This is the story of sprintz.work

2. Today …
• How and why we built SprintZ.work.
• The way to learn to manage remote workers is to manage remote
workers
• How we are training sprinters to work effectively at companies around the
world
• Key learnings from many remote innovation sprints
• How you can hire our sprinters for your project(s) and/or join one of our
management training programs
• And how to run better remote sprints if you choose to do them on your
own.

3. The Story of Sprintz.work
1. A request “ Create a remote Innovation
Management Program”
2. Should I ?
3. Could I ?
4. How could WE do it best ?
5. Questions and Answers
15 Min
45 Min

4. The Back Story
• An “older” guy that believes innovation
is about human contact (in person)
• A strong believer in Sprints
• 3 experiences managing remote teams
with mixed results
• Then came Covid 19.
“2 MBA programs… Mr. Cassady, Can
you make your course into a remote
innovation management course ? “

5. Should I ?
• 8 Experts to investigate via a 3-week remote Sprint
(4 Innovation experts and 4 remote work experts)
Interaction is needed to spark ideas
and easier in person
Diversity is more important and it is
easier remotely
Remote = no trust
No Psychological safety
Some people happier and feel safer
collaborating remotely
Lack of attention when working
remotely
Easier to schedule things remotely
More deep thought
No good tools to work remotely Lot’s of good tools to work remotely
Remote will always be a second choice Remote is often better
Remote ExpertsTraditional
Innovators
VS.

6. Should I ?
• 8 Experts to investigate via a 3-week remote Sprint
(4 Innovation experts and 4 remote work experts)
Interaction is needed to spark ideas
and easier in person
Diversity is more important and it is
easier remotely
Remote = no trust
No Psychological safety
Some people happier and feel safer
collaborating remotely
Lack of attention when working
remotely
Easier to schedule things remotely
More deep thought
No good tools to work remotely Lot’s of good tools to work remotely
Remote will always be a second choice Remote is often better
Remote ExpertsTraditional
Innovators
VS.

7. Should I ?
• 8 Experts to investigate via a 3-week remote Sprint
(4 Innovation experts and 4 remote work experts)
Interaction is needed to spark ideas
and easier in person
Diversity is more important and it is
easier remotely
Remote = no trust
No Psychological safety
Some people happier and feel safer
collaborating remotely
Lack of attention when working
remotely
Easier to schedule things remotely
More deep thought
No good tools to work remotely Lot’s of good tools to work remotely
Remote will always be a second choice Remote is often better
Remote ExpertsTraditional
Innovators
VS.

8. Should I ?
8 Experts to investigate via a 3-week remote Sprint
(4 Innovation experts and 4 remote work experts)
Interaction is needed to spark ideas
and easier in person
Diversity is more important and it is
easier remotely
Remote = no trust
No Psychological safety
Some people happier and feel safer
collaborating remotely
Lack of attention when working
remotely
Easier to schedule things remotely
More deep thought
No good tools to work remotely Lot’s of good tools to work remotely
Remote will always be a second choice Remote is often better
Remote ExpertsTraditional
Innovators
VS.

9. Results …
We agreed to disagree… 2 Innovation experts left the group
Conclusions of those that remained
1. The world is probably moving remote
2. Even if it doesn’t, remote is the torture test of Innovation
management
(so if you can innovate remotely you innovate anywhere)
Let’s give it a go !

10. Sprints are powerful
A good thing to teach
• Focused
• Time Boxed
• Process Driven
But

11. Short sprints can achieve a great deal
quickly but they DO NOT always
deliver the long-term results you need.
• Too short (Hit or Miss)
• Limited Expert Interviews
• A lack of a learning focus
• Over and done => Unrepeatable

12. Could I ?
• Were there good books ? Not really
• Do you need to know how to do
something to teach something ?
• Different length Sprints
• 5 day – OK, but little learning
• 8 weeks – too long, people exhausted
• 5 weeks – about right
• Project Formats
• Do only – Some learning, but little sticks
• Managers together – missed managing
• Managing untrained interns = chaos
• Managing trained interns = about right
Learning by doing …

13. Other learnings
1. The books understate the challenge
2. Key learnings
• Preparation is key.
• The day before your sprint is the hardest day
• Deal with technology up-front
• Build skills before the work together
• Have a clear road map
• Day by day deliverables
• Build Rhythms and routines (daily stand-ups + live question board)
• Take time for the "soft stuff“ (interpersonal in addition to work)
• Innovation + Management + Technology
• Mix fun with hard work

14. Our most important learning
The bicycle theory
Your can’t learn to ride a bike from a book or a course. You learn by doing
It is the same for management

15. How would you like to learn ?

16. Low to the ground
Smooth runway
Training Wheels
Experts to help and support
A plan to get started

17. The Ideal format
Trained Students
An Intensive 5 day program
working on real projects
60 hours in 5 days
5 week Manager program
A 5 week program with clear
targets and an agreed process
• Trained participants
• Daily Standups
• Weekly training + coaching
10-15 hours per week
Notice +/- same hours as
students

18. Real content: The ABCs of Innovation
• A new book that build on and
extends: lean start-up, sprints, the
busines model canvas
• Written with 24 co-authors
• Taught at several MBA programs

19. The core value add of Cycles:
Alignment + more on “how to” and a systems view of innovation

21. A win / win for everyone
• Students:
• Certification
• Internship / employment opportunities
• Long-term skills
• Managers:
• A focused approach deliver results
(do more in 5 weeks than they ever thought possible with a team that can
help)
• Students to hire for long-term positions
• Profound learning, tools, methods to keep things going

23. Results to date
• The pilot student program = July 20
• 520 applicants, 120 accepted, 72 started, 59 certified
• V2 of the student program week of September 21
• The manager program October 5
3 options
1. 15 K Group 5 week program
2. 25 K Personalized company programs (per sprint)
3. Trained Sprinters: 1K / week

24. The value proposition :
For companies: More than you even thought possible in 5 weeks
For managers: An MBA level program with tools and methods
True North Spark Decks 4 Ps
Problem
Promise
Proof
Payoff
SystemThinking

25. Watch this space …
Targets for the next 12 months
• 500 Students Certified
• 50 company programs
• How to better build innovation habits
And lot’s of new and bigger ideas

26. Discussion
• Do you agree “The way to learn to manage
remote workers is to manage remote workers
“
• What kind of projects could this work on for
you ?
• Market Validation
• Existing projects
• How would you want to select Sprinters for
your company ?
• Other questions

27. Next Steps
• A free one to one talk “A defined target for a sprint”
link: https://sprintztalk.youcanbook.me
• Or simply send me an email saying how you’d like to start
(bryan@bryancassady.com)

28. Fact
Sheet