enough to cause a company to be willing to go through the often-painful process of cultural and process change.  You could implement Agile, but you could also try Six Sigma or Lean.  Saying that Agile is a general get-better remedy puts it in line with many other get-better methods.
  • f they don’t see a meaningful update from us, at least once a quarter, we’re going to get kicked out of the game.  We’ve all acknowledged that as we’ve gotten bigger, our processes have become more cumbersome and now is the time to do something about it.  Agile will give us the ability to regain that rapid pace of delivering innovations to market that we were know for in our early days.”
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  • ur last two releases have looked like me-too updates, where we are just barely keeping up with our competitors
  • We’ve been losing market share
  • If you can refer to a specific business issue and show the linkage, you are much more likely to get a receptive audience.  Here’s an example.
  • The CFO, developer and QA manager have different roles in the organization and their needs are different.  If you want to enlist their support, be sure you know who you are talking to and what they value.
  • Use Focused Messages for Key Individuals or Groups
  • certain volume of people who are enrolled in the idea of Agile before you’ll see adoption start to accelerate,
  • People have specific needs in their role and they want to understand how Agile will affect and benefit them directly.  
  • Developers, on the other hand, probably wants to know if they will have interesting work, the opportunity to learn new things and the ability to make an impact on the company’s products.
  • a QA manager is probably interested in hearing how Agile helps enrich the QA profession.
  • The focus isn’t on Agile, its on business, as it should be.
  • The easiest way to find out what interests someone is to ask them.  When you meet, leave plenty of time for talk.  Motoring through a well-rehearsed Agile presentation usually doesn’t work.  A lot of times I’ll have slides with me, but they are a backdrop for the conversation.  I’ll refer to slides when it helps move the conversation along, but otherwise don’t use them.  You might want to forget slides altogether and just draw things on a whiteboard as necessary.  This technique is particularly useful with an individual or a small group.  
  • Take it One Step Further: Collect Data to Gain Insight
  • you’ll be most effective tailoring your message if you invest some time conducting data through a series of structured interviews. 
  • First, you’ll need a small set of questions prepared for the interviews.  Here are some examples. What is working with our current methodology? What’s not working with our current methodology? How do you think Agile would help our organization? What concerns do you have about Agile?
  • Interview a wide range of people: developers, testers, business analysts, managers, product managers, senior management, project managers and someone from finance. 
  • When you conduct the interviews, it is good to have one interviewer who has the primary responsibility for talking and the other person who has the primary job of taking notes.  You can switch off roles each interview so no one person gets stuck in either role.  Here’s how I typically start off.  
  • stories that people tell about the organization and make sure you write them down
  • I put all of the information we’d gathered into a mind-mapping program (Mindjet) and grouped like things together.
  • Make sure you keep interesting stories intact.  Specifics will help you make your cases
  • When there’s numerical data, people engage with a presentation in an entirely different way than they do when there are stories.  I find stories more effective, but do what works for you.
  • As an Agile evangelist, you job is to get Agile deployed effectively.  Along the way there are many people will be willing to go out of their way to help if you effectively speak to their interests and concerns.
Yuval Yeret

Is Design Dead? - 0 views

  • In its common usage, evolutionary design is a disaster. The design ends up being the aggregation of a bunch of ad-hoc tactical decisions, each of which makes the code harder to alter. In many ways you might argue this is no design, certainly it usually leads to a poor design. As Kent puts it, design is there to enable you to keep changing the software easily in the long term. As design deteriorates, so does your ability to make changes effectively. You have the state of software entropy, over time the design gets worse and worse. Not only does this make the software harder to change, it also makes bugs both easier to breed and harder to find and safely kill. This is the "code and fix" nightmare, where the bugs become exponentially more expensive to fix as the project goes on
  • the planned design approach has been around since the 70s, and lots of people have used it. It is better in many ways than code and fix evolutionary design. But it has some faults. The first fault is that it's impossible to think through all the issues that you need to deal with when you are programming. So it's inevitable that when programming you will find things that question the design. However if the designers are done, moved onto another project, what happens? The programmers start coding around the design and entropy sets in. Even if the designer isn't gone, it takes time to sort out the design issues, change the drawings, and then alter the code. There's usually a quicker fix and time pressure. Hence entropy (again).
  • One way to deal with changing requirements is to build flexibility into the design so that you can easily change it as the requirements change. However this requires insight into what kind of changes you expect. A design can be planned to deal with areas of volatility, but while that will help for foreseen requirements changes, it won't help (and can hurt) for unforeseen changes. So you have to understand the requirements well enough to separate the volatile areas, and my observation is that this is very hard. Now some of these requirements problems are due to not understanding requirements clearly enough. So a lot of people focus on requirements engineering processes to get better requirements in the hope that this will prevent the need to change the design later on. But even this direction is one that may not lead to a cure. Many unforeseen requirements changes occur due to changes in the business. Those can't be prevented, however careful your requirements engineering process.
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  • The fundamental assumption underlying XP is that it is possible to flatten the change curve enough to make evolutionary design work. This flattening is both enabled by XP and exploited by XP. This is part of the coupling of the XP practices: specifically you can't do those parts of XP that exploit the flattened curve without doing those things that enable the flattening. This is a common source of the controversy over XP. Many people criticize the exploitation without understanding the enabling. Often the criticisms stem from critics' own experience where they didn't do the enabling practices that allow the exploiting practices to work. As a result they got burned and when they see XP they remember the fire.
  • XP's advice is that you not build flexible components and frameworks for the first case that needs that functionality. Let these structures grow as they are needed. If I want a Money class today that handles addition but not multiplication then I build only addition into the Money class. Even if I'm sure I'll need multiplication in the next iteration, and understand how to do it easily, and think it'll be really quick to do, I'll still leave it till that next iteration.
  • You don't want to spend effort adding new capability that won't be needed until a future iteration. And even if the cost is zero, you still don't want to add it because it increases the cost of modification even if it costs nothing to put in. However you can only sensibly behave this way when you are using XP, or a similar technique that lowers the cost of change.
  • My advice to XPers using patterns would be Invest time in learning about patterns Concentrate on when to apply the pattern (not too early) Concentrate on how to implement the pattern in its simplest form first, then add complexity later. If you put a pattern in, and later realize that it isn't pulling its weight - don't be afraid to take it out again.
  • begin by assessing what the likely architecture is. If you see a large amount of data with multiple users, go ahead and use a database from day 1. If you see complex business logic, put in a domain model. However in deference to the gods of YAGNI, when in doubt err on the side of simplicity. Also be ready to simplify your architecture as soon as you see that part of the architecture isn't adding anything.
  • XP design looks for the following skills A constant desire to keep code as clear and simple as possible Refactoring skills so you can confidently make improvements whenever you see the need. A good knowledge of patterns: not just the solutions but also appreciating when to use them and how to evolve into them. Designing with an eye to future changes, knowing that decisions taken now will have to be changed in the future. Knowing how to communicate the design to the people who need to understand it, using code, diagrams and above all: conversation.
Yuval Yeret

Larman's Laws of Organizational Behavior - Craig Larman - 0 views

  •  
    "Larman's Laws of Organizational Behavior After decades of observation and organizational consulting, here are Larman's Laws of Organizational Behavior. These are observations rather than laws to follow ;) 1. Organizations are implicitly optimized to avoid changing the status quo middle- and first-level manager and "specialist" positions & power structures. 2. As a corollary to (1), any change initiative will be reduced to redefining or overloading the new terminology to mean basically the same as status quo. 3. As a corollary to (1), any change initiative will be derided as "purist", "theoretical", and "needing pragmatic customization for local concerns" -- which deflects from addressing weaknesses and manager/specialist status quo. 4. Culture follows structure. i.e., if you want to really change culture, you have to start with changing structure, because culture does not really change otherwise. and that's why deep systems of thought such as organizational learning are not very sticky or impactful by themselves, and why systems such as scrum (that have a strong focus on structural change at the start) tend to more quickly impact culture. i discovered that john seddon also observed this: "Attempting to change an organization's culture is a folly, it always fails. Peoples' behavior (the culture) is a product of the system; when you change the system peoples' behavior changes." "
Yuval Yeret

Ambler - Doing RFPs the Agile way - 0 views

  • RFPs the Agile Way -- or -- Fear and Loathing in the Procurement Department
Yuval Yeret

tips on reviving retrospectives from the retrospectives yahoo group - 0 views

  • Has the team made changes that make a difference to them as a result of the retrospective?
  • Has the team explored a variety of different topics/areas, or do they stick to pretty much the same agenda around continuous improvement? What is the balance of change/improvement work vs. working on the product?
  • For example, try looking at technical practices, teamwork, or customer relationships... choose what ever seems most relevant to bound the discussion. That might help the team dig deeper and find issues that have more significance for them (now...I'm sure the other changes were significant at the time).
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  • Try a 'speed retrospective'. How quickly can the team get together and find one good, solid improvement to make? Make it exciting and use a stopwatch. I wouldn't do this all the time, but again, what harm to try it once?
  • How about one retrospective where you set yourselves the challenge of generating actions from the "What did we do well" column? In other words, find an action designed to magnify an existing positive rather than remedy an existing negative.
  • How about a 'Show and Tell' retrospective where every team member comes to the meeting with an action item and its explanation already prepared? The retrospective would really be each person presenting their idea in turn.
  • How about a retrospective wherein you challenge yourselves to come with a new approach to retrospectives that is so exciting that people would skip other work activities to attend?
  • I find it very important to revisit the outcome of the past retrospective and celebrate the things the team had been able to do differently.
  • The major thing is to make the changes visible and memorizable for everyone and not assuming that people remember what they decided on in the last retro.
  • Another thing is that I would invite team members to take turns in facilitating the retro. So not always the same person runs the retro (this typically also changes the format and techniques a bit).
  • - Heartbeat Retrospective (google for Boris Gloger)
  • - Temperature Reading
  • - Team Radar Chart
  • - Our project / team / product ship - draw a ship on a flip chart, ask the team what moved the ship forward, what blocked it
  • Just to add a totally different direction: I've made good experiences with having a *long* retrospective every few months. The short retrospectives are great to see the trees and optimize the daily work. A two or even three day retrospective helps the team to step back and watch the forrest instead.
  • It is important to get at least one item done every sprint. If you do the retro, but don't implement any of the actions, this is a tremendous demotivator. Better one thing finished that you can celebrate than 5 unfinished things in the queue.
  • Variety is the spice of life, so some variation is essential to keep the freshnees. Change the moderator, do technical focus once, then organisational, then "improving the fun factor", then go back to a general retro.
Yuval Yeret

From the Agile Transformation Trenches: Culture Change with Pigs, not Chickens - 0 views

  • Identify the technical leaders within projects; those that are “self-driven to produce quality results on time … combine technical ability with enough people skills …are trusted and respected by both their managers and fellow developers, are determined to make the team succeed, and usually live the work.” (Chief programmers, Chapter 2:  A Practical Guide to FDD).
  • Sell them the vision: if you cannot sell these people on the benefits to them, their colleagues and the organization of the new way of working then something is wrong
  • Provide in-depth training and on-going coaching. It is better to have a single lead person trained in-depth who can coach his teammates through the basics than to have the whole team trained on the basics with no-one on the team to turn to when the basics are not enough.
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  • Providing initial training is simply not enough. When the pressure is on, the temptation to return to previous ways of doing things is often too strong to resist. If technical leads are to work for you, they need on-going support and coaching, and a means by which they can support each other.  Good external coaches (expert chickens?) can help here.
  • Let the technical leads continue working on their projects. Some fail at the final hurdle by doing 1-3 above and then assigning or scheduling the technical leads to coach other projects, effectively turning them from pigs into chickens.
  • To summarize, if you can produce a change in the behavior of the lead pigs, the other pigs will, by definition, follow. However, pigs will not follow chickens for long because chickens are simply not pigs.
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    Last month David Anderson wrote a two-part article on why agile transformation initiatives fail. David's suggestion to concentrate on cultural change reminded me of one of my favorite bits on process initiatives. From Peter Coad's book, Java Modeling in Color...
Yuval Yeret

Social, Agile, and Transformation: The ScrumMaster - A role or responsibility? - 0 views

  • So if they needed the ScrumMaster role filled, then this was something they were prepared to train and assign to either a project manager or possibly a technical lead. The consensus of this team was, if you found a project manager skilled enough to have a real technical dialog with the development team, then this person could be trained and perform the ScrumMaster role.
  • The Scrum Alliance published a survey that has some supporting evidence. Over 60% of the 1100 people that responded to the survey had nine or more years of industry experience, 15% of them had twenty or more years of experience, and 35% had Masters degrees. Also, of the people who responded, 22% were project managers and another 21% were either Managers or Directors. So my simple translation is that practicing ScrumMasters are managers (project or other) with significant (10+) years of proven experience. Training and assigning this role to experienced project managers or software development managers seems like a viable approach to have the responsibility filled and having a dedicated ScrumMaster separate from these roles may not be necessary.
Yuval Yeret

CIO Perspectives: A Conversation on Agile Transformation, Part 2 - 0 views

  • Part 2
  • The really hard part is around the people transformation - getting developers to work side-by-side with testers and users is a completely foreign concept.
  • The thinking is that IT is mission-critical, so let's not change things without giving it a lot of thought and a lot of consideration
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  • The reason there's been so much turnover of CIOs in the last ten years is because the end users – the CEOs, the CFOs and the division heads – are unhappy with the results. When IT professionals realize this, and realize that something like Agile gives them the opportunity to create better value for their businesses, then they're going to be a lot more willing to adopt it. I hope that development organizations are starting to see around that corner.
  • We WANT to go Agile. How do we overcome the skepticism at the CXO level?"
  • My recommendation would be "try it." Agile doesn't equal risk, but changing development methods does equal some risk
  • t can be a big deal to say: "I'm going to change our development methodology." It makes people sit up and want to dive into deep detail before getting on board. The question comes in the form of the old development methodology: "Let me see the high level plan and what the change will be in the deliverables and methodology over the next two years." This is exactly what you're trying to avoid by going to an Agile method.
  • try Agile on a few small projects, measure the results, talk to users about their satisfaction, and then readdress
  • nitiate the shift in the most change-prone areas first, and then work it backwards through the rest of the organization
  • It doesn't happen everywhere at all times, and it doesn't work in all areas. It's good to recognize that up front – that software development projects adapt to this easily, but an infrastructure project would have challenges with this approach. So, select a few areas that would naturally lend themselves to Agile, such as application development, gradually introduce it to these areas that need it most, and then measure results.
  • Again I'd say: "Try it." Agile transition is absolutely about organizational change. To win executive support we need to speak in terms of risk management, measurement and the bottom line.
Yuval Yeret

Alistair.Cockburn.us | Agile contracts - 1 views

  • Venture-capital financing model This can be used with any of the above contract forms. In this model, the sponsor gives a round of financing for a certain amount of work, and the contracted company must produce results in order to get more funding. The sponsor can cut their losses at any time if they are not getting the results they need. They can presumably alter the terms of the contract after each work period. The result of a work period need not be working software; it could be a paper study, or a requirements document, or anything the sponsor selects. The venture-capital finance model works well with agile providers, since the agile provider is used to delivering useful, working software early and regularly. I find it an odd irony that the venture capital financiers running start-ups that I have encountered don’t take advantage of their own model to the extent agile teams do. The venture financiers let the evaluation markers occur too far apart in time. If they attached funding to monthly releases, that would oblige the start-up team to think through what it really can accomplish each month. The monthly progress would give the financiers a better sense of the start-up company’s real progress.
  • Venture-capital financing model This can be used with any of the above contract forms. In this model, the sponsor gives a round of financing for a certain amount of work, and the contracted company must produce results in order to get more funding. The sponsor can cut their losses at any time if they are not getting the results they need. They can presumably alter the terms of the contract after each work period. The result of a work period need not be working software; it could be a paper study, or a requirements document, or anything the sponsor selects. The venture-capital finance model works well with agile providers, since the agile provider is used to delivering useful, working software early and regularly. I find it an odd irony that the venture capital financiers running start-ups that I have encountered don’t take advantage of their own model to the extent agile teams do. The venture financiers let the evaluation markers occur too far apart in time. If they attached funding to monthly releases, that would oblige the start-up team to think through what it really can accomplish each month. The monthly progress would give the financiers a better sense of the start-up company’s real progress.
  • Bob Martin’s idea Bob Martin of Object Mentor posted an interesting variant to get around this problem: a base fee per story point, plus a lower-than-usual (close-to or below cost) fee per hour. This biases the contracted company’s to deliver early, but gives them some protection in case work proceeds slower than expected. Bob Martin described it this way:”[A]gree to pay a certain amount for each point completed, plus a certain amount for each hour worked. For example, let’s say you’ve got a project of 1000 points. Let’s also say that a team of four has established an estimated velocity of 50 points per week. This looks like about an 80 man-week job. At $100/hour this would be a $320,000 job. So lets reduce the hourly rate to $30/hour, and ask the customer for $224 per point. This sets up a very interesting dynamic. If the job really does take 80 man-weeks, then it will cost the same. If it takes 100 man-weeks then it will cost $344,000. If it takes 70 man-weeks it will cost $308,000. Notice that this is a small difference for a significant amount of time. Notice also that you, as developer feel strong motivation to be done early, since that increases your true hourly rate.” I have not seen that model in action myself, but several people have written in recommending it.
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  • Bob Martin’s idea Bob Martin of Object Mentor posted an interesting variant to get around this problem: a base fee per story point, plus a lower-than-usual (close-to or below cost) fee per hour. This biases the contracted company’s to deliver early, but gives them some protection in case work proceeds slower than expected. Bob Martin described it this way:”[A]gree to pay a certain amount for each point completed, plus a certain amount for each hour worked. For example, let’s say you’ve got a project of 1000 points. Let’s also say that a team of four has established an estimated velocity of 50 points per week. This looks like about an 80 man-week job. At $100/hour this would be a $320,000 job. So lets reduce the hourly rate to $30/hour, and ask the customer for $224 per point. This sets up a very interesting dynamic. If the job really does take 80 man-weeks, then it will cost the same. If it takes 100 man-weeks then it will cost $344,000. If it takes 70 man-weeks it will cost $308,000. Notice that this is a small difference for a significant amount of time. Notice also that you, as developer feel strong motivation to be done early, since that increases your true hourly rate.” I have not seen that model in action myself, but several people have written in recommending it.
  • Norwegian PS 2000 Standard contract http://dataforeningen.no/?module=Articles;action=ArticleFolder.publicOpenFolder;ID=1044 “The main feature of the contract for software development is that it provides mechanisms for establishing a common understanding between customer and the developer and a flexible iterative model for development suited for an environment of uncertainties and risks.” ...” Stage by stage, iterative development model securing ability to benefit from increasing understanding of the requirements and challenges Close co-operation between supplier and customer Incentives and sanctions in combination with target pricing Procedures for conflict resolution with an expert as a mediator ” You need to order it (it costs several thousand Norwegian kronor):
Yuval Yeret

Creating an Agile Culture to Drive Organizational Change - 1 views

  • It is critical that everyone has the same understanding of, and commitment to, the desired outcome: a business that is reliable through predictable technology processes that deliver business agility. To do this, there needs to be a management commitment to develop a focused, on-going practice around the pursuit of organizational maturity. As part of this, gaps in skills and capabilities should be identified and positive action – training, coaching, process improvement and tools deployment – taken in order to close the gap
  • the work force needs to understand the business drivers for Agility. They need to be challenged to improve their quality, improve their cycle times, to improve the frequency of releases and the value they deliver to the customer. They need to know how these things fit within the bigger picture and why improvement is their responsibility.
  • To change a culture it's important to recognize that every knowledge worker makes decisions and takes actions that affect the performance of the business. The culture in the organization is the reflection of those decisions and actions.
  • ...14 more annotations...
  • all the people understand and internalize the concepts and ideals behind the Agile movement
  • translated into concepts that can be widely applied to the many day-to-day decisions each of them will make
  • internalize and live three principles: making progress with imperfect information; existing in a high trust, high social capital culture; and shortening cycle times. These ideas need to be infused into the workforce at every opportunity.
  • it should spread virally. It can start with just one manager, who educates his immediate direct reports on the concepts and then takes the time to reflect and show how each decision is aligned the principles
  • work-in-progress as a liability rather than an asset.
  • Delivering quickly can provide immediate value while delay can result in obviated functionality of little value or missing a more lucrative opportunity while completing existing work-in-progress
  • The Agile Decision Filter
  • . Every member of the team should be educated to understand it, and to be capable of demonstrating how their decisions and actions are concomitant with it. The Decision Filter is
  • Are we making progress with imperfect information? Or are we trying to be perfect before we start? Does this decision add or maintain trust in our organization and with our partners? Or does it remove trust and breed fear? Are we treating work-in-progress as it if were a liability? Or are we treating it like an asset?
  • the team can start to modify their practices one decision at a time and drive towards a goal of business agility
  • The "transition" to Agile will happen slowly, and supporting the change will require training, coaching and tools – but change will be real and long-lasting.
  • By changing your culture using the simple principles captured in The Agile Decision Filter, teams will adopt Agile. Give it a little time and magic will happen. They will voluntarily change their behaviors and adopt Agile practices. They will behave in a fashion aligned with the principles and values behind The Agile Manifesto. They will not resist because they had a say in the changes, which are tailored specifically to their environment and their needs.
  • this approach may seem less prescriptive and straightforward than an "Agile Change Initiative" project plan. And yes, taking on a management-led Agile Transition Initiative looks faster and cheaper,
  • However, it is all wishful thinking, and the only way to get the payoff is to invest the time and show the courage to lead true Agile change. True Agile change requires you to change the culture. To change the culture, teach all your people how to use the Agile Decision Filter and hold them accountable for every decision they make.
Yuval Yeret

Permanent Link to Feature Flow - Increasing velocity using Kanban - 1 views

  • team that had some problems getting their process right
  • their velocity was decreasing and spirits were low. Luckily we managed to change our process by changing some basic Scrum practices and replacing some of them with Lean practices, inspired by the new Kanban articles and presentations. Productivity is now higher than ever and we can now focus on what really matters: product quality and customer satisfaction.
  • one major issue: getting things done. The major symptom was the frustration of management and the team with the project. The first 3-week time box (sprint) ending with about 30% (!) of all features still in progress, when, of course, they should all have been done and ready for shipment.
  • ...9 more annotations...
  • existing solution to this problem was to lower the expected velocity each sprint, so the next sprint would be on-time. But at the end of next sprint, the same problem occurred, so the velocity was going down sprint after sprint.
  • pressure of the rest of the organisation for the team to keep up their tempo. This pressure from both sides was crushing morale.
  • The way this team reacted to pressure was to work harder. Most people would have 2 or 3 tasks in progress at the same time. When a developer would finish a task, the testers were too busy testing something else, so they could give the developer direct feedback. When the tester found an issue with a new feature, the developers were already working on something else, so the tester had to wait. Simply put, there was too much focus on working long and hard, not on cooperation and the stuff that actually matters: features.
  • most dysfunctional behaviour comes from the system people are in
  • biggest struggle of this team: pressure & predictability.
  • Most Scrum masters challenge the team to reach the same (or higher) velocity each sprint. This pressure should give a team focus to perform at its best. However, it can also go haywire if the team doesn't deliver. No focus, no pride, no happy customer
  • retrospectives were dismal and planning meetings were a huge burden. The teams' productivity dropped in the days after the sprint, finding new courage to start the next one. Because they had an ineffective work-process, the only outcome of each sprint was to lower the expected velocity, to make sure we would be predictable. Estimation and predictability are only a means to an end and since they were getting in the way of fixing the root cause (and were bringing down the team's spirit) I opted to cut out the planning sessions and sprint deadlines.
  • first change we made was to set a limit of 8 tasks on the 'in progress' column
  • We spent 3 weeks bringing the numbers of open tasks from 21 to 8, without picking up any new work. Of course the team struggled with this new limit. They were used to pick up new work whenever they were blocked somehow, this wasn't allowed any more
Yuval Yeret

How Google Sold Its Engineers on Management - 0 views

  • A good manager: 1. Is a good coach 2. Empowers the team and does not micromanage (See the sidebar “How Google Defines One Key Behavior”) 3. Expresses interest in and concern for team members’ success and personal well-being 4. Is productive and results-oriented 5. Is a good communicator—listens and shares information 6. Helps with career development 7. Has a clear vision and strategy for the team 8. Has key technical skills that help him or her advise the team
  • Employees with high-scoring bosses consistently reported greater satisfaction in multiple areas, including innovation, work-life balance, and career development
  • high-scoring managers saw less turnover on their teams than the others did—and retention was related more strongly to manager quality than to seniority, performance, tenure, or promotions
  • ...1 more annotation...
  • The key behaviors primarily describe leaders of small and medium-sized groups and teams and are especially relevant to first- and second-level managers. They involve developing and motivating direct reports, as well as communicating strategy and eliminating roadblocks—all vital activities that people tend to overlook in the press of their day-to-day responsibilities.
Yuval Yeret

Negotiation Tactics - 0 views

  • In negotiation, there are many tactics that you may meet or use. They can be fair, foul or something in between, depending on the competitive or collaborative style of the people involved and the seriousness of the outcomes.
  • Behavior Labeling
  • Cards on the Table: State your case, clearly and completely.
  • ...3 more annotations...
  • Go For A Walk: Take time out to change.
  • Fair Criteria: Set decisions criteria such that is is perceived as fair.
  • Expanding the Pie: Ensuring there's more for everyone.
  •  
    Cards on the Table:
Yuval Yeret

InfoQ: What is Velocity Good For? - 2 views

  • Doubling velocity (story points done-done in each sprint) usually means we must improve several things:
  • a clearer definition of done
  • no [known] bugs escape the Sprint
  • ...6 more annotations...
  • we must prioritize the impediments, and keep removing or reducing the top one until velocity is doubled
  • Hint: We might want to prioritize the impediments by how much the removal/reduction will increase velocity. 25% here, 30% there; pretty soon you're talking a real increase in velocity.
  • Hint: Improving quality and reducing technical debt are almost always important keys to seriously increased velocity. Not the only keys, but very important.
  • Velocity is best used for long term planning. I can look at my velocity over several iterations and come up with an average (Preferably a range.) Then I can use that information to say things like: 1) Given the current backlog, how many iterations is it likely to take to complete a given set of stories? 2) How many story points, and by extension what set of prioritized stories, can I deliver by date X (e.g. in time for the trade show?)
  • I am very wary of anyone who suggests increasing velocity is a goal. *They are just estimates*. It is so easy to game. I've seen it happen both consciously and subconsciously with very undesirable effects.
  • The only measure of increased productivity is completed work. Measuring this also has the desirable side effect of encouraging people to break work down into the smallest possible deliverable units.
Yuval Yeret

Alistair.Cockburn.us | Are iterations hazardous to your project? - 0 views

  • Simply using iterations, user stories and velocity doesn’t mean your project is agile – or on the way to success.
  • why “iterations” may be hazardous to your project: ‘’Danger grows when the results of the iteration are not directly linked to delivering the product to the end user.’’ Without that linkage, iteration results hang in the air
  • What gets in the way is that the project is set up as a pipeline, with programming put somewhere in the middle of the pipeline. In this project setup, there is really nothing the programmers can do to show how their work connects to deliveries, because there are work stations before and after theirs. All they can report is that “some new code is integrated into the code base.” They are doing incremental development but not agile development.
  • ...6 more annotations...
  • magine a project team of between fifteen and four hundred people. There are user representatives, analysts, programmers, database designers, and testers, arranged in a pipeline. The user analysts talk to the users, and then to the analysts, who write down user stories. The analysts write lots of notes on each user story, since it will be a full iteration or two before any programmer will pick up the user story. The notes are between one and ten pages long. Eventually, a programmer picks up a user story along with the supplemental details, code them up in an iteration, integrate them into the growing code base, and mark their velocity. In the same or a later iteration the database designers do the same. Eventually the integration test team comes along, runs tests on the whole thing, and feeds bug reports back into the programmers’ work queues. The users or project sponsors may see the outcome every few months if they are lucky.
  • The repair is simple: connect every activity to a release or delivery to real users (delivering to even one real user makes a difference). Evaluate the team’s work based on how often they deliver to real users and how long it takes a new requirement to reach the users. Replace the fuss around iterations with fuss around deliveries.
  • Break the pipeline, lengthen the iterations, lose the machismo, deliver the project.
  • here is no mechanism in the standard agile language that warns about this loss of touch. The currently standard language consists of ‘’iterations, user stories, ‘’and’’ velocity’’. By a perverse relationship between them, it is possible to equally shrink iteration length and story size, with velocity scaling accordingly. Thus, a team can feel as though it is become more agile, when in reality it is simply becoming more cut off from its user base and the feedback it needs to succeed.
  • Collocate the requirements gatherer, the database designer, the programmer, the tester. Lengthen the iteration period to one month. Give the requirements gatherer a week’s head start on the features coming up, but otherwise arrange that all of them are working on the same feature set in the same month.
  • As an afterthought, if your new iteration length is a month, you can still run one-week planning windows to make sure you don’t get off track during the month.
Yuval Yeret

Challenging Why (not if) Scrum Fails | NetObjectives - 0 views

  • I do believe for Scrum to work beyond the team you need more than Scrum
  • what to add to Scrum making it more effective when it won't readily work
  • lack of team agility is not always the major impediment to Enterprise Agility
  • ...12 more annotations...
  • While starting at the team level with Scrum is often good, you often need to start with the product management team - that is, where product enhancements to be worked on are selected
  • Even when Scrum works at the team level, organizations very often report little impact to the bottom line.  While this is better than nothing (if the teams are happier, that's good), it usually doesn't justify a huge investment
  • in many contexts in which Scrum does not work readily, Scrum has no power to improve the context in which it is in.  In other words, the impediments that one must fix are often outside of the scope of what Scrum helps you do.
  • These impediments are often not even seen or if they are, are often viewed as "just the way it is."
  • certain Scrum attitudes often makes things worse
  • Scrum does little to let management to know how the team works or what impact management decisions have on the team
  • There is almost a religious zeal that Scrum tells you little of what to do
  • While SoS works well for certain types of work, it does not work well when the different teams have different motivations. 
  • the high failure rate is due to the fact that Scrum works in certain contexts but has little ability to change the contexts in which it doesn't work wel
  • One needs to pay attention to where to start as well as see how to change the context.  Separating the team from management doesn't help.  Focusing on only the team part of the value stream - giving little guidance both up and downstream of the team also doesn't help.  Lean provides guidance here (meaning Scrum with the aid of Lean could provide insights),
  • look into using Lean as a context for any improvement in your software development organization
  • While Scrum may be an appropriate choice in many circumstances, other methods may be better (e.g., Kanban Software Development).  Scrum's rapid ascension probably has more to do with its success in the places it easily fits.  Now that it is past the early adopter phase, we may see it having even a harder time as people attempt to scale it.
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