Managing for Happiness
Games, Tools and Practices to Motivate Any
Team A Webcast by Ralph Jocham and Scrum.org
Moderated by Eric Naiburg Video aca: https://www.youtube.com/watch?v=CfoN0a34kcE&feature=emb_logo
What does a Scrum Master do all day if a Daily Scrum is only 15 minutes? This talk - “A Day in the Life of a Scrum Master” - will explore the role beyond simple facilitation of the Sprint Ceremonies. Attendees learn four different areas of focus for a balanced approach to the role.
Managing for Happiness
Games, Tools and Practices to Motivate Any
Team A Webcast by Ralph Jocham and Scrum.org
Moderated by Eric Naiburg Video aca: https://www.youtube.com/watch?v=CfoN0a34kcE&feature=emb_logo
What does a Scrum Master do all day if a Daily Scrum is only 15 minutes? This talk - “A Day in the Life of a Scrum Master” - will explore the role beyond simple facilitation of the Sprint Ceremonies. Attendees learn four different areas of focus for a balanced approach to the role.
Human Systems: The Deception of TrainingZach Bonaker
Agile has become a set of principles that companies ignore at their peril. After all, what CEO would admit his/her company is "not Agile?" Yet we frequently bemoan the difficulty of using these principles to "be Agile", instead relying on Agile-like practices that fail to change the status quo. Therefore, as we enter the next generation of business thinking, we meet a critical challenge: how can we learn to adjust to our behaviors, at all levels of a company, to successfully navigate the complexity of human systems?
One answer is training - and one that we most often select to drive our Agile transformations. Is training the best method to cause a change in behaviors? In this interactive session with Zach Bonaker, you will experience activities that engage both mind and body to reveal the essence of systems thinking. Additionally, Zach will emphasize cause and effect relationships in a system, specifically, how Agile-related training might result in unintended consequences!
Agile Management: The Art of Servant LeadershipGrowing Agile
Are you an Agile Manager? What does that mean anyway? Agile managers focus on growing their people and helping them be the best they can be. We touch on several areas and suggest a course to learn more.
https://www.udemy.com/gac-servantleadership/?couponCode=GASlideshare
Help the Scrum Master IS the ImpedimentRyan Ripley
The change in mindset necessary to become a servant leader is incredibly hard for a scrum master who comes from command and control background. As a newly minted Professional Scrum Master (PSM I), I returned to my team excited and ready to get underway with a scrum adoption. Unfortunately, I had not fully grasped the concept of servant leadership. Instead of being a change agent, I was an impediment.
My own cautionary tale is unfortunately a common one. Well meaning people with 2 day certifications can do a lot of damage to a new scrum team. Attendees will learn about the difficulties of becoming a scrum master, how scrum team members need to embrace the scrum values to promote healthy team practices, and that even certified scrum masters can lose their way.
Learn and be inspired by how Spotify does Agile at scale with squads, chapters, tribes, guilds and more as you want to scale your agile environment Understand the processes and decisions behind Spotify’s organizational design as well as the lessons learned and the changes made the last five years.
Be very efficient and innovative thanks to disorder!Xavier Warzee
The adaptive nature of organizations life cycle combines a continuous improvement phase oriented to efficiency and an renewal phase oriented to innovation with a lot of disorder. To profit from disorder and not only resist, an antifragile strategy is introduced to help organizations getting stronger like natural ecosystems such as forests.
How to create your first Personal Kanban and visualize your work. Entry level for the book "Personal Kanban: Mapping Work | Navigating Life".
More at http://personalkanban.com
How to get your agile development team to love you (product camp, 3.14)Ron Lichty
Product managers and product owners can engage and motivate their teams to delight customers - or they can distract and dishearten their teams. Ron Lichty has been a product manager and VP in among leading development organizations and teams. As a development leader, he regards product managers who "get it" as key partners in delivering great work. This Product Camp talk delivers 15 ways to engage and motivate teams - so you can, together, delight customers.
Advancing as a Scrum Master or Agile Coach v2Rowan Bunning
Our Agile adoptions could be more successful if we, as Scrum Masters and Agile Coaches, were more impactful. Achieving this requires a more holistic understanding of these roles plus skilling up to be more effective at fulfilling them. That starts with us.
In many organisations, a Scrum Master is seen as just a team facilitator. Often only superficial elements of the role are played part-time by an already busy team member. If there are full-time Scrum Masters, in many organisations they are rendered ineffective as change agents and capability builders. Their capacity is filled by a heavy load of co-ordination, stakeholder meetings, progress tracking and other project management tasks have been left to Scrum Masters in the absence of a project manager or the implementation of effective Scrum alternatives.
If this sounds like you, or someone you know, this session is for you!
At the heart of this appears to be a fundamental lack of understanding as to what the Scrum Master role is all about. Also a failure for Scrum Masters to explain their role in the context of the new mindsets and demonstrate its worth to teams, Product Owners, management and other stakeholders.
This interactive session aims to open your eyes to see what a Scrum Master is really meant to be and full impact that a Scrum Master can make.
“The research is clear: happy workers are more productive workers.“ says the founder of Management 3.0, Jurgen Appelo.
Management 3.0 is a revolution in modern management, currently happening in 27 countries and redefining the definition of leadership with management as a responsibility of the group. It is the future of management, which is all about doing the right thing for your team, involving everyone in improving the system and fostering employee engagement.
In this session, you will get an insight into how to manage the system, not the people. This is not only relevant for managers, but for everyone who is concerned about their organization.
About the author:
Stefan is an IT professional who was a Project Manager before encountering Agile Methodologies and recently Management 3.0. He is keen on introducing Management 3.0 as well as Agile Leadership to companies and believes that it will make their employees happier.
Stefan is a certified Management 3.0 facilitator and licensed Scrum Master.
Talking about retrospectives and what I have learned, by working with teams outside IT. Mostly with teachers / nursing homes (not those exactly, but similar)
Would really like to hear your thoughts on the slides and how can the contents be improved.
Thanks!
Presentation contents:
Definition of Culture
Why Culture is Important
Definition of Agile
What does Self-Organization means in Agile context
Golden Circle of Simon Sinek
Comparison of Traditional Waterfall vs Agile approach
Key Benefits of Agile
Agile Methods and Practices
Scrum Principles and Values
Servant-Leadership
Real-world effects of Agile Transformation
Reasons for Adopting Agile
What's stopping Agile?
Cargo Cult
Teaching pointy haired bosses to be agile enablersRyan Ripley
Are managers hindering your Agile transition? Does it seem like things would be better if the managers all left?
Most managers are intelligent people who have built their careers and fed their families with their current knowledge and experience. During an agile transformation, we need them on-board. Managers know their present situation better than anyone else. They also have inside knowledge about the corporate systems and culture that agile coaches need in order to be successful.
But in some cases the manager does not understand agile. In extreme cases, they can become an impediment to an agile transformation moving forward. How can you get these managers back on your side, supporting the agile transformation?
Agile coaches should start with working to understand what the world looks like through the eyes of these managers. To facilitate this understanding, I discuss re-purposing the concept of product user personas to create manager personas that explore the issues, reservations, hold-ups and concerns that are keeping the manager from supporting an agile transformation.
With this new understanding, agile coaches can develop ways to demonstrate to managers why the agile approach is better, where management fit in the larger picture, and how management also benefits from the changes in the way the team delivers value back to the organization. These insights show managers where they can improve agile projects, how they can add value in a newly transformed organization, and how agile coaches can guide management without alienating them during an agile transformation.
Mark Mzyk
Engineering Manager with Chef
Find more by Mark Mzyk: https://speakerdeck.com/mmzyk
All Things Open
October 26-27, 2016
Raleigh, North Carolina
Human Systems: The Deception of TrainingZach Bonaker
Agile has become a set of principles that companies ignore at their peril. After all, what CEO would admit his/her company is "not Agile?" Yet we frequently bemoan the difficulty of using these principles to "be Agile", instead relying on Agile-like practices that fail to change the status quo. Therefore, as we enter the next generation of business thinking, we meet a critical challenge: how can we learn to adjust to our behaviors, at all levels of a company, to successfully navigate the complexity of human systems?
One answer is training - and one that we most often select to drive our Agile transformations. Is training the best method to cause a change in behaviors? In this interactive session with Zach Bonaker, you will experience activities that engage both mind and body to reveal the essence of systems thinking. Additionally, Zach will emphasize cause and effect relationships in a system, specifically, how Agile-related training might result in unintended consequences!
Agile Management: The Art of Servant LeadershipGrowing Agile
Are you an Agile Manager? What does that mean anyway? Agile managers focus on growing their people and helping them be the best they can be. We touch on several areas and suggest a course to learn more.
https://www.udemy.com/gac-servantleadership/?couponCode=GASlideshare
Help the Scrum Master IS the ImpedimentRyan Ripley
The change in mindset necessary to become a servant leader is incredibly hard for a scrum master who comes from command and control background. As a newly minted Professional Scrum Master (PSM I), I returned to my team excited and ready to get underway with a scrum adoption. Unfortunately, I had not fully grasped the concept of servant leadership. Instead of being a change agent, I was an impediment.
My own cautionary tale is unfortunately a common one. Well meaning people with 2 day certifications can do a lot of damage to a new scrum team. Attendees will learn about the difficulties of becoming a scrum master, how scrum team members need to embrace the scrum values to promote healthy team practices, and that even certified scrum masters can lose their way.
Learn and be inspired by how Spotify does Agile at scale with squads, chapters, tribes, guilds and more as you want to scale your agile environment Understand the processes and decisions behind Spotify’s organizational design as well as the lessons learned and the changes made the last five years.
Be very efficient and innovative thanks to disorder!Xavier Warzee
The adaptive nature of organizations life cycle combines a continuous improvement phase oriented to efficiency and an renewal phase oriented to innovation with a lot of disorder. To profit from disorder and not only resist, an antifragile strategy is introduced to help organizations getting stronger like natural ecosystems such as forests.
How to create your first Personal Kanban and visualize your work. Entry level for the book "Personal Kanban: Mapping Work | Navigating Life".
More at http://personalkanban.com
How to get your agile development team to love you (product camp, 3.14)Ron Lichty
Product managers and product owners can engage and motivate their teams to delight customers - or they can distract and dishearten their teams. Ron Lichty has been a product manager and VP in among leading development organizations and teams. As a development leader, he regards product managers who "get it" as key partners in delivering great work. This Product Camp talk delivers 15 ways to engage and motivate teams - so you can, together, delight customers.
Advancing as a Scrum Master or Agile Coach v2Rowan Bunning
Our Agile adoptions could be more successful if we, as Scrum Masters and Agile Coaches, were more impactful. Achieving this requires a more holistic understanding of these roles plus skilling up to be more effective at fulfilling them. That starts with us.
In many organisations, a Scrum Master is seen as just a team facilitator. Often only superficial elements of the role are played part-time by an already busy team member. If there are full-time Scrum Masters, in many organisations they are rendered ineffective as change agents and capability builders. Their capacity is filled by a heavy load of co-ordination, stakeholder meetings, progress tracking and other project management tasks have been left to Scrum Masters in the absence of a project manager or the implementation of effective Scrum alternatives.
If this sounds like you, or someone you know, this session is for you!
At the heart of this appears to be a fundamental lack of understanding as to what the Scrum Master role is all about. Also a failure for Scrum Masters to explain their role in the context of the new mindsets and demonstrate its worth to teams, Product Owners, management and other stakeholders.
This interactive session aims to open your eyes to see what a Scrum Master is really meant to be and full impact that a Scrum Master can make.
“The research is clear: happy workers are more productive workers.“ says the founder of Management 3.0, Jurgen Appelo.
Management 3.0 is a revolution in modern management, currently happening in 27 countries and redefining the definition of leadership with management as a responsibility of the group. It is the future of management, which is all about doing the right thing for your team, involving everyone in improving the system and fostering employee engagement.
In this session, you will get an insight into how to manage the system, not the people. This is not only relevant for managers, but for everyone who is concerned about their organization.
About the author:
Stefan is an IT professional who was a Project Manager before encountering Agile Methodologies and recently Management 3.0. He is keen on introducing Management 3.0 as well as Agile Leadership to companies and believes that it will make their employees happier.
Stefan is a certified Management 3.0 facilitator and licensed Scrum Master.
Talking about retrospectives and what I have learned, by working with teams outside IT. Mostly with teachers / nursing homes (not those exactly, but similar)
Would really like to hear your thoughts on the slides and how can the contents be improved.
Thanks!
Presentation contents:
Definition of Culture
Why Culture is Important
Definition of Agile
What does Self-Organization means in Agile context
Golden Circle of Simon Sinek
Comparison of Traditional Waterfall vs Agile approach
Key Benefits of Agile
Agile Methods and Practices
Scrum Principles and Values
Servant-Leadership
Real-world effects of Agile Transformation
Reasons for Adopting Agile
What's stopping Agile?
Cargo Cult
Teaching pointy haired bosses to be agile enablersRyan Ripley
Are managers hindering your Agile transition? Does it seem like things would be better if the managers all left?
Most managers are intelligent people who have built their careers and fed their families with their current knowledge and experience. During an agile transformation, we need them on-board. Managers know their present situation better than anyone else. They also have inside knowledge about the corporate systems and culture that agile coaches need in order to be successful.
But in some cases the manager does not understand agile. In extreme cases, they can become an impediment to an agile transformation moving forward. How can you get these managers back on your side, supporting the agile transformation?
Agile coaches should start with working to understand what the world looks like through the eyes of these managers. To facilitate this understanding, I discuss re-purposing the concept of product user personas to create manager personas that explore the issues, reservations, hold-ups and concerns that are keeping the manager from supporting an agile transformation.
With this new understanding, agile coaches can develop ways to demonstrate to managers why the agile approach is better, where management fit in the larger picture, and how management also benefits from the changes in the way the team delivers value back to the organization. These insights show managers where they can improve agile projects, how they can add value in a newly transformed organization, and how agile coaches can guide management without alienating them during an agile transformation.
Mark Mzyk
Engineering Manager with Chef
Find more by Mark Mzyk: https://speakerdeck.com/mmzyk
All Things Open
October 26-27, 2016
Raleigh, North Carolina
Do you want to get your SharePoint project right the first time? It has been our experience that there is no way for a project to succeed if the stakeholders and solution designers are not in alignment, no matter how good the solution. If your technical team and business stakeholders are not on the same page then the project will fail. The problem is that getting the business stakeholders to tell you their vision and understand what success looks like to them is very difficult.
Over the past decade of delivering successful SharePoint projects, we have discovered methods that work very well at eliciting the stakeholders' desires and then ensuring that we have clarified our own understanding with them. These methods involve the use of visual and tactile tools that open the lines of communication and rapidly expose misunderstandings.
We will demonstrate tools such as mind mapping, card sorting, gamestorming, tree-testing and other methods, and we will have you participate in exercises that will give you the confidence to apply these tools in your own practice. Many of these methods are very easy to learn and apply, and this tutorial will give you the confidence to do so.
The application of these visual tools has directly influenced the success of the many projects we've worked on over the years. We won't be giving you theory, but rather stories and examples from our real-life experience. We hope you'll join us for a practical, useful, fun and enlightening experience.
Do you want to get your SharePoint project right the first time? It has been our experience that there is no way for a project to succeed if the stakeholders and solution designers are not in alignment, no matter how good the solution. If your technical team and business stakeholders are not on the same page then the project will fail. The problem is that getting the business stakeholders to tell you their vision and understand what success looks like to them is very difficult.
Over the past decade of delivering successful SharePoint projects, we have discovered methods that work very well at eliciting the stakeholders' desires and then ensuring that we have clarified our own understanding with them. These methods involve the use of visual and tactile tools that open the lines of communication and rapidly expose misunderstandings.
We will demonstrate tools such as mind mapping, card sorting, gamestorming, tree-testing and other methods, and we will have you participate in exercises that will give you the confidence to apply these tools in your own practice. Many of these methods are very easy to learn and apply, and this workshop will give you the confidence to do so.
The application of these visual tools has directly influenced the success of the many projects we've worked on over the years. We won't be giving you theory, but rather stories and examples from our real-life experience. We hope you'll join us for a practical, useful, fun and enlightening experience.
Lately, it seems that process became trendier than core leadership skills. Agile, Scrum, Kanban stole the focus.
BUT - it is leadership that fuels process adoption rather than process auto-magically fixing disfunction teams.
In this talk we'll explore what went wrong in this process adoption race: from hiring or promoting the wrong people, avoid setting clear expectations from our leaders, to dropping lean practices due to lack of deep understanding (forgetting why we started to begin with).
The dark side is interesting to explore, but we are here for the bright light - we will bring the FOCUS back to how we want our leadership to look like.
We'll try to figure out how we want our leaders to look like in the "Agile era"
Agenda:
== THE WHY ==
- The essence
- Goals balance
- Surviving in chaos
- Team leader definition
- Business vision
- Throughput .vs. latency
- Confidence is not cheap
- Risks management
- Beautiful code
- Beautiful document
== THE HOW ==
- Visibility over progress
- Must, Delegate and External
- Ownership as a driver
- Define “minimum working unit” early
- Define “done” that works for you
- Quality is God (or at least Jesus)
- Test to last
- Bullets knowledge base
- Estimate together
- Teach to move forward
Visual Tools and Innovation Games - Workshop - SPS Chicago Suburbs - May 2014Ruven Gotz
Presented at SharePoint Saturday Chicago Suburbs, May 2014 by Ruven Gotz and Michelle Caldwell.
Learn and experience new tools and techniques that help you get shared understanding with your stakeholders. Without shared understanding, your chances of a successful delivery are very low.
How can you accelerate shared understanding and manage stakeholder expectations? Use visual tools & innovation games to gain traction in an agile world and get your projects started successfully. Learn how we used these techniques with projects both large and small to drive innovation.
How to Start a Compare and Contrast Essay?. A-Z Guide for Writing a Compare and Contrast Essay. Example of paragraph using comparison and contrast. Comparing and .... compare and contrast essay Nature Free 30-day Trial Scribd. Compare and contrast essay examples college vs high school - Compare .... Good Compare and Contrast Essay Examples 5staressays. Introduction paragraph for compare and contrast essay example. How to .... Strong Compare and Contrast Essay Examples. How to Write a Compare and Contrast Essay Literacy Ideas. How to Write a Compare-and-Contrast Essay 2023 - AtOnce. Compare And Contrast Essay Examples FAQ Pro Essay Help. Compare and Contrast Essay II Secondary School Lecture. Example of how to write a compare and contrast essay - How to Write an .... Essential Points of Compare and Contrast Essay. Example of a compare and contrast essay between two books - How to .... A comparison essay example. Free Compare And Contrast Essay Examples .... How to write a compare and contrast essay on two characters - Compare .... Sample compare and contrast essay middle school. Sample compare and .... How to do a compare and contrast essay. How to Teach Compare and .... Wh
EventStorming was born as a massively in-person workshop to discover and model complex businesses and design event-driven software. But the old ways are no longer viable. After one year of experiments and discoveries in a forced-remote setting we know a lot more about what is still working and what is not.
Org Topologies at Scrum Day Europe 2022, AmsterdamAlexey Krivitsky
Organizational Topologies: your roadmap towards an innovative, resilient and adaptive product development organization.
Many organizations struggle to adopt "agile" in a way that delivers on its promise to make the company fast, flexible and efficient.
Global consultancy firms have great pitches on how to adopt different so-called “Agile frameworks”. The marketing is great, but are the results too? We see how our clients get stuck in adopting a framework - forming “agile teams”, appointing “product owners” and then clustering all this into “tribes”. Thus creating robust structures that make further organizational improvements and adaptability difficult, slow, and expensive.
This talk offers ideas how to go beyond these limiting ideas and explores a map of organizational transformation based on orgtopologies.com.
Organizational Topologies: a roadmap towards a resilient and adaptive product...Alexey Krivitsky
Many organizations struggle to adopt "agile" in a way that delivers on its promise to make the company fast, flexible and efficient. Global consultancy firms have great pitches on how to adopt different so-called “Agile frameworks”. The marketing is great, but are the results too? We see how our clients get stuck in adopting a framework - forming “agile teams”, appointing “product owners” and then clustering all this into “tribes”. Thus creating robust structures that make further organizational improvements and adaptability difficult, slow, and expensive.
For more details visit www.orgtopologies.com
How to grow learning multi-site agile organizationsAlexey Krivitsky
What is making organizations so complex and slow? Why an "enterprise" is an equivalent to "inefficient"? How to de-scale organizations? There is no easy answers. But understanding the internal system dynamics is the key skill here.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Modern Database Management 12th Global Edition by Hoffer solution manual.docxssuserf63bd7
https://qidiantiku.com/solution-manual-for-modern-database-management-12th-global-edition-by-hoffer.shtml
name:Solution manual for Modern Database Management 12th Global Edition by Hoffer
Edition:12th Global Edition
author:by Hoffer
ISBN:ISBN 10: 0133544613 / ISBN 13: 9780133544619
type:solution manual
format:word/zip
All chapter include
Focusing on what leading database practitioners say are the most important aspects to database development, Modern Database Management presents sound pedagogy, and topics that are critical for the practical success of database professionals. The 12th Edition further facilitates learning with illustrations that clarify important concepts and new media resources that make some of the more challenging material more engaging. Also included are general updates and expanded material in the areas undergoing rapid change due to improved managerial practices, database design tools and methodologies, and database technology.
29. … And More complexity
• More roles
• More meetings
• More indirection
• More documentation
• More managers
• More coordination
• More people
• More focus on workers (instead of work)
• More complex solutions (more code)
• More complex engineering processes
39. (1) Form groups of the same card color
Put your color card up and make groups.
Guidelines:
– 4-6 people in a group
– you have something to write with
(pens and pencils are OK, sharing is fine too)
When done put your cards down :)
40. (2) Write one word matching criteria
Each group member needs to write one word on
his/her card based on these rules:
Color coding of your cards:
Yellow – adjectives describing the nature
Green – verbs from sport, dancing, walking, love
Blue – nouns from the agile terminology
All words written by one group ideally have to be:
unique
in Russian
have 2+ syllables
41. (3) Form new group of mixed colors
Put your color cards up
Guidelines:
– 4-6 people in a group
– all 3 colors in each group
– duplicate colors are OK
When done put your cards down :)
44. 俳句
[ high-koo ]
Haiku are short poems that use
sensory language to capture a feeling
or an image.
They are often inspired by an element
of nature, a moment of beauty, or
another internalized experience.
45. THE STRUCTURE
17 ons (syllables) in 3 phrases: 5, 7 and 5
Example:
line#1: blah blah blah blah blah
line#2: blah blah blah blah blah blah blah
line#3: blah blah blah blah blah
52. (4) Compose a haiku!
Guidelines:
1. Use as many words from the cards as you
can.
2. Use the topic of this conference:
organizations, complexity, management,
agility, TDD, scaling…
3. Don’t forget to add emotional experience,
nature, love and sadness of being.
65. we are too <foo>*,
Let’s introduce <BLAH>** !
* Replace it with a negative adjective of your choice.
** Replace it with your favorite scaling approach.
66. How (NOT)to choose a scaling method
Is it reducing complexity or just sugar-coating it?
Is it adding new system elements (roles, functions,
departments, silos) or removing them?
Is it centralizing or decentralizing decision-making?
Is it redefining system elements or simply renaming them?
Is it changing system dynamics (how people think, work,
collaborate) or it will remain the same despite of the “new
process” in place?