scaling engagement agility
TRANSCRIPT
About Me• 20+ years managing the quality
and delivery of software projects• 10+ years working in agile
environments• Scrum Mastered many mission
critical projects• Successfully implemented agile
processes and practices in 4 enterprise software organizations
• Certified Scrum Professional, Certified Scrum Master and Six Sigma Black Belt
Topics To Be Discussed• Engagement Agility And Hiring
• Onboarding A New Team
• Customer Driven Focus
• Shared Social Learning
• Continual Change
• What Do We Need In A Leader
• Performance Management
Employee Engagement• Need to find harmony between People,
Process and Tools• People should be the driver, not passenger• The Motivation Trinity
Mastery
IntrinsicMotivation
Purpose Autonomy
• Maintain start-up culture
• “Doing” agile and “Being” agile
• Continually share the organization vision
• Create a bond with every employee
How To Acquire New Talent?1. Hire people “solo”
2. Hire entire teams (“acquhire”)
3. Promote/Move employees from within organization
Host A Mini-Job Fair Within The Org.• Already know your
products, processes and tools
• Improves onboarding• Creates cross-
functioning employees
Traditional Job Models• Traditional job
models force employees to specialize in a specific area
• More organization focused, than person focusedTraditional job models
require employees to select their career
path on day 1.
Learning Paths• Let employees experiment
with multiple disciplines within your organization
• Specialization & Versatility
• Motivates employees by giving them control to succeed in their role
The Onboarding ProcessIn order for a team or individual to be successful in an organization there must be a focus on the onboarding process.
Acquire
Kick-off
Assimilate
Feedback
Follow-up
What Is Empathy?The action of understanding, being aware of and being sensitive to the feelings, thoughts and experiences of another.
Empathy Driven Development
• Development approach that relies on team members making decisions based on empathy towards impacted customers
• Requires self-organization of development teams
• Complementary to Agile Software Delivery
“When people are financially invested, they want a return. When people are
emotionally invested, they want to contribute.”
– Simon Sinek
Lean Coffee• Participants drive agenda of meeting
• Dot voting from backlog of topics
• Each topic is time-boxed
• Provides honest dialog, which creates urgency and reduces resistance
• No formal meeting invite
Community of Practice• Make teams responsible for improving our practices• CoPs have a champion from each team and one coordinator• The CoP develops best practices for the specific area• Champions bring ideas and issues from their teams • Champions disseminate best practices to teams• Each CoP establishes its own charter • Several CoPs in early stages of development:
– Agile Maturity– Development– User Experience (UX)– Performance– Testing
Continual Change• Must sustain continual change pace
• Lag time between decision and achievement
• Must be able to experiment, not just optimize
• Process and tools will become obsolete far faster than people will
Continual Relationship• Keep re-recruiting employees to build motivation
• Leader’s job is to ensure that employee’s needs, interests and learning path are met
• Keep as wide as possible
• Less formal meetings, more coffees
Performance Mgmt: Short vs Long-term
Short-term theme #1
Short-term theme #2
Short-term theme #3
Short-term theme #4
Short-term theme #5Long-term theme
Team Performance Goals• Goals enables a team to clarify what
constitutes as meaningful results• Individual recognition of members on the
team• What are your Core Agile Values
Commitment
Openness
Adaptability
Courage
Focus on results
Trust
THANK YOUDAVE DAMEDirector, Agile and Lean Practices, BlueCatEmail: Twitter: @TheAgilityEdgeLinkedIn: https://linkedin.com/in/daviddame
www.DaveDame.com
Image Credits• Empathy: https://hbr.org/2015/03/empathy-is-key-to-a-great-meeting• Brain:
http://www.olaalaa.com/health-tips/health-benefits-of-olive-oil%E2%80%8E-cancer-heart-disease-cardiologist-fruit/
• Experiment Model: Jason Little interpretation• Fail Fast, Fail Often: http://itsfunny.org/wp-content/uploads/2013/07/Fail-and-win-reality.jpg• Job Fair: http://resumebear.com/blog/2009/04/09/2009-job-fair-survival-guide/• Broken chain: http://eagle-entrepreneur.com/2013/02/gsu-students-work-to-break-the-chain/• Intrinsic motivation:
http://www.mbaskool.com/business-articles/human-resource/5587-why-performance-management-is-so-difficult.html
• Understanding your customer - http://financial-way.com/defaultsite