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People, Principles and Pragmatism

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Keynote from Agile Manchester 2017

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People, Principles and Pragmatism

  1. 1. People, Principles and Pragmatism Agile Manchester 2017 Emily Webber @ewebber emilywebber.co.uk / tacitlondon.com
  2. 2. Hello, I’m Emily @ewebber
  3. 3. @ewebber An alternative to documentation driven, heavyweight software development processes
  4. 4. 4 statements 12 principles @ewebber
  5. 5. 16 years on, what’s changed? @ewebber
  6. 6. @ewebber How many of you are working in an agile organisation?
  7. 7. 4,872 agile books results from search of “agile” books on Amazon UK @ewebber
  8. 8. 438,017 certified scrum masters 5th May 2017 Scrum Alliance Directory @ewebber
  9. 9. 3,050,505 agile practitioners results for agile on LinkedIn people search @ewebber
  10. 10. Only 7% of CIOs say Agile has never failed them @ewebber computing.co.uk/ctg/news/3009602/more-than-half-of-cios-have-lost-confidence-in-agile-it-projects
  11. 11. halfarsedagilemanifesto.org @ewebber
  12. 12. halfarsedagilemanifesto.org @ewebber
  13. 13. halfarsedagilemanifesto.org @ewebber
  14. 14. halfarsedagilemanifesto.org @ewebber
  15. 15. halfarsedagilemanifesto.org @ewebber
  16. 16. halfarsedagilemanifesto.org @ewebber
  17. 17. PhotobyRufino @ewebber
  18. 18. @ewebber There is no magic wand
  19. 19. @ewebber People
  20. 20. @ewebber People NOT RESOURCES
  21. 21. Individuals and interactions 
 over 
 processes and tools @ewebber agilemanifesto.org
  22. 22. Individuals and interactions 
 over 
 processes and tools @ewebber agilemanifesto.org their *
  23. 23. * It’s really about 
 the interactions between individuals @ewebber
  24. 24. @ewebber
  25. 25. PhotobyJackAmick @ewebber Margaret Heffernan Forget the pecking order at work
  26. 26. PhotobyJackAmick @ewebber “individually productive chickens only achieved their success by suppressing the productivity 
 of the rest.”
  27. 27. Photobytom_bullock It’s not about 
 individual superstars @ewebber
  28. 28. IllustrationbyPaulDowney/PhotobyGDS @ewebber
  29. 29. Photobysholt “Human communities can develop a sort of collective intelligence that is greater than the members’ individual intelligence” Alex Pentland 
 Social Physics @ewebber
  30. 30. @ewebber + + ≠+ IQ IQ IQ IQ IQ
  31. 31. @ewebber Attributes of smarter teams Social perceptiveness Evenly distributed communication
  32. 32. Flow of ideas and social learning within teams 
 builds its collective intelligence @ewebber
  33. 33. The role of diversity in making great teams @ewebber
  34. 34. @ewebber All male solo female majority male 50/50 majority female solo male All female Team gender composition Meancollectiveintelligence error bars 95% confidence interval -0.5 Average CI 0.5 1.0 1.5 2.0 ProfessorsWoolleyandMaloneetall
  35. 35. “Homogeneous group are more likely to display a self-serving bias for their group’s performance than racially diverse ones” Apfelbaum, E. P.; Phillips, K. W.; Richeson, J. A. Rethinking the Baseline in Diversity Research: Should We Be Explaining the Effects of Homogeneity? @ewebber Photobygomagoti
  36. 36. iplayoldgames.tumblr.com/p Group think leads to dysfunctional decision making @ewebber
  37. 37. @ewebber Insular teams can become echo chambers
  38. 38. @ewebber Effectivenessofateam Performance Forming Norming Storming Performing Tuckman's model of group development Dorming
  39. 39. @ewebber Effectivenessofateam Performance Norming Storming Performing Tuckman's model of group development Dorming Forming
  40. 40. @ewebber
  41. 41. @ewebber
  42. 42. Industry Organisation @ewebber Community of practice
  43. 43. Industry Organisation @ewebber Community of practice
  44. 44. Balance the need for team cohesion with the need for new and dissenting opinions @ewebber
  45. 45. Create chances for people to talk to other people @ewebber Photobyromanaklee
  46. 46. Build projects around motivated individuals Give them the environment and support they need, and trust 
 them to get the job done @ewebber agilemanifesto.org/principles.html
  47. 47. PhotobyJonathan @ewebber
  48. 48. @ewebber MANAGEMENT Customers Mgmt Employees working with customers All other employees
  49. 49. @ewebber UPSIDE DOWN MANAGEMENT Customers Mgmt Employeesworking withcustomers Allother employees
  50. 50. @ewebber THE TIMPSON RULES 1. Look the part and put the money in the till 2. You can do anything else to best serve customers
  51. 51. 1. Look the part and put the money in the till 2. You can do anything else to best serve customers • You can spend up to £500 to settle a customer complaint (without management authorisation) • Charge whatever you like – the price list is a guide only @ewebber THE TIMPSON RULES
  52. 52. @ewebber
  53. 53. @ewebber PhotobyRufino “All Timpson colleagues get their Birthday off. We believe that nobody should have to work on their Birthday!” timpson.co.uk/about/careers-at- timpson
  54. 54. PhotobyJonathan “Standards should not be forced down from above but rather set by the production workers themselves.” Taiichi Ohno @ewebber
  55. 55. What does an empowered team look like? @ewebber
  56. 56. Empowerment through • open communication • chances to improve (idea flow and social learning) • safe to experiment • clear direction • responsibility for decisions and actions @ewebber
  57. 57. @ewebber • It’s about interactions • diversity makes things better • teams need to be trusted People
  58. 58. @ewebber Pragmatism
  59. 59. Photobysholt Dogmatism the tendency to lay down principles as undeniably true, without consideration of evidence or the opinions of others. @ewebber PhotobAnjaPietsch
  60. 60. @ewebber Business Transformation
  61. 61. @ewebber everything 
 is awesome where we
 started Now
  62. 62. @ewebber Some people just like the status quo
  63. 63. Five reasons 
 why people 
 resist change @ewebber
  64. 64. Photobysholt “Uncertainty can cause more stress than inevitable pain” ucl.ac.uk/news/news-articles/ 0316/290316-uncertainty- stress @ewebber PhotobyJethroTaylor
  65. 65. Small steps to get into the habit of changing (it gets easier) @ewebber
  66. 66. Photobysholt They have learnt that things can’t change (Learned helplessness) @ewebber Photobysholt
  67. 67. PhotobyAlexeyIvanov Create a safe to experiment environment @ewebber
  68. 68. Photobysholt Change means learning new skills @ewebber
  69. 69. Photobysholt Make it easy for people to learn what they need to know @ewebber
  70. 70. Photobysholt Telling people to change is not same as them wanting to change @ewebber PhotobyAnne
  71. 71. @ewebber https://www.youtube.com/watch?v=9ACi-D5DI6A youtube.com/watch?v=9ACi-D5DI6A
  72. 72. @ewebber https://www.youtube.com/watch?v=9ACi-D5DI6A youtube.com/watch?v=9ACi-D5DI6A
  73. 73. @ewebber https://www.youtube.com/watch?v=9ACi-D5DI6A youtube.com/watch?v=9ACi-D5DI6A
  74. 74. @ewebber https://www.youtube.com/watch?v=9ACi-D5DI6A youtube.com/watch?v=9ACi-D5DI6A
  75. 75. People need to want to change @ewebber
  76. 76. @ewebber https://www.youtube.com/watch?v=9ACi-D5DI6A youtube.com/watch?v=9ACi-D5DI6A
  77. 77. @ewebber https://www.youtube.com/watch?v=9ACi-D5DI6A youtube.com/watch?v=9ACi-D5DI6A
  78. 78. @ewebber https://www.youtube.com/watch?v=9ACi-D5DI6A youtube.com/watch?v=9ACi-D5DI6A
  79. 79. @ewebber https://www.youtube.com/watch?v=9ACi-D5DI6A youtube.com/watch?v=9ACi-D5DI6A
  80. 80. @ewebber https://www.youtube.com/watch?v=9ACi-D5DI6A youtube.com/watch?v=9ACi-D5DI6A
  81. 81. Don’t tell people to change, talk about the benefits @ewebber
  82. 82. Photobysholt They have been through so much change already (and nothing 
 has changed) @ewebber
  83. 83. @ewebber Don’t give too many different messages
  84. 84. (and don’t mention the “a” word) @ewebber
  85. 85. @ewebber Remember 
 change is hard
  86. 86. Evolution or 
 revolution @ewebber
  87. 87. @ewebber SATIR CHANGE CURVE
  88. 88. Avoid Chaos (unless you need a revolution) @ewebber
  89. 89. @ewebber • be sensitive that change is hard • don’t create a revolution unless you need one • balance aspiration and pragmatism Pragmatism
  90. 90. The goal isn’t 
 to do agile (the goal is to make great products and services) @ewebber
  91. 91. @ewebber
  92. 92. Thank you Emily Webber @ewebber emilywebber.co.uk / tacitlondon.com

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