Agile fluency and metrics2
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A mix of various other slides (Wouter Lagerweij and Diana Larsen). Thanks for sharing.
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Agile fluency and metrics2
- 1. The Agile Fluency Model
- 4. A journey through zones
- 5. A journey through zones
- 7. Positive Very incremental (Emperic approach) Investment needs to generate value Promotes Improvement Striving along the pathway illuminates new benefits/learnings Inclusive Supports any method or framework Founders thoughts when creating Agile Fluency
- 12. • A group of skilled induviduals START working on a product (NOT a Team yet) Start Past August
- 13. Shift Team Culture October November
- 14. Organizational level: • Dedicate team members to stable teams • Co-locate teams • Make Product Owner availble to Team • Adress behavior/actions that dicourage team work • Focus on removing impediments to teams success Team level: • Transparency (Deliveries) • Sharing Information • Aware of Cross Functionality benefits • Clear buisness priorities/PO • Actively seeking to improve practices • Understand how tehir work contributes to the whole Shift Team Culture October November
- 15. Outcomes: Focus on value • Everyone sees progress from a buisness & team perspective • Redirect Teams direction when needed • We start working on the most valuable thing • Trust is groving in the team, between team and managers and team and users/customer Focus on Value: 2-6 mo. October November
- 16. ”But can it be measured?”
- 17. ”But Thomas can it be measured?”
- 18. ”But Thomas can it be measured?”
- 19. ”But Thomas can it be measured?”
- 20. Focus on Value: Key Metrics ideas only Key Metric: ask the one you would like to meassure • Does the team talk/plan/delivering value? • Can anyone in the organisation/customer see progress
- 21. Focus on Value: Key Metrics?
- 22. Focus on Value: Key Metrics?
- 23. Organizational level: • Patience and support • Accept productivity will dip (team is learning) • Hire agile developer (Specialists) Team level: • Deep commitment to upholding practices • Keep working towards Cross Fuctionality, Include new team member/devOps/UX… • Technical mentoring • Open minds to the unsual: Pair Programming, Shared Ownership, ZERO bugs, XP – Software Craftmanship –Clean Code… Shift Team Skills 2016 2017 2018
- 24. Outcome: • Dev Team owns and deliver quality in their increments/products • Deliver at the cadence of the market or business needs • Organisation capture value frequently • Reveal obstructions early before they become big (less costly) Shift Team Skills: 5-18 mo 2016 2017 2018
- 25. Deliver Value: Key Metrics find your own Key Metric: ask the one you would like to meassure • Is continuos delivery the norm • Does the team know the cadence of market/needs • Does the team have the right skills to deliver value and quality CONSISTENTLY
- 26. Deliver Value: Key Metrics find your own
- 27. Deliver Value: Key Metrics find your own
- 28. Organizational level: • Minimal Management oversight • Incorporate buisness experts in the team • Transfer responsibility as hire, budgets, plans • Organizational Champions that will work to keep this change. Team level: • Buisness expertise in the team • Management shift • True Cross Functional team • Remain patient for organization change • Trust is pure between team, managers and buisness/customer Shift Organizational Structure 2017 2018 2020
- 29. Outcome: • Dev Team delivers excellent /increments/products decisions • Eliminate handoffs and wait time (Lean) • Innovation some times disruption Shift Organizational Structure: 1-3 YR
- 30. Optimize Value: Key Metrics? Key Metric: ask the one you would like to meassure • Does the Scrum team talk/plan/delivering value? • Can anyone in the organisation/customer see progress • The Buisness and the team use a shared language to talk about goals and progress • Teams have access to all the information they need to deliver value • Team is empowered to make product decisions
- 31. Shift Organizational Structure: 0-10 YR (or never)
- 33. Agile Workshop for alignment & consistency October November December
- 35. Working out where we are and where to go… October November December
- 36. Working out where we are and where to go… Practices Past August
- 37. Grow your teams on solid fundation
- 38. Hands on October November December
- 39. Hands on
- 40. Hands on
- 41. Hands on
- 42. Hands on
- 43. Hands on
- 44. Hands on
- 45. Hands on
- 46. Hands on
- 47. Hands on
Notas do Editor
- https://www.youtube.com/watch?v=69dsU-_EEzM