Agile 2012                 Grapevine, TX@MichaelSahota
About Michael  STRATEGIC  PLAY®
Session Outline
http://www.flickr.com/photos/akeg/2230862848/
Quick Survey – What Agile AdoptionSuccess have you seen?• 5 = Every time a  success• ...• 0 = Every time a  failure• Raise...
XP Toronto Mtg 2011Agile Tour Toronto 2011                          Agile New England 2011
Causes of Agile Failure
Barriers to Further Agile Adoption                   Copyright VersionOne 2011
http://www.flickr.com/photos/lokner/4164251472
Why is Culture Important?                                                                        “If you do not manage “Th...
Agile Tour Toronto 2011                          Agile New England 2011
Example Survey QuestionWhen all is said and done, the way we accomplish success in this organization is to:1. Create an or...
Graphic ©JurgenAppelo
Kanban Principles (Anderson)  First adopt the                            Then (use the 5 Core     foundational principles ...
http://www.flickr.com/photos/lenore-m/2515800654
Working with Existing Culture
Kanban is Like an Oreo Cookie!           Outside:           Crunchy           Control                      Inside: Sweet W...
Craftsmanship as a starting place
http://www.flickr.com/photos/kalavinka/4617897952
What are your goals?                                                                My main focus is                      ...
http://www.flickr.com/photos/tza/3214197147
Adoption of Agile Practices ina Mismatched Culture
Agile Transformation
http://www.wanderingthought.com/2012/01/squishy-balls.html
Adoption   Transformation
Adoption of Agile Practices ina Mismatched Culture
Adoption - Practices  Doing AgileWhen culture is not compatible with Agile Incremental Adoption    Look at Context    ...
Agile Transformation
Agile Is Not Enough
http://www.wanderingthought.com/2012/01/squishy-balls.html
Plan for Hard Conversations                                                                 Agile is about people,        ...
Some Interesting Patterns ofTransformation
http://www.flickr.com/photos/exothermic/2547162058
WARNING: This will fail eventually*
#2 Incubate TransformationalLeadership Leaders go    first!• Live the values• Lead by example• Seek to truly understand th...
#3 Develop Transformational Leadership Team Deep alignment  between leadership  teams’ personal visions  and organization...
http://www.flickr.com/photos/_brilho-de-conta/400937249
Transforming the World of Work
Session Outline
Resources• These slides are available on  slideshare• Free eBook:  http://www.infoq.com/minibooks/agi  le-adoption-transfo...
Agile 2012 - An Agile Adoption and Transformation Survival Guide
Agile 2012 - An Agile Adoption and Transformation Survival Guide
Agile 2012 - An Agile Adoption and Transformation Survival Guide
Agile 2012 - An Agile Adoption and Transformation Survival Guide
Agile 2012 - An Agile Adoption and Transformation Survival Guide
Agile 2012 - An Agile Adoption and Transformation Survival Guide
Agile 2012 - An Agile Adoption and Transformation Survival Guide
Agile 2012 - An Agile Adoption and Transformation Survival Guide
Agile 2012 - An Agile Adoption and Transformation Survival Guide
Agile 2012 - An Agile Adoption and Transformation Survival Guide
Agile 2012 - An Agile Adoption and Transformation Survival Guide
Agile 2012 - An Agile Adoption and Transformation Survival Guide
Agile 2012 - An Agile Adoption and Transformation Survival Guide
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Agile 2012 - An Agile Adoption and Transformation Survival Guide

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This survival guide (based on book) will provide you with essential mental models and a framework to navigate safely through the treacherous jungle of Agile adoption and transformation.

As much of the Agile adoption failure is a result of not understanding organizational culture, you will learn how to use the Schneider model to assess your organization.

Veröffentlicht in: Business, Technologie
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  • Except for the cake (i see control inside and a collaborative hull around) and that I doubt that Kanban is not agile I agree. Interestingly I independently came to the same conclusions.
    Still thinking that evolutionary change helps you to improve where you are (i.e. get a better control culture than the one that you're in now), but i doubt that you can change the Schneider-quadrant without strong leadership and top-down. And it definitely takes years to do so except if the social system is in a crisis.
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  • Sample survey available here: http://www.surveymonkey.com/s/VVNT5FB
  • Agile 2012 - An Agile Adoption and Transformation Survival Guide

    1. 1. Agile 2012 Grapevine, TX@MichaelSahota
    2. 2. About Michael STRATEGIC PLAY®
    3. 3. Session Outline
    4. 4. http://www.flickr.com/photos/akeg/2230862848/
    5. 5. Quick Survey – What Agile AdoptionSuccess have you seen?• 5 = Every time a success• ...• 0 = Every time a failure• Raise your hand when your number Photo CC comes up… http://www.flickr.com/photos/lindsey _catherine/5808320129
    6. 6. XP Toronto Mtg 2011Agile Tour Toronto 2011 Agile New England 2011
    7. 7. Causes of Agile Failure
    8. 8. Barriers to Further Agile Adoption Copyright VersionOne 2011
    9. 9. http://www.flickr.com/photos/lokner/4164251472
    10. 10. Why is Culture Important? “If you do not manage “The only thing of culture, it manages you, real importance and you may not even bethat leaders do is to aware of the extent tocreate and manage which this is happening.” culture.” Edgar Schein Professor MIT Sloan School of Management Photo courtesy: http://leadership-tdoerffer.blogspot.com/2010/11/enjoy-interview-with-prof-edgar-schein.html
    11. 11. Agile Tour Toronto 2011 Agile New England 2011
    12. 12. Example Survey QuestionWhen all is said and done, the way we accomplish success in this organization is to:1. Create an organization that has the highest possible level of competence and capitalize on that competence.2. Get and keep control.3. Provide the conditions whereby the people within the organization can develop and make valuable accomplishments.4. Put a collection of people together, build them into a team, and charge them with fully utilizing one another as resources.
    13. 13. Graphic ©JurgenAppelo
    14. 14. Kanban Principles (Anderson) First adopt the Then (use the 5 Core foundational principles Properties) • Start with what you do 1. Visualize the workflow now 2. Limit WIP • Agree to pursue 3. Manage Flow incremental, 4. Make Process Policies evolutionary change Explicit • Respect the current 5. Improve Collaboratively process, roles, (using models & the responsibilities & titles scientific method)http://agilemanagement.net/index.php/Blog/the_principles_of_the_kanban_method/
    15. 15. http://www.flickr.com/photos/lenore-m/2515800654
    16. 16. Working with Existing Culture
    17. 17. Kanban is Like an Oreo Cookie! Outside: Crunchy Control Inside: Sweet White Agile Goodness (collaboration, cultivation and craftsmanship)
    18. 18. Craftsmanship as a starting place
    19. 19. http://www.flickr.com/photos/kalavinka/4617897952
    20. 20. What are your goals? My main focus is to stop companies from doing Agile.Pascal Van CauwenbergheNamiya.be Photos©http://www.flickr.com/photos/pascalvancauwenberghe/3053517274
    21. 21. http://www.flickr.com/photos/tza/3214197147
    22. 22. Adoption of Agile Practices ina Mismatched Culture
    23. 23. Agile Transformation
    24. 24. http://www.wanderingthought.com/2012/01/squishy-balls.html
    25. 25. Adoption Transformation
    26. 26. Adoption of Agile Practices ina Mismatched Culture
    27. 27. Adoption - Practices  Doing AgileWhen culture is not compatible with Agile Incremental Adoption  Look at Context  Pain  Practice Avoid  Scrum  Agile Manifesto See  “Agile Adoption Patterns: A Roadmap to Organizational Success” by Amr Elssamadisy  “Becoming Agile in an Imperfect World” provides a lot of practical advice on adopting Agile [Smith & Sidky].
    28. 28. Agile Transformation
    29. 29. Agile Is Not Enough
    30. 30. http://www.wanderingthought.com/2012/01/squishy-balls.html
    31. 31. Plan for Hard Conversations Agile is about people, and as such they will tend to be largest obstacles, we will need to have serious conversations at some point if we really want to go Agile.Johnny ScarboroughPhotos©http://www.flickr.com/photos/pascalvancauwenberghe/3053517274 and The Innovation Games Company
    32. 32. Some Interesting Patterns ofTransformation
    33. 33. http://www.flickr.com/photos/exothermic/2547162058
    34. 34. WARNING: This will fail eventually*
    35. 35. #2 Incubate TransformationalLeadership Leaders go first!• Live the values• Lead by example• Seek to truly understand their culture• Be as transparent as the teams they leadSee presentation: Agile From the Top Down: Executives & Leadership Living Agile by Jon Stahlhttp://www.slideshare.net/LeanDog/agile-from-the-top-down
    36. 36. #3 Develop Transformational Leadership Team Deep alignment between leadership teams’ personal visions and organizational compelling shared vision Continued commitment to maintaining integrity and sacredness of leadership teamSee Temenos retreat@Siraju Ref: http://adaptivecollaboration.com/2012/04/23/temenos-retreat-a-journey-of-change/
    37. 37. http://www.flickr.com/photos/_brilho-de-conta/400937249
    38. 38. Transforming the World of Work
    39. 39. Session Outline
    40. 40. Resources• These slides are available on slideshare• Free eBook: http://www.infoq.com/minibooks/agi le-adoption-transformation• Videos, Blog Postshttp://agilitrix.com/2011/04/a gile-culture-series-reading-guide/ CC @MichaelSahota

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