6. Split Cost (Resources) in People and Tools
Split Scope in Functionality and Quality (suggestion: Scott Ambler)
Add a dimension for Process (suggestion: Alistair Cockburn)
Add a dimension for (Business) Value (suggestion: Jim Highsmith)
http://www.ambysoft.com/essays/brokenTriangle.html
http://alistair.cockburn.us/index.php/Process:_the_fourth_dimension
http://blog.cutter.com/2009/08/10/beyond-scope-schedule-and-cost-measuring-agile-performance/
Some new insights
from Agile gurus
7. 1. Value
2. People
3. Functionality
4. Quality
5. Tools
6. Time
7. Process
And we get...
the 7 dimensions
of software
projects
33. View #1: Energize People
People are the most important parts of an
organization and managers must do all they can
to keep people active, creative, and motivated.
34. 10 Intrinsic Desires
Acceptance The need for approval
Curiosity The need to think
Power The need for influence of will
Honor Being loyal to a group
Social Contact / Relatedness The need for friends
Idealism / Purpose The need for purpose
Status The need for social standing
Independence / Autonomy Being an individual
Order Or stable environments
Competence / Mastery The need to feel capable
37. View #2: Empower Teams
Teams can self-organize, and this requires
empowerment, authorization, and trust from
management.
38. Tell:1. make decision as the manager
Sell:2. convince people about decision
Consult:3. get input from team before decision
Join:4. make decision together with team
Advise:5. influence decision made by the team
Confirm:6. ask feedback after decision by team
Delegate:7. no influence, let team work it out
Use the Seven Levels of Authority
40. View #3: Align Constraints
Self-organization can lead to anything, and it’s
therefore necessary to protect people and
shared resources, and to give people a clear
purpose and defined goals.
42. Do not use targets and
financial/extrinsic motivation
43. View #4: Develop Competence
Teams cannot achieve their goals if team
members aren’t capable enough, and managers
must therefore contribute to the development
of competence.
44. 1. Self-Development
2. Coaching & Mentoring
3. Training & Certification
4. Culture & Socialization
5. Tools & Infrastructure
6. Supervision & Control
7. Management
Use 7 approaches to competency
45. 1. Time
2. People
3. Tools
4. Functionality
5. Quality
6. Process
7. Value
1.Individuals
2.Teams
3.Departments
4.BusinessUnits
5.Organization
Prevent sub-
optimization
through metrics
46. View #5: Grow Structure
Many teams operate within the context of a
complex organization, and thus it is important to
consider structures that enhance
communication .
58. http://creativecommons.org/licenses/by-nd/3.0/
This presentation was inspired by the works of many people, and
I cannot possibly list them all. Though I did my very best to attribute
all authors of texts and images, and to recognize any copyrights, if
you think that anything in this presentation should be changed,
added or removed, please contact me at jurgen@noop.nl.