Episode 150: FailAgility – Live from LAST Brisbane 2018

The Agile Revolution Podcast

Craig and Tony were privileged to be asked to be the keynote speakers at LAST Brisbane 2018. This is the audio from the keynote with introductions from long time listener Dave Pryce. You can follow along with the slides below:

TheAgileRevolution-150 (49 minutes)

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ThoughtWorks Sold to Private Equity Firm Apax Partners

Global software development and digital transformation company ThoughtWorks is to be acquired by London-based private equity firm Apax Partners. The terms of the deal were not disclosed and it is expected to close in Q4 2017.

Source: ThoughtWorks Sold to Private Equity Firm Apax Partners

Episode 114: The Responsibility Process with Christopher Avery

The Agile Revolution Podcast

caveryCraig and a late-arriving and quietly spoken Renee talk to Christopher Avery, author of “Teamwork is an Individual Skill” and the visionary behind The Leadership Gift and the Responsibility Process, at Agile 2015 in Washington, DC:

  • Management science says that the problem of business performing highly and being profitable and people having a life at work are highly at odds with each other, Agile has challenged that
  • Organisational Agility and self organising teams have been around since the late 80’s / early 90’s
  • Keynoted the first combined XP / Agile Universe Conference in Calgary 2004
  • Responsibility Process is now in 26 languages, including Klingon
  • Responsibility Process is a naturally occurring pattern that occurs in our mind that shows how we respond to upset or frustration in ways that we either cope with it or take responsibility to learn and grow
  • Correlation between The Responsibility Process and…

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Episode 112: Inside Spotify with Anders Ivarsson

The Agile Revolution Podcast

AndersRenee and Craig are at the Agile Australia conference and talk to Anders Ivarsson, an organisational coach at Spotify, and learn some of approaches that make Spotify tick:

  • Agile Australia talk “Autonomy and Leadership at Spotify” and workshop “Organisational Improvement: Design-inspired Problem Solving”
  • Agile Coaches spend time with squads versus a new role of organisational coach that looks at the culture, ways of working, vision and systemic wastes
  • Spotify is not a model
  • Original Spotify scaling paper, never imagined the spread or the impact
  • Spotify have shared a lot of the things that have worked well, but they do also have challenges as well – one is alignment across teams as the organisation gets bigger so they have been working on visualisation and prioritisation
  • Spotify Culture videos (Part 1 and Part 2)
  • use microservices to ensure that the organisation can work in the…

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Episode 106: Turning the Agile Ship Around with David Marquet

The Agile Revolution Podcast

DavidMarquetTony, Renee, Craig and special guest host Tyson Nutt catchup with David Marquet, author of “Turn The Ship Around!” and the “Turn Your Ship Around” companion workbook at the Agile Australia conference and talk about how similar a nuclear submarine and an Agile team really are:

  • leadership is not about telling people what to do and how to do it
  • all investments in human beings are long term
  • the approach spread from the bottom up, now the book is on the official reading list of two Navy’s (including New Zealand)
  • “I intend to” does not mean they get to do it – gives psychological ownership and to spark the conversation
  • thinking out loud is about saying what is going on in our head, this even works when teaching your children how to drive!
  • feed the beast – don’t respond by hiding, feed them with as…

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The Secrets to Leading Virtual or Dispersed Agile Teams

AgileBrisbaneAt the April 2016 Agile Brisbane meetup, we were lucky to have Korrine Jones present on Leading Virtual Teams. Korrine is the author of “Virtual Team Reality: The Secrets to Leading Successful Virtual Teams and Remote Workers“.

Check out her slides for the full summary of her talk, but here are my notes from the talk:

  • distance does not make a huge difference once you are not co-located – whether a floor away or across the world
  • challenges – time zones, culture, accountability, multiple competing stakeholders, latency in communication, availability and willingness, no body language

Korrine Korr

  • Albert Mehrabian principle – to interpret meaning it comes from 7% words, 38% tome and 55% non verbals – which explains why we have so much breakdown in virtual communication, on the phone the breakdown is 8% words and 82% tone
  • success factors – top notch leadership, clear goals, periodic face to face, frequent communications, attention to cultural differences, maximised communication quality
  • a virtual leader needs to amp up the skillet of a good leader – communication, listening, open dialogue, goals, team dynamics, culturally sensitive, results focussed, handle conflict
  • need to develop a shared team vision
  • develop a social contract – ask what are the values, then to get around understand and cultural differences ask them to explain what that will look like
  • fave to face inductions for new starters has a better chance for success
  • high clarity processes, the team performance grows as the dispersion grows
  • select people who are self starters, tech savvy, autonomous, actively reach out to collaborate
  • manage by outcomes not activity (as you can’t see them) – so need to agree the objectives, collectively make a plan, collectively monitor performance
  • GROW coaching model works well for remote workers, ask them what the goal is, what’s happening now, where are you at, what could you do, what do you need from me
  • build one on one relationships – regular deliberate contact, focus on those most remote, have purely social conversations to build connection
  • swift trust – trust that builds easily, SES has this because they know others have training, but one breakdown in conversation this breaks down
  • need to move from swift trust to real trust – do you know the needs and expectations that you team needs from you and you need from them, these need to me be met for trust, it’s a simple conversation we often don’t have, you may need to lead the conversation for others to reciprocate
  • virtual meeting – need to amp up how you chair, what are the protocols (eg mute when not speaking, raise hands, etc)
  • virtual celebrations – have lunch or celebrations at each end
  • have a ritual or something at the start of a call – a fun example is 2 truths and a lie or a list of words that can be snuck into a conversation
  • consider the richness of your tools

Korrine alluded to these YouTube videos on virtual meetings, worth a watch!

 

Episode 101: The Lean Mindset with Mary and Tom Poppendieck

The Agile Revolution Podcast

craig-poppendieckCraig catches up with two luminaries in the Agile and Lean space, Mary and Tom Poppendieck at YOW! Conference to talk about agile, lean, rapid feedback, culture and leadership. The discussion points include:

  • Making the link between lean and software development and discovering that waterfall makes no sense
  • The origins of the first book: Lean Software Development: An Agile Toolkit
  • Agile is not lean in software development, Agile is lean in a delivery organisation
  • How long does it take you to put a single line of code into Production?
  • The manifestation of lean really kicked off in 2010 with both the rise of DevOps and the Lean Startup
  • Delivery organisations versus engineering organisations and the journey of Agile
  • Agile has not well addressed delivering the right stuff, solving the right problem and the architecture of rapid deployment
  • Only two goals at ING: Deliver every two weeks and don’t crash production, resulted…

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Michael Hamman, Lyssa Adkins and Michael Spayd on Integral Agile and Coaching for Teams, Management and the Enterprise

InfoQMichael Hamman, Lyssa Adkins and Michael Spayd of the Agile Coaching Institute talk about Integral Agile and the personas of Agile Coach, Enterprise Agile Coach and Organisational Leader.

lyssa2Source: http://www.infoq.com/interviews/agile2015-hamman-adkins-spayd