Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

2

Share

Download to read offline

Agile fluency and metrics2

Download to read offline

A mix of various other slides (Wouter Lagerweij and Diana Larsen). Thanks for sharing.

Related Books

Free with a 30 day trial from Scribd

See all

Related Audiobooks

Free with a 30 day trial from Scribd

See all

Agile fluency and metrics2

  1. 1. The Agile Fluency Model
  2. 2. A journey through zones
  3. 3. A journey through zones
  4. 4. 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
  5. 5. Supporters Martin Fowler Arlo Belshee
  6. 6. Supporters Arlo Belshee
  7. 7. Supporters Martin Fowler Arlo Belshee
  8. 8. Supporters Martin Fowler Arlo Belshee
  9. 9. • A group of skilled induviduals START working on a product (NOT a Team yet) Start Past August
  10. 10. Shift Team Culture October November
  11. 11. 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
  12. 12. 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
  13. 13. ”But can it be measured?”
  14. 14. ”But Thomas can it be measured?”
  15. 15. ”But Thomas can it be measured?”
  16. 16. ”But Thomas can it be measured?”
  17. 17. 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
  18. 18. Focus on Value: Key Metrics?
  19. 19. Focus on Value: Key Metrics?
  20. 20. 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
  21. 21. 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
  22. 22. 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
  23. 23. Deliver Value: Key Metrics find your own
  24. 24. Deliver Value: Key Metrics find your own
  25. 25. 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
  26. 26. Outcome: • Dev Team delivers excellent /increments/products decisions • Eliminate handoffs and wait time (Lean) • Innovation some times disruption Shift Organizational Structure: 1-3 YR
  27. 27. 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
  28. 28. Shift Organizational Structure: 0-10 YR (or never)
  29. 29. Agile Workshop for alignment & consistency October November December
  30. 30. October November December
  31. 31. Working out where we are and where to go… October November December
  32. 32. Working out where we are and where to go… Practices Past August
  33. 33. Grow your teams on solid fundation
  34. 34. Hands on October November December
  35. 35. Hands on
  36. 36. Hands on
  37. 37. Hands on
  38. 38. Hands on
  39. 39. Hands on
  40. 40. Hands on
  41. 41. Hands on
  42. 42. Hands on
  43. 43. Hands on
  44. 44. Hands on longer journey
  • suzyanerd

    Mar. 28, 2019
  • ashishm4

    Jan. 19, 2019

A mix of various other slides (Wouter Lagerweij and Diana Larsen). Thanks for sharing.

Views

Total views

180

On Slideshare

0

From embeds

0

Number of embeds

7

Actions

Downloads

10

Shares

0

Comments

0

Likes

2

×