2012 08 agile 2012 - an agile adoption and transformation survival guide
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2012 08 agile 2012 - an agile adoption and transformation survival guide

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2012 08 agile 2012 - an agile adoption and transformation survival guide 2012 08 agile 2012 - an agile adoption and transformation survival guide Presentation Transcript

  • Agile 2012 Grapevine, TX@MichaelSahota
  • About Michael STRATEGIC PLAY®
  • Session Outline
  • http://www.flickr.com/photos/akeg/2230862848/
  • Quick Survey – What Agile AdoptionSuccess have you seen?•  5  =  Every  )me  a   success  •  ...  •  0  =  Every  )me  a   failure  •  Raise  your  hand   when  your  number   comes  up…   Photo CC http://www.flickr.com/photos/ lindsey_catherine/5808320129
  • XP Toronto Mtg 2011Agile Tour Toronto 2011 Agile New England 2011
  • Causes of Agile Failure
  • Barriers to Further Agile Adoption Copyright VersionOne 2011
  • http://www.flickr.com/photos/lokner/4164251472
  • Why is Culture Important? “If  you  do  not  manage   “The  only  thing  of   culture,  it  manages  you,   real  importance   and  you  may  not  even  be  that  leaders  do  is  to   aware  of  the  extent  to  create  and  manage   which  this  is  happening.”   culture.”     Edgar  Schein   Professor  MIT  Sloan  School  of  Management   Photo courtesy: http://leadership-tdoerffer.blogspot.com/2010/11/enjoy-interview-with-prof-edgar-schein.html
  • Agile Tour Toronto 2011 Agile New England 2011
  • Example Survey QuestionWhen  all  is  said  and  done,  the  way  we   accomplish  success  in  this  organiza7on  is  to:  1.  Create  an  organiza)on  that  has  the  highest  possible   level  of  competence  and  capitalize  on  that   competence.  2.  Get  and  keep  control.  3.  Provide  the  condi)ons  whereby  the  people  within   the  organiza)on  can  develop  and  make  valuable   accomplishments.  4.  Put  a  collec)on  of  people  together,  build  them  into   a  team,  and  charge  them  with  fully  u)lizing  one   another  as  resources.  
  • Graphic ©JurgenAppelo
  • Kanban Principles (Anderson) First  adopt  the   Then  (use  the  5  Core   founda:onal  principles     Proper:es)     •  Start  with  what  you  do   1.  Visualize  the  workflow   now   2.  Limit  WIP   •  Agree  to  pursue   3.  Manage  Flow   incremental,   4.  Make  Process  Policies   evolu7onary  change   Explicit   •  Respect  the  current   5.  Improve  Collabora7vely   process,  roles,   (using  models  &  the   responsibili7es  &  7tles   scien7fic  method)      http://agilemanagement.net/index.php/Blog/the_principles_of_the_kanban_method/
  • 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   (collabora)on,   cul)va)on  and   craTsmanship)  
  • Craftsmanship as a starting place
  • http://www.flickr.com/photos/kalavinka/4617897952
  • What are your goals? My  main  focus  is   to  stop  companies   from  doing  Agile.  Pascal Van CauwenbergheNamiya.be Photos©http://www.flickr.com/photos/pascalvancauwenberghe/3053517274
  • http://www.flickr.com/photos/tza/3214197147
  • Adoption of Agile Practices ina Mismatched Culture
  • Agile Transformation
  • http://www.wanderingthought.com/2012/01/squishy-balls.html
  • Adoption Transformation
  • Adoption of Agile Practices ina Mismatched Culture
  • Adoption - Practices à Doing AgileWhen  culture  is  not  compa:ble  with  Agile  q Incremental  Adop)on   q Look  at  Context   q Pain  à  Prac)ce  q Avoid   q Scrum     q Agile  Manifesto  q See     q “Agile  Adop)on  PaXerns:  A  Roadmap  to   Organiza)onal  Success”  by  Amr  Elssamadisy   q “Becoming  Agile  in  an  Imperfect  World”  provides  a   lot  of  prac)cal  advice  on  adop)ng  Agile  [Smith  &   Sidky].      
  • Agile Transformation
  • Agile Is Not Enough
  • http://www.wanderingthought.com/2012/01/squishy-balls.html
  • Plan for Hard Conversations Agile  is  about  people,   and  as  such  they  will   tend  to  be  largest   obstacles,  we  will  need   to  have  serious   conversa)ons  at  some   point  if  we  really  want   to  go  Agile.  Johnny ScarboroughPhotos©http://www.flickr.com/photos/pascalvancauwenberghe/3053517274 and The Innovation Games Company
  • Some Interesting Patterns ofTransformation
  • http://www.flickr.com/photos/exothermic/2547162058
  • WARNING: This will fail eventually*
  • #2 Incubate TransformationalLeadership Leaders  go   first!  •  Live  the  values  •  Lead  by  example  •  Seek  to  truly  understand  their  culture  •  Be  as  transparent  as  the  teams  they  lead  See  presenta7on:  Agile  From  the  Top  Down:   Execu7ves  &  Leadership  Living  Agile  by  Jon  Stahl  hXp://www.slideshare.net/LeanDog/agile-­‐from-­‐the-­‐top-­‐down  
  • #3 Develop Transformational Leadership TeamØ  Deep alignment between leadership teams’ personal visions and organizational compelling shared visionØ  Continued commitment to maintaining integrity and sacredness of leadership teamSee Temenos retreat@Siraju Ref: http://adaptivecollaboration.com/2012/04/23/temenos-retreat-a-journey-of-change/
  • http://www.flickr.com/photos/_brilho-de-conta/400937249
  • Transforming the World of Work
  • Session Outline
  • Resources•  These  slides  are  available  on   slideshare  •  Free  eBook:   hXp://www.infoq.com/minibooks/ agile-­‐adop)on-­‐transforma)on      •  Videos,  Blog  Posts hXp://agilitrix.com/2011/04/agile-­‐ culture-­‐series-­‐reading-­‐guide/   CC @MichaelSahota