Agile Developers Create Their Own Identity

Me • Focus on building an organization culture to "be agile" rather than "follow Agile". • Software agility delivered through team agility and using agile tools, techniques and technologies. Agility Services  Software Craftsmanship  Midas Touch - Agility in software maintenance  Agile Enterprise Architecture solutions  Agility Nurseries (Agile ODC) Organization Metamorphosis  Agility Assessment Radars and Roadmap  Team Agility Assessment  Value Stream Mapping  Shared Vision and Team Chartering  Team Agility Coaching, Executive Coaching  Scrum Coaching  XP Engineering Practices Coaching  Lean Software Development Coaching

Context

Leaders Agile Developers Create Their Own Identity

Values, Practices and Principles : Relationship Values bring purpose to Practices, Practices are evidence of Values, Practices bring accountability to Values. Bridging the gap between Values and Practices are Principles. Principles are context specific guidelines. e.g. practice  Pair Programming values  “communication” and “feedback” principle  driver-navigator principle – dual thinking hats of constructing and preventing from breaking. practice  Companion Planting used in agriculture values  “sustainability” and “responsibility” principle  Diversity is nature's design, cooperation is more apparent than competition in plants, crop stability tends to increase with increasing diversity. Sources: - Extreme Programming – Embrace Change by Kent Beck Intercropping Principles and Production Practices by National Sustainable Agriculture Service

Values, Practices and Principles : Relationship Interpreting Value rather than Practice I won’t reveal the estimate as I would be held accountable and blamed unfairly like in the past. I value Protection over Communication I don’t want to estimate.

Values, Practices and Principles : Relationship Failure of Value rather than Practice I am reluctant to learn from the defect. I did not try to find root cause for the defect. I value Laziness over Learning and Self Oops, a defect. Improvement Ignore it. I will fix it when QA reports it.

Layers of the Agile Manifesto Agree to disagree on detailed project specific ground tactics and prescriptive Barely agree on 12 Agree on 4 Agree on the meaning of “Agile”

Individuals and Interactions (amongst Individuals) Values

Value - Individuals and Interactions Build projects around motivated individuals. Give them the environment and support they need, and trust them to get the job done. The best architectures, requirements, and designs emerge from self-organizing teams. At regular intervals, the team reflects on how to become more effective, then tunes and adjusts its behavior accordingly. (Retrospective)

Extrinsic and Intrinsic Motivation My Survival Cycle Persona - Others define My identity • I am fearful and reactive. • I react to and avoid obstacles. • By doing this, I reinforce my old strategies for coping, conspiring, adapting, and assimilating when difficulties arise. (All fear-based responses) • My purpose is not fulfilled and I feel disappointed. • As a life-long habit, this approach is limiting, lacks purpose and meaning. My Creative Cycle Persona - I define My identity • I am excited about possibilities to connect with my strengths, talents, and gifts. • I look at obstacles as opportunities to observe, reflect, experiment and learn. • My experiments align to my actions with purpose and potential. • When I achieve the desired result, I feel fulfilled and celebrate my successes. But, it is very difficult for me to be in Creative Cycle all the time. I tend to fall back to my Survival Cycle. Tune the mind and conscience to be in the Creative Cycle (Intrinsic Motivation).

Natural vs. Coercive Self-Organizing Examples of naturally self-organizing systems  homeostasis (the self-maintaining nature of systems from the cell to the whole organism)  pattern formation and morphogenesis, or how the living organism develops and grows.  the coordination of human movement  the creation of structures by social animals, such as social insects (bees, ants, termites), and many mammals  flocking behavior (such as the formation of flocks by birds, schools of fish, etc.)  the origin of life itself from self-organizing chemical systems Its in the genes !!! How can we apply this principle into a practice to self-organize in agile context? Self-organization in teams can be taught …….

Self-organization Practices  Apprenticeship over Classroom Training ( Tacit Knowledge ) (Explicit Knowledge)  Collaboration over Document Handoff - ( for Knowledge Management )  Argumentation over Passive Acceptance - ( for Logical conclusions )  Constructive Conflict Mining over Artificial Harmony  Aggregating Team Intelligence over Intelligence of Individuals  Psychological distance solvent over Geographical distance solvent

Geographical Distance Solvent • Traditional Conduit Co-ordination Onsite Offshore Coordinator Manager / Lead Business Business Customer Requirements Requirements Development Team • Peer-To-Peer Co-ordination Onsite Offshore Facilitator Facilitator Business Business Customer Requirements Requirements Development Team

Psychological Distance Solvent Traditional Team Hierarchy (Crowns) to Cross-Functional Roles (Caps) Project Manager System Architecture Tech Architect Test Architect Test Business Creation Analysis Data Tech Lead Test Lead Architect Team Designer Test Analyst Leadership Test Project Automation Management Automation Tester Developer Build & Application Release Business Analyst Development Management Crowns Caps  Creates and widens gap  Can be swapped depending on situations  Restricts knowledge sharing  Increase sense of collective ownership  Builds up power distance  Rotation of responsibilities  Steep learning curve for increase in maturity  Open culture within the team

Problem - Team Dysfunction Model - Patrick Lencioni

Solution - Team Leadership Model Team Leadership is a condition of a team – reduction of uncertainty (Constructive Conflict Mining) – comes from clear messages (Argumentation before Commitment) – leads to focused actions that cannot easily be misinterpreted (Aggregating Team Intelligence for Collective Accountability) – developing channels for continuous feedback (Collaboration against Blame games) – uniform effort balance - sustainable pace – having a very high fun factor

Shu-Ha-Ri Pattern In Team Members • Followers – Initial guidance needed to come up to speed – Show progress after some hand holding – Need to be mentored to grow into volunteers • Volunteers – Self inspired – Take technology and process initiatives – Come up with ideas that build the team – Implement innovative concepts – Lift the team • Mentor – Servant Leader – authority used to serve the needs of others – genuine compassion for his people – knows the problems of the community as a whole – finds the solution to the problem – has the skill to carry out the solution – develop the next generation of leaders

Leader Apprenticeship “The great leader is first experienced as a servant to others. ” - Robert Greenleaf, Servant Leadership • Leaders do • Encourage the hearts of “followers” – Help build confidence and expectations of followers – Equip them and be their mentor. – Grow “followers” into “volunteers”. • Value and recognize “volunteers” as VIPs – Affirm / Affirm / Affirm your volunteers – Challenge volunteers to stretch and grow – Grow “volunteers” into mentors.

Craftsperson Craftsmen Agile Developers Create Their Own Identity

Are You Creative Or Just Surviving !! My Creative Cycle Persona - I define My identity • I am excited about possibilities to connect with my strengths, talents, and gifts. • I look at obstacles as opportunities to observe, reflect, experiment and learn. • My experiments align to my actions with purpose and potential. • When I achieve the desired result, I feel fulfilled and celebrate my successes. My Survival Cycle Persona - Others define My identity • I am fearful and reactive. • I react to and avoid obstacles. • By doing this, I reinforce my old strategies for coping, conspiring, adapting, and assimilating when difficulties arise. (All fear-based responses) • My purpose is not fulfilled and I feel disappointed. • As a life-long habit, this approach is limiting, lacks purpose and meaning. But, it is very difficult for me to be in Creative Cycle all the time. I tend to fall back to my Survival Cycle. Tune the mind and conscience to be in the Creative Cycle.

Developer to Craftsperson What is Software Craftsmanship? “Software Craftsmanship is all about putting responsibility and pride back into the software development process. ” “The best processes in the world will not save a project from failure if the people involved do not have the necessary skills to execute the process; conversely, really good developers can make any process work” “A Software Craftsman is a continuous learner. When he doesn’t work, he spends his time studying, to find new methods and tools can refine him as a Software Craftsman” - Pete McBreen, Software Craftsmanship: The New Imperative Software Craftsmanship is about  Taking responsibility  Taking pride in work  “Signing” your work  Being a continuous learner  Practicing deliberately  Writing code  Having the right attitude  Contributing to the community

Developer to Craftsperson through Apprenticeship How should I become an expert in software craftsmanship? Read and understand the concepts in the book on Apprenticeship Patterns - David Hoover, Adewale Oshineye Find a mentor Study, Train and Practice  Performing Code Katas  Performing Coding Dojos  Performing Acceptance-Test based  Learning TDD  Learning programming paradigms – functional, dynamic, statically typed languages  Refactoring – keep your code healthy  Learning design patterns, tools and frameworks  Learning emergent design, evolutionary design

Developer to Craftsperson How will I know the learning levels in software craftsmanship? Dreyfus Model of Skills Acquisition  Novice - Needs to be told exactly what to do. No context to work from.  Advanced Beginner - Has more context, but needs rigid guidelines  Competent - Questions reasoning behind the tasks and can see consequences  Proficient - Still relies on rules, but can separate what’s important  Expert - Works mainly on intuition, except when problems occur

Finding Your Own Identity is about Metamorphosis (Shu – Ha – Ri) From Developer (Crawling Caterpillar) to Craftsman Leader (Soaring Butterfly) Creative Cycle To Follow Agile  To Be agile Responsibility Apprenticeship Pride (“Signing” Your Work) Collaboration Continuous Argumentation Learner Novice Advanced Beginner Competent Conflict Mining Deliberate Proficient Practice Team Intelligence Expert Right Attitude Psychological Distance Follower  Volunteer  Mentor Community Solvent Contributor

Synthesized From Interpreted References  Slide 24 – Corey Haines, Cory Foy, Gøran Hansen  Slide 25 – Giordano Scalzo  Slide 26 – Cory Foy Thank you www.stixis.com

Agile Developers Create Their Own Identity

by Ajay Danait on Jul 19, 2010

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Agile Developers Create Their Own Identity — Presentation Transcript