This document discusses using Kanban for organizational change. It provides a diagram showing the systemic flow mapping of different teams and projects. The key points are: (1) 95% of an organization's performance is due to its systems, not individuals; (2) the diagram maps the flow of work between different stages for multiple teams and projects; and (3) implementing Kanban principles like limiting work-in-progress and making work visible can help create safety for centralized teams and identify blockers in the wider system.
2. “95% of the performance of an organization is
attributable to the system and 5% attributable to
the individual.” – W. Edwards Deming
3. = Blocker 7
= Class of
= Limit 1
Service
Backlog Select Analysis Dev Test Demo Pre-Live Live Measure
WIP DONE WIP DONE WIP DONE
DBA team Release team
14. 1. Make work visible
2. Limit WIP
3. Create safety for centralised teams
4. Blockers / bottlenecks are signals from the
wider system
5. Map the wider system to underpin Org
Design decisions
(Thanks for listening!)
@caza_no7
Editor's Notes
What is the System?People, process, toolsPolicies, Demand & Variation, Culture (tribal traits), Collective UnconsciousPrioritisation, Hand offs and Flow of work, Org Structure (silo’s), Contention Ratio’s & Capacity***Create a system***
Kanbansystem represented in a card wallEnd-to-end value stream, Queues, A selection column, LimitsBlockers made visible – good attendance at daily stand-up to unblockClasses of Service, Avatars – CapacityMetrics – CFD & Control Charts, burn-up charts, very successfulTeam are happy, made big improvements*Spot the signals*
Kanbanflu starts to spreadCentralised teams - “More governance, more control, improved up-time”Multiple mastersMany sources of demand (BAU)Kanban creates tension in the organisationProblems are amplified in centralised teamsAnti-kanbansentiment
Start with what they do now
Visualise the current WIPObservations:No prioritisation – cherry pickingConditioned to keep busyPrioritisation by he who shouts loudest
Teams WILL get benefit from implementingKanbanReducesconfrontationProvide breathing room for bigger thinkingBUT it is a sticking plaster for a systemic problem
Peeling back the onionThis organisation is 90 years old, 200 people. They changed with ease. No big J curve of change.
Visualising the flow of work around the organisation helps us to make sense of bottlenecks and constraints
Waterfall organisation26 concurrent projectsLook at the complexity of the hand-offs / inter-team dependencies.Managers of each of the teams see an important part of their role as “managing this complexity”Variation is vast – from 2 weeks to 18 months to complete any work. This makes planning essentially impossible.
A common pattern found in many organisations:Delivery teams utilising agile and lean practices but then hit the wall of OperationsAgile in dev, ITIL in operationsNothing wrong with ITIL but the way most organisations translate ITIL into practice is fundamentally flawed as centralised teams stop flowVariation is reduced in this world significantly but the biggest source of variation is the chasm between dev and ops.
In this world there’s no concept of projects, only capabilitiesStaff from around the organisation come together to form capabilities.Variation is vastly reduced when dev and ops come together. There is absolute trust in the capability of all team members involved. Compliance with ITIL is still possible, if not made easier!
When mappingmany orgs I’ve found patterns start to emergeDirect correlation between mindset and flowAll 3 examples are similar size organisations operating within similar market sectors and ~175 people eachThe orgs on the right make significantly more profit than the orgs on the left