agile 2012 - an agile adoption and transformation survival guide
DESCRIPTION
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.TRANSCRIPT
@MichaelSahota
Agile 2012Grapevine, TX
About Michael
17 years IT11 years Agile
STRATEGIC PLAY®
Session Outline
Agile Failure
Company Culture
Pick the Right Tool
Big PictureMindset
Agile Transformation
Agile Adoption
Agile Failure
http://www.flickr.com/photos/akeg/2230862848/
Quick Survey – What Agile Adoption Success have you seen?
• 5 = Every time a success
• ...• 0 = Every time a
failure
• Raise your hand when your number comes up… Photo CC
http://www.flickr.com/photos/lindsey_catherine/5808320129
Agile Tour Toronto 2011
XP Toronto Mtg 2011
Agile New England 2011
148 People PolledAverage: 2.8 out of 5
Causes of Agile Failure
Copyright VersionOne 2011
Barriers to Further Agile Adoption
Company Culture
http://www.flickr.com/photos/lokner/4164251472
Why is Culture Important?
Edgar ScheinProfessor MIT Sloan School of Management
“The only thing of real importance
that leaders do is to create and manage
culture.”
“If you do not manage culture, it manages you, and you may not even be aware of the extent to which this is happening.”
Photo courtesy: http://leadership-tdoerffer.blogspot.com/2010/11/enjoy-interview-with-prof-edgar-schein.html
Your Turn to Play
Agile Tour Toronto 2011
Agile New England 2011
Example Survey Question
When 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.
Graphic © Jurgen Appelo
Kanban Principles (Anderson)
First adopt the foundational principles
• Start with what you do now
• Agree to pursue incremental, evolutionary change
• Respect the current process, roles, responsibilities & titles
Then (use the 5 Core Properties)
1. Visualize the workflow2. Limit WIP3. Manage Flow4. Make Process Policies
Explicit5. Improve Collaboratively
(using models & the scientific method)
http://agilemanagement.net/index.php/Blog/the_principles_of_the_kanban_method/
Pick the Right Tool
http://www.flickr.com/photos/lenore-m/2515800654
Working with Existing Culture
Kanban is Like an Oreo Cookie!
Outside: Crunchy Control
Inside: Sweet White Agile Goodness (collaboration, cultivation and craftsmanship)
Craftsmanship as a starting place
Agile as a Starting Place?
http://www.flickr.com/photos/kalavinka/4617897952
What are your goals?
Pascal Van Cauwenberghe
Photos©http://www.flickr.com/photos/pascalvancauwenberghe/3053517274
My main focus is to stop companies from doing Agile.
Namiya.be
Agile Mindset
http://www.flickr.com/photos/tza/3214197147
Doing Agile
Being Agile
Agile Practices
Thanks, Bob Hartman
Adoption of Agile Practices in a Mismatched Culture
Agile Transformation
Adoption in a Supportive Culture (the Squishy Middle)
http://www.wanderingthought.com/2012/01/squishy-balls.html
Adoption
Transformation
Adoption of Agile Practices in a Mismatched Culture
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].
Agile Transformation
NOT Well Understood
Agile Is Not Enough
Adoption in a Supportive Culture (the Squishy Middle)
http://www.wanderingthought.com/2012/01/squishy-balls.html
Plan for Hard Conversations
Photos©http://www.flickr.com/photos/pascalvancauwenberghe/3053517274 and The Innovation Games Company
Johnny Scarborough
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.
Some Interesting Patterns of Transformation
#1 Build Adapters
http://www.flickr.com/photos/exothermic/2547162058
WARNING: This will fail eventually*
#2 Incubate Transformational Leadership
• 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
Leaders go first!
#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 team
See Temenos retreat @Siraju
Ref: http://adaptivecollaboration.com/2012/04/23/temenos-retreat-a-journey-of-change/
Agile in the Big Picture
http://www.flickr.com/photos/_brilho-de-conta/400937249
Transforming the World of Work
Session Outline
Agile Failure
Company Culture
Pick the Right Tool
Big PictureMindset
Agile Transformation
Agile Adoption
Resources• These slides are available on
slideshare• Free eBook:
http://www.infoq.com/minibooks/agile-adoption-transformation
• Videos, Blog Postshttp://agilitrix.com/2011/04/agile-culture-series-reading-guide/
CC @MichaelSahota