So the answer is . . .

Consensus decision-making may be one of the most prevalent decision-making tools in organizations today.  Simply walk around and ask the denizens of cube farms and team spaces how they make decisions. My perception is that the increase in the prevalence of using consensus as a decision tool has paralleled with an increase in the use of Agile and teams as a significant tool to deliver value. Defining consensus decision-making is a critical first step in understanding how to harness the power of the technique. (more…)

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SPaMCAST 465 features our essay on re-booting teams. Not every team issue can be solved with a standard pallet of techniques. However, nearly every consultant (internal or external) will have set of tools that they have ready just in case. We discuss techniques and impacts!

We will also have a column from Kim Pries (The Software Sensei).  Kim discusses why software structure can be a blessing and a curse. While Kim tends to favor structure there are times when it does not deliver the benefits promised.

Steve Tendon  brings Chapter 20 of Tame The Flow: Hyper-Productive Knowledge-Work Performance, The TameFlow Approach and Its Application to Scrum and Kanban  (buy a copy here).  Our discussion of Chapter 20 was passionate and in depth.  It will be released in two or 3 parts.

A promo!
I am participating in the Agile Online Summit

30 Oct – 3 Nov 2017

At the summit, I talk about the power of storytelling with Tom Henricksen!

Register

For other events SPaMCAST team members will be attending check the recent blog entry titled Upcoming Conferences and Webinars!

Re-Read Saturday News

This week we re-read Action Metrics for Predictability Chapter 1 of Actionable Agile Metrics for Predictability: An Introduction by Daniel S. Vacanti. Chapter 1 of  Daniel S. Vacanti’s Actionable Agile Metrics for Predictability. Chapter 1 is titled Flow, Flow Metrics, and Predictability.  Vacanti jumps directly into the deep end by suggesting a way to answer the age-old question, ”when are you going to deliver?”  Buy your copy today and read along!

Previous Installments (more…)

Exit Sign

Get Team Problems Out

Not every team issue can be solved with a standard pallet of techniques. However, nearly every consultant (internal or external) will have set of tools that they have ready just in case. The following is a set of techniques packaged as a model, or the very least in order of precedence. The techniques referenced in this article are often used as a group and are only deployed as a correctively after diagnosing the problem (root cause analysis). (more…)

Make sure you’re telling the right story.

 

Early in the history of Agile, most descriptions of Agile included the need to define a central metaphor to help guide the work.  Somewhere over time, the idea of a central metaphor has disappeared as Agile thought leaders have focused on more tactical facets of agile methods and frameworks. It’s time to reconsider the big picture story.  

The central metaphor delivers: (more…)

A significant amount of transformation and leadership literature centers on establishing or changing the culture centered on values. Instant problem.  According to the Harvard Business Review online article on organizational culture (May 2013)  “there is little consensus on what organizational culture actually is.” There are two common threads in the definition of organizational culture; definitions that center on value, and definitions that center on behaviors. Many change leaders espouse value-centric definitions.  This decision causes them to focus their efforts on changing values in order to change the culture. These change programs are immediately starting in a difficult position. Values are amorphous.  Every individual interprets specific values differently.  For example, I asked several friends to define creativity.  Each person had a different definition.  Some of the differences were more than mere nuances.  Our individual interpretations would make the outcome of embracing the value of creativity unpredictable.  The variability of how we interpret values make it difficult create a common vision and then elicit a common outcome. Diversity makes this issue even more problematic.   As someone schooled in the need for measurement and feedback, the lack of a clear definition makes monitoring and measuring a change in the values at best difficult and often outside of the expertise of most internal measurement groups.  Without a clear definition and without a mechanism for monitoring change, talking about values is merely window dressing. (more…)

From the Princess Bride

Leadership is a critical requirement to attain any significant goal.  The transmission mechanism from leadership to action (and back again) can be distilled into a finite set of actions.  These actions represent a cycle.  Good leaders hit every step in this cycle.  Good leaders: (more…)

Leadership provides vision and the motivation needed to push the boundaries, change direction and challenge the status quo.  Each leader takes a different path; therefore, there is a myriad of leadership (and leadership’s alter ego: management) styles, however, there are three leadership archetypes typically seen in Agile teams.  They are: (more…)