self organisation based on the grounded theory on self organising agile teams and a single-confirmatory case study. For the complete grounded theory pls visit Dr. Rashina Hoda web page (http://rashina.com). This presentation contains findings based on the single case study as well.
Value Proposition canvas- Customer needs and pains
Agile Manifesto Principle #11: the best architecture, requirements, and design emerge from Self Organizing Teams" OK, Let's Self Organize!
1. AGILE MANIFESTO
PRINCIPLE #11
THE BEST ARCHITECTURE
REQUIREMENTS
AND DESIGNS
EMERGE FROM
SELF ORGANIZING TEAMS
OK LET’S SELF-ORGANIZE!
NIKOS BATSIOS
SCRUM MASTER @ INTRACOM-TELECOM S.A
AGILE GREECE
ATHENS MEET-UP
14.01.2014
2. INDIVIDUALS AND
INTERACTIONS
OVER PROCESSES AND TOOLS
WORKING SOFTWARE
OVER COMPREHENSIVE
DOCUMENTATION
CUSTOMER COLLABORATION
OVER CONTRACT
NEGOTIATION
RESPONDING TO CHANGE
OVER FOLLOWING A PLAN
3. #1 OUR HIGHEST PRIORITY IS TO SATISFY THE CUSTOMERTHROUGH EARLY AND
CONTINUOUS DELIVERYOF VALUABLE SOFTWARE
#2 WELCOME CHANGING REQUIREMENTS, EVEN LATE IN DEVELOPMENT AGILE
PROCESSES HARNESS CHANGE FOR THE CUSTOMER'S COMPETITIVE ADVANTAGE
#3 DELIVER WORKING SOFTWARE FREQUENTLY, FROM A COUPLE OF WEEKS TO A
COUPLE OF MONTHS, WITH A PREFERENCE TO THE SHORTER TIMESCALE
#4 BUSINESS PEOPLE AND DEVELOPERS MUST WORK TOGETHER DAILY THROUGHOUT
THE PROJECT
#5 BUILD PROJECTS AROUND MOTIVATED INDIVIDUALS. GIVE THEM THE
ENVIRONMENT AND SUPPORT THEY NEED, AND TRUST THEM TO GET THE JOB DONE
#6 THE MOST EFFICIENT AND EFFECTIVE METHOD OF CONVEYING INFORMATION TO
AND WITHIN A DEVELOPMENT TEAM IS FACE-TO-FACE CONVERSATION
#7 WORKING SOFTWARE IS THE PRIMARY MEASURE OF PROGRESS
#8 AGILE PROCESSES PROMOTE SUSTAINABLE DEVELOPMENT. THE SPONSORS,
DEVELOPERS, AND USERS SHOULD BE ABLE TO MAINTAIN A CONSTANT PACE
INDEFINITELY
#9 CONTINUOUS ATTENTION TO TECHNICAL EXCELLENCE AND GOOD DESIGN
ENHANCES AGILITY
#10 SIMPLICITY—THE ART OF MAXIMIZING THE AMOUNT OF WORK NOT DONE--IS
ESSENTIAL
#11 THE BEST ARCHITECTURES,
REQUIREMENTS, AND DESIGNS
EMERGE FROM SELFORGANIZING TEAMS
#12 AT REGULAR INTERVALS, THE TEAM REFLECTS ON HOW TO BECOME MORE
EFFECTIVE, THEN TUNES AND ADJUSTS ITS BEHAVIOR ACCORDINGLY
4. SELFORGANIZATION
CANNOT BE A
BEST PRACTICE
IT IS THE
DEFAULT
PRACTICE OF ANY
SYSTEM,
INCLUDING
TEAMS
BUT
IS WHAT HAPPENS
ALSO HAPPENING
IN THE RIGHT
DIRECTION?
JURGEN APPELO MANAGEMENT 3.0
Self-organized formation in a fish shoal (a) Emergence of a vortex in a school of barracudas, consisting of individuals circling around an unoccupied core. (b) Some simple rules
used by individuals to synchronize with their neighbourscan lead to emergent spatio-temporal patterns at large scale, http://cognition.ups-tlse.fr/dynactom/
dynactomprojetsEn.html
5.
COMMAND AND
CONTROL IS A
SPECIAL CASE
OUR ATTEMPT TO
STEER SELFORGANIZING
SYTEMS
TOWARDS A
DIRECTION THAT
STAKEHOLDERS
CONSIDERED TO
BE VALUABLE
JURGEN APPELO MANAGEMENT 3.0
7. GROUNDED THEORY ON SELF
ORGANIZED AGILE TEAMS
58 PARTICIPANTS
23 SW ORGANIZATIONS
10 NEW ZEALAND
28 INDIA
4 NORTH AMERICA
DR. RASHINA HODA, http://rashina.com/
A SINGLE-CONFIRMATORY CASE
STUDY ON A NEW SCRUM TEAM
PARTICIPANT OBSERVATION FOR ONE
YEAR
INTERVIEWS
NIKOS BATSIOS
10. MENTOR
PROVIDE GUIDANCE AND SUPPORT
REMOVE MISCONCEPTIONS
GETTING TEAM CONFIDENT IN
USE OF AGILE
AGILE ADHERENCE
ENCOURAGE SELF-ORGANIZED
PRACTICES
CHALLENGE TEAM TO CHANGE
ROLES
SUPPORT TEAM IN GROWING A
MINDSET OF CONSTANT
IMPROVEMENTS
16. NEW TEAM
AGILE COACH IS
LIKELY TO PLAY
MOST OF THE ROLES
SUCH AS MENTOR,
CHAMPION,
PROMOTER,
CATALYST AND COORDINATOR
GRADUALLY PASS
THEM ON TO OTHER
MEMBERS
BUSINESS ANALYST/
EXPERIENCED
DEVELOPER MAINLY
UNDERTAKE
TRANSLATOR OR COORDINATOR ROLE
!
17. MATURE TEAM
EVERY ROLE
COULD BE
PLAYED BY
ANYONE IN
THE TEAM
AGILE COACH
COULD COACH
THE TEAM
BASED ON
IDENTIFIED
NEEDS
19. !
BALANCING FREEDOM AND
RESPONSIBILITY
COLLECTIVE
ESTIMATION AND
PLANNING
COLLECTIVE DECIDING
TEAM NORMS,
PRINCIPLES
COLLECTIVE RISK
HANDLING
SHARED PURPOSE
WORK FLOW
TRANSPARENCY
INFORMATION
RADIATORS
DAILY STAND UP TO
PLAN AND MONITOR
!
!
!
!
!
!
!
SHARED RESPONSIBILITY
MINDSET
CLEAR ROLES
RESPONSIBILITIES AND
INDIVIDUAL EXPECTATIONS
TAKING TASK AND
IMPEDIMENTS OWNERSHIP
FOCUS ON BUSINESS
PRIORITIES
ALIGNMENT WITH
ORGANIZATION
BOUNDARIES
AWARENESS OF
ORGANIZATION VISION AND
PURPOSE
INDIVIDUAL AND TEAM
COMMITMENT
!
!
20. BALANCING CROSS FUNCTIONALITY
!
AND SPECIALIZATION
!
!
!
PAIR WORK
ROLE AND ACTIVITIES
ROTATION
MUTUAL SUPPORT AND
INTEREST
!
!
!
AWARENESS OF
INDIVIDUAL STRENGTHS
AND WEAKNESSES
MULTIPLE
PERSPECTIVES AS AN
OPPORTUNITY TO SHARE
AND LEARN
!
!
21. BALANCING CONTINUOUS
LEARNING AND ITERATION
PRESSURE
!
!
CONSTRUCTIVE
FEEDBACK
LEARN FROM FAILURES
MINDSET OF
CONTINUOUS
IMPROVEMENTS
E2E VIEW
PAIR IN NEED
!
!
!
!
!
REFLECT AND ADAPT
THROUGH
RETROSPECTIVES
LEARNING SPIKE/
STORIES WITHIN THE
ITERATION
NEW TEAMS START WITH
LOW COMPLEXITY
PRODUCTS
!
!
23. MANAGEMENT
SUPORT CULTURE
ORGANIZATIONAL
THAT EMBRACE FEEDBACK
TRANSPARENCY OPENNESS
SHOWS TRUST
CRUCIAL VALUES TO ACHIEVE
AND SUSTAIN RESPONSIBLE
AUTONOMY
UNDERSTAND IMPLICATIONS
OF THEIR RESOURCE
MANAGEMENT
TEAM STABILITY
HIRING-REMOVING
INDIVIDUALS BASED ON THEIR
FIT INTO AN AGILE CULTURE
UNDERSTAND THE BENEFITS
OF BEING AGILE FOR
BUSINESS DRIVERS AND
TRIGGER REQUIRED CHANGES
!