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Pet Peeves

Are you playing Football by the Rules?

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Are you playing Football by the Rules?

I have to admit that I’m quite the American Football fan. Growing up in Pennsylvania, my team was the Philadelphia Eagles. If you know anything about them, you know that they have a relatively “vigorous and unrelentingly positive” fanbase. 

https://www.facebook.com/UKGridiron/videos/snowballing-santa_15-december/743806219452545/

But then years ago, I moved to the New York tri-state area and became a fan of the NY Giants. I root for those two teams during the season unless they’re playing each other, then I root for the Eagles.

But let’s move it along a bit…

Are you playing Football?

While there is heated play on the football field, I don’t see a whole lot of debate whether one team is playing football or not. The rules are fairly clear and the teams are expected to adhere to them.

For example, 4 – 15-minute quarters, or no tackling with the crown of your helmet, or touchdowns are worth 7 points and occur when you cross the goal line.

The rules are intended to frame the game so that everyone is playing within a rudimentary and relatively simple set of constraints.

What’s truly important?

What’s truly important seems to be—winning the game. And, from a coaching perspective, that involves the following:

  • Finding good people with the appropriate skill levels

  • Forming an identity, establishing an offensive and defensive strategy (identity)

  • Giving them the opportunity to form and operate as a team

  • Practice, practice, practice; learning from the videos and continuous improvement

  • Get out of the team’s way and let them play the game…

  • Rinse & repeat.

Perhaps a little time is spent on the rules, but the critical thing is finding and developing a shared vision and focusing on the goal—winning games.

Not answering the question—are you doing & playing football or not?

The point?

There seems to be an ongoing debate in the agile community around Scrum. That is, are you doing Scrum or not?

As an example, I saw this post from Martin Hinshelwood on LinkedIn where he makes the definitive point—

The minimum bar

for Scrum is a

working usable

increment every

iteration

including the first.

And Martin should know since he’s been a PST (trainer) with Scrum.org for the past 12+ years.

But it made me think…

Is the point of agile, business agility, agile mindsets, the agile manifesto, principles, delivering customer value, lean thinking…

  • Doing Scrum?

  • Delivering a working, usable increment every iteration?

  • Explicitly following the rules as dictated by “experts”?

Or is it something else entirely?

And should influencers, experts, and pundits like Martin be focusing on the rules…or something else?

Wrapping Up

Just to be clear, I’m not arguing with Martin. He’s certainly more experienced in “Scrum” than I am.

And I “get” his point about delivering “working software”. Heck, it’s principle #3 in the Agile Manifesto, so essential and relevant. But they didn’t say every iteration in the Manifesto. Instead, they said frequently.

But should THAT be the focus? Following the rules? Doing Scrum?

I think not. As in football, I believe it’s about setting the table to—Win the Game!

And that isn’t necessarily about Scrum or certification letters or continuously advocating to do Scrum by the book. We must leave these endless debates and positional statements behind us and focus on the game and the results.

Stay agile my friends,

Bob.

BTW: I do apologize for the “football” metaphor. I realize it isn’t very clear globally, but perhaps useful as well…

And I thought I’d share some additional examples of rules over the primary goal.

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Our Value Isn’t Arithmetical

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Our Value Isn’t Arithmetical

I saw a post the other day on LinkedIn where someone made the case on how to show value as Agile coaches, consultants, trainers, and leaders. 

The article was very math-focused, basically boiling everything down to the following—

Value = (The benefits a client/customer/leader receives – Total cost of ownership)

Then, they provided some value ROI calculations for various roles. All in all, it was a nice, tight argument. The numbers were precise, and the conclusions were telling.

The numbers don’t lie

We’ve all heard this argument or position when folks are speaking about organizational leaders and how they determine value. It’s often arithmetic, algorithmic, and quantifiable. The phrase, the numbers don’t lie or the data doesn’t lie, is usually attached to their perspective.

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Respect!

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Respect!

I saw this post on LinkedIn the other day from Brian Orlando. I read it and a few comments, which motivated me to write this post. 

Here’s Brian’s initial post—

I've been thinking...

In the latest 
Arguing Agile Podcast podcast where Hemant (Om) Patel and I discuss Peter Drucker's three different types of teams, right near the end we started to talk about aligning #management with/to the appropriate team model.

Anyone who has been involved in an 
#agile transformation knows organizational design changes are likely required for success (in response to product challenges, changing markets, etc).

I'm wondering why the obstinate resistance to responsive 
#organizationaldesign and #organizationaldevelopment?

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Why so much resistance to guardrails?

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Why so much resistance to guardrails?

I saw this post on LinkedIn the other day from Damon Poole where he was responding to a question about daily standup. And it made me think of all the debates I see today around folks in the agile community, how do I say it, following the “rules” of the various frameworks, methods, and tactics. 

Now I get it. We’re agile, right? So, we should be inspecting, adapting, experimenting, not becoming dogmatic, etc.

But at the same time, I don’t get the point about all rules being bad. Especially when you’re just beginning (Shu for those familiar with that metaphor) or new to agile ways of working.

Learning to drive

For example, if you’re learning to drive, there are typically rules for learning to and maturing your driving, then the following is a fairly sensible path—

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Do you need an Agile Coaching Playbook?

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Do you need an Agile Coaching Playbook?

I happened upon the Boston Consulting Group paper entitled Why Your Agile Coaching Isn’t Working—And How to Fix It

Here’s a short snippet from the article that I want to use as a backdrop for several points—

The coaching playbook is especially useful when coaches run two-week “sprint” interventions with teams that need to improve a specific capability or to address performance gaps. The coach then chooses from hundreds of “battle-tested” interventions in the playbook that target that capability or performance gap, and designs a sprint plan based on it. At the end of the sprint, the coach and team evaluate the impact of the intervention. Reflecting on the effectiveness of the intervention and creating new ones also helps propagate and improve the catalog of interventions.

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SAFe -- The Gift that Keeps on Giving & Growing

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SAFe -- The Gift that Keeps on Giving & Growing

I just saw the announcement for SAFe 6.0. WoooHooo! 

Just when I needed it, Scaled Agile anticipated my needs and delivered another, even more chock full of value scaling toolbox.

It inspired me to try and visualize how it’s become increasingly more helpful over time. So, here goes…

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Value = Retention Equivalency under Pressure

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Value = Retention Equivalency under Pressure

We discussed the latest round of agile role layoffs at Capital One the other day in the Moose Herd. The news was that Capital One had laid off 1100 people, all with agile in the titles/job families. The public reason shared was that they’d sufficiently evolved their agile capabilities to a point where it made no sense to have independent roles. That (everyone) was now agile.

Of course, there was quite a passionate discussion about—

  • What are the fundamental driving forces behind the move?

  • Was this a perceived success / evolutionary step or a failure?

  • Since Capital One was such a bellwether, was this the beginning of a trend in the agile community?

  • What might happen to all of those people?

I was pretty struck by the turbulence that this one event created in our community, as the Herd reflected.

One of the things we got heated about was the intentions of the organizational leaders, particularly exploring whether they valued agile or not. And whether they valued people or not.

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When will you train our Leaders?

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When will you train our Leaders?

I saw this post on LinkedIn the other day from Julie Springer

“So… this all sounds great, but are you going to provide this same training to our leaders?”
I’ve heard this question multiple times, and the underlying message is clear.
Teams are being asked to work in new ways, without any confidence that their leaders are going to make changes in the way they lead or approach their work.
It’s unfair to train teams on how they are empowered to self-organize to deliver value if nothing around them is changing.
Start with a vision for the change at the leadership level and get clear on what structures, approaches and behaviors need to be in place to support agile teams, before providing training and inviting them to work differently.

There’s a nice dialogue of comments and reactions to the post that I recommend you read. That being said, I didn’t see a quick point I’d like to make…

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A Polite No

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A Polite No

I saw this post the other day from Geoff Watts exploring 20 Polite Ways to Say No and it struck a chord with me. Blog link – https://www.inspectandadapt.com/blog/20-polite-ways-to-say-no

Not that it was a bad article. It isn’t. Or that I disagreed with the many approaches to couch ‘No’ in a kind, soft, dare I say, polite, way. I don’t.

Basically, he provided an option to the ubiquitous “Yes, and…” that I hear so often in the agile community. It’s a “Yes, if…”. Here’s how Geoff explains it--

An alternative to "no" (and you might notice this a few times in the list above) is "Yes, if..."

Responding with "Yes, if..." can appear more positive, collaborative, and less confrontational. That doesn't necessarily make it better though. By opening yourself up to negotiation, there is still a good chance that you will take on more and more (and people may then start playing negotiation games!) so make sure the "if..." is enough.

My Concern

I guess my concern is why not simply say…No? Or, lead with a definitive and clear No, and then explain the rationale behind it?

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Spider Senses

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Spider Senses

I have a colleague, agile coach, change agent, and friend who recently shared a story with me. It got me thinking about his situation from multiple perspectives.

But before I get into that, let me share a little context first.

Paul, not his real name, was leading an agile transformation in a company. He didn’t have a lot of positional authority, but he felt he was integrated sufficiently with senior leadership in technology and product to make things work.

He was unexpectedly invited to a meeting with his boss last week and he was fired. It was a complete and utter surprise.

The party line was that his role was being made redundant because they were taking another approach to their agile transformation (another model, framework, philosophy). But the abruptness of the dismissal belied that claim.

Paul felt that, in hindsight, he hadn’t been meeting organizational expectations around the transformation, but at the same time, nobody had had the courage to give him any clear feedback to that effect. Nor any mentoring or coaching to help him better achieve the organization’s goals.

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